A survey commissioned by Eploy, in association with HR & Recruitment Grapevine, will again look to understand how candidates are sourced by sector and which sourcing channels are most successful in generating the right quantity and quality of candidates.
The UK Candidate Attraction Survey 2018, now in its third year, will survey UK recruiters from both in-house and agency across various industries, sectors and size of organisation.
In-house and agency recruiters are asked to rate each of the sourcing channels they use on a regular basis for the quantity of candidates they generate and the quality of candidates they provide. Survey responses are then analysed and presented in easy to read quadrants by sourcing channel, industry and company size. Sourcing channels include Company Website/Careers Site, Professional Social Networks, Generalist Job Boards, Specialist Job Boards, Employee Referrals, CV Databases, Social Media, Employee Referrals, Print and ATS/CRM.
Last year’s report was over 60 pages and a staple reference point for recruiters. What’s more the report is available for free! If you haven’t already downloaded the 2017 report then you can do so now and examine each channel based on your company size and industry sector.
According to the report; only 50% of in-house recruiters market to their existing candidate database. The report 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.
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.
The results are clear
In-house recruiters do not have the resources that agencies have and many candidates are becoming too afraid to post their CV’s onto many UK Job Boards in fear of being discovered by their current HR Team. Candidates are reaching out directly to agency recruiters to ensure their CV is marketed in Stealth mode.
2018 has already seen a rise in exclusive candidates registering with recruiters like HOPS and looks set to rise in the new year.