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2005 Talent Acquisition Survey: The Looming Seeker MarketPublished by: IDC Published: Jan. 19, 2006 - 15 Pages Table of ContentsTable of Contents IDC Opinion In This Study Methodology Situation Overview The Source Is the Thing Figure: Candidate Sourcing Candidate Shortages Figure: Candidate Shortages in 2005 Versus 2004 Figure: New Employee Hiring in 2005 Versus 2004 Figure: Candidate Shortages by Job Type The Contingent Workforce Figure: Organizational Responsibility for Hiring Contingent Workers Social Networking Figure: Use of Social Networking for Recruiting Figure: Efficacy of Social Networking Tools Talent Management Integration Figure: Integration of Talent Management Functions Hiring Metrics Figure: Hiring Metrics in Use Recruiting Outsourcing Figure: Outsourcing of Recruiting Functions Figure: Future Plans for Outsourcing of Recruiting Functions Demographics Figure: Size of Organizations Responding by Number of Employees Figure: Respondent Organizations by Industry Essential Guidance Learn More Related Research Synopsis AbstractThis IDC study describes the results of a survey on talent sourcing and acquisition administered to the attendees at PeopleClick's first annual global client conference held in November 2005, in Amelia Island, Florida. A total of 70 of the 150 event attendees responded to the survey, which covered topics such as talent sourcing, candidate shortages, and hiring metrics. Highlights from the survey include: The number 1 source for hiring was reported to be firms' own corporate career sites. Following closely behind corporate job sites were jobs boards and recruiter outreach. With a majority of hiring coming from the Internet, it would appear that most sourcing is still focused on active candidates rather than the more elusive passive candidate pool. A resounding majority of participants reported noticeable candidate shortages in 2005. A large percentage of respondents reported that, on average, the IT function was the area for which they are seeing the greatest shortage of candidates. This was followed by finance positions as the next most critical shortage. With all the various Web-based tools available to recruiters, IDC was interested to learn how extensively social networking tools are being used, and how effective recruiters are finding them for locating job candidates. A majority of respondents indicated that they have used social networking tools to locate candidates, and an overwhelmingly large majority of those indicate that the tools have been effective for sourcing."Candidate sourcing is becoming key to gaining and retaining a competitive edge in the United States, with lower unemployment and baby boomers beginning to exit the workforce," said Lisa Rowan, program manager, HR and Talent Management Services. "Enterprises will need to explore all of the options, including seeking outside assistance to effectively meet the need for workers in the coming years." Get Full Details About This Report >> |
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