2015 talent & Salary Guide

Providing accurate compensation data is important to us. In our analysis, nearly 10,000 Kforce permanent placement salaries were reviewed.

To validate the data, Kforce partnered with CareerBuilder, the global leader in human capital solutions. CareerBuilder data encompasses 38 million active resumes, 36 million job postings, 178 million worker profiles and 14 million salary data points (CareerBuilder 2014).

Salaries were then cross-referenced against the Bureau of Labor Statistics (BLS) for accuracy.

Please Note: Salaries are averages, and can vary due to other types of compensation, such as bonuses, benefits, retirement packages and paid time off.

WHERE DO THE NUMBERS COME FROM?

A MESSAGE FROM DAVE DUNKELKforce Chairman & CEO

ONLINE RESOURCE CENTER

Behind the headline unemployment figures, highly skilled professionals, especially in STEM (science, technology, engineering and math) areas, remain in short supply and typically have multiple offers from which to choose when considering job opportunities. The unemployment rate among college-degreed professionals is about half of the overall U.S.

unemployment rate, and is substantially lower in several of the skill sets Kforce specializes in, particularly technology.

Our clients benefit from utilizing a more flexible workforce during this tempered, nontraditional economic recovery as they navigate through

regulatory, tax and health care reform, continued economic uncertainty and the project-driven nature of technology today. With our national footprint and focus on

technology staffing solutions, we are well-positioned to help organizations maintain their competitive advantage and meet business initiatives. We do this by adjusting

hiring strategies to attract, secure and retain the highly skilled professionals you need, when you need them, to keep your business moving forward. With our established

network of top talent and the extraordinary recruitment capabilities of our National Recruiting Centers and local delivery teams, we can assist your organization with

specialized or large volume staffing needs.

With a clear understanding of current market dynamics across our nationwide footprint, Kforce has developed our guide to Talent Magnetism: Attracting and Retaining Great

People. Throughout this guide, you will find tips and resources to leverage in the pursuit of attracting, securing and retaining highly skilled talent. We look forward to putting our

more than 50 years of experience to work for your organization.

The 2015 Talent & Salary Guide provides insight on current labor trends and compensation data, and shares best practices to help your company continue to attract, secure and retain top talent.

Visit www.TechSalaryGuide.com to read industry articles, calculate localized salaries and view the digital version of this guide.1

2

COST OF LIVING VARIANCE

Unless indicated, local market variance source: http://www.coli.org | * Did not participate in 2014 Q1 data collection, therefore 2013 Q4 data is being used. | **Source: http://www.areavibes.com

Arizona Phoenix 0.96California Los Angeles* 1.31 Orange County 1.44 San Diego 1.32 San Francisco 1.64 San Jose 1.48Colorado Denver 1.07Connecticut Hartford 1.23 New Haven 1.28 Stamford* 1.45Delaware Wilmington 1.10D.C. Washington 1.40Florida Fort Lauderdale 1.13 Miami 1.11 Orlando* 0.96 Tampa Bay 0.93Georgia Atlanta 0.98Illinois Chicago 1.18Indiana Indianapolis 0.94Iowa Des Moines 0.92Kansas Kansas City** 0.84Kentucky Louisville 0.92Maryland Baltimore 1.08Massachusetts Boston 1.36 Westborough 1.07Michigan Detroit 0.95 Grand Rapids 0.92

Minnesota Minneapolis 1.08Missouri Kansas City** 0.90 St. Louis 0.93New Jersey Central NJ 1.24 Northern NJ 1.28New York NYC (metro) 1.53North Carolina Charlotte 0.94 Raleigh 0.95Ohio Cincinnati* 0.91 Cleveland 0.99 Columbus 0.92Oregon Portland 1.22Pennsylvania Philadelphia 1.19 Pittsburgh 0.94Rhode Island Providence 1.21Texas Austin 0.95 Dallas 0.96 Fort Worth 0.99 Houston 0.98 San Antonio 0.93Utah Salt Lake City 0.95Virginia Reston** 1.24Washington Seattle 1.18Wisconsin Madison 1.06 Milwaukee 1.02

Job TitleNationalAverage

Small

25th 50th 75th 25

Application Development

.NET Developer 99.9 80.0 95.0 110.0 80

Application/Systems Architect 103.0 83.0 103.0 125.0 76

Applications Development Manager 112.6 73.0 100.0 142.0 73

Build/Release Engineer 106 9 84 0 105 5 126 5 74

1.18X25

50

75

83.0

103.0

125.0

97.9

121.5

147.5CHICAGOVARIANCE

A

B

C

Find the cost of living variance by location

Multiply salary by cost of living variance to calculate location’s salary data

th

th

th

NATIONAL LOCALWhat’s a percentile? A value on a scale of one hundred that indicates the percentage distribution above/below the data point. In the example below, the highlighted individual earns a higher salary than six out of ten of his/her counterparts.

CUSTOMIZE SALARIES TO YOUR MARKET

Locate job title; then locate the company’s size

TOTAL PAY INCREASED 2 PERCENT BETWEEN JAN. 2013 AND JAN. 2014

— HERE’S WHAT YOU NEED TO KNOW —

THE COMPETITIVE LANDSCAPE

— HERE’S WHAT’S HAPPENING —

— WHAT’S A MANAGER TO DO? —

SECURING A COMPETITIVE EDGE

1

3

DEVELOP AN AGILE TALENTACQUISITION PROCESS

ENSURE COMPETITIVE COMPENSATION RATES

FREQUENTLY EVALUATE COMPENSATION TO RETAIN TOP TALENT

2

THEY WANT MORE MONEY...

TOP TALENT IS OFTEN OFF THE MARKET IN 48 HOURS OR LESS

THE CHALLENGE

8JOBS PER AVAILABLETECHNOLOGYPROFESSIONAL**

4 OF 100MEMBERS OF THE

TECHNOLOGYWORKFORCE ARE

UNEMPLOYED*

2%INCREASE IN JOB GROWTH*

16.5%UNEMPLOYMENTRATE DECREASE*

SUPPLY DEMAND

HARDEREASIER

0 100

68

OVERALL HIRINGDIFFICULTY**

...AND THEY’RE GONE FAST

3

* Bureau of Labor Statistics (BLS; January 2013 to January 2014); unemployment and job growth data from BLS; series data: CES0000000001, CES6056132001, LNS14000000, LNU04027662** CareerBuilder Analytics (August 2012 to August 2014); candidates with a bachelor’s degree or higher, and career groups based on O*NET Career Clusters Finance and S.T.E.M.

Company Size


Small Medium Large Mega

25th 50th 75th 25th 50th 75th 25th 50th 75th 25th 50th 75th

Application Development

.NET Developer 99.9 80.0 95.0 110.0 80.0 98.0 110.0 80.0 93.0 108.0 N/A 97.0 110.0

Application/Systems Architect 103.0 83.0 103.0 125.0 76.0 97.5 115.0 80.0 98.0 120.0 N/A 100.0 122.0

Applications Development Manager 112.6 73.0 100.0 142.0 73.0 105.0 143.0 80.5 110.0 143.0 N/A N/A N/A

Build/Release Engineer 106.9 84.0 105.5 126.5 74.0 97.0 116.0 87.0 103.0 125.0 N/A N/A 125.0

CRM Business Analyst 91.6 65.0 78.3 102.0 62.0 76.0 99.5 71.0 85.0 107.0 N/A N/A N/A

CRM Technical Developer 105.5 85.0 98.0 115.0 80.0 100.0 123.0 85.0 100.0 115.8 N/A N/A 127.0

Developer/Programmer Analyst 98.6 80.0 97.0 116.0 73.5 91.0 110.0 77.0 92.0 110.0 N/A 93.0 110.0

ERP Business Analyst 90.7 70.0 82.5 100.0 67.0 81.0 100.0 69.5 81.0 97.0 N/A 83.5 99.0

ERP Technical Developer 104.8 85.0 106.0 128.0 79.0 98.0 111.0 82.0 100.0 111.3 N/A N/A 114.0

ERP Technical Business Analyst 97.8 73.0 91.0 115.0 70.0 87.0 105.0 70.0 87.0 107.3 72.0 87.0 N/A

GUI Programmer/Analyst 88.4 69.0 84.0 104.0 69.0 84.0 103.0 71.0 86.0 103.0 N/A N/A N/A

Java Developer 105.4 85.0 106.0 125.0 80.0 101.0 118.0 84.5 100.0 120.0 N/A N/A N/A

Lead Applications Developer 106.2 88.0 103.0 128.0 83.3 98.0 116.0 85.0 101.0 120.0 N/A N/A N/A

Mainframe Systems Programmer 91.4 72.0 85.0 108.0 71.0 85.0 105.0 72.0 85.5 103.0 75.0 89.0 104.0

Manager 87.7 50.0 72.0 110.0 53.0 76.0 110.0 50.0 73.0 109.0 53.0 N/A N/A

Mobile Application Developer 104.9 83.0 102.0 118.0 80.0 97.0 115.0 84.5 100.0 123.0 N/A N/A 128.0

Software/Systems, Developer 96.0 73.5 94.3 116.0 68.5 89.0 110.0 76.0 92.0 110.0 N/A 92.5 110.0

Software/Systems, Engineer 101.1 77.0 97.5 123.3 71.0 92.0 114.5 79.0 97.3 117.0 83.0 97.5 117.0

Solutions Architect 130.0 108.0 129.0 150.0 100.0 120.0 145.0 105.0 120.0 150.0 N/A 126.0 150.0

Systems Analyst 87.7 69.0 83.0 103.0 63.5 80.3 100.0 68.0 83.5 102.0 N/A N/A N/A

Systems Application Developer 100.4 82.8 97.5 116.0 79.0 96.0 110.0 79.5 95.0 110.0 N/A N/A 114.0

Systems Engineering Director 138.6 97.0 125.0 163.0 103.0 134.0 170.0 115.0 146.0 180.0 N/A N/A N/A

Systems Programmer 92.2 68.0 85.0 105.0 68.0 85.0 105.0 73.0 89.0 106.0 N/A N/A 113.0

User Interface/Usability Engineer 101.6 79.0 97.0 117.0 74.0 93.5 111.0 80.0 100.0 117.5 80.0 102.0 125.0

Web Administrator 86.0 64.0 81.0 101.0 63.0 80.0 100.0 70.5 85.0 103.0 N/A 87.0 105.0

Web Designer 83.6 54.0 75.0 98.0 56.0 77.0 100.0 69.0 90.0 110.0 N/A N/A N/A

WORKFORCE TREND During the recession, companies significantly reduced workforces to save money. Now...this model is here to stay.

of contingentworkforce buyersexpect to grow

their staff

81%of contingent

workforce buyersexpect to grow

their staff

50%NEW EMPLOYMENT MODEL BENEFITSFlexibility Worker levels based on project and peak needs

Savings More efficient use of contingent workers yields an average annual savings of 13%

— Recession — — Post recession —

THE NEW EMPLOYMENT MODEL

*

THEN

2014

NOW

2007 2009

Note: Company size based on employee headcount; small: 1-199, medium: 200-4.99k, large: 5k-49.99k, mega: 50k N/A indicates a low population of data points to determine accurate salary information

4* Source: Staffing Industry Analysts, 2014 Contingent Buyers Survey: short-term and long-term contingent workforce projections.

Company Size




Web Developer 100.2 80.0 97.5 115.0 77.0 95.5 111.0 80.0 93.3 110.0 80.0 99.0 115.0

Data Management

Business Intelligence Architect/Designer 131.3 106.5 122.0 148.0 103.0 127.0 157.0 105.0 125.0 155.0 105.0 127.0 N/A

Business Intelligence Developer 105.7 88.0 101.0 123.0 83.0 95.0 113.0 85.0 98.5 119.5 N/A N/A N/A

Data Analyst/Report Writer 82.4 62.0 77.0 95.0 58.0 75.0 95.0 63.0 78.0 97.0 N/A N/A N/A

Data Architect 128.0 106.0 129.0 150.0 100.0 118.0 144.3 101.0 120.0 147.0 N/A 126.0 148.0

Data Modeler 110.9 90.0 100.0 125.0 85.0 100.0 115.0 85.0 90.0 96.0 85.0 95.0 116.0

Data Scientist 87.4 57.0 75.0 103.0 60.5 79.5 110.0 56.0 76.0 100.0 N/A 91.0 N/A

Data Security Analyst 96.4 76.5 94.0 115.0 71.0 90.0 111.0 74.0 92.0 110.0 N/A N/A 1N/A

Data Warehouse Architect 122.1 103.8 118.0 131.0 91.0 117.0 137.0 104.5 117.0 148.0 N/A N/A N/A

Database Administrator 96.9 79.0 97.0 115.0 73.3 92.0 112.0 82.0 99.0 115.0 N/A N/A N/A

Database Developer 99.9 80.0 98.0 116.0 74.0 95.0 111.0 80.0 95.5 111.0 N/A N/A 112.0

Hadoop Developer 124.8 98.0 115.0 150.0 93.0 110.0 130.0 93.0 110.0 120.0 N/A N/A 130.0

Network Security Administrator 84.1 62.5 77.0 100.0 63.0 75.0 95.0 67.5 83.0 100.0 N/A N/A 100.0

Report Developer 97.4 73.0 92.0 111.0 74.0 91.0 110.0 80.0 92.3 112.5 N/A 95.0 115.0

FLEXIBILITY IN ENGAGEMENT OPTIONS

WORKFORCE TREND

To learn more about this workforce trend challenge,visit our Online Resource Center for full article:www.TechSalaryGuide.com

Competition for quality technology talent is causing savvy managers to reconsider how they

secure resources.

Not all tech professionals are created equally and therefore, work engagement preferences vary. Some

desire a consulting career while others seek contract-to-hire or permanent employment.

A lack of flexibility in engagement options may block access to securing the best resources who can

successfully accomplish critical business initiatives.

TIPSBe flexible in engagement

preferences to maximize access to top tech talent

Leverage advancements in remoteworkforce technologies to remove

geographic restrictions

Budget for flexibility; allow consideration for both permanent employee or

consultant acquisition when securing top talent resources

Note: Company size based on employee headcount; small: 1-199, medium: 200-4.99k, large: 5k-49.99k, mega: 50k+ N/A indicates a low population of data points to determine accurate salary information

5

TECH UNEMPLOYMENTDID YOU KNOW?

3.6%

7.7NATIONAL AVERAGE

TECH WORKERS

JANUARY 2012 JANUARY 2014

From January 2012 to January 2014, the average unemployment rate for technology workers was 54% less than the national unemployment rate.

%

Company Size




Systems Security Administrator 85.8 62.5 80.0 103.0 63.0 78.0 100.0 70.5 85.0 103.0 N/A N/A 103.0

Functional & Business Management

Business Analyst 81.8 58.0 74.0 95.0 58.5 74.0 95.0 58.5 76.0 95.0 N/A N/A N/A

Business Process Engineer 80.3 60.0 72.0 80.0 65.0 75.0 92.0 70.0 77.0 85.0 N/A 82.0 89.0

Business Systems Analyst 88.8 69.8 85.5 105.5 63.5 81.0 100.0 68.3 84.0 101.0 N/A N/A N/A

Chief Information Officer 151.9 96.0 135.0 186.0 107.0 150.0 197.0 110.0 144.0 189.0 N/A N/A N/A

Chief Security Officer 151.7 103.0 140.0 185.0 110.5 150.0 205.0 117.0 141.0 185.0 N/A N/A N/A

Chief Technology Officer 166.5 109.0 150.0 204.0 112.5 150.0 200.0 117.5 156.0 215.0 N/A N/A N/A

Configuration/Release Management 84.6 56.0 75.0 105.0 55.0 72.0 100.0 63.0 83.0 105.0 63.5 83.0 108.0

Information Systems Auditor 87.9 63.0 82.0 102.0 55.5 80.0 107.0 69.0 83.0 105.0 N/A N/A N/A

Information Technology Director 141.2 100.0 127.0 168.0 105.0 138.0 171.0 115.0 145.0 174.0 118.0 150.0 182.0

Product Manager 102.5 61.0 90.0 126.5 65.0 95.0 131.0 65.0 91.0 129.0 68.0 95.0 135.0

Program Manager 84.3 54.0 73.0 103.0 55.0 75.0 109.5 49.0 68.0 96.0 55.0 76.0 108.0

Project Manager 80.8 48.5 65.0 93.0 49.0 67.0 98.5 52.5 73.0 108.0 N/A 82.0 111.0

Quality Assurance, Director 104.9 65.0 92.0 130.0 70.3 98.0 127.0 72.0 95.0 130.0 81.0 105.0 131.0

Quality Assurance, Manager 91.9 65.0 82.0 100.0 70.0 90.0 110.0 71.0 92.0 120.0 71.0 N/A N/A

Quality Assurance, Tester 86.0 68.0 80.0 98.0 66.0 85.0 104.0 73.0 83.0 98.0 70.0 84.0 N/A

Technical Service Director 96.3 55.0 75.0 115.0 60.0 85.0 129.0 62.5 86.0 126.0 65.0 91.0 132.5

Technical Writer 70.3 52.0 66.0 82.0 55.0 66.0 90.0 46.0 55.5 70.0 51.5 68.0 85.0

Test Engineer 88.9 67.0 80.0 100.0 66.0 80.0 100.0 68.0 85.0 103.0 71.5 85.0 N/A


Source: BLS series LNU04027662, LNS14000000

6

Company Size




VP, Systems Engineering 155.3 109.0 144.0 180.0 120.8 156.0 195.0 121.5 155.0 190.0 N/A N/A N/A

VP, Technology 120.3 65.0 98.0 155.0 67.5 101.0 160.0 65.0 108.0 155.0 67.0 115.0 160.0

Infrastructure

Cloud Architect 151.5 122.0 140.0 170.0 120.0 150.0 215.0 129.0 145.0 170.0 N/A 150.0 180.0

Data Center Manager 121.3 86.0 111.0 145.0 98.0 123.0 150.0 98.0 124.0 149.0 N/A N/A N/A

Desktop Support Specialist 59.6 46.0 53.5 65.0 47.0 54.0 65.5 47.0 55.0 67.0 N/A N/A 69.0

Hardware Engineer 98.7 70.0 88.0 120.0 70.0 89.0 105.0 65.0 89.0 103.0 76.0 95.0 117.0

Help Desk 58.2 42.0 51.0 64.0 42.0 52.0 65.5 44.0 54.0 69.0 N/A N/A N/A

Infrastructure Architect 139.5 116.0 136.0 165.0 111.0 130.5 160.0 109.8 130.0 158.0 120.0 135.0 158.0

Mobile Architect 132.8 105.0 127.5 155.0 103.0 122.0 145.0 111.0 134.0 163.0 N/A 140.0 N/A

Network Administrator 83.1 57.5 75.0 99.0 60.0 75.0 95.0 67.5 85.0 103.0 N/A N/A N/A

Network Architect 128.6 90.0 114.0 146.0 97.0 112.0 151.0 96.0 110.0 127.0 98.0 110.0 N/A

Network Engineer 92.9 66.0 85.0 106.0 67.5 84.0 105.0 74.0 91.0 108.0 N/A 91.5 111.0

Network Security Engineer 110.7 90.0 108.5 138.0 85.0 103.5 132.0 87.5 106.0 127.5 N/A N/A N/A

NOC/SOC, Engineer 86.2 58.0 73.0 97.0 58.0 75.0 100.0 59.3 75.0 101.0 64.8 82.0 105.0

NOC/SOC, Manager 89.9 59.0 75.5 105.0 60.0 78.0 106.5 61.0 76.5 103.0 N/A N/A 106.0

Ops. Support/System Operator 54.6 40.0 47.8 60.0 42.0 50.0 59.3 39.0 45.0 53.0 41.5 51.0 70.0

RF Engineer 97.9 68.5 85.0 110.0 71.0 92.0 115.0 71.5 85.0 104.0 85.0 98.0 125.0

SAN, Administrator 90.5 68.0 85.0 105.0 68.5 86.0 105.0 73.0 87.0 105.0 73.0 90.0 110.0

SAN, Engineer 110.8 73.0 105.0 130.0 84.0 110.0 132.0 89.0 110.0 133.0 90.0 110.0 138.0

Systems Administrator 83.8 60.5 80.0 102.5 60.0 75.0 96.8 67.5 85.0 103.0 N/A N/A N/A

Technical Support, Manager 88.4 53.0 73.0 109.0 53.5 71.0 107.8 54.5 79.0 120.0 N/A N/A N/A

Technical Support, Specialist 66.4 47.0 59.0 74.0 47.5 60.0 77.5 47.0 62.0 81.0 47.8 63.0 N/A

Telecommunications Engineer 101.9 68.0 92.0 108.0 76.0 99.0 131.0 72.0 86.5 109.0 72.0 N/A N/A

Unix Systems Administrator 91.1 68.0 85.0 105.0 68.5 86.0 105.0 72.5 90.0 110.0 N/A N/A N/A

Wireless Network Engineer 85.2 58.0 75.0 95.0 60.0 76.0 98.0 63.0 81.0 101.0 64.0 81.0 105.0


10 EASY ONBOARDING STEPS

PREPARE ONBOARD6. Execute day one orientation

ONGOING

DATA ANALYTICS: The real power behind massive data sets is an organization’s ability to leverage that data in ways that will improve business.

Organizations increasingly demand professionals with strong computer knowledge, as well as the industry and business expertise necessary to

collect and analyze data.

MOBILE APPLICATIONS: The demand for professionals skilled in Android and iOS development remains high. Windows and other platforms recently joined the mobile market, along with alternate devices like connected cars and wearable technology.

INFORMATION SECURITY: A series of high profile data breaches put a spotlight on information security. Organizations now put a

higher importance on protecting not only their own proprietary data, but also the personal information of their valued customers.

CLOUD-BASED SERVICES: Many organizations find value in outsourcing traditional IT functions. Software as a Service (SaaS) and Infrastructure as a Service (IaaS) are two examples that lead to the XaaS or “anything as a service” cloud-based model.

BUSINESS INTELLIGENCE: In the wake of the Big Data buzz, many organizations realized increased levels of Business Intelligence do not

necessarily require enormous amounts of data. Instead, organizations can leverage their existing systems through increased analysis and

improved procedures.

1. Communicate with your team

2. Assign a “go-to” resource

3. Set project goals

4. Order supplies and technology

5. Plan day one activities

7. Schedule weekly reviews 8. Host team meetings 9. Inform assignment updates10. Provide ongoing feedback

Visit our Online Resource Center for full article:www.TechSalaryGuide.com.

7

TOP IN-DEMAND OCCUPATIONS

Source: Kforce 2015 Salary Guide using the national average salary data for the above job titles.

CLOUD ARCHITECT

$124,800HADOOP DEVELOPER

$131,300BUSINESS INTELLIGENCE ARCHITECT

JAVA DEVELOPER

$105,400

$151,500

DATA SECURITY ANALYST

$96,400

Technology consultants earn 22 percent more than their permanent counterparts.

DID YOU KNOW?

Consultant vs. Permanent Compensation

* Source: Kforce consultant compensation rates over the past two years.

8

Source: Kforce 2015 Talent & Salary Guide using the national average salary data for the above job titles.

$

THINGS TO CONSIDER SECURING THE TOP TALENT

“Time kills all deals” is a common phrase used among professional recruiters and hiring managers seeking top talent. Identify and address unnecessary roadblocks within the talent acquisition process to shorten “requisition to start” time.

Demand outpaces supply within highly skilled talent pools. Due to this imbalance,candidates’ compensation expectations

have increased and will continue to do so.

Visit the Online Resource Center for the full article:www.TechSalaryGuide.com

COMPETITIVE PAY

FREQUENT EVALUATIONS

AGILE TALENT ACQUISITION

TOP 10 CERTIFICATIONS

1

2

3

4

5

Certified Information Systems Security Professional (CISSP)

Information Assurance Technicians (IAT)

Cisco Certified Network Associate (CCNA)

Microsoft Certified Systems Engineer (MCSE)

System Administrator (EMCSyA)

6

7

8

9

10

Certified Information Systems Auditor (CISA)

Microsoft Certified Professional (MCP)

Cisco Certified Internetwork Expert (CCIE)

Project Management Professional (PMP)

Business Process Management Programming Languages (BPM)

The talent landscape changes quickly based on fluctuating supply and demand for highly skilled workers. What works today may not work tomorrow. Use theworksheet on page 10 to assess the effectiveness of your talent acquisition process.

Source: Top 10 Certifications from WANTED Analytics

9

Source: WANTED Analytics

TALENT MAGNETISM WORKSHEET

Demand has outpaced supply for highly skilled workers. To achieve a competitive advantage and secure the best talent, stay educated on labor market trends and adjust accordingly. This worksheet can help you assess your current acquisition strategy, identify potential roadblocks and create an action plan to secure top talent.

PROCESS CURRENT STATE CHALLENGES/ROADBLOCKS ACTION PLAN

What is your current process?What are the opportunities for improvement?

What steps will you take to encourage improvement?

Example:Job Posting

1. Schedule meeting with leadership to discuss roadblock.2. Work towards shortening or removing internal posting period.

REQUISITION

JOB POSTING

POSTING CHANNELS& NETWORK

APPLICANTRESPONSE(S)

ACQUISITION

APPLICANTSCREENING

INTERVIEWING

BACKGROUND,DRUG & REF. CHECKS

OFFER

COMPENSATION

OFFER SPEED &RESPONSE TIME

ONBOARDING

MASTER PLAN

DAY ONE ORIENTATION

ONGOINGASSESSMENT

Job posted internally for 1 week before sharing externally.

Puts me a week behindcommunicating opening to external candidates. I may be missing out on the best candidate due to timing.

10

ABOUT KFORCE

Kforce is a professional staffing solutions firm, providing the right match for over 50 years. Specializing in the areas of Technology and

Finance & Accounting, Kforce places more than 26,000 resources annually with over 4,000 customers, including 70% of the Fortune 100.

Today, Kforce provides flexible and permanent staffing solutions through a network of more than 60 offices, two National Recruiting Centers and 2,600

staffing specialists with access to a database of over six million highly skilled professionals.

With a commitment to Great People = Great Results, Kforce is dedicated to be the firm most respected by those we serve.

®

Documents

2015 talent & Salary Guide