Resourcing and Talent Planning

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Annual survey report 2010

Resourcing and talent planning

Summary of key findings Resourcing strategies and objectives Recruitment difficulties Graduate recruitment Attracting and selecting candidates Resourcing in turbulent times Diversity Workforce planning Labour turnover Employee retention Recruiting employees Resourcing strategies and objectives Recruitment difficulties Graduate recruitment Attracting candidates Selecting candidates Recruitment costs Resourcing in turbulent times The impact of the economic climate on resourcing Views on the employment market Implications for talent management Diversity Workforce planning Managing labour turnover Cost of labour turnover Retaining employees Looking forward
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• The median recruitment cost of filling a vacancy

• The public services sector leads the way in tackling

diversity. Ninety per cent of public services employers have a diversity strategy and they are more likely to operate policies that go beyond basic legislative requirements compared with other sectors. Workforce planning
• Overall, 61% of organisations conduct workforce

was £8,333 for senior managers/directors and £2,930 for other employees. Resourcing in turbulent times
• Half of the organisations surveyed say the recession

is having a negative impact on their resourcing budget for 2010. Unlike last year, when the public sector was less affected, this year they were equally likely to report cuts to resourcing.
• More organisations will be focusing on developing

planning, although it was most common in the public services sector and in larger organisations.
• Twenty per cent of organisations plan for less than

one year, 41% for one to two years and only 2% for more than five years.
• The top barriers to workforce planning are fast-

talent in-house and retaining rather than recruiting talent this year compared with last. There are some indications that efforts to reduce recruitment costs will be made as more report they are reducing reliance on recruitment agencies and substantially more expect to use new media/technology to recruit compared
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