Really, that's why executives love to stick it to the HR people with this one. "Let's tell 'em to figure out the ROI and watch them squirm around." ROI is a bottom-line question. These are top line issues. The problem just won't solve correctly with a bottom-line approach.

So then, how do you prepare budgets and schedules for these top-line issues? Trying to get your arms around the investment and return issues in staffing without having a detailed grasp of market conditions, inside and outside the organization, is like buying a car without pricing information.

It simply can not be done without a detailed estimate of

• labor requirements for the organization,
• competing demands for talent and,
• labor supply in the marketplace.

A short while into the analysis of the market and its conditions will begin to underline an obvious conclusion: some types of talent are scarcer and more expensive than others. Some kinds of supply-demand equations can be extremely automated while others require human intervention on a regular basis.

Rather than a monolithic recruiting strategy, it turns out that an approach tailored to needs and market conditions will have a variety of solution signatures.

John Sumser

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