got my hands on an interesting summary of a recent staffing.org study (the “2004 recruiting metrics and performance benchmark report“)…the white house summary: “yes, or possibly no… what was the question again?.”…the note which i read was formatted for consumption by hr executive magazine subscribers (not exactly the ‘great american thinker’s magazine,’ y’know — like vanity fair, but a close approximation)

… here’s the summary of the summary for those of you with the attention span of a bonobo (commonly confused with the other knuckle-walker):

the internet was the “best peforming source” of job candidates…they surveyed about 2,300 hr professionals, and 47.5 percent said that internet posting was their best source, compared with 12.4 percent for employee referrals, 8.5 percent for internet databases (like resume databases), 4.7 percent for retained search (which is just mostly old white guys who used to work for fortune 500 companies anyways), 4.3 percent for organization’s own site (or owned internet properties), 3.8 percent for print (yeah, that’s like saying, “3.8 percent of the population” can even read..)…3.3 percent for direct sourcing (aka poaching, cold-calling, “the juice is worth the squeeze baby”)…2.8 percent for events (though for kozlowski and tyco, that number probably accounts for 80 percent of hr spending)…2.7 percent for contingency sourcing (as in, “using agencies and third parties and paying something for not a lot”)…10 percent listed ‘other’ or ‘variable’ as their best source (what does that mean? does that include internal corporate birth rates, like a true ‘grow your own talent’ strategy?)

internet was also ranked highest (at 44 percent) for providing ‘quality of new hires’…oddly, internet recruiting is supposed to be cheaper though cost-per-hire metrics rose slightly over 2003 numbers…all of which leads to this point: here is yet one more promising specialty occupation for strong researchers, the human capital research game…

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