So, does blogging more regularly mean you attract more talented candidate? Although we can’t be certain that this is causality rather than coincidence, it still provides food for thought for recruiters looking to engage more regularly with their talent pools and passive candidates.
Providing regular, valuable content is something that marketers have increasingly been focused on in recent years – ‘Content Marketing’ is the new norm. Provide help rather than hype. Content Marketing for Recruitment is still in its early days, but those that have started on the journey may already be reaping the rewards.
About the survey
Over 600 UK based recruiters (49% in-house, 51% agency) were surveyed to determine the candidate sourcing channels and recruitment marketing techniques that are working best for their organisation. Sourcing channels surveyed include: company website / career site, existing candidate database, professional social networks, generalist job boards, specialist job boards, employee referrals, CV databases, and online and offline advertising.
Sourcing channel quadrants for sectors & company size
In-house and agency recruiters were asked to rate each of their main sourcing channels in terms of the quantity and quality of candidates that they typically generate. The full report charts responses within a ‘Sourcing Channel Quadrant’ visually enabling recruiters to identify the effectiveness of each channel in each sector / industry and based on company size.
Request your free copy of the 72 page 2016 UK Candidate Attraction Report at https://eploy.co.uk/ca16.