New Year’s Resolutions for Staffing Success: Better Retention Programs and Improved Applicant Tracking Systems

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Survey reveals talent shortage has companies looking to improve both retention programs and applicant tracking systems to improve staffing success.

Organizations are saying ‘we need to get better at keeping our best employees, and we need to invest in technologies to help us better source and onboard good candidates.’

According to the 2007 Talent Outlook Survey conducted by Cytiva Software Inc. (CRX:TSX-V), HR professionals and recruiters had a harder time this finding good candidates in 2006. And they expect things to get worse in 2007.

Cytiva, developers of the SonicRecruit on demand talent acquisition system, surveyed over 100 HR and recruiting professionals. The survey was designed to find out if finding good candidates is getting more difficult and learn what companies are planning to do about increasing their staffing success.

According to the survey, 62% of respondents believed that finding good candidates was more difficult in 2006 than in 2005. What’s more 61% believed this trend would continue in 2007. The difficulty in finding good candidates was felt most in professional and management employee categories. Fewer respondents felt that finding good hourly position candidates was harder, with only 54% reporting more difficulty in 2006.

When asked to name the top three programs they planned to implement to combat the scarcity of good candidates, the largest portion, 27% of those surveyed, indicated they would focus on better retention programs, 20% indicated they would focus on new or upgraded application tracking systems and 15% indicated they would step up employee referral programs.

The combination of a poor 2007 outlook, and focus on better retention programs and hiring technologies reinforces those who believe a talent shortage is on the horizon, and bolsters those who say it has already begun.

“While we are nowhere near crisis levels, the survey clearly shows that companies are finding it harder and harder to find the right people for their open positions,” said Jason Moreau, CEO of Cytiva. “Organizations are saying ‘we need to get better at keeping our best employees, and we need to invest in technologies to help us better source and onboard good candidates.’”

According to the survey, one initiative not being widely considered is outsourcing the recruiting function. Less than one and a half percent of those responding indicated they had plans to outsource the recruiting function within their organization.

“People are an organization’s biggest expense and most potent competitive weapon,” said Ian Alexander, Cytiva’s Vice President of Marketing. “So it’s not surprising that outsourcing the entire recruiting function is one of the less popular responses. Especially when the better talent acquisition systems allow you to work seamlessly with external recruiters so you can use selective outsourcing as a way to bolster your internal efforts.”

The results of the survey will serve to inform Cytiva’s enhancement of their SonicRecruit recruiting system in 2007. Recent releases related to better recruiting and retention include an onboarding module and a new analytics dashboard.

The Cytiva / SonicRecruit 2007 Talent Outlook Survey, conducted in November 2006, featured responses from over 100 human-resources and recruiting professionals at U.S.-based corporations. Over 50% of respondents were from companies with 500-10,000 employees.

About Cytiva Software Inc.

Cytiva Software Inc. (CRX:TSX-V) provides innovative recruiting products and services to mid-sized and Fortune 500 companies. With its flagship product, SonicRecruit, corporations can automate their recruiting efforts and customize their corporate career sites. SonicRecruit, a premier talent acquisition system, improves recruiting effectiveness, speeding up the hiring process and reducing cost per hire. Cytiva has over 160 clients and is based in Emeryville, CA, with six offices in the U.S. and Canada.

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Ian Alexander


The TSX has not reviewed and does not accept responsibility for the accuracy or adequacy of this news release, which has been prepared by management.

This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: on behalf of the company listed above.

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Ian Alexander
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