and<\/em> exploring some contrary\/complementary ideas.<\/p>\nFirst, the background.\u00a0 The Aberdeen study, conducted between June and August, 2009, examines \u201cthe use, the experiences, and the intentions of more than 420 enterprises regarding their talent acquisition initiatives.\u201d\u00a0 The largest percentage of respondents (36%) were HR managers, with directors coming in next (23%), and CEOs\/VPs totaling 17%.\u00a0 Industries were represented fairly evenly, but a whopping 73% of responding companies were from North America, with Asia and Europe dividing 23%, and everywhere else providing just a sprinkle.\u00a0 About a third of responding companies were \u201csmall,\u201d with annual revenues of $50 million or less, and fewer than 500 employees, with roughly another third mid-sized, and 27% humongous (billion-dollar plus, more than 5,000 employees).<\/p>\n
Second, fair warning.\u00a0 If you want to view the whole report, you have until October 31 to access it via free registration.\u00a0 After that it becomes content for sale.\u00a0 (You can\u2019t save or copy it, by the way, but you can print all or selected pages.)\u00a0 Quick note:\u00a0 Research reports have become quite expensive, which increases the value of the Aberdeen approach.\u00a0 In their model, sponsors underwrite access to reports for a limited time\u2014and that means you have to pay attention to what\u2019s available when–so you have to pay attention to Aberdeen.\u00a0 Rather clever . . .<\/p>\n
Third, a strategy.\u00a0 The report is rather complex in its organization, and it uses a sort of proprietary framework for analysis.\u00a0 So it is not what I would call an \u201ceasy read.\u201d\u00a0 If you do read it, try going through first with a focus on the raw data and second with an eye on the interpretations and advice.\u00a0 Make notes, use a highlighter, etc.\u2014in short, treat it like a school assignment.\u00a0\u00a0 This could be a worthwhile effort if the report is used to: (a) organize thinking about issues\/opportunities in the identification and management of candidates, and (b) review gaps and accomplishments in your own organization.<\/p>\n
Fourth (and finally), a preview.\u00a0 For the next post, I\u2019ll get out my decoder ring and highlight some important points in the report.\u00a0 After that, I\u2019ll offer a mildly contrarian response to some aspects of the report.<\/p>\n
<\/p>\n
(Thanks to the bbp<\/a> for opening the door with Number 1.)<\/p>\n","protected":false},"excerpt":{"rendered":"A new report from the Aberdeen Group researchers–Talent Acquisition Strategies 2009: Cutting through the Clutter and Proactively Managing Quality Candidates\u2014offers much to think about.\u00a0 In fact, there\u2019s so much thought provocation that I\u2019m going to walk through the topics in three posts, looking at some aspects of the Aberdeen findings and exploring some contrary\/complementary ideas. […]<\/p>\n","protected":false},"author":10,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_lmt_disableupdate":"","_lmt_disable":"","_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[9,25],"tags":[41,5942],"class_list":{"0":"post-30136","1":"post","2":"type-post","3":"status-publish","4":"format-standard","6":"category-best-practices","7":"category-careers","8":"tag-corporate-website","9":"tag-talent-acquisition","10":"entry"},"yoast_head":"\n
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