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Products & Services Human Resources Employee Staffing and Performance Measures

Managing the Staffing Process Effectively

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ID: 4599


Features:

Graphics


Pages/Slides: 33


Published: Pre-2014


Delivery Format: Online PDF Document


 

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Sitewide: Authorizes use of the report for a geographic site. All people at site can view the report for a year and copies can be printed.

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919-403-0251

  • STUDY OVERVIEW
  • BENCHMARK CLASS
  • SPECIAL OFFER
Study Overview

Staffing organizations must conduct intensive planning and management of the recruiting process to fill positions quickly and control staffing costs. This 33-page document focuses on how the most effective staffing managers develop and manage processes that enable them to achieve impressive operational results. Staffing organizations can use this information to facilitate successful planning and management of their recruiting activities.

Key Topics

  • Advanced and flexible forecasting
  • Tools to manage internal client expectations
  • Automated systems and outsourcing to speed the recruiting process
  • Requisition review schedules

Sample Best Practices
  1. Develop close relationships and ongoing dialogues with contracting and proposal teams to determine future staffing needs.
    *One benchmark partner’s staffing executives and recruiters build close relationships with proposal and contracting teams to ensure early communication about staffing needs when contracts are won.
  2. Develop a common workforce planning training program for hiring managers and recruiters to create more accurate and timely forecasts.
    *One company has developed an effective training program that ensures both staffing organization personnel and their internal clients develop an understanding of the importance of workforce planning to their own needs. This training program focuses on coaching hiring managers and recruiters on how to assess staffing needs and develop accurate forecasts.
  3. Proactively hire based on forecasts – instead of reacting to requisitions – to accelerate the sourcing of an adequate number of qualified candidates.
    *Another benchmark partner’s staffing organization uses the detailed forecasts it receives from business managers to dictate all recruiting and hiring activities for the year, which allows them to anticipate the needs of specific hiring managers when the time comes to discuss requisitions.

Methodology
This document was created from a Best Practices, LLC consulting project.


Industries Profiled:
Financial Services; Insurance; Pharmaceutical; Computer Software; High Tech; Telecommunications; Biotech; Health Care; Energy; Aerospace; Defense; Computer Hardware; Utilities; Service; Manufacturing; Banking; Government; Chemical; Consumer Products; Electronics


Companies Profiled:
Allstate Insurance Company; Sanofi-aventis; JP Morgan Chase; Sun Microsystems; Verizon; QUALCOMM; Pfizer; Peoples Energy Corporation; Raytheon; Novartis; Northrop Grumman; NCR; Microsoft; Public Service Enterprise Group; Electronic Arts; Lockheed Martin; EG&G; Honeywell; Computer Sciences Corporation; Federal Reserve Board; Cardinal Health; Entergy; Cisco Systems; BASF Corporation; Blue Cross and Blue Shield; BAE Systems; Amgen; Chiquita Brands International; CACI; Autodesk; Inc.; Arrow Electronics; Applied Materials

If you purchase Best Practice Database document(s), you will have 30 days from the date of purchase to apply some or all of the cost of the document(s) toward the cost of a Full Access Individual, Pharma, Group or University Membership. Write us at DatabaseTeam@bestpracticesllc.com or call David Guinn at 919-767-9179 if you have any questions.