As many of you know I’m a writer over at CareerBuilder’s recruiting blog called The Hiring Site. Great group of industry practitioners writing about everything related to talent and recruiting. Because of my relationship, they share cool data with me, that I can share with you!
Some of the most eye-opening stuff I’ve gotten recently is all around hiring sources, and it’s not stuff you normally hear about or see. Let’s face it. We (Talent Acquisition Pros) hate sharing our data because it makes us feel like we’re giving up our secret sauce!
It’s not really secret sauce, that’s the secret, we all pretty much do the same thing when it comes to talent attraction. We get referrals, we leverage our internal databases, we use job boards and postings, we pray. We pray a lot!
Here’s the data that CB shared with me from crunching the data of 1600+ CareerBuilder clients in 2015:
– 21% of hires came directly from using CareerBuilder.
– 41% of hires actually could have come from CareerBuilder, if the client was fully utilizing the technology they purchased!
– 45% of companies added more sources of hire over the past five years
– On average a candidate will use 18 sources to search for a job!
What does this really mean?
Every organization’s talent acquisition strategy has to have a multi-pronged approach. You have jobs that you can post on CareerBuilder and find great talent. You have jobs that you will need a great referral strategy to fill. You have jobs that you’ll need outside specialized help to fill. You have jobs that need hardcore sourcing and bust-your-butt on the phone recruiting to fill. You need all these approaches, just one won’t work.
You need all these approaches, just one won’t work.
The key is are you fully utilizing the easiest, fastest sources you have? We tend to want to discount our job board vendor (mine is CareerBuilder), but the numbers usually tell a different story. 41% of hires seems like a lot, but the data is deep! 1600 clients equal ten’s of thousands of recruiters banging on CB technology. The data is real.
What does this really mean, to you?
1. Make sure your recruiting staff is fully trained on the technology you give them. Then, retrain them!
2. Make sure you’re accurately measuring your source of hire. This is the single most important thing that recruiting leaders miss, consistently. It drives all of your purchasing decisions. I can’t tell you how many recruiters I speak with that truly believe LinkedIn is their most valuable source, and, so far, 100% of the time, the data says it’s not when we pull the numbers.
3. Are you looking at your existing internal database first? It’s the most valuable source in the industry and this is consistently underutilized.
Happy recruiting my friends!
Biggest source of apps:
Indeed, career site, referrals
Biggest source of hires:
Referrals, indeed, career site
Agree we could have more from CB if we utilizes our purchases the fullest, but I don’t see them eclipsing our current sources any time soon.
Thanks for sharing your data. Most folks don’t even know there own! Indeed can be really big for orgs as well. I find most have no idea which forces are their most valuable.