Top Sources of Hire 2015 A Look at the Definitive Report on Talent Acquisition Strategies

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Ross Knight
6 years ago
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1 Top Sources of Hire 2015 A Look at the Definitive Report on Talent Acquisition Strategies Amber Hyatt, SPHR Sponsored by:

2 Roll Out the RedCarpet Experience Talent Acquisition Talent Development Talent Administration

3 Your Host Amber Hyatt, SPHR Director, Product

4 The Job Market is Back on Track Photo credit: educatinggeeks.com

5 Job Openings at a High US job openings in February Highest number of open positions in 14 years

6 Difficulty Filling Jobs Employers -Manpower Group, 2014 Talent Shortage Survey

8 Cost per Hire: Where does the money go? U.S. companies spend an average of $3,500 per new hire: Job boards and search engines Agencies Social media Internal staff time Job fairs Travel for Candidates Campus recruiting

9 Long Tenure: Slow Jam of the Past years Average tenure years Millennials tenure average (between yrs.)

10 Where do I ATTRACT Quality applicants?

11 Source Effectiveness Benchmarks Interviews & Hires

12 Proof in Numbers Hires Applicants Interviews Sources

13 Source Categories External Sources Agencies Job board Campus recruiting Job fairs Job search engines Internal Sources Career websites Current employees Former employees Recruiter sourced

14 Key Finding: Internal source hires dominate 39% 61% Hires External vs. Internal Sources Internal External 55% 45% Interviews External vs. Internal Sources

15 Top Internal Sources of Hire 1% 1% 3% 36% 19% Internal Sources Hires 19% Key Finding: Employee Referrals lead all Hires

16 Power up Employee Referrals Exceptional referral programs are extremely sophisticated and require highly coordinated resources. -Dr. John Sullivan Opportunities to Improve Strengthening Business Cases Responsiveness Eligibility Program motivators Proactive referrals Social networks Prioritization of jobs Program Administration

17 Facilitating Experiences: Current Employees Feed me

18 Growing Employees Current Employees Internal Interviews Internal Hires

19 Your brand s calling card: Customer Career Website

20 Relationships builders In-house Recruiters How are sourcers engaging with Passive Candidates?

21 Response rates

22 Key Finding: Online source trump offline (External) VS. External Online sources delivered 85% interviews &78% hires

source (Careerbuilder) ~3x as many hires of the next

23 Key Take Away: Indeed is best external source Indeed produced ~4x more interviews than next external source (Careerbuilder) ~3x as many hires of the next 3 branded sources (Careerbuilder, LinkedIn, Craigslist)

24 Top External Sources 2% 2% 3% 2% 4% 3% Top 10 External Sources Hires 4% 1% 1% 1% 2% 2% 8% 4% 5% 7% Top 10 External Sources Interviews 6% 11%

25 Top 5 Branded External Sources Interviews and Hires #1 Indeed Interviews: 148,263 Hires: 43,574 #2 CareerBuilder #4 Craigslist Interviews: Hires: 38,806 7,758 Interviews: Hires: 15,033 3,433 #3 LinkedIn #5 Monster Interviews: Hires: 17,975 4,082 Interviews: Hires: 7,468 1,947

26 Key Take Away: Job Search Engine tops Job Boards 1% 1% 1% 2% 1%1% 1% 2% 3% 2% 4% 5% 5% 6% 52% Job Search Engines vs. Boards External Online Interviews 8% Job Search Engines vs. Boards External Online Hires 10% 54% 14% 10% Job search engines = best online external source

5% more new college graduates from the class of 2015 for their US and international

27 Campus recruiting continues to climb Interviews from campus recruiting efforts for 2015 increased by 230% from 2014 Employers plan to hire 7.5% more new college graduates from the class of 2015 for their US and international operations, when compared to the Class of Source: National Association of Colleges & Employers, 2015 Job Outlook Report

28 Mobile technology: HR isn t savvy yet 31% use mobile Recruiting 26% use mobile Learning 57% neutral or unconcerned about mobile HR 28

29 Mobile Opportunity

30 Spotlight: Mobile wins gaining momentum Indeed Apply (mobile) produced 30% Interviews and 18% hires of Indeed s data

31 2015 Best Sources (percentages)

32 Don t forget to make it easy for candidates

33 Do your job descriptions attract quality candidates? Minimum qualifications vs. desired qualifications Challenges they can expect to conquer Importance of role to the company Key responsibilities Re-iterate what sets your company apart How is this position different from other companies? Tip: Have team members review job descriptions

34 Where do I go from here? Review your sourcing strategy REGUARLY! Utilize source tracking with ATS Track & measure results Sever sourcing loyalties that don t produce Create quality job postings Be intentional with sourcing efforts

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This material is solely for the client s

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Where the Candidate Journey Begins

A SILKROAD Research Report Sources of Hire 2018: Where the Candidate Journey Begins Your Guide to Finding the Best Candidates PRESENTERS LILITH CHRISTIANSEN VP, ONBOARDING SOLUTIONS LILITH.CHRISTIANSEN@SILKROAD.COM