didate attraction report report - reuben …...2 introduction welcome to the reuben chase candidate...
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DIDATER E P O RT
2018 UK C A N D IDATE ATTRACTION R E P O R T
2
INTRODUCTION
Welcome to the Reuben Chase candidate report.
Powered by Eploy.
This year we were delighted to receive a 20% increase in responses to the survey with over 850 UK recruitment professionals taking part.
Our annual report aims to discover how both agency and in-house recruiters are attracting talent and whichpromotional activities, channels and sources are helping tofill their roles.
The report analyses the relevant strengths, weaknesses and usage of core recruitment sourcing channels - in particular we look at the experience of recruiters within different industries and companysizes.
This year we’ve extended the list of sourcing channels tested to 13 - adding Job Aggregators and Events / Careers Fairs - and we provide the first sourcing quadrants for both of these channels.
We’ve also extended our focus on Careers Sites, uncovering the types of content ‘peak-performing’ sites contain...and it makes interesting reading!
Wehope you find the report a useful resource for planningyour talent attraction strategy for 2019 and beyond.
C O N T E N T SK e y Findings 4
Part 1: D e m o g rap h ic sDemographicsBiggest candidate sourcing challenges
67
Part 2: H o w d o you m a n a g e candidate sourcing?In-house responsibilitiesHiring manager sourcing responsibilityThe candidate sourcing workflow
91011
Part 3: Th e Sou rc ing Ch an ne l QuadrantsHow to read a Sourcing Quadrant In-house Sourcing Quadrant Agency Sourcing Quadrant
131415
Part 4: Sector Sou rc ing Quadrants Advertising / Marketing / Entertainment Architecture / Construction / Engineering EducationFinancial Services FMCGGovernment / NFP / Charities Healthcare / Social Care Hospitality / Leisure / Tourism Industrial Manufacturing Insurance / Legal / Real Estate Media / PublishingPharma / Life Sciences Professional Services RecruitmentRetail / WholesaleTechnology / Telecoms / Software Transportation / LogisticsUtilities / Oil & Gas
171819202122232425262728293031323334
3637383940
Part 5: C o m p a n y S ize Sou rc in g QuadrantsLess than 250 Employees 251 - 1000 Employees1001-5000 Employees5001-10,000 EmployeesOver 10,000 Employees
Part 6: Sou rc ing Ch an ne l Su mmar iesATS / Talent CRM PSL / Agencies CV Databases Job AggregatorsEmployee Referrals Events & Careers Fairs Generalist Job Boards Pay-Per-ClickPrint Advertising Professional Social Networks Social MediaSpecialist Job Boards Careers Site /Website
42434445464748495051525354
Part 7: Further InsightsRecruitment Marketing TacticsWhich channels do you measure regularly?The benefits of measuring channeleffectivenessDoes social media improve with regularity?Will your website attract more/better candidates if you publish more content?Which types of content do you have on your careers site?Which types of content could make a difference toyour careers site?Peak performing careers site content & the candidate attraction funnelCandidate Centric ContentPeak-performing Careers Site Example: Travelodge
56575859
60
61
62
636465
4
KEY FINDINGSSummary of key insights from the 2018 UK Candidate Attraction Survey
Candidate scarcity remains the #1 challenge..For the third year running, the 2018 UK Candidate Attraction Surveyidentified candidate scarcity as the number one challenge, affecting
68% of in-house recruitment teams. (see page 7)
Advertised salary pressure on the riseSalaries for advertised jobs being lower than market average is holding back 40% of recruitment teams from attracting quality new hires - a
consistent rise over the last three years. (see page 7)
Careers sites need candidate-centric contentThe best performing company careers site are far more likely to contain valuable, candidate-centric content like careers pathways, diversity & inclusion and hints & tips. (see pages 61-65)
Ability to measure sourcing channels remains low There is little change in the ability of in-house recruitment teams to consistently measure and monitor the performance of the sourcing channels they rely on. On average, 32% of respondents don’t (or can’t) measure each channel - no change on the 2017 survey. (see page 57)
Employee Referrals still top for candidate quality Employee Referrals Programmes are in place at 61% of UK companies and consistently produce some of the highest candidate quality levels,
but can’t be relied on as a sole source of new candidates. (see page 46)
Lack of brand awareness holding many back45% of companies with less than 1000 employees state that lack of brand awareness is a key challenge for their talent acquisitionteam.
(see page 37)
Social Media continues to disappoint, but Professional
Social Networks remain a top sourcingchannelAs with the previous surveys, Social Media consistently lags behind incandidate attraction, while professional social networks like LinkedIn perform well in many (but not all) sectors and industries. (see page 52)
Specialist Job Boards: Usage down - Performance up We’ve seen a reduction in the overall usage of specialist job boards over the past 12 months - but their reported results show an improvement in many industries. (see page 53)
Job Aggregators tested for the first timeThis year we added Job Aggregators to the survey for the first time, they
often produce the highest volume of applicants, although reported candidate quality is often low. Sponsored ads often fare better. (see page 45)
In-house talent acquisition workflow is still reactive With only 44% of organisations having an active talent pool nurturing strategy, in house recruiters are still far more likely to seek new candidates rather than approach candidates they have talked with in the past. (see page 11)
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2
3
4
6
7
8
9
510
PA RT
5
We received completed surveys from 532 UK based in-house recruiters and 334 agency recruiters in September / October 2018
1 DEMOGRAPHICS
IN THIS S E C T I O N
D e m o g raph i c sB i g ge st Recru itment Chal lenges
67
A g e n c y
39 %
I n - h ou s e
61%
10001+
5001-10000
1001-5000
251-1000
Under 250
FMCG
Government / Not for Profit / Emergency Services
Healthcare / Social Care
Hospitality / Leisure / Tourism
Industrial / Manufacturing
Insurance/Real Estate
Media & Publishing
Pharma / Life Sci
Professional Services
Recruitment
Retail
Technology / Telecoms
Transportation / Logistics
Utilities, Oil & Gas
Financial Services
Education
Construction / Architecture /Engineering
Auto & Aeros
Advertising / Marketing /Media
DEMOGRAPHICS
C o m p a n y SizeIndustries & Sectors
We received responses from in-house recruiters across all key industries and sectors.
17%
27%
26%2 0 %
10%
# Employees
D E M O G R A P H I C S
6
WHAT A R E YOUR BIGGEST CANDIDATE SOURCING CHALLENGES?As with previous years the number one challenge for in-house recruitment teams remains candidate scarcity- cited as a critical challenge by 68% of respondents. The second biggest challenge is advertised salaries being lower than market average - which has increased year on year with now over 40% of recruitment teams claiming it as a key issue.
This year we added ‘Lack of Brand Awareness’ as a challenge - with almost 40% of companies affected - it’s a
particularly significant issue for smaller companies with less than 1000 employees.
D E M O G R A P H I C S
0 10 20 30 40 50 60 70 80
Scarcity of qualified candidates
Advertised salaries are lower than market average
Lack of recruitment marketing budget
Location
Negative employer brand of your/your client's company
Lack of resourcing skills/experience within your recruitment team
Poor candidate experience
Lack of Brand Awareness
Too Many Applicants
7
2018 2017 2016
PA RT
8
In which we discover who is responsible for finding thoseillusive ideal talents...
2 HOW D O YOU MANAGE CANDIDATE SOURCING?
IN THIS S E C T I O N
W h o is responsible for sourcing candidates?In -houseHir ing man agers
910
Th e typical c andidate sourcing w orkflow 11
WHO IS RESPONSIBLE F O R SOURCING CANDIDATES?
H R Generalists / Bus iness Partners
U p - t o 250 employee s
251 - 1000 employee s
1001 - 5 0 0 0 employe e s
5001 - 10,000 employe e s
Over 10,000 employe e s
Recruitment A g en c ies / R P O
Dedicated Recruiters / Talent Acquisition Specialists
Hiring Managers
We asked in-house recruiters who within their organisation find candidates for their vacancies.
This year we saw a significant increasein dedicated Recruiters/ Talent Acquisition specialists having key responsibility forcandidate sourcing across all sizes of companies.The biggest increases were seen in companies with up to 250 employees (up to 45%from 25%)and between251-1000 employees (up to 65% from 45%)
Agency responsibility remains consistentat roughly a thirdacross most company size bands.
Although we sawdeclines across most company sizes, hiring managers still play a pivotal sourcing role within the process, particularly in certain industries...
M A N A G I N G S O U R C I N G
57% 28% 45% 31%
45% 28% 65% 32%
35% 34% 73% 31%
26% 36% 72% 24%
22% 27% 87% 38%
HIRING MANAGER RESPONSIBILITY FOR
Hiring managers play a crucial role in candidate sourcing in manysectors, most notably in:
Health & SocialCare
Hospitality
Transportation & Logisitics
Aerospace & Automotive
Government & NfP
Education
& Professional Services.
CANDIDATE SOURCINGIntrigued by our finding that many hiring managers are involved in finding candidates irrespective of the size of the
company, we wanted to discover if this was more prevalent in specific sectors and industries...And it was...
2 0
4 0
6 0
8 0
1 0 0
M A N A G I N G S O U R C I N G
THE CANDIDATE SOURCING WORKFLOW
We wanted to get an insight into the mindset of recruiters, when they are presented with a new job to work on,what are the tools that they reach for first and what do they do to expand their reach?We gave respondents a list of candidate sourcing activities and asked them to identify the activities they regularly perform and to sort them into their order of priority. The aim was to identify their sourcing workflow. Aswith last year, we continue to find significant differences between how agencies and
in-house recruiters approach new jobs. Recruitment firms are likely to scour their candidate database first, but in-house recruiters tend toward tactics for
finding new candidates. This isn’t entirely surprising - since the survey found that only 44% of in-house recruiters use their existing candidate database as a sourcingtool.
In-house Candidate Sourcing Workflow
Agency Candidate Sourcing Workflow
M A N A G I N G S O U R C I N G
1Advertise the
job o n website/ careers site
83 %
2Advertise the
job internally
82 %
3Post job o nspecific job
b o a r d s
76 %
4U se a
multi-posting
service
25 %
5Seek referrals
from our employees
63 %
6Search ATS/CRM
& contact matching
candidates
31%
7Advertise the
job on LinkedIn
67 %
8Advertise the job on Social
Media
58 %
9Search online CV
databases (CV Library etc.)
39 %
10Search LinkedIn
& contact matching
candidates
51%
11Send job to
recruitmentagencies /PSL
51%
12Use paid online advertising (PPC
etc.)
16%
1Search our CRM/ATS &
contact matching
2U se a
multi-posting
service (e.g.
3Advertise the
job o n o u r
websi te
4Advertise thejob on specific
Job B o a r d s
5Advertise thejob o n social
media
Search LinkedIn &
contact matching
candidatesBroadbean)
candidates etc.)
82 % 54% 77% 69 % 8 0 % 70% 73% 79% 67% 5% 8%
6Seek referralsf r o m contacts
& col leagues
7 8Search onl ineCV databases
(e.g. CV library
9Advertise the
job o n
L inkedIn
10Give the job to
2n d tier
agencies
11Use paid online advertising (not
job boards)
PA RT
3 TH E SOURCING QUADRANTS
Now we get to the good stuff!
We asked both in-house and agency recruiters to rate each of the main sourcing channels that they use on a regular basis for:
The QUALITY of candidates they generate
The QUANTITY of candidates they provide
The results?...The ‘Sourcing Quadrants’ which give you an ‘at-a-glance’ view of the effectiveness of each channel.
We’vecharted quadrants for sectors, company sizes andmore.
But, to help you, please read the guide to understanding the Sourcing Quadrant on the next page.
IN THIS S E C T I O N
12
H o w to read a Sourc ing Quadrant In -house So u rc ing Quadrant A g e n c y Sou rc in g Quadrant
131415
HOW TO READ A SOURCING QUADRANT
Channel A
Channel B
Channel E
Channel D
Channel C
Quantity of Candidates
Quality of Candidates
LOW HIGH
HIGHThe Sourcing Quadrant plots each candidate sourcing channel
based on the perceived quantity and quality of candidates it
generates.
For example, a channel at the centre point of the quadrants would
indicate that, on average, it produces sufficient candidates of sufficient
quality.
Channels that appear in the upper two quadrants generate higher
quality candidates (e.g. Channels A & B). Channels that produce
above-average quantities of candidates appear in the two right-hand
quadrants (e.g. Channels A & D).
The green quadrant produces both higher quality and higher quantities
of candidates (e.g. Channel A). Whereas channels in the red quadrant (e.g. Channel C) are seen to be under-performing in terms of both quality and quantity.
Where is the ideal point in the quadrant?
This, of course, will depend on the types of roles you are recruiting. For example, with higher volume, lower skill roles you may be willing to sacrifice quality for additional quantity (e.g. Channel D)- in which case
the lower right quadrant may be suitable for focusing your efforts.
Similarly, an excessive volume of candidates can be problematic. Too many applications can increase the administrative burden on recruitment teams.
Comparing agency & in-house responses (example: Channel E)
On the sector specific quadrants (see: Part 4) we have plotted each channel separately based on the responses of each recruiter group. In the example on the right, Channel E shows lower quality & quantity
reported by in-house recruiters but higher quantity & quality reported by agency recruiters in that sector. The in-house responses are identified by a full colour dot - the agency responses are represented by a white dot with the same colour border. The two dots are then connected with a line, allowing you to see the direction of difference between your peers and your counterparts.
Agency responses
In-house responses
What is a Sourcing Quadrant and how can it help me? Wanna know?... Read on...
S O U R C I N G Q U A D R A N T S
13
THE IN-HOUSE SOURCING QUADRANTIn general, in-house recruiters are finding decent results with most of their sourcing channels...with a few outliers.
Q UA N T I T Y O F C A N D I D AT E S
QU
AL
ITY
OF
CA
ND
IDA
TE
S
GOLD MINES
Employee Referrals
ATS / CRM / Talent Pool
Website / Careers Site
TALENT MAGNETS
Professional Social Networks
Specialist Job Boards
PSL / Agencies
CV Databases
Social Media
FILLERS
Events
Pay Per Click (PPC)Sponsored
General Job Boards JobAggregators
Not Sponsored
TIME BANDITS
Website 92%
Professional Social Networks 84%
Employee Referrals 61%
General Job Boards 60%
Agencies 58%
Job Aggregators 58%
Social Media 57%
Events & Careers Fairs 46%
ATS/CRM/Talent Pool 44%
CV Database
Specialist Job Boards 39%
Print 11%
PPC 10%
36%
For the third year running, Employee Referrals
Programmes are providing the best quality of
candidates - though we saw a dip in the number of
companies with an active ERP (61% down from 70%
in 2017) - though the quantity ofcandidates attracted
through the programmes is still lagging behind many
other channels.
For quantity, Job Aggregators overtook the Generalist Job Boards as the supplier
of the greatest volume of candidates - but there’s a distinct trade-off for qualitywith both these channels.
CV Databases and Specialist Job Boards both moved into the ‘Talent Magnets’ zone this year as good sources of the right kinds of candidates for many in-house teams.
C H A N N E L U S A G E BY I N - H O U S E R E C R U I T E R S
S O U R C I N G Q U A D R A N T S
14
THE AGENCY SOURCING QUADRANTWhen it comes to finding candidates, agencies head straight for their database, having a well stocked, warmed up
pool of talent is still the most efficient and effective sourcing tool at their disposal.
QU
AL
ITY
OF
CA
ND
IDA
TE
S
Colleague & Contact Referrals
Specialist Job Boards
PSL / Agencies
Website / Careers Site
ATS / CRM
Professional Social Networks
CV Databases
Pay Per Click (PPC)
Events & Careers Fairs
Social Media
General Job Boards
Job Aggregators (Sponsored)
Job Aggregators
Job Aggregators (Not Sponsored)
The agency database (CRM / ATS etc.) is still the
number one sourcing channel for agency recruiters;it
is rated top for both candidate quality andquantity.
In general agencies paint a similar picture to 2017’s results - LinkedIn and CV databases both being extensively used and with good results.
Agencies though are faring less well with Job Aggregators and, similar to theirin-house counterparts, are finding little success with SocialMedia.
C H A N N E L U S A G E BY A G E N C I E S
S O U R C I N G Q U A D R A N T S
Q UA N T I T Y O F C A N D I D AT E S
15
16
PA RT
4 S E C T O R SOURCING QUADRANTS
Who is winning the war for talent?
Let’s take a look at industries and sectors and discover which channels are providing the winners and which the also-rans!
IN THIS S E C T I O N
Advert is ing / Marketing / E n tertainment 17 Construct ion / Architecture /En g in eer ing 18Educat ion Financial Services
192 0
F M C G 21Government / N F P / E m e r g e n c y Services 22Healthcare / Social Care Hospitality / Leisure / Tourism Industrial / Manufacturing Insurance / Lega l / Real Estate Media / PublishingP h a r m a / Life Sc ien ces Professional Services Recru itmentRetail / WholesaleTech n o logy / Te lecoms / Software Transportation / Logist icsUtilities / Oil & Gas
232425262728293 031323334
ADVERTISING / MARKETING / ENTERTAINMENT
Q UANT IT Y O F C A N D I DAT E S
QU
AL
ITY
OF
CA
ND
IDA
TE
S
Employee Referrals
ATS / CRM / Talent Pool
PSL / Agencies
Events
Professional Social Networks
Website / CareersSite
Specialist JobBoards
Social Media
CVDatabases
Sponsored
General JobBoards
Job Aggregators
Not Sponsored
Specialist Job Boards
CV Database
General Job Boards
Agencies
Social Media 80%
Job Aggregators 70%
ATS/CRM/Talent Pool 65%
Employee Referrals 65%
Professional Social Networks
Website 100%
9 0 %
55%
55%
35%
30%
PPC 15%
5%
S E C T O R S O U R C I N G C H A L L E N G E S
75%candidate
scarcity
40 %location
Professional Social Networks and Website / Careers Sites are providing the best mix of quality and quantity candidates for the Advertising / Marketing Sector.
Unlike many other industries, CV Databases perform
less well here, ranked OK for quantity but below par
for quality. Careers sites, however, are performing
well.
Employee Referrals are the clear ‘quality leader’ in this sector butcan’t
bereliedupontodeliversuffi cient numbers of candidates.
Specialist Job Boards are, surprisingly, under-performing with only30% of respondents using them regularly. There’s a wide benefi t to
sponsoring jobs on the Job Aggregators here...fantastic for volume, but less so for quality.
C H A N N E L U S A G E I N T H I S S E C T O R / I N D U ST RY
2 0 %lack of inhouseresourcing skills
17
ARCHITECTURE / CONSTRUCTION / ENGINEERING
Professional Social Networks
Employee Referrals
ATS / CRM / Talent Pool
Specialist JobBoards
Website / Careers SiteCVDatabases
Social Media
Q UANT IT Y O F C A N D I DAT E S
QU
AL
ITY
OF
CA
ND
IDA
TE
S
Events JobAggregators
General JobBoards
Job Aggregators - Sponsored
PSL / Agencies
Job Aggregators - NotSponsored
84%
80%
71%
69%
60%
59%
58%
Website 9 0 %
Agencies
Events
Employee Referrals
General Job Boards
ATS/CRM/Talent Pool
Job Aggregators
CV Database
Social Media 44%
Specialist Job Boards 31%
PPC 17%
Print 17%
Professional Social Networks 96%
C H A N N E L U S A G E I N T H I S S E C T O R / I N D U ST RY
Professional Social Networs overtook company careers
sites as the most used channel in this sector this year
and prove to be a good source of quality candidates.
Employee Referrals are the overall ‘quality leader’ - with 71%ofcompanies having an active referrals programme.
Candidate scarcity is the principal challenge in this sector, affecting91%of respondents - up from 86% last year
Sponsoring your jobs on the Job Aggregators could be the way to go within these industries.
S E C T O R S O U R C I N G C H A L L E N G E S
91%candidate
scarcity
43%marketing
budget
43%lack of brandawareness
18
EDUCATION
Q UANT IT Y O F C A N D I DAT E S
QU
AL
ITY
OF
CA
ND
IDA
TE
S
Employee Referrals
ATS / CRM / Talent Pool
Specialist Job Boards
Professional Social Networks
Pay per Click (PPC)
Website / Careers Site
Events
PSL / Agencies
Social Media
Job Aggregators
General JobBoards
Employee Referrals
ATS/CRM/Talent Pool
Events
Agencies
General Job Boards
Job Aggregators
Professional Social Networks
Specialist Job Boards
Social Media
Website 97%
7 0 %
63%
58%
57%
4 0 %
4 0 %
33%
27%
PPC 23%
47%
43%
CV Databases 13%
Even though Social Media is used as a recruiting
tool by 70% of teams in this sector it’s still under
performing for both quality &quantity.
Once again we see Employee Referrals ranked highest for candidate quality - though only 23% of organisations in the Education sector have an Employee Referral Programme.
Careers Sites are used by 97% of Education organisations and continueto provide a relatively high quality and quantity of candidates.
New for this year, Event & Careers Fairs, are also performing well, though only used by 40% of organisations.
Specialist Job Boards retain the top spot in Education for the best mix of candidatequality and quantity, but Professional Social Networks are catching up.
S E C T O R S O U R C I N G C H A L L E N G E S
79%
candidatescarcity
29%poor candidate
experience
14%lack of
resourcing skills
1 9
C H A N N E L U S A G E I N T H I S S E C T O R / I N D U ST RY
FINANCIAL SERVICES
Professional Social Networks
Employee Referrals
Specialist JobBoards
ATS / CRM / Talent Pool
General JobBoards
Social Media
Q UANT IT Y O F C A N D I DAT E S
QU
AL
ITY
OF
CA
ND
IDA
TE
SJobAggregators
PSL / Agencies
Website / Careers Site
Events
PPC
CVDatabasesJob Agg. Sponsored
Job Aggregators - Not Sponsored
Social Media 44%
Events 41%
ATS/CRM/Talent Pool 4 0 %
PPC
CV Database
Specialist Job Boards
Agencies
General Job Boards
Job Aggregators
Professional Social Networks
Employee Referrals
Website 85%
81%
75%
63%
63%
35%
32%
16%
53%
Print 6%%
With a whopping 81% of companies having an
Employee Referral programme, Financial Services
companies are seeing a clear return.
Elsewhere, Professional Social Networks and Specialist Job Boiards arealso providing good volumes of qualified candidates.
Job Aggregators, newly tested in the survey this year, are also providing large numbers of candidates - and this is one sector where it appears to be well worth sponsoring your ads on the aggregators - with a clear uptick over non-sponsored ads.
Websites & Careers Sites, however, are underperforming and slip intothe ‘red zone’ for thefirst time.
Referrals and Professional Social Networks lead the way in the Financial sector.
S E C T O R S O U R C I N G C H A L L E N G E S
71%
candidatescarcity
C H A N N E L U S A G E I N T H I S S E C T O R / I N D U ST RY
6%poor candidate
experience
16%lack of
resourcing skills
2 0
FMCG
Q UANT IT Y O F C A N D I DAT E S
QU
AL
ITY
OF
CA
ND
IDA
TE
S
Employee Referrals
Specialist JobBoards
PSL / Agencies
ATS / CRM / Talent Pool
Professional Social Networks
Website / CareersSite
Job Agg. Sponsored
General Job Boards
CV Databases
Job Aggregators - Not Sponsored
Job Aggregators
Website 94%
Job Aggregators 75%
Professional Social Networks 71%
General Job Boards 60%
Employee Referrals 57%
Agencies 50%
CV Database 50%
ATS/CRM/Talent Pool 36%
Specialist Job Boards 36%
PPC
Events
Social Media 28%
21%
Referrals programmes are the quality leader, though
we note a reduction in the number of companies using
them (down to 57% usage from last years 78%).
Strangely though, we see no reported benefit in sponsoring jobs on
the aggregators (quite the opposite in fact!). Careers sites are under-performing though, the 94% of companies using them report low to average quality & quantity of candidates applying for their roles.
Specialist Job Boards in this sector have also seen a dip - still ranked wellfor quality but not providing sufficient quantities of candidates.
The 35% of FMCG companies with an active Talent Pooling strategy appear to be having great success, but it’s a mixed bag with other channels.
S E C T O R S O U R C I N G C H A L L E N G E S
77%
location
23%
negativebrand
23%poor candidate
experience
2 1
C H A N N E L U S A G E I N T H I S S E C T O R / I N D U ST RY
GOVERNMENT / CHARITY / NOT-FOR-PROFIT
QU
AL
ITY
OF
CA
ND
IDA
TE
S
ATS / CRM / Talent Pool
Professional Social Networks
CV Databases
Specialist Job Boards
Pay Per Click (PPC)
PSL / AgenciesJob Agg. - Sponsored
Website / Careers SitePrint
Employee Referrals Social Media
Events
General JobBoards
Job Aggregators
Job Aggregators - Not Sponsored
Website 95%
Professional Social Networks 73%
Social Media 67%
Specialist Job Boards 58%
Job Aggregators 54%
Agencies 51%
General Job Boards 47%
Events 37%
Print 25%
CV Database
Employee Referrals
ATS/CRM/Talent Pool 17%
16%
14%
Agencies in this sector can also be relied on to
introduce the right kinds of candidates, so to
the careers pages of public sector & thirdsector
organisations.
37% of organisations attend Careers Fairs & Events - but the results look a little disappointing. Unusually Professional Social Networks take a dip compared to last years results - OK for quality - less so for volumes.
This sector has the lowest take-up of Employee Referral programmes with only 16% using them - and the results are way below average.
Specialist Job Boards in the Government, Charity & NfP sector providea good mix of quality candidates
S E C T O R S O U R C I N G C H A L L E N G E S
75%
candidatescarcity
63%
lowersalaries
C H A N N E L U S A G E I N T H I S S E C T O R / I N D U ST RY
2 0 %poor candidate
experience
Q UANT IT Y O F C A N D I DAT E SPPC 14%
22
HEALTHCARE / SOCIAL CARE
QU
AL
ITY
OF
CA
ND
IDA
TE
S
Employee Referrals
Professional Social Networks
CV Databases
Specialist JobBoards
Pay Per Click (PPC)
PSL / Agencies
Website / Careers Site
ATS / CRM / Talent Pool
Events
Social Media
General Job Boards Job Agg. - Sponsored
Job Aggregators
Job Aggregators - Not Sponsored
59%
5 0 %
50%
48%
48%
48%
40%
CV Database
ATS/CRM/Talent Pool
Professional Social Networks
Agencies
Employee Referrals
Social Media
Specialist Job Boards
Events
General Job Boards
Job Aggregators
Website 97%
70%
35%
32%
23%
The Healthcare & Social Care sector sees some big changes comared to 2017’s results
S E C T O R S O U R C I N G C H A L L E N G E S
82%candidate
scarcity
41%location
Where did CV Databses come from in 2018? Lastyear
they were lowest ranked - this year it’s thereverse.
Though less than a third of healthcare recruitment
teams are using them - those that do are having good
results.
Last year we reported this sector as having the greatest sourcing problem - with no channels in the green zone. This year we see a number of channels performing well - though usage of them is not widespread. Websites/Careers sites are underperforming, and there is little usage of talent pooling. Professional Social Networks are alsoranked below cross-sector average - not being able to uncover enough candidates appears to be the issue there.
C H A N N E L U S A G E I N T H I S S E C T O R / I N D U ST RY
18%lack of
resourcing skills
PPC 9%Q UANT IT Y O F C A N D I DAT E S
23
HOSPITALITY / LEISURE / TOURISM
QU
AL
ITY
OF
CA
ND
IDA
TE
S
Employee Referrals
ATS / CRM / Talent Pool
PSL / Agencies
CV Databases
Professional Social Networks
Specialist JobBoards
General Job Boards
Website / Careers Site
Job Agg. - Sponsored
Job Aggregators
Social Media
Events
67%
67%
67%
67%
67%
60%
53%
Events
CV Database
Job Aggregators
Professional Social Networks
Agencies
Social Media
Specialist Job Boards
General Job Boards
ATS/CRM/Talent Pool
Employee Referrals
Website 100%
8 0 %
53%
27%
7%
We’ve seen some big improvements over the past twelve months in the hospitality sector, with most channels performing well.
S E C T O R S O U R C I N G C H A L L E N G E S
47%lower
salaries
47%marketing
budget
Professional Social Networks are on a par with
Employee Referrals for candidate quality and slightly
better for volume - but the Job Boards are also
performing well.
Careers Sites have also improved vastly, used by all respondents they are now firmly a top sourcing channel. Aggregators, like Indeed’ arealso favoured by 67% of recruitment teams with good results reported.
Yet again Social Media disappoints, and the 27% of recruitment teams attending Careers Fairs and other events aren’t finding them a good
source of candidate quality - though the volumes are good.
C H A N N E L U S A G E I N T H I S S E C T O R / I N D U ST RY
2 0 %lack of
resourcing skills
PPC 7%
Q UANT IT Y O F C A N D I DAT E S
24
INDUSTRIAL / MANUFACTURING
QU
AL
ITY
OF
CA
ND
IDA
TE
S
Employee Referrals
ATS / CRM / Talent Pool
Specialist JobBoards
CV Databases
PSL / Agencies
Professional Social Networks
Events
Website / CareersSite
General JobBoards
Social Media
Job Aggregators
Job Aggregators - Not Sponsored
80%
74%
73%
64%
57%
54%
52%
CV Database
ATS/CRM/Talent Pool
Professional Social Networks
General Job Boards
Specialist Job Boards
Social Media
Job Aggregators
Events
Employee Referrals
Website
Agencies 92%
83%
40%
24%
12%
CV Databases take top spot in the Industrial & Manufacturing sector,but there’s a huge reliance on agencies to provide the right volume ofqualified candidates.
Though only 24% of in-house teams at industrial
manufacturing companies are using CV Databases,
those that use themare getting a good return.
General Job Boards have slipped into the red zone (low qualityand
quantity) - but Job Aggregators appear to be relied on to provide
sufficient numbers for volumecampaigns.
Careers Sites disappoint, though candidates can access jobs on 83% of industrial company websites they are ranked low for both candidate
quality & quantity.
S E C T O R S O U R C I N G C H A L L E N G E S
8 8 %candidate
scarcity
44%location
Q UANT IT Y O F C A N D I DAT E SP P C 4%
25
C H A N N E L U S A G E I N T H I S S E C T O R / I N D U ST RY
INSURANCE / LEGAL / REAL ESTATE
QU
AL
ITY
OF
CA
ND
IDA
TE
S
Employee Referrals
ATS / CRM / Talent Pool
Specialist JobBoards
Professional Social Networks
PSL / Agencies
CV DatabasesEvents
Website / Careers Site
Job Aggregators - Not Sponsored
Social Media
Job Aggregators - Sponsored
Job Aggregators
General JobBoards
Professional Social Networks 91%
Employee Referrals 91%
Website 8 8 %
General Job Boards 64%
Agencies 58%
Events 54%
Job Aggregators 52%
Social Media 43%
ATS/CRM/Talent Pool 43%
Specialist Job Boards
CV Database 36%
33%
9%
S E C T O R S O U R C I N G C H A L L E N G E S
48%lack of brandawareness
Professional Social Networks overtake Employee Referrals as the most used channel in these sectors - but it’s Specialist Job Boards that have seen the biggest improvement this year.
Professional Social Networks and Agencies also
provide the right mix of quality and quantity. And
Events & Careers Fairs seem to be doing better in this
sector than most - over half of teams use them - with
decent results.
It also appears to pay to sponsor your ads on the job aggregators in these sectors if you want to attract decent candidate quality. Talent
Pooling provides decent quality - hough recruitment teams dontappear
to be finding enough warm talent in their databases.
C H A N N E L U S A G E I N T H I S S E C T O R / I N D U ST RY
19%too many
candidates
Q UANT IT Y O F C A N D I DAT E SPPC 5%
26
MEDIA / PUBLISHING
QU
AL
ITY
OF
CA
ND
IDA
TE
S
Employee Referrals
PSL / Agencies
ATS / CRM / Talent Pool
Website / CareersSite
Professional Social Networks
Specialist JobBoards
Events
Social Media
General JobBoards
CV Databases
Job Aggregators
Job Aggregators - Not Sponsored
Professional Social Networks 100%
Website 100%
Social Media 79%
Employee Referrals 64%
Events 64%
ATS/CRM/Talent Pool 57%
General Job Boards 50%
Specialist Job Boards 50%
Job Aggregators 47%
CV Database
Agencies 43%
43%
7%
57% of recruitment teams in the Media & Publishing
Sector regularly mine their candidate database to
pinpoint ideal talent - with fantasticresults.
Their Careers Sites are also performing well for both quantity and
quality along with Professional Social Networks and Specialist JobBoards.
Careers Fairs & CV Databases are good sources for decent quality but
Job Aggregators are ranked low for attracting the right candidatequality.
Employee Referrals stand out as the top source for candidate quality.
Talent Pooling and Careers Sites deliver great results in this sector but Job Aggregators fare less well.
S E C T O R S O U R C I N G C H A L L E N G E S
71%candidate
scarcity
43%marketing
budget
36%location
PPC 7%
Q UANT IT Y O F C A N D I DAT E S
27
C H A N N E L U S A G E I N T H I S S E C T O R / I N D U ST RY
PHARMA / LIFE SCIENCES
QU
AL
ITY
OF
CA
ND
IDA
TE
S
Employee Referrals
Professional Social Networks
ATS / CRM / Talent Pool
PSL / Agencies
Specialist JobBoards
Website / Careers Site
Events
Social Media Job Aggregators
General JobBoards
Job Aggregators - Not Sponsored
Website 100%
Professional Social Networks 89%
Job Aggregators 89%
Employee Referrals 87%
Agencies 78%
General Job Boards 77%
ATS/CRM/Talent Pool 55%
Events 44%
Specialist Job Boards 33%
Social Media
CV Database 25%
22%
We received enough responses to produce our first Sourcing Quadrant for thePharma & Life Sciences sector in 2018.
S E C T O R S O U R C I N G C H A L L E N G E S
63%lower salaries
38%marketing
budget
25%too many
candidates
PPC
Q UANT IT Y O F C A N D I DAT E S
28
Agencies came out on top for candidate quality- just
pipping Employee Referrals to the premier spot.
Specialist Job Boards also perform strongly in this sector and Careers Fairs & Events also uncover a good mix of candidates.
Professional Social Networks are widely used (89%) but lag behind as the lowest volume provider.
Job Aggregators are also used by the majority of in-house team, butcan’t be relied upon to find the right candidate quality.
Interestingly, this is one sector where candidate scarcity isn’t the biggestissue - in fact a quarter of companies report being inundated with too many candidates. It’s lower salares that is reported as the biggest challenge - affecting 63% of respondents.
C H A N N E L U S A G E I N T H I S S E C T O R / I N D U ST RY
PROFESSIONAL SERVICES
QU
AL
ITY
OF
CA
ND
IDA
TE
S
Employee Referrals
Specialist Job Boards
ATS / CRM / Talent Pool
Professional Social Networks
Website / Careers Site
PSL / Agencies
CV Databases
Events
Social Media
General JobBoards
SponsoredJob Aggregators
Not Sponsored
Events
Specialist Job Boards
CV Database
Job Aggregators
Social Media
ATS/CRM/Talent Pool
Agencies
General Job Boards
Employee Referrals
Website
Professional Social Networks 97%
8 6 %
8 3 %
61%
54%
44%
44%
42%
37%
46%
46%
9%
CV Databases and Agencies do well in Professional Services - butthere are plenty other sources of quality candidates.
S E C T O R S O U R C I N G C H A L L E N G E S
79%candidate
scarcity
Agencies remain in the ‘green zone’ for thesecond
year running and are joined by CV Databases and
Events as top sources of candidate quality and
quantity for Professional Services firms.
Elsewhere it’s a common picture, with Social Media lagging behind and alack of quality from the Generalist Job Boards andAggregators.
Employee Referrals are one of the most used channels (83% of companies have an ERP) - and Specialist Job Boards, Talent Pools and Careers Sites are also good sources of candidatequality.
C H A N N E L U S A G E I N T H I S S E C T O R / I N D U ST RY
24%negative
brand
41%lack of brandawareness
PPC 9%
Q UANT IT Y O F C A N D I DAT E S
29
RECRUITMENT
QU
AL
ITY
OF
CA
ND
IDA
TE
S
Employee Referrals
ATS / CRM / Talent Pool
Specialist JobBoards
Professional Social Networks
PSL / Agencies
CV Databases
Events Pay Per Click (PPC)
Social MediWebsite / CareersSite
General JobBoards
Sponsored
Job Aggregators
Not Sponsoreda
Website 90%
Employee Referrals 76%
ATS/CRM/Talent Pool 71%
Social Media 71%
CV Database 71%
General Job Boards 63%
Job Aggregators 6 0 %
Agencies
Specialist Job Boards
PPC
Events
Professional Social Networks 100%
47%
29%
28%
24%
As with last year, recruiters are unsurprisingly focused
on LinkedIn for finding potential new employees - it
came out top for quality and high for quantity.
But recruitment firms can’t rely on their website to deliver the rightresults, ranking it even lower than Social Media for both candidatequality and quantity.
Job Aggregators are used by 60% of firms in this sector - but we see little
reported benefit in the results of sponsored versus non-sponsored job ads.
Recruitment firms are struggling with a lack of brand awareness whenit comes to attractingtalent.
S E C T O R S O U R C I N G C H A L L E N G E S
59%lack of brandawareness
18%poor candidate
experience
35%marketing
budget
Print 12%
Q UANT IT Y O F C A N D I DAT E S
3 0
C H A N N E L U S A G E I N T H I S S E C T O R / I N D U ST RY
RETAIL / WHOLESALE
QU
AL
ITY
OF
CA
ND
IDA
TE
S
Employee Referrals
ATS / CRM / Talent Pool
CVDat
Professional Social Networks
PSL / Agencies
Pay Per Click (PPC)
Specialist JobBoards
Website / CareersSite
abases
General JobBoards
Events
Social Media
Sponsored
Job Aggregators
Not Sponsored
Agencies 55%
Social Media 51%
CV Database 47%
Specialist Job Boards
Events
ATS/CRM/Talent Pool
Job Aggregators
General Job Boards
Employee Referrals
Professional Social Networks
Website 92%
82%
74%
67%
63%
42%
40%
58%
14%
Once again, Pay Per Click is also achieving above
average results yet it ranks lowest with Retailersin
terms of usage.
Social Media continues to disappoint as an effective sourcing channel and we’ve seen a big reduction in the number of retailers using it (down to 51% from 89%).
General Job Boards and Careers Sites have both improved for candidate Quality with volumes similar to 2017.
Location is the biggest challenge, however, affecting 51% of retailers.
Professional SocialNetworks retain top spot for candidate quality whileJob Aggregators are the volume leader.
S E C T O R S O U R C I N G C H A L L E N G E S
51%location
51%lower salaries
C H A N N E L U S A G E I N T H I S S E C T O R / I N D U ST RY
28%too many
candidates
Q UANT IT Y O F C A N D I DAT E SPPC 12%
31
TECHNOLOGY / TELECOMS / SOFTWARE
Employee Referrals
Professional Social Networks
Specialist JobBoards
PSL / Agencies
/ Talent Pool
Website / Careers Site
General JobBoards
QU
AL
ITY
OF
CA
ND
IDA
TE
S
JobAggregators
Not Sponsored
Social Media
EventsCV Databases
ATS / CRM
Sponsored
Specialist Job Boards
CV Database
Job Aggregators
Events
ATS/CRM/Talent Pool
General Job Boards
Social Media
Agencies
Professional Social Networks
Website
Employee Referrals 97%
95%
91%
66%
51%
42%
41%
23%
21%
49%
46%
P P C34%
Employee Referrals are still the number one for
candidate quality (and take top spot as the most used
channel - 97%) but Agencies, Generalist Job Boards
and Talent Pools also make it into the ‘Talent Magnets’
green zone.
Careers Sites, however are lagging behind for both candidate quality
and quantity. Social Media and Job Aggregators also produce underwhelming results for recruitment teams in this sector.
Specialist Job Boards have improved in the Telecoms & Tech Sector over the past twelvemonths.
S E C T O R S O U R C I N G C H A L L E N G E S
47%lack of marketing
budget
47%lack of brandawareness
19%too many
candidates
PrintQ UANT IT Y O F C A N D I DAT E S
32
C H A N N E L U S A G E I N T H I S S E C T O R / I N D U ST RY
TRANSPORTATION / LOGISTICS
Professional Social Networks
Employee Referrals
ATS / CRM
/ Talent Pool
Website / Careers Site
General JobBoards
QU
AL
ITY
OF
CA
ND
IDA
TE
S
PSL / Agencies
Events
CVDatabases
Specialist Job Boards
Job Aggregators
Social Media
CV Database
Agencies
Events
ATS/CRM/Talent Pool
General Job Boards
Employee Referrals
Professional Social Networks
Website 93%
92%
75%
69%
66%
50%
33%
29%
23%
58%
58%
17%
There’s an unusually low usage of Job Aggregators
for Transportation & Logistics companies - only29%
using them - not enough for a place in the sourcing
quadrant.
Generalist Job Boards, used by 69% of companies are the volume leaderand with good candidate quality results too.
Careers Sites also generate plenty of applications but lag behind interms of candidatequality.
Employee Referrals have increased in usage (from 50% to 75%) but respondents reported a decrease in both candidate quality and quantity from their ER Programmes.
CV Databases retain their place in the ‘Talent Magnets’ and are joined this year by Generalist JobBoards.
S E C T O R S O U R C I N G C H A L L E N G E S
5 0 %location
5 0 %lack of brandawareness
33%too many
candidates
Q UANT IT Y O F C A N D I DAT E SP P C 8 %
33
C H A N N E L U S A G E I N T H I S S E C T O R / I N D U ST RY
UTILITIES / OIL & GAS
QU
AL
ITY
OF
CA
ND
IDA
TE
S
Employee Referrals
CV Databases
Professional Social Networks
PSL / Agencies
ATS / CRM
/ Talent Pool
Website / Careers Site
Social Media
Not Sponsored
General JobBoards
Job Aggregators
Sponsored
Events
Website 90%
Employee Referrals 8 9 %
Professional Social Networks 8 9 %
Events 72%
Job Aggregators 6 0 %
General Job Boards 58%
Agencies 56%
Social Media 56%
PPC
Specialist Job Boards
CV Database
ATS/CRM/Talent Pool 5 0 %
5 0 %
21%
6 %
Another new sector in the report - and one where Talent Pools prove a great resource for in-house teams.
S E C T O R S O U R C I N G C H A L L E N G E S
61%lack of brandawareness
5 0 %location
33%marketing
budget
Q UANT IT Y O F C A N D I DAT E SPrint 6 %
34
Professional Social Networks and Agencies are also
good sources of candidates, and there is plenty of
quality to be mined.
ATS/CRM/Talent Pool as a channel is used by half of recruitment teams in this sector - with excellent results.
Lack of brand awareness, however affects 61% of companies and istheir main sourcing challenge.
Referrals are widely used (89%) - and again come out on top for candidate quality. Specialist Job Boards are not widely used (21%) and
so failed to make their way into this years sourcing quadrant.
C H A N N E L U S A G E I N T H I S S E C T O R / I N D U ST RY
35
PA RT
5 COMPANY S I Z E QUADRANTS
In which we attempt to answer the ageold question...Doessize really matter?
In this section we chart sourcing quadrants based on thecompany size(number of employees).
IN THIS S E C T I O N
Less than 250 E m p l oye es 251 - 1000 E m p l oye e s1001-5000 E m p l oye e s5001-10,000 E m p l oye e sOver 10,000 E m p l oye es
3435363738
encies
Pay Per Click (PPC)
Employee Referrals
Specialist JobBoards
Professional Social Networks
ATS / CRM / Talent Pool
PSL / Ag
Website / Careers Site
General JobBoards
CVDatabases
Social Media
Q UANT IT Y O F C A N D I DAT E S
QU
AL
ITY
OF
CA
ND
IDA
TE
S
Events
Sponsored
JobAggregators
Not Sponsored
UNDER 250 EMPLOYEES
Website 83%
Professional Social Networks 81%
General Job Boards
Employee Referrals
Social Media
Job Aggregators
Agencies
ATS/CRM/Talent Pool
CV Database
63%
6 0 %
58%
54%
53%
42%
35%
Events
Specialist Job Boards 29%
24%
PPC 9%
Print 10%
Channel u s a g e
We’ve seen some significant changes in the SME
Sourcing Quadrant this year with two of the least
used channels (Specialist Job Boards - 29% and CV
Databases - 35%) providing the best candidate quality/
quantity balance).
Employee Referrals are still top for quality, with 60% of SMErecruitment teams having a referrals programme.
Social Media remains in last place - we’ve also seen a dip in usage amongst SMEs from 68% to 58%, elsewhere usage levels remain broadly in line with 2017’s results.
S O U R C I N G C H A L L E N G E S
70 %candidate
scarcity
38%lack of brandawareness
36
Employee Referrals
Professional Social Networks
Specialist JobBoards
PSL / Agencies
Website / Careers Site
General JobBoards
CVDatabases
Social Media
Pay Per Click (PPC)
QU
AL
ITY
OF
CA
ND
IDA
TE
S
ATS / CRM / Talent Pool
Events
Sponsored
Job Aggregators
Not Sponsored
251 - 1000 EMPLOYEES
63%
59%
59%
55%
42%
40%
PPC
CV Database
ATS/CRM/Talent Pool
Specialist Job Boards
Events
Social Media
Job Aggregators
Employee Referrals
General Job Boards
Agencies
Professional Social Networks
Website 94%
8 0 %
65%
3 8 %
36%
7%
8 %
Professional Social Networks, both Generalist &
Specialist Job Boards, Agencies and CV Databases are
this years top channels for candidate quality/quantity
balance - although Employee Referrals still excel for
quality.
Job Aggregators, used by 59% of mid-sized teams however disappoint
for candidate quality but provide plenty of applications for jobs.
Talent Pooling is only used by 38% of respondents but also provides
good candidate quality and decent results are provided by Careers
Fairs & Events.
Channel u s a g e
S O U R C I N G C H A L L E N G E S
36%marketing
budget
45%lack of brandawareness
47%lower
salaries
Q UANT IT Y O F C A N D I DAT E S
37
Professional Social Networks
Employee Referrals
General JobBoards
Pay Per Click (PPC)
PSL / Agencies
CV Databases
Website / CareersSite
Specialist JobBoards
ATS / CRM / Talent Pool
Social Media
QU
AL
ITY
OF
CA
ND
IDA
TE
S
Events
JobAggregators
Sponsored
Not Sponsored
1001 - 5 0 0 0 EMPLOYEES
Website 9 7%
Professional Social Networks 83%
Employee Referrals 66%
General Job Boards 65%
Agencies 61%
Job Aggregators 6 0 %
Events 58%
Social Media 55%
Specialist Job Boards 46%
PPC
CV Database
ATS/CRM/Talent Pool 41%
41%
9%
11%
Channel u s a g e
Most channels at this company size band provide
good candidate quality with Employee Referrals and
Professional Social Networks leading the way.
PPC is only used by 9% of respondents but appears to provide a good balance of candidates. It’s at this size band that we also see Careers Sites starting to produce the right results.
General Job Boards & Aggregators provide plenty candidates - althoughthe quality of applications is ratedbelow average.
S O U R C I N G C H A L L E N G E S
69 %candidate
scarcity
26%negative
employer brand
25%poor candidate
experience
Q UANT IT Y O F C A N D I DAT E S
38
QU
AL
ITY
OF
CA
ND
IDA
TE
S
Employee Referrals
ATS / CRM / Talent Pool
PSL / Agencies
S
Professional Social Networks
Sponsored
Website / Careers Site Job Aggregators
Not Sponsored
ocial Media Specialist JobBoards
General Job Boards
Events
5001 - 10,000 EMPLOYEES
Website 9 0 %
Professional Social Networks 65%
General JobBoards 65%
Job Aggregators 64%
Events 62%
Social Media 60%
Employee Referrals 45%
Agencies 38%
Specialist Job Boards 35%
CV Database
ATS/CRM/Talent Pool 31%
19%
12%
Companies between 5,001 and 10,000 employees
are seeing good results with most of theirsourcing
channels.
Professional Social Networks provide a good balance of candidate
quality and quantity - but aggregators - especially when job ads are
sponsored can produce great results.
Even Social Media can be a ‘Talent Magnet’ when a company reaches
this size!
Channel u s a g e
S O U R C I N G C H A L L E N G E S
23%negative
brand
35%marketing
budget
23%lack of
resourcing skills
PPC 12%
Q UANT IT Y O F C A N D I DAT E S
39
PSL / Agencies
Pay Per Click (PPC)
Employee ReferralsProfessional Social Networks
Specialist Job Boards
ATS / CRM / Talent Pool
Website / Careers Site
General JobBoards
CVDatabasesPrint
Social Media
QU
AL
ITY
OF
CA
ND
IDA
TE
S
Events Sponsored
JobAggregators
Not Sponsored
OVER 10,000 EMPLOYEES
Employee Referrals 70%
Job Aggregators 58%
General Job Boards 56%
Agencies 56%
Social Media
Specialist Job Boards
54%
52%
CV Database 38%
PPC 20%
Print 18%
ATS/CRM/Talent Pool
Events
Professional Social Networks
98%
93%
74%
72%
Channel u s a g e
Website
35% of companies with greater than 10,000
employees claim to have ‘too many candidates’ - nota
bad problem to have when most others are struggling
with candidate scarcity!
Retaining their place in the ‘Talent Magnets’ this year are Professional Social Networks, Talent Pools, Agencies and Careers sites - with Generalist Job Boards sneaking in to the Green Zone for the first time.
Events & Careers Fairs are used by 74% of enterprise level companies- with better than average results. Other top sourcing channels include Talent Pools (72%) and Referrals programmes (70%)
S O U R C I N G C H A L L E N G E S
35%too many
candidates
26%negative
brand
5 0 %lower
salaries
Q UANT IT Y O F C A N D I DAT E S
4 0
PA RT
6 SOURCING C H A N N E L SUMMARIES
At a glance comparisons between in-house and agency attitudes and results for each sourcing channel. IN THIS S E C T I O N
41
AT S / TA L E N T C R M P S L / A G E N C I E S C V D ATA B A S E SJ O B A G G R E G ATO R S E M P L OY E E R E F E R R A L S E V E N T S & C A R E E R S FA I RS G E N E R A L I S T J O B B O A R D SPAY P E R C L I C K
42434445464748495 0P R I N T A D V E RT I S I N G
P R O F E S S I O N A L S O C I A L N E T W O R K SS O C I A L M E D I A
5152
S P E C I A L I S T J O B B O A R D S C A R E E R S S I T E / W E B S I T E
5354
Q U A N T I T Y O F C A N D I D A T E S
QU
ALI
TY
OF
CA
ND
IDA
TE
S
251 - 1000 FTE
Under 250 FTE1000 - 5000FTE
Over 10,000 FTE
5001 - 10000 FTE
Q U A N T I T Y O F C A N D I D A T E S
QU
ALI
TY
OF
CA
ND
IDA
TE
S
OcCan’t / Don’tMeasure
RegularlyMeasure
casionally Measure
A T S / T A L E N T C R M
57%
55%
53%
50%
46%
46%
44%
43%4 0 %
4 0 %
36%35%
Recruitment
Transportation & Logistics
Advertising/Marketing/Entertainment
Construction/Architecture/Engineering
Retail
Media & Publishing
Pharmaceuticals/Life Sciences
Hospitality/Leisure
Utilities/Oil & Gas
Professional Services
Technology/Telecoms
*ALL INDUSTRIES
Insurance/Real Estate/Legal
Financial Services
Industrial/Manufacturing
FMCG
Health & Social Care
Education
6 6 %
71%
6 5 %
6 0 %5 8 %
Government/Not-For-Profit 17%33% QUANTITY O F C AND I D AT E S
QU
AL
ITY
OF
CA
ND
IDA
TE
S
2018
2017
Results for ATS/CRM/Talent Pools are virtually unchanged for candidate quality
& quantity. Recruitment firms are the top users of internal databases and rank them highly - we note that the public & third sectors are the least likely to have active talent pool technology at their fingertips.
The industries getting the best results are: Media & Publishing, Automotive & Aerospace, Utilities Oil & Gas and Technology & Telecoms.
Construction & Engineering, Health & Social Care however report both low candidate quality & quantity from their Talent Pools.
Q U A N T I T Y O F C A N D I D A T E SQ
UA
LIT
Y O
FC
AN
DID
AT
ES
In-house
Agencies
U s a ge by industry
C h a n g e s ince last year
D o e s regular measurement improve results?
D o e s the s i ze of your organisation af fect results?
Who is winning with this channel, a ge n c i e s or in-house?
Recruitment teams who regularly monitor and measure this channel consistently report better results
Larger companies (>5000employees) appear to get better results from their talent pools) - but good quality is reported from
all size bands.
Agencies lead the way in the use of ATS/ Talent CRM and the results achieved through theirdatabase as pro-active sourcing tool.
S O U R C I N G C H A N N E L S
42
QU
ALI
TY
OF
CA
ND
IDA
TE
S
Over 10,000 FTE
5001 - 10,000 FTE
251 - 1000 FTE
1001- 5000 FTEUnder 250 FTE
QU
ALI
TY
OF
CA
ND
IDA
TE
S
Can’t / Don’tMeasure
Regularly Measure
OccasionallyMeasure
P S L / A G E N C I E S
58%58%
58%56%
55%
55%
54%
53%
51%
5 0 %
5 0 %43%
Industrial/Manufacturing
Construction/Architecture/Engineering
Pharmaceuticals/Life Sciences
Hospitality/Leisure
Technology/Telecoms
*ALL INDUSTRIES
Insurance/Real Estate/Legal
Transportation & Logistics
Utilities/Oil & Gas
Advertising/Marketing/Entertainment
Retail
Professional Services
Financial Services
Government/Not-For-Profit
FMCG
Health & Social Care
Media & Publishing
Education
Recruitment
84%
92%
78%
67%6 6 %
4 0 %
24%QUANTITY O F C AND I D AT E S
QU
AL
ITY
OF
CA
ND
IDA
TE
S
2017
2018
All industries report above average quality from their PSL/ Agency roster. with Retailers, Pharma, Professional Services, Tech & Telecoms, Industrial & Manufacturing companies also reporting receiving plenty of candidates.
Usage levels, however have dipped from 2017’s report across most sectors.
U s a ge by industry
C h a n g e s ince last year
D o e s regular measu rement improve results?
D o e s the s i ze of your organisation af fect results?
Regular measurement of this channel wins again in generatingimproved results but those who can’t / don’t measure are not far behind.
All sizes of organisation are generating a decent quality and quantityof candidates.Slightly aheadon qualityare the larger organisations of 5000+ FTE.
S O U R C I N G C H A N N E L S
Q U A N T I T Y O F C A N D I D A T E S Q U A N T I T Y O F C A N D I D A T E S
43
QU
ALI
TY
OF
CA
ND
IDA
TE
S
1001- 5000 FTE
5001 - 10,000 FTE
Under 250 FTE
251 - 1000 FTE
Over 10,000 FTE
QU
ALI
TY
OF
CA
ND
IDA
TE
S
Can’t / Don’tMeasure RegularlyMeasure
Occasionally Measure
C V D A T A B A S E S
50%
50%
47%
44%
43%
3 6 %
3 6 %
35%32%
32%
25%24%
Recruitment
Construction/Architecture/Engineering
Education
Hospitality/Leisure
FMCG
Transportation & Logistics
Utilities/Oil & Gas
Retail
Professional Services
Media & Publishing
*ALL INDUSTRIES
Insurance/Real Estate/Legal
Advertising/Marketing/Entertainment
Financial Services
Health & Social Care
Pharmaceuticals/Life Sciences
Industrial/Manufacturing
Technology/Telecoms
5 8 %
71%
5 8 %
53%5 0 %
23%Government/Not-For-Profit 14%
QUANTITY O F C AND I D AT E S
QU
AL
ITY
OF
CA
ND
IDA
TE
S
2018
2017
CV database usage has increased over the past 12 months - only slightly to 36% but results have improved considerably, now firmly in the ‘TalentMagnet’ green zone. Industries reporting particularly good results include Health & Social Care, Transport & Logistics and Industrial & Manufacturing.
FMCG, Media & Publishing and Advertising & Marketing, however, report candidate quality to be not as good as many of their other sourcing channels.
QU
ALI
TY
OF
CA
ND
IDA
TE
S
In-h
Agencies
ouse
U s a ge by industry
C h a n g e s ince last year
D o e s regular measurement improve results?
D o e s the s i ze of your organisation af fect results?
Who is winning with this channel, a ge n c i e s or in-house?
Those who regularly measure their CV Database usage report the best results and those who can’t/ don’t measure reporting lower results of quality and quantity.
CV Databases appear to work well for companies of all sizes, this is one of the few
channels where size doesn’t appear to matter!
Agencies are reporting slightly better results than their in-house counterparts.
S O U R C I N G C H A N N E L S
Q U A N T I T Y O F C A N D I D A T E S Q U A N T I T Y O F C A N D I D A T E S Q U A N T I T Y O F C A N D I D A T E S
44
QU
ALI
TY
OF
CA
ND
IDA
TE
S 251 - 1000FTE
5001 - 10,000FTE
Over 10,0
1001 - 5000
Under 250F
00 FTE
FTE
TE
QU
ALI
TY
OF
CA
ND
IDA
TE
S Can’t / Don’t Measu
Regularly Measure
re OccasionallyMeasure
J O B A G G R E G A T O R S
63%
63%
6 0 %
6 0 %
59%
5 8 %
57%
54%52%
47%
47%
44%
41%2 9 %
Pharmaceuticals/Life Sciences
FMCG
Advertising/Marketing/Entertainment
Health & Social Care
Hospitality/Leisure
Financial Services
Retail
Recruitment
Utilities/Oil & Gas
Construction/Architecture/Engineering
*ALL INDUSTRIES
Industrial/Manufacturing
Government/Not-For-Profit
Insurance/Real Estate/Legal
Education
Media & Publishing
Professional Services
Technology/Telecoms
Transportation & Logistics
75%
8 9 %
7 0 %
7 0 %67%
Job Aggregators were tested for the first time in this years results - with widespread usage across most industries.
It appears, in general, that paying to sponsor your ads on the aggregators will yield slightly better results - although only the Hospitality & Leisure sector reported Candidate Quality to be above average.
Technology & Telecoms reported thelowest quality/quantity levels.
QU
ALI
TY
OF
CA
ND
IDA
TE
S
In-house (Sponsored)
In-house
In-house (Not Sponsored)
Agencies (Sponsored)
Agencies
Agencies (Not Sponsored)
U s a ge by industry
D o e s regular measurement improve results?
D o e s the s i ze of your organisation af fect results?
Who is winning with this channel, a ge n c i e s or in-house?
Those who regularly measure have the best results and thosewho can’t / don’t measure reported lowerresults of quality and quantity.
Companiesbetween 5001
and 10,000 employees appear to be doing better with Job Aggregators- this is the only size band reporting high quality and quantity ofcandidate levels.
In-house recruiters are getting better results than agencies -especially with sponsored ads.
S O U R C I N G C H A N N E L S
Q U A N T I T Y O F C A N D I D A T E S Q U A N T I T Y O F C A N D I D A T E S Q U A N T I T Y O F C A N D I D A T E S
45
As Job Aggregators were tested for the first time in this year’s survey thereis no year-on-year comparative data available.
QU
ALI
TY
OF
CA
ND
IDA
TE
S
251 -
5001 - 10,000 FTE
Under 250 FTE O
1000 FTE
1001- 5000 FTE
ver 10,000 FTE
QU
ALI
TY
OF
CA
ND
IDA
TE
S
RegularlyMeasure
Occasionally Measure
Can’t / Don’tMeasure
E M P L O Y E E R E F E R R A L S
Technology/Telecoms
Insurance/Real Estate/Legal
Utilities/Oil & G a s
Pharmaceuticals/Life Sc iences
Professional Services
Financial Services
Hospitality/Leisure
Recruitment
Transportation & Logist ics
Retail
Construction/Architecture/Engineer ing
Advert ising/Marketing/Entertainment
Media & Publ ishing
* AL L I N D U STRIE S
FM CG
Industrial/Manufacturing
Health & Social Ca r e
Education
Government/Not-For-Profit
91%
71%
64%
8 0 %
81%
97%
8 9 %
8 7 %8 3 %
75%
74%
65%
52%
5 0 %
23%16%
76%
61%
57%
QUANTITY O F C AND I D AT E S
QU
AL
ITY
OF
CA
ND
IDA
TE
S
2018
2017
There is a high use across all industries of Employee Referrals as a channel for candidate sourcing, with a net result slightly higher than 2017.
Media and Publishing reported the highest levels of candidate quality but across all industries above average quality is reported, with only the Government / NfP / Charity sector reporting lower than average quality levels. Bear in mind though, that it is this sector which uses ERP as a source channel the least - only 16% having active programmes in place.
QU
ALI
TY
OF
CA
ND
IDA
TE
S
In-house
Agencies
U s a ge by industry
C h a n g e s ince last year
D o e s regular measurement improve results?
D o e s the s i ze of your organisation af fect results?
Who is winning with this channel, a ge n c i e s or in-house?
Once again regular measurement appears to improve both candidate quality & quantity levels.
There is very little difference in the size of an organisation and the results reported all appear to be doing rather well, larger companiesalso get closer to receiving sufficient referred candidates for their roles.
In-house are getting marginallybetter results with Employee Referrals than their agency counterparts.
S O U R C I N G C H A N N E L S
Q U A N T I T Y O F C A N D I D A T E S Q U A N T I T Y O F C A N D I D A T E S Q U A N T I T Y O F C A N D I D A T E S
46
QU
ALI
TY
OF
CA
ND
IDA
TE
S
Under 250 FTE251 - 1000FTE
5001 - 10000FTE
Over 10,000 FTE
1000 - 5000 FTE
QU
ALI
TY
OF
CA
ND
IDA
TE
S
Occasionally Measure
Can’t / Don’t Measure
RegularlyMeasure
E V E N T S & C A R E E R S F A I R S
54%48%
47%
47%
46%
44%
42%
42%
41%
4 0 %
37%
37%
27%21%
Construction/Architecture/Engineering
Utilities/Oil & G a s
Media & Publ ishing
Transportation & Logistics
Industrial/Manufacturing
Insurance/Real Estate/Legal
Health & Social Care
Advertising/Marketing/Entertainment
Recruitment
* AL L I N D USTR IES
Pharmaceuticals/Life Sc iences
Retail
Technology/Telecoms
Financial Services
Education
Government/Not-For-Profit
Professional Services
Hospitality/Leisure
FM CG
72%
8 0 %
64%
5 8 %54%
This year we added Events & Careers Fairs to the roster of tested sourcing channels. We saw some industries where careers events are widely used- such as Construction, Engineering, Utilities and Media. However, some of the best results were reported in the Education and Professional Services Sectors, where usage is only around 40%.
QU
ALI
TY
OF
CA
ND
IDA
TE
S
Agencies In-house
U s a ge by industry
D o e s regular measurement improve results?
D o e s the s i ze of your organisation af fect results?
Who is winning with this channel, a ge n c i e s or in-house?
There is a straight line correlation here showing those
who regularly
measure with the best results and thosewho can’t / don’t measure reporting lowerresults of quality and quantity.
Companies of all sizes report similar results, although those between
5001 & 10,000FTE reported lower levels of candidate quality & quantity.
Agencies are the topperformers with this channel, with above average quality and quantity of candidates.
S O U R C I N G C H A N N E L S
Q U A N T I T Y O F C A N D I D A T E S Q U A N T I T Y O F C A N D I D A T E S Q U A N T I T Y O F C A N D I D A T E S
47
As Events & Careers Fairs were tested for the first time in this year’s survey there is no year-on-year comparative data available.
QU
ALI
TY
OF
CA
ND
IDA
TE
S
Over 10,000 F TE 251 - 1000 FTE
5001 - 10,000 FTE
Un
1001- 5000 FTE
der 250 FTE
QU
ALI
TY
OF
CA
ND
IDA
TE
S
Can’t / Don’t Measure
RegularlyMeasure
Occasionally Measure
G E N E R A L I S T J O B B O A R D S
Pharmaceuticals/Life Sc iences 77%Industrial/Manufacturing 74%
Construction/Architecture/Engineer ing 69%Transportation & Logist ics 69%
Retail 67%Insurance/Real Estate/Legal
Financial Services
Recruitment
Professional Services
*ALL INDUSTRIES
FMCG
Hospitality/Leisure
Util ities/Oil & G a s
Advertising/Marketing/Entertainment
Media & Publ ishing
Technology/Telecoms
Government/Not-For-Profit
Education 43%Health & Social Ca r e 40%
64%63%63%
61%60%60%60%
58%55%
50%49%
47%
QUANTITY O F C AND I D AT E S
QU
AL
ITY
OF
CA
ND
IDA
TE
S
2018
2017
Generalist Job Boards are regularly used by around 60% of in-house recruitment teams. Overall performance saw a modest improvement in candidate quality over the past twelve monthswith candidate volumes broadly similar.
The best results were reported by recruitment teams in the Hospitality & Leisure; Transportation & Logistics; Retail and Technology & Telecoms sectors - where Generalist Job Boards are seen to produce high levels of candidate quality and quantity.
QU
ALI
TY
OF
CA
ND
IDA
TE
S
In-house
Agencies
U s a ge by industry
C h a n g e s ince last year
D o e s regular measurement improve results?
D o e s the s i ze of your organisation af fect results?
Who is winning with this channel, a ge n c i e s or in-house?
Regularly measuring the performance of your ads on Generalist Job Boards
Size of company does not appear to have a major impact on results.
There is not much difference
at all between the results that in-house and agencies are realising. Both generate a high quantity of candidates but quality is lower
than average.
S O U R C I N G C H A N N E L S
Q U A N T I T Y O F C A N D I D A T E S Q U A N T I T Y O F C A N D I D A T E S Q U A N T I T Y O F C A N D I D A T E S
48
QU
ALI
TY
OF
CA
ND
IDA
TE
S
Under 250 FTE251 - 1000FTE
1001- 5000 FTE
5001 - 10,000FTE
Over 10,000 FTE
QU
ALI
TY
OF
CA
ND
IDA
TE
S
RegularlyMeasureOccasionallyMeasure
Can’t / Don’t Measure
P A Y - P E R - C L I C K
14%12%
10%9%9%
8%7%7%
6%5%
Recruitment
Education
Construction/Architecture/Engineer ing
Financial Services
Advert ising/Marketing/Entertainment
Government/Not-For-Profit
Retail
* AL L I N D U STR I E S
Health & Social Ca r e
Professional Services
Transportation & Logist ics
Hospital ity/Leisure
Media & Publ ishing
Util ities/Oil & G a s
Insurance/Real Estate/Legal
Industr ial/Manufactur ing
Technology/Telecoms
FM CG
Pharmaceuticals/Life Sc iences
20%29%
17%
16%15%
4%
5%
QUANTITY O F C AND I D AT E S
QU
AL
ITY
OF
CA
ND
IDA
TE
S
2017
2018
Pay-per-Click advertising is still a relatively seldom used tactic by in-house recruitment teams - although we saw increased usage within the Education sector - where 1 in 5 teams are using PPC. The Not-for-Profit sector also reported reasonable results from their PPC campaigns.
QU
ALI
TY
OF
CA
ND
IDA
TE
S
Agencies
In-house
U s a ge by industry
C h a n g e s ince last year
D o e s regular measurement improve results?
D o e s the s i ze of your organisation af fect results?
Who is winning with this channel, a ge n c i e s or in-house?
Once again regular measurement of this channel is having a positive impact on resultswith those
who regularly measurethe channel reporting the highest quality and quantity of candidates.
PPC appears to yield better results for companieswith over 1,000employees.
Agencies report better results from their PPC campaigns than their in-house counterparts.
S O U R C I N G C H A N N E L S
Q U A N T I T Y O F C A N D I D A T E S Q U A N T I T Y O F C A N D I D A T E S Q U A N T I T Y O F C A N D I D A T E S
49
QU
ALI
TY
OF
CA
ND
IDA
TE
S
1001- 5000 FTE
5001 - 10,000 FTE
Under 250 FTE
Over 10,000 FTE
251 - 1000 FTE
QU
ALI
TY
OF
CA
ND
IDA
TE
S
Regularly Measure Occasionally Measure
Can’t / Don’tMeasure
P R I N T A D V E R T I S I N G
14%12%
12%
11%
9 %
9 %
7%7%
6 %
6 %
Education
Government/Not-For-Profit
Health & Social Care
Construction/Architecture/Engineering
Transportation & Logistics
Retail
Industrial/Manufacturing
Recruitment
*ALL INDUSTRIES
Insurance/Real Estate/Legal
Professional Services
Hospitality/Leisure
Media & Publishing
Financial Services
Utilities/Oil & Gas
Advertising/Marketing/Entertainment
FMCG
Pharmaceuticals/Life Sciences
25%
27%
23%
17%17%
5%
QUANTITY O F C AND I D AT E S
QU
AL
ITY
OF
CA
ND
IDA
TE
S
2018
2017
We saw a further drop in using Print as a job advertising medium in 2018. The best results were reported by the Education sector - although usage was down from 44% to 27%.
Retailers and the Public Sector also reported respectable candidate quality from their print campaigns.
QU
ALI
TY
OF
CA
ND
IDA
TE
S
Agencies
In-house
U s a ge by industry
C h a n g e s ince last year
D o e s regular measurement improve results?
D o e s the s i ze of your organisation af fect results?
Who is winning with this channel, a ge n c i e s or in-house?
Having some degree of measurement in place can yield better results from your Print campaigns.
There was no apparent pattern toresults based on company size- both the SME and medium sized corporates reported respectable results.
Agencies, on average,report a slightly higher levelof candidate quality.
S O U R C I N G C H A N N E L S
Q U A N T I T Y O F C A N D I D A T E S Q U A N T I T Y O F C A N D I D A T E S Q U A N T I T Y O F C A N D I D A T E S
5 0
QU
ALI
TY
OF
CA
ND
IDA
TE
S
251 - 1000 FTE
Under 250 FTE
Over 10,000 FTE
5001 - 10,000 FTE
1001- 5000 FTE
QU
ALI
TY
OF
CA
ND
IDA
TE
S
Can’t / Don’t Measure
Regularly Measure
Occasionally Measure
P R O F E S S I O N A L S O C I A L N E T W O R K S
Media & Publ ishing
Recruitment
Professional Services
Construction/Architecture/Engineering
Transportation & Logistics
Insurance/Real Estate/Legal
Technology/Telecoms
Advertising/Marketing/Entertainment
Pharmaceuticals/Life Sc iences
Utilities/Oil & G a s
*ALL INDUSTRIES
Retail
Industrial/Manufacturing
Financial Services
Government/Not-For-Profit
FMCG
Hospitality/Leisure
Health & Social Care
Education
100%
84%
8 0 %
91%91%
100%
97%
9 6 %92%
8 9 %
8 9 %
82%
71%
67%59%
57%
9 0 %
75%
73%
QUANTITY O F C AND I D AT E S
QU
AL
ITY
OF
CA
ND
IDA
TE
S
2018
2017
Professional Social Networks remain one of the most widely used candidate sourcing channels - and one of the most high-performing.
All industries report above average candidate quality - with most also
receiving sufficient quantities. A few sectors however are struggling to identify enough candidates via the networks - including Health & Social Care, Transportation & Logistics, Government, Charities & Not-for-Profits.
QU
ALI
TY
OF
CA
ND
IDA
TE
S
Agencies
In-house
U s a ge by industry
C h a n g e s ince last year
D o e s regular measurement improve results?
D o e s the s i ze of your organisation af fect results?
Who is winning with this channel, a ge n c i e s or in-house?
Regular measurement is having a positive impact. Those who regularly measure seea significantly improved quantity and quality of candidates.
Although companies of all sizes reported high degreesof candidate quality, smaller companies reprted the lowest levels of candidate numbers.
It seems that both agencies and in-house recruitersare seeing success with Professional SocialNetworks as a sourcing channel.Agencies, however, report higher numbers of quality candidates.
S O U R C I N G C H A N N E L S
Q U A N T I T Y O F C A N D I D A T E S
Q U A N T I T Y O F C A N D I D A T E S Q U A N T I T Y O F C A N D I D A T E S
51
QU
ALI
TY
OF
CA
ND
IDA
TE
S
5001 - 10,000 FTE
O ver 10,000 FTE
251 - 1000FTE1001- 5000 FTE
Under 25 0 FTE
QU
ALI
TY
OF
CA
ND
IDA
TE
S
Regularly Measure
Occasionally Measure
Can’t / Don’t Measure
S O C I A L M ED IA
FM CG
Pharmaceuticals/Life Sc iences
56%Retail 51%
Technology/Telecoms 51%Health & Social Care 48%
Professional Services 46%Construction/Architecture/Engineering 44%
Financial Services 44%Insurance/Real Estate/Legal 43%
Transportation & Logistics 33%
Advertising/Marketing/Entertainment
Media & Publ ishing
Recruitment
Education
Government/Not-For-Profit
Hospitality/Leisure
Industrial/Manufacturing
* AL L I N D USTR IES
Utilities/Oil & G a s
79%
64%67%
8 0 %
71%
7 0 %67%
2 8 %
22%
57%
QUANTITY O F C AND I D AT E S
QU
AL
ITY
OF
CA
ND
IDA
TE
S
20172018
We saw a modest decline in the use of Social Media as a sourcing channel across most industries in 2018 with overall usage level of 57% of in-house teams.
All industries reported Social Media in the lowest quadrant for both Candidate Quality & Quantity - the best results seen in the Advertising & Marketing sector and Government, NfP & Charity Sectors.
QU
ALI
TY
OF
CA
ND
IDA
TE
S
In-house
Agencies
U s a ge by industry
C h a n g e s ince last year
D o e s regular measurement improve results?
D o e s the s i ze of your organisation af fect results?
Who is winning with this channel, a ge n c i e s or in-house?
We see a straight line improvement of results here throughmonitoring and measuring.The more you measure, the likely you are to improve your results.
Size has some impact on the results for Social Media as a sourcingchannel. Larger organisations of 5000+ FTEreported the best results from their social campaigns.
In-house teams, on average, get better results from social media than recruitment
agencies.
S O U R C I N G C H A N N E L S
Q U A N T I T Y O F C A N D I D A T E S
Q U A N T I T Y O F C A N D I D A T E S Q U A N T I T Y O F C A N D I D A T E S
52
QU
ALI
TY
OF
CA
ND
IDA
TE
S
251 - 1000 FTE
1001- 5000 FTE
Over 10,000 FTE
Under 250 FTE
5001 - 10,000 FTE
QU
ALI
TY
OF
CA
ND
IDA
TE
S
Regularly Measure
Occasionally Measure
Can’t / Don’t Measure
S P E C I A L I S T J O B B O A R D S
Industrial/Manufacturing
Hospitality/Leisure
Education
Government/Not-For-Profit
Media & Publishing
Health & Social Care
Professional Services
Retail
*ALL INDUSTRIES
Advertising/Marketing/Entertainment
FMCG
Financial Services
Insurance/Real Estate/Legal
Pharmaceuticals/Life Sciences
Construction/Architecture/Engineering
Recruitment
Transportation & Logistics
Technology/Telecoms
Utilities/Oil & Gas
67%
36%
33%
42%48%
73%
63%
58%5 0 %
39%
39%
35%
2 8 %
23%
4 0 %
33%
31%
21%
21%QUANTITY O F C AND I D AT E S
QU
AL
ITY
OF
CA
ND
IDA
TE
S
2017
2018
Once again, Specialist Job Boards are still seen as a source of good numbers of quality candidates.
Industries with the highest results include Hospitality, Leisure & Tourism; Education; Technology & Telecoms.With only the Advertising, Construction and Industrial sectors reporting disappointing numbers of candidates- although candidate quality isrespectable.
QU
ALI
TY
OF
CA
ND
IDA
TE
S
Agencies In-house
U s a ge by industry
C h a n g e s ince last year
D o e s regular measurement improve results?
D o e s the s i ze of your organisation af fect results?
Who is winning with this channel, a ge n c i e s or in-house?
Even those who don’t measure performance report good results -although those that consistently monitor performance see the best returns.
Companies of all sizes report good results from advertising on Specialist Job Boards.
Both In-house and Agency teams see good levelsof candidate quality - and in-house are getting good numbers too from theSpecialist JobBoards.
S O U R C I N G C H A N N E L S
Q U A N T I T Y O F C A N D I D A T E S
Q U A N T I T Y O F C A N D I D A T E S Q U A N T I T Y O F C A N D I D A T E S
53
Q U A N T I T Y O F C A N D I D A T E S
QU
ALI
TY
OF
CA
ND
IDA
TE
S
Under 250 FTE
251 - 1000FTE
1000 - 5000FTEOver 10,000 FTE
5001 - 10000 FTE
Q U A N T I T Y O F C A N D I D A T E S
QU
ALI
TY
OF
CA
ND
IDA
TE
S
Regularly Measure
Occasionally MeasureCan’t / Don’t Measure
W E B S I T E / C A R E E R S S I T E
97%
95%
95%
94%
93%
92%
92%
90%
90%
90%
88%
86%85%
83%
Hospitality/Leisure
Media & Publ ishing
Pharmaceuticals/Life Sc iences
Advertising/Marketing/Entertainment
Education
Health & Social Care
Government/Not-For-Profit
Technology/Telecoms
FMCG
Transportation & Logistics
*ALL INDUSTRIES
Retail
Construction/Architecture/Engineering
Recruitment
Utilities/Oil & G a s
Insurance/Real Estate/Legal
Professional Services
Financial Services
Industrial/Manufacturing
100%
100%
100%
100%97%
QUANTITY O F C AND I D AT E S
QU
AL
ITY
OF
CA
ND
IDA
TE
S
2018
2017
Once again, the most used sourcing channel is the company’s own careers site or website with 92% of respondents having some degree of online recruitment functionality.
Results, on average, remain firmly at the
mid-point of the quadrant - although high returns were reported by Retailers, Media & Publishing, Hospitality & Leisure, Education, Advertising & Marketing sectors.
Q U A N T I T Y O F C A N D I D A T E SQ
UA
LIT
Y O
FC
AN
DID
AT
ES
Agencies
In-house
U s a ge by industry
C h a n g e s ince last year
D o e s regular measurement improve results?
D o e s the s i ze of your organisation af fect results?
Who is winning with this channel, a ge n c i e s or in-house?
The near straight line showsmonitoring and measuring of this channel has a positiveeffect on results.
Those who occasionally measureand regularly measure reach the top right quadrant. The average sits at the mid-point.
In line with 2017 results - it’s clear that careers sites perform best for larger companies -smaller firms can’t rely on them as their sole source of candidates.
It’s a close call. In-house sit at the mid-point so achieve a good balance of quantity and quality candidates.Agencies are slightly ahead on the quality of candidates throughWebsite/Careers site but are slightly behind in-house onthe quantity generated.
S O U R C I N G C H A N N E L S
54
PA RT
7 FURTHER INSIGHTS
In which we take a deeper delve into the data to answer questions like:
Is Social Media a waste of time... or should I just b e doing more of it?
If w e write a b log on ce per week will w e get more suitable candidates?
IN THIS S E C T I O N
55
Recruitment market ing tact ics 56Wh ich channels are you measuring? Benefits of measu r ing channels Social Media post ing f requency Careers Site content creationTypes of Careers Site content Content on peak-performing sites Content & the candidate funnel Candidate-centric content Example: Travelodge
5758596 06162636465
56
RECRUITMENT MARKETING TACTICS
Emai l Marketing Post ing website content (newsletters, job alerts etc.) (posts, articles etc)
Events / J o b Fairs/ O p e n D a ys etc.
Daily
Week ly
Monthly
Occasional ly
Planning to use
N o t planningto use
Social Media Video
FR
EQ
UE
NC
YN
OT
US
ING
We asked which recruitment tactics you employ to complement your job postings, and how frequently you usethem.
K E Y I N S I G H T S
17%
11%
19%
23 %
2 6 %
5 % 5 %
7 %
9 %
17%
21%
41%
1%
2 %
8 %
4 0 %
19%
30 %
19% 2 %
2 8 %
10%
16%
13%
13%
2 %
5 %
19%
3 6 %
3 6 %
Recruitment Marketing is still a relatively under-tapped strategy for many recruitment teams.
38% Use Email Marketing
52% Create fresh content for their careers site
51% Attend Careers Fairs & Events
28% Create video content
73% are using Social Media -although, results as shown in the Social Media Sourcing Quadrant are a mixed-bag.
57
WHICH C HANNELS D O YOU MEASURE REGULARLY?
20
40
60
80
100%
We asked how often recruiters measure the effectiveness of the channels they use.
We found that, on average, around a third regularly measure each channel.
Agencies are your most measured source of candidates followed by Employee Referrals.
The effectiveness of Social Media & Print Advertising are the channels you find it hardest to measure.
Regularly measure
Occasionally measure
Can’t / Don’t measure
K E Y I N S I G H T S
THE BENEFITS OFMEASURING C H A NNEL EFFECTIVENESS
As has been reported in the previous two years of
the survey, we see the best results reported bythose
recruitment teams who actively monitor & measure
their sourcing channels.
This is true with virtually all channels, unfortunately only
around a third of recruitment teams consistently measure
and monitor their performance - we have seen little
improvement in this level over the three years of the survey.
In the quadrant to the right the overall channel average is
shown (asa circle) connected to a star, representing those
companies who consistently measure their performance
with thechannel.
A clear picture develops - to maximise your channel
effectiveness, recruiters need greater analytics in order
to improve the performance of each of your sourcing
channels.
PSL / Agencies
Employee Referrals
Website
PPC
Professional Social Networks
Specialist Job Boards
ATS / CRM / Talent Pool
CV Databases
Social Media
QU
AL
ITY
OF
CA
ND
IDA
TE
SEvents
General JobBoards Job Aggregators
Channel Average Results if Regularly Measured
K E Y I N S I G H T S
Q UANT IT Y O F C A N D I DAT E S
5 8
D O E S SOCIAL MEDIA IMPROVE WITH REGULARITY?
As has been evident in each of the three years of
the UK Candidate Attraction Survey, SocialMedia,
in general, has been an underwhelming sourceof
qualified candidates in most industries.
But a closer look at the data shows that it is possible to get a decent return. Social Media requires regularity of posting - as well
as consistent measurement of effectiveness in order to learn and improve your job campaigns.
QU
AL
ITY
OF
CA
ND
IDA
TE
S h
Daily & RegularlyMeasure
DWeekly
Mont
Social Media (
Occasionally
aily
ly
Average)
K E Y I N S I G H T S
Q UANT IT Y O F C A N D I DAT E S
5 9
WILL YOUR WEBSITE ATTRACT MORE/BETTER CANDIDATES IF YOU PUBLISH MORE CONTENT?
The effectiveness of your careers site appears to
be affected by a number of factors, as shown n
previous years: size plays its part - simply put -
larger companies fare better.
But we also wanted to look at the frequency with which recruitment marketing teams are publishing digital content (posts, articles, employee stories, newsletters etc.) and whether this rate would influence the results of thecareers site.
The resulting quadrant to the right would seem to indicate that there
is a correlation between frequency of content publishing and an
improvement in resulting candidate quality andquantity.
While we can’t be confident that this is cause and effect - there does
seem to be an improvement - the more frequently you publish - thebetter your careers site performs.
But this year we also wanted to take a closer look at the types of content you have on your careers site - to identify if there is any difference between those companies with ‘peak performing’ careers
sites - and those struggling to attract quality candidates, and our
findings begin overleaf...Q
UA
LIT
Y O
FC
AN
DID
AT
ES
Website (average)
Daily
Weekly
Monthly
Occasionally
No content updates
K E Y I N S I G H T S
Q UANT IT Y O F C A N D I DAT E S
6 0
WHICH TYPES O F CONTENT D O YOU HAVE O N YOUR C A R E E R S SITE?
Almost 90% of respondents
post their job advertisements
on their own website or
dedicated careers site, for
12% this is the ONLY jobs
content they publish.
Company values are the second most likely topic to present to prospective candidates - with half of all respondents outlining their rewards and benefits.
K E Y I N S I G H T S
61
Job vacancies
Company values
Rewards & benefits
Working here
Employee stories
Employee videos
Diversity & inclusion
Apprentice/Graduate Programmes
How your recruitment process works
Learning & development
FAQ’s
Career pathways
Interview hints & tips
None of the above
8 9 %
65%
5 0 %
47%
45%
33%
33%
31%
2 9 %
24%
22%
21%
13%
5%
WHICH TYPES O F CONTENT COULD MAKE THE DIFFERENCE TO YOUR C A R E E R S SITE?
By analyzing the Quantity
& Quality ratings for
careers sites we were
able to identify those
organisations with a
‘Peak Performing Site’ -
these are characterised
by sites where candidate
quality and quantity are
consistently rated as ‘high’.
We then analysed they types of content available to candidates on the sites of these peak performers and compared itto those organisations who ranked their careers site low for both quantity and quality of candidates.
K E Y I N S I G H T S
0 20 40 60% 80% 100%
Under Performing
62
Peak Performing
Interview Hints & Tips
Career pathways
FAQ’s
Learning & Development
How your recruitment process works
Diversity
Employee videos
Employee stories
Working Here
Rewards & Benefits
Company values
Job vacancies
Pe a k Performing Careers S i tes are...
more likely to haveCareer Pathways
more likely to have Interview Hints &
Tips
7x 5x 2xmore likely to have
How our
Recruitment
Process Works
2xmore likely to have
FAQs
...than Poor-Pe rforming Careers S i tes
2xmore likely to have
Diversity &
Inclusion
P E A K PERFORMING C A R E E R S SITES CONTAIN CONTENT F O R ALL STAGES O F THE CANDIDATE ATTRACTION FUNNEL
K E Y I N S I G H T S
A
B
C
D
E
F
Evaluation
AwarenessCandidate is aware of your company, perhaps they have visited your careers site
InterestCandidate expresses initial interest, perhaps following you on Twitter
ConsiderationCandidate is considering applying,perhaps they have subscribed to your email alerts
ApplicationCandidate sends you their CV, joins Talent Pool or applys for a job
Candidate is within your hiring process
JoiningCandidate has been selected and an offer has beenmade
Peak Per for m ing Additional
Content
63
Typical Car eers Site Co n ten t
Job Vacancies Company Values Working Here
Employee StoriesRewards & Benefits
Online Applications
FAQsHow your process works Career Pathways Diversity & Inclusion
Interview Hints & Tips How your process works FAQs
Online Onboarding
How your process works
We found that most Careers Sites contain limited additional content over and above Job Vacancies - and much of it is designed around the company and the early stages of the talent attraction funnel. But Peak Performing Careers Sites are far more likely to contain ‘Candidate-Centric’ content that is useful at every stage of the funnel...
IT’S TIME F O R CANDIDATE-CENTRIC CONTENT.FINDING THE OPTIMAL CONTENT FO R C A R E E RS SITES
By testing the various combinations of careers site content we
were able to identify the optimal content - the content which is
used on the best performing careerssites.
The clear connecting feature of these content types is that they are designed to be valuable and useful for the candidate throughout their evaluation process, from first enticing them to apply, right through the application and assessment stages.
Yet these types of content are currently under-used.
For example, only 21% of careers sites describe the potential pathways that a new employee can take with you to develop their career...and only 13% of sites have interview hints and tips to assist the candidate during your assessments.
Q UANT IT Y O F C A N D I DAT E S
QU
AL
ITY
OF
CA
ND
IDA
TE
S
Website (average)
K E Y I N S I G H T S
Careers sites that include:• Career Pathways• Diversity & Inclusion• FAQs• How your recruitment
process works• Interview hints & tips
64
CANDIDATE-CENTRIC, P E A K PERFORMING C A R E E R S SITE EXAMPLE: TRAVELODGE
Travelodge is the largest independent hotel brand with over
37,000 bedrooms with a vision to become the UK’s favourite
hotel for value. As part of their strategy to expand and
develop the hotel group, recruitment growth also needed to
be managed. Over 12,000 colleagues currently work across
Travelodge to look after their 18 million customers every
year and they are constantly adding to the team to strive to
continually improve their offering.
Travelodge’s ambitious growth requires continuousrecruitmentof new team members whilst dealing with candidate attraction challenges and labour shortages in the hotel and hospitality sector. The hospitality industry has grown faster than any industry since 2008 and contributes over 17% of the UK workforce.
Knowing the candidate segments they wanted to target meant theywould be able to personalise and package the content and profileson the careers website to foster engagement from the very start ofthe journey, highlighting individual needs of these segments.
K E Y I N S I G H T S
145%
increasein
completed applications
“The revised careers site now addresses candidate
attraction through engaging content in a range of
formats, providing a great user experience relevant
to the audience. Content such as ‘what it’s like to work here’ and the wider benefits on offer - such as flexibility, anniversary vouchers, discounts and employee assistance programme are reinforcedthroughout the candidate journey. Advertised roles are now far more than just a salary and highlight the pathways available to bring longevity to employees’ careers.”
- Sophie White, People Project Manager,Travelodge.
65
https://travelodge.co.uk/careers
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Tel: (UK) 0203 693 2222
Tel: (Int) +44 203 693 2230
Email:[email protected]
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