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CFOS NOT ALIGNED WITH MARKETING Sept 20
What is your staffing budget for 2012? More or less than last year? What are
you planning to ask for in 2013 and why?
Since all budgetary roads lead through the CFO’s office, it’s useful to
understand that perspective on the workforce and on staffing’s activities.
Here’s some recent research on that subject:
This past July, CFO Research asked 213 senior finance executives about their
future workforce plans. Compare the answers to what you know about your own
* How likely is it that full-time employment will increase in 2013? (59% said
likely or certain)
* How likely is it that part-time employment will increase? (54% said likely
EXPENSING TIME TO START DELAYS Sept 12
The delay between when candidates accept offers and when they take their
seats ready for work is a good example of a “baked” recruiting process.
Based on experience, most companies have reliable rules of thumb for what the
delay should be for various job categories, along with a routine sequence of
administrative actions that have to occur: file creation, payroll notification,
desk space & furniture, orientation scheduling, technology set up, and so forth.
These tasks are firmly “baked” into the hiring process and considered
Because these tasks often overlap the new hire’s obligatory notice to his
current employer, there’s no extra time “cost” other than what would have been
lost anyway. So the delay is considered to be the inevitable tail end of the
staffing process. For non-exempt hourly workers in mid-size companies (see
chart), this delay averages about...
CONTRACTING IMPROVES TIME TO HIRE Sept 7
Contracting is a simple way to improve on time-to-hire performance by 20%.
This doesn’t mean “contracting out,” which shifts work to outside suppliers. It
means a small internal shift in the recruiting process through which the
recruiter and the hiring manager mutually establish reasonable performance
The process can be casual and informal or not. It can focus on individual
requisitions or on groups of them. The added effort represents a small fraction
of the overall hiring effort yet produces significant, measurable improvements
in hiring manager satisfaction, department performance, and recruiter morale
(illustration is from our new Cost and Time Report)...
OLD COST MODELS BREAK DOWN August 30
[png] What does “average” mean any more? It’s getting harder and harder to
Our new corporate staffing efficiency report - Cost and Time Report - being
released this coming weekend, is going to be controversial. What it says, in
essence, is that CPH and TTF averages no longer tell us at a glance what we need
to know about staffing efficiency. Considerable analysis is required.
Take this chart, for example, which illustrates the time to hire range for
employers seeking non-exempt hourly employees.
The average TTH for this group is 6.4 weeks if you measure by company size but
only 5.3 weeks if you measure by number of hires. And look at the range of data:
significant results from 1 to 14 weeks. What’s going on here?
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