As companies prepare and plan for hiring for the remainder of this year, any information that will help better define the best places to source for a hire should be taken in.
With all jobs needing filling, employers are going to have to step it up if they want to effectively promote their companies and secure top candidates in the job market. Also, adding proficiency to the sourcing of candidates can help companies save time, effort, and money.
Consider also that trends in source of hires has changed significantly over the past 15 years, according to findings published by CareerXroads. Talent acquisition sources were tracked and analyzed by Gerry Crispin and Mark Mehler and presented in their white paper Sources of Hire 2013: Perception is Reality, just over a week ago. While there are many valid considerations about the data, as covered in articles by tnlt.com and ere.com, taking in an overview of the sources of hires and how they have changed since 1997 is still beneficial.
According to CareerXroads, in 1997 the number one source of hire was newspaper ads with 28.7%, and employee being responsible for 19.7% of a company’s new hires.
This has changed dramatically considering the explosion of internet related advertising, job boards, and the continuous advent of social media. Now, job boards and social media, make up for about 21% of the source for hires while print has fallen to a low 2.3%. This isn’t a surprising stat (think of the last time you went straight for the newspaper when looking for a job) but it is worth pondering.
Hiring managers should be recognize this especially as companies consider how best to promote a job at their company, including any marketing/social media campaigns to generate general interest and distribute knowledge about their organization.
How can hiring managers use these stats?
Often hiring managers deal with an insufficient volume of candidates. Using the statistics provided in the white paper, resources can be better directed towards either sourcing candidates from purely job boards, or whether or not they will have to spend quality time crafting their company’s Facebook, Linkedin, or Twitter accounts. However, social media like Twitter and Facebook should be addressed with a more careful approach, since they should be used more for driving potential job applicants towards your other sources of hires, rather than turn into a strict employment opportunity feed. You wouldn’t want to turn off other people interested in your company who aren’t looking for employment. Instead, running your company’s social media to incorporate a broad community should be the focus.
Keep that in mind, it is difficult to fully weigh the importance to attach to social media in trying to source hires. Focusing on branding through those platforms should come first. However, there are still a great number of other online mediums to promote your company’s open jobs. Certain job boards, especially niche or local job boards can definitely help you branch the promotion of your job outwards.
As the white paper discusses though, the number one source of hires that is often not thought of as a source is internal hires. Employees already with your company can be a great source because they have already provided real examples of their work capabilities and possibilities for growth. All of this data should be a support for you to improve upon gaining access to a broader and better applicant pool.
Anthony Perez is the Chicago brewed/early morning swimming sales & marketing intern for Hireology, a web-based selection management platform that provides customized interviews, job profiling, and one-click background checks to help you hire the right person. Start your free trail at www.Hireology.com today!