July 9th 2018

Executive Summary: Resourcing – How HR’s Core Competence is Evolving

Finding, developing and retaining the talent needed to execute strategy is a key business priority, and is an area where HR can make a substantial strategic contribution. The world of resourcing is rapidly evolving, with technology innovation, social media and shifting candidate expectations leading to new methods for attracting and assessing candidates. Despite rapid change in this field, the factors that underpin effective resourcing - having an actionable plan for acquiring the strategic capabilities needed, being clear about the factors that drive individual performance, and having robust evidence-driven selection processes, remain constant.

This CRF report provides examples and practical recommendations for improving your resourcing strategy and tactics. The report focuses on three core elements of the resourcing process:

  • job analysis
  • employer branding
  • assessment and selection.

Access this CRF report to learn about key developments in resourcing and how to improve the effectiveness of your resourcing processes, and the connection between recruitment and business strategy. Those interested in learning more about the employer brand can access our supplementary report - The Evolution of the Employer Brand.

This is an executive summary of the report, where you can read the main findings and recommendations. A full copy of the report is available to CRF members only.

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July 10th 2018

Webinar: Data-driven Talent Acquisition: What is the Future of Recruitment?

Are you involved in planning your talent acquisition and resourcing strategies, and looking to improve the overall recruitment and talent strategy? Perhaps, you are interested in exploring current innovations and recruitment trends? Listen to our webinar on resourcing to explore key shifts in recruitment practice and hear some practical advice from our speakers on how to improve the effectiveness of your resourcing strategy, and deliver value to the business.

More Info

May 9th 2019

Speed Read: Talent on the Move: Time for a Rethink?

With the emergence of Global Talent Management, there has been a growing interest in the effectiveness of the usage of talent globally. What are the current challenges and what are the expected options for moving people in the future?

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  • Career Planning
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Read Executive Summary

August 10th 2018

What, When, Why, and How? A Quick Guide to Job Analysis

What is job analysis and when should you conduct one? This one-pager will give you a comprehensive overview of job analysis, why use it and how to carry one out with maximum benefits for the organisation and HR.

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August 2nd 2018

CRF Survey Slide Pack: Resourcing - How HR's Core Competence is Evolving

It is critical that HR professionals build a strategic approach to resourcing - a resourcing strategy closely aligned with the business strategy can help drive the business to success in the face of today’s- and tomorrow’s- challenges. This document contains survey results that informed CRF's research report - 'Resourcing - How HR's Core Competence is Evolving' - and can help you assess the strengths and weaknesses of your current recruitment approach.

Read Event Document

November 22nd 2017

Compendium of CRF Research 2017

Within this short document, we present the executive summaries from a selection of our most recent work. While each of these articles explore a different issue, there are a number of good practice principles uniting them, all of which are required for a strong, coherent and effective people strategy.

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  • Agility
  • Analytics
  • Being an HR Director
  • Business Education
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  • International Business
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  • Learning and Development
  • Managing Organisations
  • Managing People
  • Managing Uncertainty
  • Mergers & Acquisitions
  • Negotiations
  • Political Savvy
  • Potential
  • Reorganisation
  • Restructuring
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  • Strategic Thinking
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  • Wellbeing
Read Executive Summary

February 29th 2016

Executive Summary: Assessing Potential

Organisations have been assessing potential with varying degrees of success for many years. Yet, in this recent research report, only 47% of 224 respondents felt that they were ‘somewhat’ or ‘very satisfied’ with their evaluations. This executive summary includes an overview of the full research report’s main themes, ideas and recommendations in relation to changing processes for assessing potential, to ensure that the talent management function can better meet the current and future needs of the organisation.

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Read Executive Summary