Summary of the key findings of the report:
1. Scarcity of qualified candidates is still the #1 challenge for recruiters. Although down from last year (70%), 62% of in-house recruiters report the lack of suitably qualified, skilled or experienced candidates is still their biggest issue.
2. There is a squeeze on recruitment marketing budgets. In the hospitality, leisure and tourism industry - as well as the government, not-for-profit and charity sectors, a lack of recruitment marketing budget is forcing in-house recruiters to do 'more with less' - 36% of in-house recruiting teams cited this as an issue.
3. Recruitment content marketing drives careers site improvements. Companies with an active recruitment content marketing strategy also have the best performing careers sites. The more content they publish, the higher the quantity and quality of candidate applications they receive.
4. You can't improve what you can't measure. Only a third of in-house recruiters regularly measure the effectiveness of their sourcing channels. But those that do see significantly improved returns across every sourcing channel except for job boards.
5. Health and social care in talent attraction crisis? The health and social care sector is struggling to find the right mix of talent across all sourcing channels. Candidate scarcity is a huge issue affecting 78% of recruitment teams in this sector. This sector also can't rely on professional social networks to identify suitable talent.
6. Only 50% of in-house recruiters market to their existing candidate database. We found that only half of in-house recruitment teams can match new jobs with candidates they already have in their talent CRM or ATS. Agencies rank their candidate database as the number one source for both quality and quantity - it’s the #1 source for 94% of agencies.
7. Social Media continues to disappoint, but Professional Social Networks excel. As with the 2016 survey, Social Media consistently lags behind in candidate attraction despite being used by 64% of in-house recruiters and 67% of agencies, while professional social networks like LinkedIn perform well in many sectors and industries.
8. Job Boards providing uncertain results. While both generalist and specialist job boards are regularly used for sourcing candidates, results are mixed. And while specialist boards rank high for candidate quality recruiters who regularly measure their performance report the reality is somewhat less impressive.
9. Employee Referrals generate the greatest candidate quality. Once again employee referrals are ranked number one for candidate quality, with 70% of in-house teams having an active referral programme, but this comes at the expense of quantity - even for the largest organisations.
10. Company Careers Sites improve with scale. Still the most utilised sourcing channel, used by 94% of in-house recruiters, posting jobs to your company website or dedicated careers site alone can't be relied upon to generate the levels of candidates required - except for larger organisations.
The full report shows some interesting results across industries/company size and provides actionable insight for recruiters on both sides of the recruiting fence.
You can download your free copy of the Candidate Attraction Report 2017 and examine each channel based on company size and industry sector.
The report is completely free of charge so request your copy today!
Thanks to all 700+ recruiters who responded and gave valuable insight into the changing world of candidate attraction.