Alumni Management: Let the Numbers do the Talking

by Community Admin in General
Published: 2nd July 2016

According to consensus, global annual spend on enterprise applications for Human Capital Management is set to experience double digit % growth to more than $75bn by the end of the decade.

The sector is growing so fast and is so valuable for one critical reason: Nothing matters to a business more than its people. More and more companies are beginning to realise that ‘people’ means not only current employees but also former ones i.e. alumni.

Large-scale global enterprises are beginning to understand that alumni are not ‘deserters’ but a valuable, untapped resource. Hence Alumni Management is rapidly becoming an important source of competitive advantage and differentiation in an age where recruiting top talent is often the number one challenge facing a business.

Average staff turnover in a business is c.15% although this varies drastically by industry (source: Monster.com). Motives for leaving differ but the majority are good leavers and willing to stay engaged with former employers.

Those good leavers are a key part of the talent pipeline and solutions such as SAP Alumni Management enable active search and sourcing across an established network of potential candidates for future roles. Re-hires (boomerang employees) and referred talent by those alumni are invaluable.

By encouraging engagement and long term loyalty, individuals are more likely to interact in a supportive way with their former employer – such as providing bespoke expert knowledge, or acting as brand ambassadors, customers or suppliers.

The economic rationale to employ SaaS enterprise applications for Alumni Management is strong as payback times can be measured in months not years. Recruitment costs are lower than conventional recruitment approaches due to faster time to fill roles and reduced search costs. The buying power that alumni add to an organisation brings real economies of scale that positively impact a P&L. The culture and community of a company is drastically enhanced.

The data is up to date and can be intelligently harvested for uses ranging from sales and CRM to procurement, HR, marketing and evangelism. That’s why HCM is still growing aggressively compared with so many other software sub-sectors.

The $75bn market and double digit growth say it all: Companies know that they must ‘get their people right’ to prosper. The numbers, in this case, really do say it all.

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