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Bank of America/CareerXroadsVoice of the Industry
Survey Results
August 1-2, 2006
Overview
• Survey was constructed around the Anatomy of a World-Class Recruiting Organization study from RRT
• Survey questions designed to evaluate the performance and importance
• Survey was sent to 195 firms; 29 responses or 15% response rate• Companies represented various industries:
– Retail– Financial/Banking– Food Services– Entertainment– Technology– Medical/Pharmaceuticals– Oil/Gas– Consulting
• 27 Companies indicated willingness to engage in follow-on interview – 20 selected for Face to Face VOI interviews.
• BAC selected additional international organizations to participate in benchmarking study
How did we do……
Attracting TalentDedicated Sourcing Team Performance %
Importance to Staffing %
Importance to Company %
Just Started 4 33% Not important 0 0% 1 9%
Started but no measurable results 1 8% Somewhat Important 0 0% 1 9%
Incorporated into Strategy 3 25% Important 1 10% 2 18%
Perform Well vs. Plan 2 17% Very Important 5 50% 5 45%
Best Practice 2 17% Critical 4 40% 2 18%
Total 12 100% Total 10 100% 11 100%
Dedicated Sourcing Team Have It %
Measure It %
N0 16 55% 6 50%
YES 13 45% 6 50%
Total 29 100% 12 (1 n/a) 100%
Observations:
•Overall “Attracting talent” category received high importance ratings among all organizations – both in staffing and company importance.
•Despite the importance rating of dedicated sourcing teams to the company’s success (63% Very Important/Critical), 16 companies (55%) have no dedicated sourcing teams.
•Branding – 47% of organizations just started in Staffing Branding, yet importance to the company was rated “critical”…is funding/sponsorship the issue?
•Employee referrals – 60% of organizations rated referrals as “very important to critical” to the company’s success. 61% have wither just started or incorporated into their strategy. Only 2 companies indicated they had a best practice…alignment of priorities?
•Search firm protocols – 70% of organizations rated search firm protocols as very important to critical for the company’s success – only 17% consider their process a best practice …opportunity for rapid improvements?
Centralized Search Group
# %
No 10 36%
Yes 18 64%
Total 28
Attracting Talent..Staffing Brand
Incorporated into Strategy
35%
Just Started47%
Best Practice6%
Started but no measurable
results12%
Perform Well vs. Plan0%
Staffing Brand Importance Ratings
0%
10%
20%
30%
40%
50%
Not important Somew hatImportant
Important Very Important Critical
0%
10%
20%
30%
40%
50%
Importance to Company Importance to Staff ing
Employee Referral
Just Started9%
Incorporated into Strategy
39%
Perform Well vs. Plan
30%
Best Practice9% Started but no
measurable results13%
Employee Referral Importance Ratings
0%
20%
40%
60%
Not important Somew hatImportant
Important VeryImportant
Critical
0%10%20%30%40%50%
Importance to Company Importance to Staff ing
Search Firm Protocols
Just Started11%
Started but no measurable
results11%
Incorporated into Strategy
39%
Perform Well vs. Plan22%
Best Practice17%
Search Firm Protocols Importance Ratings
0%10%20%30%40%50%60%
Not important Somew hatImportant
Important VeryImportant
Critical
0%
10%
20%
30%
40%
50%
Importance to Company Importance to Staffing
23 responses
17 responses
21 responses
18 responses15 responses
15 responses
Candidate Selection% of New Hires Assessed
# % Assessed
8 0%
6 1-5%
4 11-25%
1 26-50%
2 51-75%
7 76-100%
Campus Teams Reporting Structure
# Reports to
2 HR
21 Staffing
Observations:
Campus Recruitment –22 of 29 respondents indicated that they were at some stage of implementation with campus recruiting. The company’s importance rating averaged “important”. Majority of the campus teams are aligned to Staffing.
Screening and Assessing – 10 of the 29 organizations use tools to screen and assess that are validated against I/O standards. The percentage of new hires requiring formal assessment are shown above.
Internal Job Posting – 83% of the organizations have an internal job posting process, 87% measure it.
Internal Job Posting Importance Ratings
0%
10%
20%
30%
40%
50%
Not important SomewhatImportant
Important Very Important Critical
0%
10%
20%
30%
40%
50%
Importance to Company Importance to Staffing
18 responses
Internal Job Posting Have It %Measure
It %
N0 5 17% 3 13%
YES 24 83% 20 87%
Total 29 100% 23 (1 n/a) 100%
Candidate Selection…Campus Recruiting
Just Started15%
Started but no measurable
results15%
Incorporated into Strategy
45%
Perform Well vs. Plan25%
Best Practice0%
Campus Recruiting Importance Ratings
0%
5%10%
15%
20%25%
30%
35%40%
45%
Not important Somew hatImportant
Important Very Important Critical
0%
5%
10%
15%
20%
25%
30%
35%
40%
Importance to Company Importance to Staffing
Screening & Assessment ToolsValidated against I/O standards
Just Started0%
Started but no measurable results
29%
Incorporated into Strategy
43%
Perform Well vs. Plan14%
Best Practice14%
Screening and Assessing Importance Ratings
0%
20%
40%
60%
80%
100%
120%
Not important Somew hatImportant
Important VeryImportant
Critical
0%
10%
20%
30%
40%
50%
60%
Importance to Company Importance to Staffing
Staffing Organization to Support Company MissionLOB Partnership
Just Started16%
Started but no measurable results
16%
Incorporated into Strategy
46%
Perform Well vs. Plan11%
Best Practice11%
Staffing Organization to Support Mission Importance Ratings
0%
10%
20%
30%
40%
50%
Not important Somew hatImportant
Important Very Important Critical
0%
10%
20%
30%
40%
Importance to Company Importance to Staffing
19 responses
7 responses7 responses
20 responses 17 responses
17 staffing/18 (company) responses
Talent Management
Candidate Conversion Process Performance %
Importance to Staffing %
Importance to Company %
Just Started 2 13% Not important 0 0% 0 0%
Started but no measurable results 4 25%
Somewhat Important 0 0% 3 21%
Incorporated into Strategy 4 25% Important 3 21% 3 21%
Perform Well vs. Plan 4 25% Very Important 6 43% 5 36%
Best Practice 2 13% Critical 5 36% 3 21%
Total 16 100% Total 14 100% 14 100%
Observations:
Candidate conversion process to “close” selected applicant had mixed results (only 57% of the companies have a formal conversion process.) Importance to staffing was between very important and critical. (Note: One company indicated they measured it but did not indicate the have it.)
Candidate Conversion Process Have It %
Measure It %
N0 12 43% 3 21%
YES 16 57% 11 79%
Total 28 100% 14 (2 n/a) 100%
Talent Management…Onboarding Program
Just Started37%
Started but no measurable results
21%
Incorporated into Strategy
26%
Perform Well vs. Plan11%
Best Practice5%
Onboarding Program Importance Ratings
0%
5%
10%
15%
20%
25%
30%
35%
40%
Not important Somew hat Important Important Very Important Critical
0%
5%
10%
15%
20%
25%
30%
35%
Importance to Company Importance to Staffing
Diversity Strategy
Just Started19%
Started but no measurable results
25%Incorporated into
Strategy37%
Perform Well vs. Plan13%
Best Practice6%
Diversity Strategy
0%5%
10%15%20%25%30%35%40%45%
Not important SomewhatImportant
Important Very Important Critical
0%5%10%15%20%25%30%35%40%45%
Responsible for On-boarding
# Responsibility
4 Hiring Managers
5 HR
4 Learning
6 Staffing
10 Shared
Observations:
24 of 29 organizations have on-boarding programs – only 16 organizations of the 24 measure on-boarding. 18 of 29 companies have dedicated strategies for diversity hiring. On-boarding and Diversity topped the importance ratings among all organizations. On-boarding responsibilities are aligned across several areas.
12 responses19 responses
17 responses19 responses
Management/Organization/TechnologyProcess for Forecasting
# Responses (multiple) Forecast Process
0 Temps
6 Critical Skills
10 Leadership Succession
10 None
10 Other
Who Owns Staffing Forecasting
# Companies Primary Responsibility
5 HR Partners
3 Not owned by anyone
3 Line Management
5 Staffing
6 Other - Shared responsibility all
7 Business Planning
29
Staffing Process Importance Ratings
0%
10%
20%
30%
40%
50%
60%
Not important SomewhatImportant
Important Very Important Critical
0%
10%
20%
30%
40%
50%
60%
Importance to Company Importance to Staffing
Observations:
Staffing Forecasting is not widely practiced –52% of organizations do not have a process. Of the 14 companies that do have a forecasting process, only 6 measure it. Ownership of the process varied. Importance to company success however, was very high to critical, which would suggest that there will be a lot more activity in this area in coming years.
Staffing Forecast Process Have It %
Measure It %
N0 15 52% 7 54%
YES 14 48% 6 46%
Total 29 100% 13 (1 n/a) 100%
Management/Organization/Technology…
Quality of Hire Performance %
Just Started 6 60%
Started but no measurable results 1 10%
Incorporated into Strategy 1 10%
Perform Well vs. Plan 1 10%
Best Practice 1 10%
Total 10 100%
Quality of Hire Importance Ratings
Importance to Staffing %
Importance to Company %
Not Important 1 10% 2 20%
Somewhat Important 0 0% 1 10%
Important 3 30% 1 10%
Very Important 2 20% 0 0%
Critical 4 40% 6 60%
10 100% 10 100%
Current Quality of Hire Definitions Used
Currently anecdotal feedback plus school ranking and GPA. Have designed/but not implemented yet Quality of Hire survey to obtain Hiring Manager and New Hire feedback on fit, skills, applicant rank.
Scale of 1-10 (10 being best), how would you rate the quality of your new hire?
Quality of candidate/hire experience of the hiring process
Probably only defined by the recruiting team at this point....
CLCs 1-10 rating by hiring managers in their Recruitment Executive Dashboard
Observations:
Only 10 of the 29 companies currently have a definition of Quality of Hire that they use in their organization– however majority just started – importance is high to both company and staffing. There is no consistent definition for Quality of Hire..
Majority of organizations have centralized temp management programs – only 1 best in class
Centralized Temp Management Program Have It %
Measure It %
N0 9 31% 1 6%
YES 20 69% 16 94%
Total 29 100% 17( 3 n/a) 100%
Metrics Summary
Metric # % of Total
TTF 25 86%
HM Sat 19 66%
CPH 17 59%
Conv. Ratio 17 59%
Cand. Sat 15 52%
Retention 14 48%
Agreed TTF 8 28%
QOH 8 28%
Performance Ratings 6 21%
Other 4 14%
Efficiency Ratio 3 10%
Total Respondents 29
Most common Metrics used in Staffing Organizations
Staffing Metrics %
Shared Metrics with
LOB %
Delta CPH 17 59% 17 59%Total Savings 13 45% 11 38%Other 8 28% 8 28%ROI 7 24% 7 24%Retention 6 21% 8 28%Audit of SLA 4 14% 6 21%Delta Performance recent hires 1 3% 2 7%Tota Respondents 29 29
Contribution/Savings Metrics used to measure recruiting contributions
Additional Information
Country # Org. Operating w/I country
Africa 4
Antarctica (lol) 1
Asia - Pacific Rim 5
Australia 4
Europe 7
Middle East 3
Central and South America 6
North America 25
List of Companies who participated in surveyBlue indicates organizations who have a global staffing strategy supported by technology
Air Products and Chemicals, Inc
ARAMARK - Education Facilities
Barnes Group
Bausch & Lomb
BP
embarq
Getronics
Gillette
Huron Consulting Group
KeyBank
Kimberly-Clark
Medtronic
MITRE
National Security Agency/Office of the Director of National Intelligence
Nationwide
Nestle Waters North America
P.F. Chang's China Bistro
PepsiCo
RBC Financial Group
REI
RTI International
sanofi-aventis
Schering-Plough
Sprint/EMBARQ
Tenet
US Trust
Wal-Mart Stores Inc.
Walt Disney World
Yahoo!
Program to Identify Breakthrough Ideas
Centralized Group to Manage Innovation Benchmarking
No 24 14 15
Yes 4 15 14
Enabling Criteria
Industry Survey
Appendix
Currently Practiced in the Industry – Do they have it?
Industry Measurement & Audit – Do they measure it?
Current Industry Performance – How do they perform?
Importance to Staffing – Is it Important to them??
Importance Ratings –How important is it to the company?