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2006 Talent Survey: Candidate Shortages Still PrevalentPublished by: IDC Published: Jul. 25, 2006 - 17 Pages Table of ContentsTable of Contents IDC Opinion In This Study Methodology Situation Overview Candidate Shortages Figure: Candidate Shortages in 2006 Versus in 2005 Figure: Candidate Shortages by Job Type Talent Challenges and Initiatives Figure: Top Future Workforce Challenges Initiatives Figure: Top Talent Initiatives Management Team Retirement Figure: Share of Management Team Expected to Retire over Next Five Years Single Greatest Challenge Figure: Greatest Talent Challenge Formalizing Talent Management Figure: Benefits of Talent Management Competencies Figure: Use of Formal Skills and Competencies Attraction and Retention Figure: Reason Employees Are Attracted to and Remain with Organization Technology and Integration of Talent Management Figure: Technology and Talent Management Figure: Integration of Talent Functions Demographics of Survey Participants Figure: Responding Organizations by Number of Employees Figure: Responding Organizations by Industry Future Outlook Essential Guidance Learn More Related Research Synopsis AbstractThis IDC study discusses IDC's participation in the Taleo WORLD customer event that took place May 8-10, 2006, in Orlando, Florida. Similar to a survey it conducted in the fall of 2005, IDC had an opportunity to survey Taleo WORLD attendees - a blend of HR and recruiting executives from many well-known firms. A total of 110 of the 500 event attendees responded to the survey, which covered topics such as candidate shortages and talent integration. Highlights from the survey include: Shortages of viable candidates continue - almost 60% of respondents indicated that the situation has worsened thus far in 2006 compared with 2005. IT still tops the list as the job area where candidate shortages are most felt. More firms are starting to implement competencies; more than 38% of respondents indicated they implemented them across the enterprise, and another 32% implemented them for select positions. Respondents reported higher implementation of talent technologies for areas such as performance management than would have been anticipated. However, integration of the various talent functions remains low, indicating there is still much work to do."The spotlight remains trained on the areas of talent acquisition and management," said Lisa Rowan, program manager for HR and Talent Management Services at IDC. "With lowering unemployment and potential workforce shortages on the horizon, it is essential that employers stay abreast of current conditions and lay plans now for the future." Get Full Details About This Report >> |
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