HR professionals in North America reveal high value of innovation but confirm significant barriers to adopting 'best practice' methods
Within the global study, carried out by Futurestep – a
This sentiment was backed up by employees globally who revealed that they would be more likely to take a role if they felt the company using particularly innovative methods of interacting with them at the recruitment stage.
The study goes on to reveal that recruitment and talent management professionals believe professional online communities and online talent communities will be the most influential recruitment methods in the future – followed by mobile campaigns.
Respondents also provided a glimpse of what the employee lifecycle would look like globally in an ideal world. The practices that they would like to be using but are not currently are:
- Recruitment: Mobile campaigns; creative advertising and bespoke talent communities
- Engagement: Creative office environments and working spaces; sharing strategies and innovative flexible working processes
- Development: International secondment programs; external training and external mentoring
"Whilst innovation is on the minds of talent and recruitment professionals in the US, failure to secure buy-in from the board means HR departments are suffering from a lack of dedicated funds, as well as time, to develop these innovative processes," said
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Notes to editors
To develop this research, Futurestep conducted online surveys with two audiences: HR/recruitment/talent management professionals (Professionals) and employees (Candidates) from a range of industries in the
100 Professionals were surveyed in each market, all of whom hold senior positions in companies of 250+ people. Professionals all held one of the following job titles: CHRO/HRD/VP, VP/Director/Head of Talent/Recruitment/ Talent Management, HR/Talent/Recruitment Manager, or, HR/Talent/Recruitment Executive. This fieldwork was supported by research with 500 Candidates (all of whom were in active employment when surveyed) from each market.
Fieldwork was conducted by Opinion Leader, an independent research company. Respondents were invited to take part through an email invitation after being screened as eligible for the research, with surveys completed between
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