Trends in Talent Management 2012

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SIS International Research ( www.sisinternational.com ), a Global Market Research & Consulting firm, has released its Talent Management Trends 2012 White Paper on Industry Trends in Human Resources Recruitment and Talent Management, based on the findings from a recent qualitative industry trend study across the United States among senior HR executives.



Today’s Human Resources departments are being pushed in new directions, due to the continued jobless recovery, the expectations of the emerging Millennials in the workforce, as well as the introduction and refinement of new technologies. Companies are increasingly moving to online assessments, believing them to be less costly and time-consuming. In addition, corporate branding is becoming an integral part of the application experience. As a result, social media platforms are becoming an important tool to attract applicants.



Mobile platforms are adding to the increasing complexity of attracting and assessing applicants, pushing many HR professionals to look for new ways to assess applicant suitability for the workplace.

Companies are using data mining tools and analysis to better predict an applicant’s prospects for succeeding in a new company. In addition, respondents reported a significant increase in the use of social media (Facebook, LinkedIn, Twitter, YouTube, etc.) and mobile platforms (laptops, tablets, and smart phones) to not only connect with a larger applicant pool, but also to administer initial applicant assessments. At the same time, respondents observe that companies are looking to significantly improve the return on investment of the talent assessments and recruiting tools.



Large companies are seeing a greater strategic push to conduct assessments earlier in the recruiting process to limit for savings the number of candidates who need to be reviewed by a live recruiter or hiring manager to boost productivity. Small to midsize companies tended to use assessments to focus on candidate quality and culture matches.



Companies are increasingly requesting applicant assessments to deliver a demonstrable ROI. For this reason, assessment tools are being used earlier in the hiring process. HR is less willing to spend money on people not likely to be hired. The most important trend is the continued refining of assessment tools to be more predictive of job performance. High volume recruiting produces extensive amounts of data – potential for use of very sophisticated predictive models. A common priority is to increase the validation between test scores and job performance

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Trends in Talent Management 2012

  1. 1. SIS White Paper:Trends in Talent Management January 2012 www.sismarketresearch.com Navigate the Global Economytm SIS International Research Page 1 of 4
  2. 2. BackgroundSIS International Research conducted a qualitative industry trend study across the United States amongsenior HR executives at small, midsize and large companies on the topic of talent management. This marketstudy was conducted from August-November 2011.The study’s objectives were: To better understand customer needs for applicant and employee talent assessments To identify the latest HR industry trends that will impact talent assessments • Customer trends • Emerging technologies • Increasing use of mobile platforms, [e.g., smart phones, tablets, laptops]Executive SummaryCompanies are increasingly using data mining tools to better predict the relationship between applicantassessment results and future job “fit” and performance. Off-the-shelf assessments are becoming both morenumerous and more targeted.Differing Value Propositions Large Companies • Pushing assessments earlier in the recruiting process to limit the number of candidates that need to be reviewed by a live recruiter or hiring manager • Core value propositions revolve around cost savings [i.e., decreased screening labor, improved productivity (or other business outcomes)] Small Companies • Using assessments to evaluate the quality of candidates • Core value propositions revolve around culture match (soft skills) and job fit (soft & hard skills) “Companies see significant losses due to hiring workers who can’t perform their assigned job or quit prematurely.” – HR consultant (assessment developer) www.sismarketresearch.com Navigate the Global Economytm Page 2 of 4
  3. 3. Companies are increasingly providing a high-fidelity, media-based experience to job candidates. Key goalsare to make easier connections with applicants via social media, video, and mobile applicationsCompanies are looking for useful social media tools that stand out – to generate more referrals and to mapout individual networks. According to a number of observers, no one has found the “killer app” yet. “Almost all the products I looked at are trying to integrate social media into recruiting. To me this is mostly hype.” – RecruiterRespondents mentioned increasing use of mobile testing, at least for initial applications. The benefitswitnessed were that tests could be given to more candidates, and they can be reached anywhere. Otherbenefits cited were an increase in the availability of data on candidates, and test materials becoming cheaperto create and administer. Respondents considered mobile devices and videos as key media. The goal is tomake easier connections with applicants.Companies are increasingly requesting for applicant assessments to deliver a demonstrable ROI. For thisreason, assessment tools are being used earlier in the hiring process. HR is less willing to spend money onpeople not likely to be hired. The most important trend is the continued refining of assessment tools to bemore predictive of job performance. High volume recruiting produces extensive amounts of data – potentialfor use of very sophisticated predictive models. A common priority is to increase the validation between testscores and job performance.Respondents largely noted that pricing is becoming increasingly competitive. “Over the last 10 years, assessments have been getting more and more commoditized” – Chief Scientist, acquisition solutions providerTo hiring companies, the value delivered by theassessments tools is more important than theprice of the technology: 1. Standardized tests 2. Semi-custom tests 3. Custom tests Price 4. Talent Strategy providers – full range of products to monitor talent acquisition & job performance                  1                            2                            3                            4 Value  Added www.sismarketresearch.com Navigate the Global Economytm Page 3 of 4
  4. 4. Summary Today’s Human Resources departments are being pushed in new directions, due to the continued jobless recovery, the expectations of the emerging Millennials in the workforce, as well as the introduction and refinement of new technologies. Companies are increasingly moving to online assessments, believing them to be less costly and time-consuming. In addition, corporate branding is becoming an integral part of the application experience. As a result, social media platforms are becoming an important tool to attract applicants. Mobile platforms are adding to the increasing complexity of attracting and assessing applicants, pushing many HR professionals to look for new ways to assess applicant suitability for the workplace. SIS International ResearchAbout SIS International Research 11 E 22nd Street Floor 2 New York NY 10010SIS International Research is a global research firm specializing in market Status 1/2012research and market intelligence. Established in 1984, the SIS global coverage The information provided contains general descriptions orspans over 120 countries in Europe, North America, Latin America, Asia and the characteristics of performanceMiddle East. which in case of actual use do not always apply as described or which may change as a result of further development. Availability and technical specifications are subject toOur core competency lies in the strategic analysis of global trends, market change without notice.segmentation and emerging markets opportunities. Our sector coverage includesB2B, Consumer, Pharmaceuticals, Technology, Transportation, and the Serviceand Education sector.For more information, please visit www.sisinternational.comMedia relations:Michael Stanat+1.212.505.6805mstanat@sis-international.com+1.212.505.6805 www.sismarketresearch.com Navigate the Global Economytm Navigate the Global Economy tm Page 4 of 4

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