Two-Thirds of U.S. Companies Planning Significant Recruiting in 2012, Survey Says; HR Professionals Identify Areas for Improvement in Recruiting and Relocation, Opportunities for Differentiation

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Apr 30, 2012, 05:55 ET

CHICAGO, April 30, 2012 /PRNewswire/ -- Corporate recruiting is moving into high gear, with two-thirds of HR professionals reporting that they have "extensive" or "moderate" plans for hiring in 2012, according to the 2012 Allied Workforce Mobility Survey.

Larger companies – with more than 10,000 employees – are more bullish, with 80 percent planning for "extensive" or "moderate" recruiting.

In addition, most HR professionals do not see significant obstacles to relocation in today's economic environment. Only 6 percent believe that today's workforce is not willing to relocate, and most believe it is "highly mobile" or "somewhat mobile." Fifty-nine percent reported that the current economic context has had "no impact" on their ability to recruit and hire.

Sponsored by Allied Van Lines, the 2012 Allied Workforce Mobility Survey captured the voice of 500 HR professionals on critical topics related to workforce mobility. The first set of results, released today, concern recruiting and relocation. Other results will follow on May 21 and June 11. All completed survey results will be available through www.alliedhriq.com.

Today's survey results suggest a busy, challenging recruiting environment in 2012, with several areas of concern, including high unemployment and a soft real estate market.

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 percent of HR professionals say 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 in four choice candidates, and companies in the bottom quartile lose about one in two.
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 percent rate their healthcare plans a "5" (on a scale of 1 to 5, with "5" being strength and "1" a weakness), and they rate all other incentives even lower.
Relocation packages do not address some key areas, like spousal employment support, which only 2 percent of companies cover in any form.
Companies are not using all the recruiting tools that they could. 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.

Taken as a whole, the survey suggests many opportunities for differentiation among companies heading into a competitive recruiting period.

Best-in-class companies are usually larger. They spend more, recruit and relocate more, and cast their nets more widely geographically.

Yet, best-in-class companies are also found among companies with revenues under $1 billion or even under $100 million. About one-third of companies in these categories are best in class in recruiting, according to HR professionals who rated their own programs.

Companies interested in differentiating themselves in recruiting and relocation may consider these findings:

Recruits in need of relocation have diverse needs, yet most companies do not offer a range of benefits tailored to specific types of recruits (e.g., married with children versus single). Seventy-two percent of programs offer only four of 10 possible relocation benefits listed in the survey.
While 69 percent of HR professionals say that selling a home restricts relocation, only 16 percent of companies offer any form of reimbursement for old home losses.
While 72 percent of HR professionals say children's plans/schools restrict relocation, only 39 percent of companies offer information on area schools.
Only 38 percent of HR professionals rate social media as a "good" or "excellent" source for recruiting, which suggests these resources are underutilized (or truly not useful).

About Allied Van Lines

Established in 1928, Allied Van Lines, Inc., with more than 400 agent locations in North America, is an experienced leader in household goods moving and specialized transportation services. Allied is one of the world's largest moving companies and one of the established global brands of SIRVA, Inc., a leader in providing relocation services to corporations, consumers and governments around the world. For more information about Allied, visit http://www.allied.com. U.S. DOT No. 076235

About SIRVA Inc.

SIRVA Inc. is a leading provider of relocation solutions to a well-established and diverse customer base around the world. The Company handles all aspects of relocation, including home purchase and home sale services, household goods moving, mortgage services, and home closing and settlement services. SIRVA conducts more than 300,000 relocations per year, transferring corporate and government employees in addition to individual consumers. SIRVA's well-recognized brands include Allied, Allied International, Allied Pickfords, Allied Special Products, DJK Residential, Global, northAmerican, northAmerican International, SIRVA Mortgage, SIRVA Relocation and SIRVA Settlement. More information about SIRVA can be found on the company's website at www.sirva.com.

SOURCE Allied Van Lines, Inc.