Two-thirds of U.S. companies planning significant recruiting

Most HR professionals think workers willing to relocate: Survey
|Canadian HR Reporter|Last Updated: 04/30/2012

Corporate recruiting is moving into high gear, with two-thirds of HR professionals reporting they have "extensive" or "moderate" plans for hiring in 2012, according to a survey released by Allied Van Lines.

Larger companies — with more than 10,000 employees — are more bullish, with 80 per cent planning for extensive or moderate recruiting.

In addition, most of the 500 HR professionals surveyed do not see significant obstacles to relocation in today's economic environment. Only six per cent believe today's workforce is not willing to relocate, and most believe it is "highly mobile" or "somewhat mobile." Fifty-nine per cent reported the current economic context has had "no impact" on their ability to recruit and hire.

But there are several areas of concern, including high unemployment and a soft real estate market, found the 2012 Allied Workforce Mobility Survey.

And not all companies are ready for this challenging environment. HR professionals identified weaknesses — or areas for improvement — in many recruiting and relocation programs:
•Many companies lack confidence in their recruiting programs. Fifty-two per cent of HR professionals said their recruiting programs are only "somewhat successful."
•The overall rate of recruiting success is not as high as it could be. Even "highly successful" recruiting programs lose one-quarter of choice candidates and companies in the bottom quartile lose about one-half.
•Recruiting incentives, including benefits packages, could be stronger at many companies. HR professionals have low confidence even in the incentives they rank the highest. Only 27 per cent rate their health-care plans a five (on a scale of one to five) and they rate all other incentives even lower.
•While "highly successful" recruiting programs make use of a wide range of resources, "somewhat successful" programs scarcely tap into internal recruiters, external recruiters, career fairs or events, and social media.

Companies interested in differentiating themselves in recruiting and relocation may consider these findings, said Allied:
•Recruits in need of relocation have diverse needs yet most companies do not offer a range of benefits tailored to specific types of recruits (such as married with children versus single). Seventy-two per cent of programs offer only four of 10 possible relocation benefits listed in the survey.
•While 69 per cent of HR professionals said selling a home restricts relocation, only 16 per cent of companies offer any form of reimbursement for old home losses.
•While 72 per cent of HR professionals said children's plans or schools restrict relocation, only 39 per cent of companies offer information on area schools.
•Only 38 per cent of HR professionals rate social media as a "good" or "excellent" source for recruiting.

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