HR professionals in North America reveal high value of innovation but confirm significant barriers to adopting 'best practice'

HR professionals in North America reveal high value of innovation but confirm
           significant barriers to adopting 'best practice' methods

Innovation is "crucial" to growth, profitability and a cutting edge say HR
pros, but lack of budget and resources holds them back from delivering

PR Newswire

LOS ANGELES, Aug. 13, 2013

LOS ANGELES, Aug. 13, 2013 /PRNewswire/ --Globally 74% of HR professionals
admit their organization should be doing more to demonstrate innovation in
recruitment and talent management. However, a global study has revealed that
in the US, a lack of senior buy in alongside a shortage of both financial
investment and time, are the main barriers hindering the adoption of more
innovative practices.

Within the global study, carried out by Futurestep – a Korn/Ferry company -
recruitment and talent management professionals from eight countries admitted
that using innovative methods in recruitment was key to winning the war for
talent. When asked why innovative methods of recruitment should be adopted,
42% felt it was crucial in securing the best talent and a further third that
it was key in hiring niche or hard to find talent (33%). And yet just over a
quarter (27%) of US recruitment and talent management professionals have
access to an R&D/innovation budget to improve performance in HR.

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:

  oRecruitment: Mobile campaigns; creative advertising and bespoke talent
    communities
  oEngagement: Creative office environments and working spaces; sharing
    strategies and innovative flexible working processes
  oDevelopment: 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 William Sebra, President of Futurestep North
America. "It is vital, particularly in a market as competitive as the US,
that businesses are able to attract and retain the best talent available in
order to drive growth in a continually challenging economic climate. However,
at present, these obstructions are threatening to damage many organizations
ability to deliver the talent demands of the businesses."

Follow the conversation on Twitter @futurestep #InnovationImperative

The full study, entitled 'The Innovation Imperative', is available for
download from www.futurestep.com/innovate

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 UK, USA, Australia,
France, Germany, Brazil, India and Greater China (an amalgamated market
comprising Hong Kong and China).

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 19th
February 2013 and 13th March 2013. Detailed research methodology can be found
in the appendix of the full Futurestep report.

About Futurestep

Futurestep is the global industry leader in high-impact recruitment solutions;
offering fully customized, flexible services to help organizations meet their
talent and recruitment needs.

Our clients turn to us for proven expertise, a global process and
infrastructure, proprietary competency models, innovative sourcing and
attraction strategies, and a unique approach to measure and optimize business
impact.

As a Korn/Ferry Company, Futurestep can meet a variety of workforce
requirements; from RPO and project recruitment, to search and consulting, our
solutions apply a truly world-class capability to deliver talent with impact,
providing the experience and global reach to identify, attract and retain the
people who drive business success.

To learn more, visit www.futurestep.com

About Korn/Ferry International
Korn/Ferry International is a premier global provider of talent management
solutions, with a presence throughout the Americas, Asia Pacific, Europe, the
Middle East and Africa. The firm delivers solutions and resources that help
clients cultivate greatness through the design, building and attraction of
their talent. Visit www.kornferry.com for more information on Korn/Ferry
International, and www.kornferryinstitute.com for thought leadership,
intellectual property, and research.

SOURCE Korn/Ferry International

Website: http://www.kornferry.com
Contact: Ellie Bennett/ Olivia Allen, Harvard Bell Pottinger, T: +44(0)20 7861
2839/ 3967, E: futurestep@bell-pottinger.co.uk
 
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