UK Candidate Attraction Survey Report 2018 - Key Findings

UK Candidate Attraction Survey Report 2018 - Key Findings
Promoted by UK Candidate Attraction Survey Report 2018 - Key Findings

The 2018 UK Candidate Attraction Survey, now in its third year, shares top recruitment trends and behaviours across the talent acquisition landscape.

It uses easy to understand quadrants that show effectiveness of candidate sourcing channels – including job boards, social media, job aggregators and company careers sites. The research serves as a benchmark for recruitment teams to compare experience in attracting candidates with industry peers and for planning your candidate attraction strategy.

We discovered on the Candidate Attraction Webinar that some elements of candidate attraction remain the same as 2017 but there were some interesting new themes that came through; some different by sector and organisation size and some that are completely new.

What are the top sources for attracting candidates?

No big surprises on the top sourcing channels, but still food for thought when planning for the year ahead.

Overall for in-house recruiters, Employee Referrals still provide the best quality of candidates but not the desired quantity. Social Media features once again in the bottom left quadrant, failing to deliver on quality and quantity of candidates. New this year was the addition of sourcing channels Events & Careers Fairs and Job Aggregators (sponsored and not sponsored); the latter saw a high quantity of candidates but just not the desired quality for many industries.

What are the biggest challenges facing in-house recruiters?

Many of the candidate sourcing challenges remain similar to previous years; scarcity of qualified candidates remains the #1 challenge once again followed by advertised salaries are lower than market average. A new challenge uncovered in the report is lack of brand awareness which is more of an issue that lack of recruitment budget.

Sourcing workflows

Understanding the mind-set of recruiters when presented with a new job to work on differs somewhat between recruitment agencies and in-house recruiters. In-house recruiters firstly advertise the job on website/careers site and then advertise the job internally. Agency recruiters first search their ATS and next use a multi posting service. The full report shows the 12 step sourcing workflow for each type of recruiter.

High performing careers sites

What kinds of careers site content do you need to succeed? The overwhelming results show that candidate-centric content on your careers site will extend your reach to the right quality and quantity of candidates. Here are some examples of the top content types that you should have on your careers site; how your recruitment process works, diversity, career pathways and interview hints & tips, FAQ’s and learning & development. Combine all of these and you are likely to see your results increase further!

Key Takeaways

  • Investing in the right sourcing channels can help to attract and retain the right quality and quantity of talent as well as make the most of your recruitment marketing budget.

  • Measuring your sourcing channels regularly is a must to maximise the effectiveness.

  • Use the full report to compare your results with sector and industry peers and companies of a similar size.

This is just a snapshot of what the survey results show. Pre-order your copy of the report to help with planning your talent attraction strategy for 2019 and beyond.

View the webinar | Pre-order the report


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