It is our passion to understand how firms design and build staffing processes, the technology to enhance them and the systems to manage them. We want to know more about the ’field’ on which candidates and employers meet, about how they treat one another and whether or not any of the activities that we loosely term ëstaffingí really make a difference to the (human capital) performance these same firms strive to measure.
This study, CareerXroadsí (CXR) third annual Source of Hire study, gets at only a small part of what we want to know and seek to influence. Data was collected between December 15, 2003 and January 9, 2004 covering the year 2003.
Our study goals are simple. We want to ’drill downí to see how well companies measure ’where’ they get their hires. Not their prospects, not their candidates, not their applicants, but their bottom line- their hires! What is being tracked, measured and reported on? How much of what is measured is flawed? How is it flawed? How might it be improved? And, of course- just where do these hires come from?
We limited our survey to Full -Time EmployeesA (FTEs) hired in the USA during 2003. While we would love to have had firms of every size, shape and stripe participating, our focus is restricted by the firms we have access to ñ large, high-profile, highly competitive corporations. Even so, we further restricted the sample to firms that supply their responses during a 4 week period. Literally, they had to have ’real time’ access.
We also recognized that to get a high response rate, we needed to limit our questions. We could easily have asked 100 questions. We chose 23.
Finally, we wanted to contrast our 2003 data with our previous yearís studies.
At each step, creating the survey, collecting the data and reporting the results in this whitepaper, we endeavored to document and disclose as much as possible about the survey participants and their responses so that you, the reader, could assess the context of both the questions and the answers and arrive at your own conclusions. While disclosure is a primary goal, we could not compromise our respondents need for anonymity.
Follow up conversations are expected and encouraged. Youíll find us at www.careerxroads.com or via mmc@careerxroads.com.
Careerxroads 2003 sources of hire study
Introduction from Gerry Crispin and Mark Mehler - Careerxroads