Key Factors in High-Performance Staffing

Technology-based companies typically must recruit and select highly qualified candidates for hundreds or thousands of technical positions each year. To meet this challenge, the staffing groups at these companies face increased demand and performance expectations from senior management – and are evaluated accordingly. Advances in processes and technologies are leading to significant improvement in the quality of the candidate pool, the time to fill required positions, and the cost to hire the best individuals. This 10-page document examines these topics among leading staffing organizations across the Aerospace and Defense, Technology and Finance industries. Ten graphics provided detailed comparison metrics on the performance of leading staffing organizations. Staffing managers will be able to use this document to help with assessment and planning for their organizations.

Key Findings

• Organizations that achieve the highest levels of staffing efficiency do so by carefully segmenting recruiting and sourcing responsibilities and outsourcing lower-level or specialized tasks.
• Tight integration of staffing phase tasks, strict enforcement of decision periods and proactive talent pool management most affect time-to-start and time-to-fill measurements among leading companies.
• Companies with higher average numbers of requisitions per recruiter experience a negative impact on time-to-fill.

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