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The Third Wave of eRecruiting: How a Holistic View of Workforce Management is Changing Competitive StrategiesPublished by: IDC Published: Sep. 8, 2004 - 22 Pages Table of ContentsTable of Contents IDC Opinion In This Study Definitions eRecruiting Incentive Management Performance Management Workforce Management Situation Overview Introduction Current Industry Dynamics The First Wave Figure: The Three Waves of eRecruiting The Second Wave The Rising Tide of Quantifiable Results The Ebb and Flow of Talent The Third Wave Figure: The Holistic View of Workforce Management How Competitors Are Responding to these Trends Recent Announcements. Alliances, Acquisitions and Product releases New Service and Technology Offerings Table: Vendor Events in the Building of Workforce Management Solutions Future Outlook Industry Impact Essential Guidance Actions To Consider Learn More Related Research Synopsis AbstractThis IDC study examines the changing dynamics of the erecruiting marketplace, which despite the generally weak European economy and the slow pace of hiring, has enjoyed steadily growing interest among large and midsize organizations seeking to better manage and administer the hiring process. At the same time, however, erecruiting has reached a milestone in its evolution. Client organizations are looking more holistically at their needs across the entire workforce management lifecycle and many erecruiting solutions as they stand fulfill only part of that requirement. The purpose of this document is to do the following: Introduce the key industry dynamics that are impacting companies' interests and expectations for erecruiting and, more broadly, workforce management services. Examine recent service and alliance announcements that impact the competitive landscape in recruiting and staffing services. Provide recommendations that assist the providers of erecruiting, performance management, testing and assessment, and other HR services in developing their competitive and alliance strategies and in positioning their service offerings to best realize the market opportunity for integrated workforce management services."Recruiting remains a poorly understood and executed discipline within many organizations," said Mike Friend, European Business Services research manager at IDC. "The hiring of an individual is seen in the context of the need of a business unit rather than the organization as a whole. There is, however, a rapidly growing interest in managing HR as a business, for example the balanced HR scorecard, that is impacting the way in which HR processes such as recruitment are measured against the performance of the organization as a whole." An increasing number of companies can now measure their employee turnover, relate this to their operational cost base, and benchmark it against industry averages. Data analytics allow them to measure the time to fill a post and the cost of leaving a position unfilled, compare the cost of outsourced employment with in-sourced work, and contingent versus salaried labor. "It is against this background," said Friend, "that erecruiting is now entering the 'third wave' in its evolution." Get Full Details About This Report >> |
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