DIDATE ATTRACTION REPORT REPORT - Reuben …...2 INTRODUCTION Welcome to the Reuben Chase candidate report. Powered by Eploy. This year we were delighted to receive a 20%increase in

DIDATER E P O RT

2018 UK C A N D IDATE ATTRACTION R E P O R T

2

INTRODUCTION

Welcome to the Reuben Chase candidate report.

Powered by Eploy.

This year we were delighted to receive a 20% increase in responses to the survey with over 850 UK recruitment professionals taking part.

Our annual report aims to discover how both agency and in-house recruiters are attracting talent and whichpromotional activities, channels and sources are helping tofill their roles.

The report analyses the relevant strengths, weaknesses and usage of core recruitment sourcing channels - in particular we look at the experience of recruiters within different industries and companysizes.

This year we’ve extended the list of sourcing channels tested to 13 - adding Job Aggregators and Events / Careers Fairs - and we provide the first sourcing quadrants for both of these channels.

We’ve also extended our focus on Careers Sites, uncovering the types of content ‘peak-performing’ sites contain...and it makes interesting reading!

Wehope you find the report a useful resource for planningyour talent attraction strategy for 2019 and beyond.

C O N T E N T SK e y Findings 4

Part 1: D e m o g rap h ic sDemographicsBiggest candidate sourcing challenges

67

Part 2: H o w d o you m a n a g e candidate sourcing?In-house responsibilitiesHiring manager sourcing responsibilityThe candidate sourcing workflow

91011

Part 3: Th e Sou rc ing Ch an ne l QuadrantsHow to read a Sourcing Quadrant In-house Sourcing Quadrant Agency Sourcing Quadrant

131415

Part 4: Sector Sou rc ing Quadrants Advertising / Marketing / Entertainment Architecture / Construction / Engineering EducationFinancial Services FMCGGovernment / NFP / Charities Healthcare / Social Care Hospitality / Leisure / Tourism Industrial Manufacturing Insurance / Legal / Real Estate Media / PublishingPharma / Life Sciences Professional Services RecruitmentRetail / WholesaleTechnology / Telecoms / Software Transportation / LogisticsUtilities / Oil & Gas

171819202122232425262728293031323334

3637383940

Part 5: C o m p a n y S ize Sou rc in g QuadrantsLess than 250 Employees 251 - 1000 Employees1001-5000 Employees5001-10,000 EmployeesOver 10,000 Employees

Part 6: Sou rc ing Ch an ne l Su mmar iesATS / Talent CRM PSL / Agencies CV Databases Job AggregatorsEmployee Referrals Events & Careers Fairs Generalist Job Boards Pay-Per-ClickPrint Advertising Professional Social Networks Social MediaSpecialist Job Boards Careers Site /Website

42434445464748495051525354

Part 7: Further InsightsRecruitment Marketing TacticsWhich channels do you measure regularly?The benefits of measuring channeleffectivenessDoes social media improve with regularity?Will your website attract more/better candidates if you publish more content?Which types of content do you have on your careers site?Which types of content could make a difference toyour careers site?Peak performing careers site content & the candidate attraction funnelCandidate Centric ContentPeak-performing Careers Site Example: Travelodge

56575859

60

61

62

636465

4

KEY FINDINGSSummary of key insights from the 2018 UK Candidate Attraction Survey

Candidate scarcity remains the #1 challenge..For the third year running, the 2018 UK Candidate Attraction Surveyidentified candidate scarcity as the number one challenge, affecting

68% of in-house recruitment teams. (see page 7)

Advertised salary pressure on the riseSalaries for advertised jobs being lower than market average is holding back 40% of recruitment teams from attracting quality new hires - a

consistent rise over the last three years. (see page 7)

Careers sites need candidate-centric contentThe best performing company careers site are far more likely to contain valuable, candidate-centric content like careers pathways, diversity & inclusion and hints & tips. (see pages 61-65)

Ability to measure sourcing channels remains low There is little change in the ability of in-house recruitment teams to consistently measure and monitor the performance of the sourcing channels they rely on. On average, 32% of respondents don’t (or can’t) measure each channel - no change on the 2017 survey. (see page 57)

Employee Referrals still top for candidate quality Employee Referrals Programmes are in place at 61% of UK companies and consistently produce some of the highest candidate quality levels,

but can’t be relied on as a sole source of new candidates. (see page 46)

Lack of brand awareness holding many back45% of companies with less than 1000 employees state that lack of brand awareness is a key challenge for their talent acquisitionteam.

(see page 37)

Social Media continues to disappoint, but Professional

Social Networks remain a top sourcingchannelAs with the previous surveys, Social Media consistently lags behind incandidate attraction, while professional social networks like LinkedIn perform well in many (but not all) sectors and industries. (see page 52)

Specialist Job Boards: Usage down - Performance up We’ve seen a reduction in the overall usage of specialist job boards over the past 12 months - but their reported results show an improvement in many industries. (see page 53)

Job Aggregators tested for the first timeThis year we added Job Aggregators to the survey for the first time, they

often produce the highest volume of applicants, although reported candidate quality is often low. Sponsored ads often fare better. (see page 45)

In-house talent acquisition workflow is still reactive With only 44% of organisations having an active talent pool nurturing strategy, in house recruiters are still far more likely to seek new candidates rather than approach candidates they have talked with in the past. (see page 11)

1

2

3

4

6

7

8

9

510

PA RT

5

We received completed surveys from 532 UK based in-house recruiters and 334 agency recruiters in September / October 2018

1 DEMOGRAPHICS

IN THIS S E C T I O N

D e m o g raph i c sB i g ge st Recru itment Chal lenges

67

A g e n c y

39 %

I n - h ou s e

61%

10001+

5001-10000

1001-5000

251-1000

Under 250

FMCG

Government / Not for Profit / Emergency Services

Healthcare / Social Care

Hospitality / Leisure / Tourism

Industrial / Manufacturing

Insurance/Real Estate

Media & Publishing

Pharma / Life Sci

Professional Services

Recruitment

Retail

Technology / Telecoms

Transportation / Logistics

Utilities, Oil & Gas

Financial Services

Education

Construction / Architecture /Engineering

Auto & Aeros

Advertising / Marketing /Media

DEMOGRAPHICS

C o m p a n y SizeIndustries & Sectors

We received responses from in-house recruiters across all key industries and sectors.

17%

27%

26%2 0 %

10%

# Employees

D E M O G R A P H I C S

6

WHAT A R E YOUR BIGGEST CANDIDATE SOURCING CHALLENGES?As with previous years the number one challenge for in-house recruitment teams remains candidate scarcity- cited as a critical challenge by 68% of respondents. The second biggest challenge is advertised salaries being lower than market average - which has increased year on year with now over 40% of recruitment teams claiming it as a key issue.

This year we added ‘Lack of Brand Awareness’ as a challenge - with almost 40% of companies affected - it’s a

particularly significant issue for smaller companies with less than 1000 employees.

D E M O G R A P H I C S

0 10 20 30 40 50 60 70 80

Scarcity of qualified candidates

Advertised salaries are lower than market average

Lack of recruitment marketing budget

Location

Negative employer brand of your/your client's company

Lack of resourcing skills/experience within your recruitment team

Poor candidate experience

Lack of Brand Awareness

Too Many Applicants

7

2018 2017 2016

PA RT

8

In which we discover who is responsible for finding thoseillusive ideal talents...

2 HOW D O YOU MANAGE CANDIDATE SOURCING?


W h o is responsible for sourcing candidates?In -houseHir ing man agers

910

Th e typical c andidate sourcing w orkflow 11

WHO IS RESPONSIBLE F O R SOURCING CANDIDATES?

H R Generalists / Bus iness Partners

U p - t o 250 employee s

251 - 1000 employee s

1001 - 5 0 0 0 employe e s

5001 - 10,000 employe e s

Over 10,000 employe e s

Recruitment A g en c ies / R P O

Dedicated Recruiters / Talent Acquisition Specialists

Hiring Managers

We asked in-house recruiters who within their organisation find candidates for their vacancies.

This year we saw a significant increasein dedicated Recruiters/ Talent Acquisition specialists having key responsibility forcandidate sourcing across all sizes of companies.The biggest increases were seen in companies with up to 250 employees (up to 45%from 25%)and between251-1000 employees (up to 65% from 45%)

Agency responsibility remains consistentat roughly a thirdacross most company size bands.

Although we sawdeclines across most company sizes, hiring managers still play a pivotal sourcing role within the process, particularly in certain industries...

M A N A G I N G S O U R C I N G

57% 28% 45% 31%

45% 28% 65% 32%

35% 34% 73% 31%

26% 36% 72% 24%

22% 27% 87% 38%

HIRING MANAGER RESPONSIBILITY FOR

Hiring managers play a crucial role in candidate sourcing in manysectors, most notably in:

Health & SocialCare

Hospitality

Transportation & Logisitics

Aerospace & Automotive

Government & NfP

Education

& Professional Services.

CANDIDATE SOURCINGIntrigued by our finding that many hiring managers are involved in finding candidates irrespective of the size of the

company, we wanted to discover if this was more prevalent in specific sectors and industries...And it was...

2 0

4 0

6 0

8 0

1 0 0


THE CANDIDATE SOURCING WORKFLOW

We wanted to get an insight into the mindset of recruiters, when they are presented with a new job to work on,what are the tools that they reach for first and what do they do to expand their reach?We gave respondents a list of candidate sourcing activities and asked them to identify the activities they regularly perform and to sort them into their order of priority. The aim was to identify their sourcing workflow. Aswith last year, we continue to find significant differences between how agencies and

in-house recruiters approach new jobs. Recruitment firms are likely to scour their candidate database first, but in-house recruiters tend toward tactics for

finding new candidates. This isn’t entirely surprising - since the survey found that only 44% of in-house recruiters use their existing candidate database as a sourcingtool.

In-house Candidate Sourcing Workflow

Agency Candidate Sourcing Workflow


1Advertise the

job o n website/ careers site

83 %

2Advertise the

job internally

82 %

3Post job o nspecific job

b o a r d s

76 %

4U se a

multi-posting

service

25 %

5Seek referrals

from our employees

63 %

6Search ATS/CRM

& contact matching

candidates

31%

7Advertise the

job on LinkedIn

67 %

8Advertise the job on Social

Media

58 %

9Search online CV

databases (CV Library etc.)

39 %

10Search LinkedIn

& contact matching

candidates

51%

11Send job to

recruitmentagencies /PSL

51%

12Use paid online advertising (PPC

etc.)

16%

1Search our CRM/ATS &

contact matching

2U se a

multi-posting

service (e.g.

3Advertise the

job o n o u r

websi te

4Advertise thejob on specific

Job B o a r d s

5Advertise thejob o n social

media

Search LinkedIn &

contact matching

candidatesBroadbean)

candidates etc.)

82 % 54% 77% 69 % 8 0 % 70% 73% 79% 67% 5% 8%

6Seek referralsf r o m contacts

& col leagues

7 8Search onl ineCV databases

(e.g. CV library

9Advertise the

job o n

L inkedIn

10Give the job to

2n d tier

agencies

11Use paid online advertising (not

job boards)

PA RT

3 TH E SOURCING QUADRANTS

Now we get to the good stuff!

We asked both in-house and agency recruiters to rate each of the main sourcing channels that they use on a regular basis for:

The QUALITY of candidates they generate

The QUANTITY of candidates they provide

The results?...The ‘Sourcing Quadrants’ which give you an ‘at-a-glance’ view of the effectiveness of each channel.

We’vecharted quadrants for sectors, company sizes andmore.

But, to help you, please read the guide to understanding the Sourcing Quadrant on the next page.


12

H o w to read a Sourc ing Quadrant In -house So u rc ing Quadrant A g e n c y Sou rc in g Quadrant

131415

HOW TO READ A SOURCING QUADRANT

Channel A

Channel B

Channel E

Channel D

Channel C

Quantity of Candidates

Quality of Candidates

LOW HIGH

HIGHThe Sourcing Quadrant plots each candidate sourcing channel

based on the perceived quantity and quality of candidates it

generates.

For example, a channel at the centre point of the quadrants would

indicate that, on average, it produces sufficient candidates of sufficient

quality.

Channels that appear in the upper two quadrants generate higher

quality candidates (e.g. Channels A & B). Channels that produce

above-average quantities of candidates appear in the two right-hand

quadrants (e.g. Channels A & D).

The green quadrant produces both higher quality and higher quantities

of candidates (e.g. Channel A). Whereas channels in the red quadrant (e.g. Channel C) are seen to be under-performing in terms of both quality and quantity.

Where is the ideal point in the quadrant?

This, of course, will depend on the types of roles you are recruiting. For example, with higher volume, lower skill roles you may be willing to sacrifice quality for additional quantity (e.g. Channel D)- in which case

the lower right quadrant may be suitable for focusing your efforts.

Similarly, an excessive volume of candidates can be problematic. Too many applications can increase the administrative burden on recruitment teams.

Comparing agency & in-house responses (example: Channel E)

On the sector specific quadrants (see: Part 4) we have plotted each channel separately based on the responses of each recruiter group. In the example on the right, Channel E shows lower quality & quantity

reported by in-house recruiters but higher quantity & quality reported by agency recruiters in that sector. The in-house responses are identified by a full colour dot - the agency responses are represented by a white dot with the same colour border. The two dots are then connected with a line, allowing you to see the direction of difference between your peers and your counterparts.

Agency responses

In-house responses

What is a Sourcing Quadrant and how can it help me? Wanna know?... Read on...

S O U R C I N G Q U A D R A N T S

13

THE IN-HOUSE SOURCING QUADRANTIn general, in-house recruiters are finding decent results with most of their sourcing channels...with a few outliers.

Q UA N T I T Y O F C A N D I D AT E S

QU

AL

ITY

OF

CA

ND

IDA

TE

S

GOLD MINES

Employee Referrals

ATS / CRM / Talent Pool

Website / Careers Site

TALENT MAGNETS

Professional Social Networks

Specialist Job Boards

PSL / Agencies

CV Databases

Social Media

FILLERS

Print

Events

Pay Per Click (PPC)Sponsored

General Job Boards JobAggregators

Not Sponsored

TIME BANDITS

Website 92%

Professional Social Networks 84%

Employee Referrals 61%

General Job Boards 60%

Agencies 58%

Job Aggregators 58%

Social Media 57%

Events & Careers Fairs 46%

ATS/CRM/Talent Pool 44%

CV Database

Specialist Job Boards 39%

Print 11%

PPC 10%

36%

For the third year running, Employee Referrals

Programmes are providing the best quality of

candidates - though we saw a dip in the number of

companies with an active ERP (61% down from 70%

in 2017) - though the quantity ofcandidates attracted

through the programmes is still lagging behind many

other channels.

For quantity, Job Aggregators overtook the Generalist Job Boards as the supplier

of the greatest volume of candidates - but there’s a distinct trade-off for qualitywith both these channels.

CV Databases and Specialist Job Boards both moved into the ‘Talent Magnets’ zone this year as good sources of the right kinds of candidates for many in-house teams.

C H A N N E L U S A G E BY I N - H O U S E R E C R U I T E R S


14

THE AGENCY SOURCING QUADRANTWhen it comes to finding candidates, agencies head straight for their database, having a well stocked, warmed up

pool of talent is still the most efficient and effective sourcing tool at their disposal.

QU

AL

ITY

OF

CA

ND

IDA

TE

S

Colleague & Contact Referrals


PSL / Agencies


Print

ATS / CRM


CV Databases

Pay Per Click (PPC)

Events & Careers Fairs

Social Media

General Job Boards

Job Aggregators (Sponsored)

Job Aggregators

Job Aggregators (Not Sponsored)

The agency database (CRM / ATS etc.) is still the

number one sourcing channel for agency recruiters;it

is rated top for both candidate quality andquantity.

In general agencies paint a similar picture to 2017’s results - LinkedIn and CV databases both being extensively used and with good results.

Agencies though are faring less well with Job Aggregators and, similar to theirin-house counterparts, are finding little success with SocialMedia.

C H A N N E L U S A G E BY A G E N C I E S


Q UA N T I T Y O F C A N D I D AT E S

15

16

PA RT

4 S E C T O R SOURCING QUADRANTS

Who is winning the war for talent?

Let’s take a look at industries and sectors and discover which channels are providing the winners and which the also-rans!


Advert is ing / Marketing / E n tertainment 17 Construct ion / Architecture /En g in eer ing 18Educat ion Financial Services

192 0

F M C G 21Government / N F P / E m e r g e n c y Services 22Healthcare / Social Care Hospitality / Leisure / Tourism Industrial / Manufacturing Insurance / Lega l / Real Estate Media / PublishingP h a r m a / Life Sc ien ces Professional Services Recru itmentRetail / WholesaleTech n o logy / Te lecoms / Software Transportation / Logist icsUtilities / Oil & Gas

232425262728293 031323334

ADVERTISING / MARKETING / ENTERTAINMENT

Q UANT IT Y O F C A N D I DAT E S

QU

AL

ITY

OF

CA

ND

IDA

TE

S

Employee Referrals


PSL / Agencies

Events


Website / CareersSite

Specialist JobBoards

Social Media

CVDatabases

Sponsored

General JobBoards

Job Aggregators

Not Sponsored

Print


CV Database

General Job Boards

Agencies

Social Media 80%

Job Aggregators 70%




Website 100%

9 0 %

55%

55%

35%

30%

PPC 15%

5%

S E C T O R S O U R C I N G C H A L L E N G E S

75%candidate

scarcity

40 %location

Professional Social Networks and Website / Careers Sites are providing the best mix of quality and quantity candidates for the Advertising / Marketing Sector.

Unlike many other industries, CV Databases perform

less well here, ranked OK for quantity but below par

for quality. Careers sites, however, are performing

well.

Employee Referrals are the clear ‘quality leader’ in this sector butcan’t

bereliedupontodeliversuffi cient numbers of candidates.

Specialist Job Boards are, surprisingly, under-performing with only30% of respondents using them regularly. There’s a wide benefi t to

sponsoring jobs on the Job Aggregators here...fantastic for volume, but less so for quality.

C H A N N E L U S A G E I N T H I S S E C T O R / I N D U ST RY

2 0 %lack of inhouseresourcing skills

17

ARCHITECTURE / CONSTRUCTION / ENGINEERING


Employee Referrals



Website / Careers SiteCVDatabases

Social Media


QU

AL

ITY

OF

CA

ND

IDA

TE

S

Events JobAggregators

General JobBoards

Job Aggregators - Sponsored

PSL / Agencies

Job Aggregators - NotSponsored

84%

80%

71%

69%

60%

59%

58%

Website 9 0 %

Agencies

Events

Employee Referrals

General Job Boards

ATS/CRM/Talent Pool

Job Aggregators

CV Database

Social Media 44%


PPC 17%

Print 17%



Professional Social Networs overtook company careers

sites as the most used channel in this sector this year

and prove to be a good source of quality candidates.

Employee Referrals are the overall ‘quality leader’ - with 71%ofcompanies having an active referrals programme.

Candidate scarcity is the principal challenge in this sector, affecting91%of respondents - up from 86% last year

Sponsoring your jobs on the Job Aggregators could be the way to go within these industries.


91%candidate

scarcity

43%marketing

budget

43%lack of brandawareness

18

EDUCATION


QU

AL

ITY

OF

CA

ND

IDA

TE

S

Employee Referrals


Print



Pay per Click (PPC)


Events

PSL / Agencies

Social Media

Job Aggregators

General JobBoards

Employee Referrals

Print

ATS/CRM/Talent Pool

Events

Agencies

General Job Boards

Job Aggregators



Social Media

Website 97%

7 0 %

63%

58%

57%

4 0 %

4 0 %

33%

27%

PPC 23%

47%

43%

CV Databases 13%

Even though Social Media is used as a recruiting

tool by 70% of teams in this sector it’s still under

performing for both quality &quantity.

Once again we see Employee Referrals ranked highest for candidate quality - though only 23% of organisations in the Education sector have an Employee Referral Programme.

Careers Sites are used by 97% of Education organisations and continueto provide a relatively high quality and quantity of candidates.

New for this year, Event & Careers Fairs, are also performing well, though only used by 40% of organisations.

Specialist Job Boards retain the top spot in Education for the best mix of candidatequality and quantity, but Professional Social Networks are catching up.


79%

candidatescarcity

29%poor candidate

experience

14%lack of

resourcing skills

1 9


FINANCIAL SERVICES


Employee Referrals



General JobBoards

Social Media


QU

AL

ITY

OF

CA

ND

IDA

TE

SJobAggregators

Print

PSL / Agencies


Events

PPC

CVDatabasesJob Agg. Sponsored

Job Aggregators - Not Sponsored

Social Media 44%

Events 41%

ATS/CRM/Talent Pool 4 0 %

PPC

CV Database


Agencies

General Job Boards

Job Aggregators


Employee Referrals

Website 85%

81%

75%

63%

63%

35%

32%

16%

53%

Print 6%%

With a whopping 81% of companies having an

Employee Referral programme, Financial Services

companies are seeing a clear return.

Elsewhere, Professional Social Networks and Specialist Job Boiards arealso providing good volumes of qualified candidates.

Job Aggregators, newly tested in the survey this year, are also providing large numbers of candidates - and this is one sector where it appears to be well worth sponsoring your ads on the aggregators - with a clear uptick over non-sponsored ads.

Websites & Careers Sites, however, are underperforming and slip intothe ‘red zone’ for thefirst time.

Referrals and Professional Social Networks lead the way in the Financial sector.


71%

candidatescarcity


6%poor candidate

experience

16%lack of

resourcing skills

2 0

FMCG


QU

AL

ITY

OF

CA

ND

IDA

TE

S

Employee Referrals


PSL / Agencies




Job Agg. Sponsored

General Job Boards

CV Databases


Job Aggregators

Website 94%

Job Aggregators 75%




Agencies 50%

CV Database 50%



Print

PPC

Events

Social Media 28%

21%

Referrals programmes are the quality leader, though

we note a reduction in the number of companies using

them (down to 57% usage from last years 78%).

Strangely though, we see no reported benefit in sponsoring jobs on

the aggregators (quite the opposite in fact!). Careers sites are under-performing though, the 94% of companies using them report low to average quality & quantity of candidates applying for their roles.

Specialist Job Boards in this sector have also seen a dip - still ranked wellfor quality but not providing sufficient quantities of candidates.

The 35% of FMCG companies with an active Talent Pooling strategy appear to be having great success, but it’s a mixed bag with other channels.


77%

location

23%

negativebrand

23%poor candidate

experience

2 1


GOVERNMENT / CHARITY / NOT-FOR-PROFIT

QU

AL

ITY

OF

CA

ND

IDA

TE

S



CV Databases


Pay Per Click (PPC)

PSL / AgenciesJob Agg. - Sponsored

Website / Careers SitePrint

Employee Referrals Social Media

Events

General JobBoards

Job Aggregators


Website 95%


Social Media 67%


Job Aggregators 54%

Agencies 51%


Events 37%

Print 25%

CV Database

Employee Referrals


16%

14%

Agencies in this sector can also be relied on to

introduce the right kinds of candidates, so to

the careers pages of public sector & thirdsector

organisations.

37% of organisations attend Careers Fairs & Events - but the results look a little disappointing. Unusually Professional Social Networks take a dip compared to last years results - OK for quality - less so for volumes.

This sector has the lowest take-up of Employee Referral programmes with only 16% using them - and the results are way below average.

Specialist Job Boards in the Government, Charity & NfP sector providea good mix of quality candidates


75%

candidatescarcity

63%

lowersalaries


2 0 %poor candidate

experience

Q UANT IT Y O F C A N D I DAT E SPPC 14%

22

HEALTHCARE / SOCIAL CARE

QU

AL

ITY

OF

CA

ND

IDA

TE

S

Employee Referrals


CV Databases

Print


Pay Per Click (PPC)

PSL / Agencies



Events

Social Media

General Job Boards Job Agg. - Sponsored

Job Aggregators


59%

5 0 %

50%

48%

48%

48%

40%

Print

CV Database

ATS/CRM/Talent Pool


Agencies

Employee Referrals

Social Media


Events

General Job Boards

Job Aggregators

Website 97%

70%

35%

32%

23%

The Healthcare & Social Care sector sees some big changes comared to 2017’s results


82%candidate

scarcity

41%location

Where did CV Databses come from in 2018? Lastyear

they were lowest ranked - this year it’s thereverse.

Though less than a third of healthcare recruitment

teams are using them - those that do are having good

results.

Last year we reported this sector as having the greatest sourcing problem - with no channels in the green zone. This year we see a number of channels performing well - though usage of them is not widespread. Websites/Careers sites are underperforming, and there is little usage of talent pooling. Professional Social Networks are alsoranked below cross-sector average - not being able to uncover enough candidates appears to be the issue there.


18%lack of

resourcing skills

PPC 9%Q UANT IT Y O F C A N D I DAT E S

23

HOSPITALITY / LEISURE / TOURISM

QU

AL

ITY

OF

CA

ND

IDA

TE

S

Employee Referrals


PSL / Agencies

CV Databases



General Job Boards


Job Agg. - Sponsored

Job Aggregators

Social Media

Events

67%

67%

67%

67%

67%

60%

53%

Print

Events

CV Database

Job Aggregators


Agencies

Social Media


General Job Boards

ATS/CRM/Talent Pool

Employee Referrals

Website 100%

8 0 %

53%

27%

7%

We’ve seen some big improvements over the past twelve months in the hospitality sector, with most channels performing well.


47%lower

salaries

47%marketing

budget

Professional Social Networks are on a par with

Employee Referrals for candidate quality and slightly

better for volume - but the Job Boards are also

performing well.

Careers Sites have also improved vastly, used by all respondents they are now firmly a top sourcing channel. Aggregators, like Indeed’ arealso favoured by 67% of recruitment teams with good results reported.

Yet again Social Media disappoints, and the 27% of recruitment teams attending Careers Fairs and other events aren’t finding them a good

source of candidate quality - though the volumes are good.


2 0 %lack of

resourcing skills

PPC 7%


24

INDUSTRIAL / MANUFACTURING

QU

AL

ITY

OF

CA

ND

IDA

TE

S

Employee Referrals



CV Databases

PSL / Agencies


Events


General JobBoards

Social Media

Job Aggregators


80%

74%

73%

64%

57%

54%

52%

Print

CV Database

ATS/CRM/Talent Pool


General Job Boards


Social Media

Job Aggregators

Events

Employee Referrals

Website

Agencies 92%

83%

40%

24%

12%

CV Databases take top spot in the Industrial & Manufacturing sector,but there’s a huge reliance on agencies to provide the right volume ofqualified candidates.

Though only 24% of in-house teams at industrial

manufacturing companies are using CV Databases,

those that use themare getting a good return.

General Job Boards have slipped into the red zone (low qualityand

quantity) - but Job Aggregators appear to be relied on to provide

sufficient numbers for volumecampaigns.

Careers Sites disappoint, though candidates can access jobs on 83% of industrial company websites they are ranked low for both candidate

quality & quantity.


8 8 %candidate

scarcity

44%location

Q UANT IT Y O F C A N D I DAT E SP P C 4%

25


INSURANCE / LEGAL / REAL ESTATE

QU

AL

ITY

OF

CA

ND

IDA

TE

S

Employee Referrals




PSL / Agencies

CV DatabasesEvents



Social Media

Job Aggregators - Sponsored

Job Aggregators

General JobBoards



Website 8 8 %


Agencies 58%

Events 54%

Job Aggregators 52%

Social Media 43%


Print


CV Database 36%

33%

9%



Professional Social Networks overtake Employee Referrals as the most used channel in these sectors - but it’s Specialist Job Boards that have seen the biggest improvement this year.

Professional Social Networks and Agencies also

provide the right mix of quality and quantity. And

Events & Careers Fairs seem to be doing better in this

sector than most - over half of teams use them - with

decent results.

It also appears to pay to sponsor your ads on the job aggregators in these sectors if you want to attract decent candidate quality. Talent

Pooling provides decent quality - hough recruitment teams dontappear

to be finding enough warm talent in their databases.


19%too many

candidates


26

MEDIA / PUBLISHING

QU

AL

ITY

OF

CA

ND

IDA

TE

S

Employee Referrals

PSL / Agencies





Events

Social Media

General JobBoards

CV Databases

Job Aggregators



Website 100%

Social Media 79%


Events 64%




Job Aggregators 47%

Print

CV Database

Agencies 43%

43%

7%

57% of recruitment teams in the Media & Publishing

Sector regularly mine their candidate database to

pinpoint ideal talent - with fantasticresults.

Their Careers Sites are also performing well for both quantity and

quality along with Professional Social Networks and Specialist JobBoards.

Careers Fairs & CV Databases are good sources for decent quality but

Job Aggregators are ranked low for attracting the right candidatequality.

Employee Referrals stand out as the top source for candidate quality.

Talent Pooling and Careers Sites deliver great results in this sector but Job Aggregators fare less well.


71%candidate

scarcity

43%marketing

budget

36%location

PPC 7%


27


PHARMA / LIFE SCIENCES

QU

AL

ITY

OF

CA

ND

IDA

TE

S

Employee Referrals



PSL / Agencies



Events

Social Media Job Aggregators

General JobBoards


Website 100%


Job Aggregators 89%


Agencies 78%



Events 44%


Print

Social Media

CV Database 25%

22%

We received enough responses to produce our first Sourcing Quadrant for thePharma & Life Sciences sector in 2018.


63%lower salaries

38%marketing

budget

25%too many

candidates

PPC


28

Agencies came out on top for candidate quality- just

pipping Employee Referrals to the premier spot.

Specialist Job Boards also perform strongly in this sector and Careers Fairs & Events also uncover a good mix of candidates.

Professional Social Networks are widely used (89%) but lag behind as the lowest volume provider.

Job Aggregators are also used by the majority of in-house team, butcan’t be relied upon to find the right candidate quality.

Interestingly, this is one sector where candidate scarcity isn’t the biggestissue - in fact a quarter of companies report being inundated with too many candidates. It’s lower salares that is reported as the biggest challenge - affecting 63% of respondents.


PROFESSIONAL SERVICES

QU

AL

ITY

OF

CA

ND

IDA

TE

S

Employee Referrals





PSL / Agencies

CV Databases

Events

Social Media

General JobBoards

SponsoredJob Aggregators

Not Sponsored

Print

Events


CV Database

Job Aggregators

Social Media

ATS/CRM/Talent Pool

Agencies

General Job Boards

Employee Referrals

Website


8 6 %

8 3 %

61%

54%

44%

44%

42%

37%

46%

46%

9%

CV Databases and Agencies do well in Professional Services - butthere are plenty other sources of quality candidates.


79%candidate

scarcity

Agencies remain in the ‘green zone’ for thesecond

year running and are joined by CV Databases and

Events as top sources of candidate quality and

quantity for Professional Services firms.

Elsewhere it’s a common picture, with Social Media lagging behind and alack of quality from the Generalist Job Boards andAggregators.

Employee Referrals are one of the most used channels (83% of companies have an ERP) - and Specialist Job Boards, Talent Pools and Careers Sites are also good sources of candidatequality.


24%negative

brand


PPC 9%


29

RECRUITMENT

QU

AL

ITY

OF

CA

ND

IDA

TE

S

Employee Referrals




PSL / Agencies

CV Databases

Events Pay Per Click (PPC)

Social MediWebsite / CareersSite

General JobBoards

Sponsored

Job Aggregators

Not Sponsoreda

Website 90%



Social Media 71%

CV Database 71%


Job Aggregators 6 0 %

Agencies


PPC

Events


47%

29%

28%

24%

As with last year, recruiters are unsurprisingly focused

on LinkedIn for finding potential new employees - it

came out top for quality and high for quantity.

But recruitment firms can’t rely on their website to deliver the rightresults, ranking it even lower than Social Media for both candidatequality and quantity.

Job Aggregators are used by 60% of firms in this sector - but we see little

reported benefit in the results of sponsored versus non-sponsored job ads.

Recruitment firms are struggling with a lack of brand awareness whenit comes to attractingtalent.



18%poor candidate

experience

35%marketing

budget

Print 12%


3 0


RETAIL / WHOLESALE

QU

AL

ITY

OF

CA

ND

IDA

TE

S

Employee Referrals


CVDat


PSL / Agencies

Pay Per Click (PPC)



abases

General JobBoards

Events

Social Media

Sponsored

Job Aggregators

Not Sponsored

Agencies 55%

Social Media 51%

CV Database 47%

Print


Events

ATS/CRM/Talent Pool

Job Aggregators

General Job Boards

Employee Referrals


Website 92%

82%

74%

67%

63%

42%

40%

58%

14%

Once again, Pay Per Click is also achieving above

average results yet it ranks lowest with Retailersin

terms of usage.

Social Media continues to disappoint as an effective sourcing channel and we’ve seen a big reduction in the number of retailers using it (down to 51% from 89%).

General Job Boards and Careers Sites have both improved for candidate Quality with volumes similar to 2017.

Location is the biggest challenge, however, affecting 51% of retailers.

Professional SocialNetworks retain top spot for candidate quality whileJob Aggregators are the volume leader.


51%location

51%lower salaries


28%too many

candidates


31

TECHNOLOGY / TELECOMS / SOFTWARE

Employee Referrals



PSL / Agencies

/ Talent Pool


General JobBoards

QU

AL

ITY

OF

CA

ND

IDA

TE

S

JobAggregators

Not Sponsored

Social Media

EventsCV Databases

ATS / CRM

Sponsored


CV Database

Job Aggregators

Events

ATS/CRM/Talent Pool

General Job Boards

Social Media

Agencies


Website


95%

91%

66%

51%

42%

41%

23%

21%

49%

46%

P P C34%

Employee Referrals are still the number one for

candidate quality (and take top spot as the most used

channel - 97%) but Agencies, Generalist Job Boards

and Talent Pools also make it into the ‘Talent Magnets’

green zone.

Careers Sites, however are lagging behind for both candidate quality

and quantity. Social Media and Job Aggregators also produce underwhelming results for recruitment teams in this sector.

Specialist Job Boards have improved in the Telecoms & Tech Sector over the past twelvemonths.


47%lack of marketing

budget


19%too many

candidates

PrintQ UANT IT Y O F C A N D I DAT E S

32


TRANSPORTATION / LOGISTICS


Employee Referrals

ATS / CRM

/ Talent Pool


General JobBoards

QU

AL

ITY

OF

CA

ND

IDA

TE

S

PSL / Agencies

Events

CVDatabases

Print


Job Aggregators

Social Media

CV Database

Agencies

Events

ATS/CRM/Talent Pool

General Job Boards

Employee Referrals


Website 93%

92%

75%

69%

66%

50%

33%

29%

23%

58%

58%

17%

There’s an unusually low usage of Job Aggregators

for Transportation & Logistics companies - only29%

using them - not enough for a place in the sourcing

quadrant.

Generalist Job Boards, used by 69% of companies are the volume leaderand with good candidate quality results too.

Careers Sites also generate plenty of applications but lag behind interms of candidatequality.

Employee Referrals have increased in usage (from 50% to 75%) but respondents reported a decrease in both candidate quality and quantity from their ER Programmes.

CV Databases retain their place in the ‘Talent Magnets’ and are joined this year by Generalist JobBoards.


5 0 %location

5 0 %lack of brandawareness

33%too many

candidates

Q UANT IT Y O F C A N D I DAT E SP P C 8 %

33


UTILITIES / OIL & GAS

QU

AL

ITY

OF

CA

ND

IDA

TE

S

Employee Referrals

CV Databases


PSL / Agencies

ATS / CRM

/ Talent Pool


Social Media

Not Sponsored

General JobBoards

Job Aggregators

Sponsored

Events

Website 90%

Employee Referrals 8 9 %

Professional Social Networks 8 9 %

Events 72%



Agencies 56%

Social Media 56%

PPC


CV Database

ATS/CRM/Talent Pool 5 0 %

5 0 %

21%

6 %

Another new sector in the report - and one where Talent Pools prove a great resource for in-house teams.



5 0 %location

33%marketing

budget

Q UANT IT Y O F C A N D I DAT E SPrint 6 %

34

Professional Social Networks and Agencies are also

good sources of candidates, and there is plenty of

quality to be mined.

ATS/CRM/Talent Pool as a channel is used by half of recruitment teams in this sector - with excellent results.

Lack of brand awareness, however affects 61% of companies and istheir main sourcing challenge.

Referrals are widely used (89%) - and again come out on top for candidate quality. Specialist Job Boards are not widely used (21%) and

so failed to make their way into this years sourcing quadrant.


35

PA RT

5 COMPANY S I Z E QUADRANTS

In which we attempt to answer the ageold question...Doessize really matter?

In this section we chart sourcing quadrants based on thecompany size(number of employees).


Less than 250 E m p l oye es 251 - 1000 E m p l oye e s1001-5000 E m p l oye e s5001-10,000 E m p l oye e sOver 10,000 E m p l oye es

3435363738

encies

Pay Per Click (PPC)

Employee Referrals




PSL / Ag


General JobBoards

CVDatabases

Print

Social Media


QU

AL

ITY

OF

CA

ND

IDA

TE

S

Events

Sponsored

JobAggregators

Not Sponsored

UNDER 250 EMPLOYEES

Website 83%


General Job Boards

Employee Referrals

Social Media

Job Aggregators

Agencies

ATS/CRM/Talent Pool

CV Database

63%

6 0 %

58%

54%

53%

42%

35%

Events


24%

PPC 9%

Print 10%

Channel u s a g e

We’ve seen some significant changes in the SME

Sourcing Quadrant this year with two of the least

used channels (Specialist Job Boards - 29% and CV

Databases - 35%) providing the best candidate quality/

quantity balance).

Employee Referrals are still top for quality, with 60% of SMErecruitment teams having a referrals programme.

Social Media remains in last place - we’ve also seen a dip in usage amongst SMEs from 68% to 58%, elsewhere usage levels remain broadly in line with 2017’s results.

S O U R C I N G C H A L L E N G E S

70 %candidate

scarcity


36

Employee Referrals



PSL / Agencies


General JobBoards

CVDatabases

Social Media

Print

Pay Per Click (PPC)

QU

AL

ITY

OF

CA

ND

IDA

TE

S


Events

Sponsored

Job Aggregators

Not Sponsored

251 - 1000 EMPLOYEES

63%

59%

59%

55%

42%

40%

PPC

Print

CV Database

ATS/CRM/Talent Pool


Events

Social Media

Job Aggregators

Employee Referrals

General Job Boards

Agencies


Website 94%

8 0 %

65%

3 8 %

36%

7%

8 %

Professional Social Networks, both Generalist &

Specialist Job Boards, Agencies and CV Databases are

this years top channels for candidate quality/quantity

balance - although Employee Referrals still excel for

quality.

Job Aggregators, used by 59% of mid-sized teams however disappoint

for candidate quality but provide plenty of applications for jobs.

Talent Pooling is only used by 38% of respondents but also provides

good candidate quality and decent results are provided by Careers

Fairs & Events.

Channel u s a g e


36%marketing

budget


47%lower

salaries


37


Employee Referrals

General JobBoards

Pay Per Click (PPC)

PSL / Agencies

CV Databases




Print

Social Media

QU

AL

ITY

OF

CA

ND

IDA

TE

S

Events

JobAggregators

Sponsored

Not Sponsored

1001 - 5 0 0 0 EMPLOYEES

Website 9 7%




Agencies 61%


Events 58%

Social Media 55%


PPC

Print

CV Database


41%

9%

11%

Channel u s a g e

Most channels at this company size band provide

good candidate quality with Employee Referrals and

Professional Social Networks leading the way.

PPC is only used by 9% of respondents but appears to provide a good balance of candidates. It’s at this size band that we also see Careers Sites starting to produce the right results.

General Job Boards & Aggregators provide plenty candidates - althoughthe quality of applications is ratedbelow average.


69 %candidate

scarcity

26%negative

employer brand

25%poor candidate

experience


38

QU

AL

ITY

OF

CA

ND

IDA

TE

S

Employee Referrals


PSL / Agencies

S


Sponsored

Website / Careers Site Job Aggregators

Not Sponsored

ocial Media Specialist JobBoards

General Job Boards

Events

5001 - 10,000 EMPLOYEES

Website 9 0 %


General JobBoards 65%

Job Aggregators 64%

Events 62%

Social Media 60%


Agencies 38%


Print

CV Database


19%

12%

Companies between 5,001 and 10,000 employees

are seeing good results with most of theirsourcing

channels.

Professional Social Networks provide a good balance of candidate

quality and quantity - but aggregators - especially when job ads are

sponsored can produce great results.

Even Social Media can be a ‘Talent Magnet’ when a company reaches

this size!

Channel u s a g e


23%negative

brand

35%marketing

budget

23%lack of

resourcing skills

PPC 12%


39

PSL / Agencies

Pay Per Click (PPC)

Employee ReferralsProfessional Social Networks




General JobBoards

CVDatabasesPrint

Social Media

QU

AL

ITY

OF

CA

ND

IDA

TE

S

Events Sponsored

JobAggregators

Not Sponsored

OVER 10,000 EMPLOYEES


Job Aggregators 58%


Agencies 56%

Social Media


54%

52%

CV Database 38%

PPC 20%

Print 18%

ATS/CRM/Talent Pool

Events


98%

93%

74%

72%

Channel u s a g e

Website

35% of companies with greater than 10,000

employees claim to have ‘too many candidates’ - nota

bad problem to have when most others are struggling

with candidate scarcity!

Retaining their place in the ‘Talent Magnets’ this year are Professional Social Networks, Talent Pools, Agencies and Careers sites - with Generalist Job Boards sneaking in to the Green Zone for the first time.

Events & Careers Fairs are used by 74% of enterprise level companieswith better than average results. Other top sourcing channels include Talent Pools (72%) and Referrals programmes (70%)


35%too many

candidates

26%negative

brand

5 0 %lower

salaries


4 0

PA RT

6 SOURCING C H A N N E L SUMMARIES

At a glance comparisons between in-house and agency attitudes and results for each sourcing channel. IN THIS S E C T I O N

41

AT S / TA L E N T C R M P S L / A G E N C I E S C V D ATA B A S E SJ O B A G G R E G ATO R S E M P L OY E E R E F E R R A L S E V E N T S & C A R E E R S FA I RS G E N E R A L I S T J O B B O A R D SPAY P E R C L I C K

42434445464748495 0P R I N T A D V E RT I S I N G

P R O F E S S I O N A L S O C I A L N E T W O R K SS O C I A L M E D I A

5152

S P E C I A L I S T J O B B O A R D S C A R E E R S S I T E / W E B S I T E

5354

Q U A N T I T Y O F C A N D I D A T E S

QU

ALI

TY

OF

CA

ND

IDA

TE

S

251 - 1000 FTE

Under 250 FTE1000 - 5000FTE

Over 10,000 FTE

5001 - 10000 FTE


QU

ALI

TY

OF

CA

ND

IDA

TE

S

OcCan’t / Don’tMeasure

RegularlyMeasure

casionally Measure

A T S / T A L E N T C R M

57%

55%

53%

50%

46%

46%

44%

43%4 0 %

4 0 %

36%35%

Recruitment

Transportation & Logistics

Advertising/Marketing/Entertainment

Construction/Architecture/Engineering

Retail

Media & Publishing

Pharmaceuticals/Life Sciences

Hospitality/Leisure

Utilities/Oil & Gas


Technology/Telecoms

*ALL INDUSTRIES

Insurance/Real Estate/Legal

Financial Services

Industrial/Manufacturing

FMCG

Health & Social Care

Education

6 6 %

71%

6 5 %

6 0 %5 8 %

Government/Not-For-Profit 17%33% QUANTITY O F C AND I D AT E S

QU

AL

ITY

OF

CA

ND

IDA

TE

S

2018

2017

Results for ATS/CRM/Talent Pools are virtually unchanged for candidate quality

& quantity. Recruitment firms are the top users of internal databases and rank them highly - we note that the public & third sectors are the least likely to have active talent pool technology at their fingertips.

The industries getting the best results are: Media & Publishing, Automotive & Aerospace, Utilities Oil & Gas and Technology & Telecoms.

Construction & Engineering, Health & Social Care however report both low candidate quality & quantity from their Talent Pools.

Q U A N T I T Y O F C A N D I D A T E SQ

UA

LIT

Y O

FC

AN

DID

AT

ES

In-house

Agencies

U s a ge by industry

C h a n g e s ince last year

D o e s regular measurement improve results?

D o e s the s i ze of your organisation af fect results?

Who is winning with this channel, a ge n c i e s or in-house?

Recruitment teams who regularly monitor and measure this channel consistently report better results

Larger companies (>5000employees) appear to get better results from their talent pools) - but good quality is reported from

all size bands.

Agencies lead the way in the use of ATS/ Talent CRM and the results achieved through theirdatabase as pro-active sourcing tool.

S O U R C I N G C H A N N E L S

42

QU

ALI

TY

OF

CA

ND

IDA

TE

S

Over 10,000 FTE

5001 - 10,000 FTE

251 - 1000 FTE

1001- 5000 FTEUnder 250 FTE

QU

ALI

TY

OF

CA

ND

IDA

TE

S

Can’t / Don’tMeasure

Regularly Measure

OccasionallyMeasure

P S L / A G E N C I E S

58%58%

58%56%

55%

55%

54%

53%

51%

5 0 %

5 0 %43%




Hospitality/Leisure

Technology/Telecoms

*ALL INDUSTRIES



Utilities/Oil & Gas


Retail


Financial Services

Government/Not-For-Profit

FMCG


Media & Publishing

Education

Recruitment

84%

92%

78%

67%6 6 %

4 0 %

24%QUANTITY O F C AND I D AT E S

QU

AL

ITY

OF

CA

ND

IDA

TE

S

2017

2018

All industries report above average quality from their PSL/ Agency roster. with Retailers, Pharma, Professional Services, Tech & Telecoms, Industrial & Manufacturing companies also reporting receiving plenty of candidates.

Usage levels, however have dipped from 2017’s report across most sectors.



D o e s regular measu rement improve results?


Regular measurement of this channel wins again in generatingimproved results but those who can’t / don’t measure are not far behind.

All sizes of organisation are generating a decent quality and quantityof candidates.Slightly aheadon qualityare the larger organisations of 5000+ FTE.


Q U A N T I T Y O F C A N D I D A T E S Q U A N T I T Y O F C A N D I D A T E S

43

QU

ALI

TY

OF

CA

ND

IDA

TE

S

1001- 5000 FTE

5001 - 10,000 FTE

Under 250 FTE

251 - 1000 FTE

Over 10,000 FTE

QU

ALI

TY

OF

CA

ND

IDA

TE

S

Can’t / Don’tMeasure RegularlyMeasure

Occasionally Measure

C V D A T A B A S E S

50%

50%

47%

44%

43%

3 6 %

3 6 %

35%32%

32%

25%24%

Recruitment


Education

Hospitality/Leisure

FMCG


Utilities/Oil & Gas

Retail


Media & Publishing

*ALL INDUSTRIES



Financial Services




Technology/Telecoms

5 8 %

71%

5 8 %

53%5 0 %

23%Government/Not-For-Profit 14%

QUANTITY O F C AND I D AT E S

QU

AL

ITY

OF

CA

ND

IDA

TE

S

2018

2017

CV database usage has increased over the past 12 months - only slightly to 36% but results have improved considerably, now firmly in the ‘TalentMagnet’ green zone. Industries reporting particularly good results include Health & Social Care, Transport & Logistics and Industrial & Manufacturing.

FMCG, Media & Publishing and Advertising & Marketing, however, report candidate quality to be not as good as many of their other sourcing channels.

QU

ALI

TY

OF

CA

ND

IDA

TE

S

In-h

Agencies

ouse






Those who regularly measure their CV Database usage report the best results and those who can’t/ don’t measure reporting lower results of quality and quantity.

CV Databases appear to work well for companies of all sizes, this is one of the few

channels where size doesn’t appear to matter!

Agencies are reporting slightly better results than their in-house counterparts.


Q U A N T I T Y O F C A N D I D A T E S Q U A N T I T Y O F C A N D I D A T E S Q U A N T I T Y O F C A N D I D A T E S

44

QU

ALI

TY

OF

CA

ND

IDA

TE

S 251 - 1000FTE

5001 - 10,000FTE

Over 10,0

1001 - 5000

Under 250F

00 FTE

FTE

TE

QU

ALI

TY

OF

CA

ND

IDA

TE

S Can’t / Don’t Measu

Regularly Measure

re OccasionallyMeasure

J O B A G G R E G A T O R S

63%

63%

6 0 %

6 0 %

59%

5 8 %

57%

54%52%

47%

47%

44%

41%2 9 %


FMCG



Hospitality/Leisure

Financial Services

Retail

Recruitment

Utilities/Oil & Gas


*ALL INDUSTRIES




Education

Media & Publishing


Technology/Telecoms


75%

8 9 %

7 0 %

7 0 %67%

Job Aggregators were tested for the first time in this years results - with widespread usage across most industries.

It appears, in general, that paying to sponsor your ads on the aggregators will yield slightly better results - although only the Hospitality & Leisure sector reported Candidate Quality to be above average.

Technology & Telecoms reported thelowest quality/quantity levels.

QU

ALI

TY

OF

CA

ND

IDA

TE

S

In-house (Sponsored)

In-house

In-house (Not Sponsored)

Agencies (Sponsored)

Agencies

Agencies (Not Sponsored)





Those who regularly measure have the best results and thosewho can’t / don’t measure reported lowerresults of quality and quantity.

Companiesbetween 5001

and 10,000 employees appear to be doing better with Job Aggregators- this is the only size band reporting high quality and quantity ofcandidate levels.

In-house recruiters are getting better results than agencies -especially with sponsored ads.



45

As Job Aggregators were tested for the first time in this year’s survey thereis no year-on-year comparative data available.

QU

ALI

TY

OF

CA

ND

IDA

TE

S

251 -

5001 - 10,000 FTE

Under 250 FTE O

1000 FTE

1001- 5000 FTE

ver 10,000 FTE

QU

ALI

TY

OF

CA

ND

IDA

TE

S

RegularlyMeasure



E M P L O Y E E R E F E R R A L S

Technology/Telecoms


Utilities/Oil & G a s

Pharmaceuticals/Life Sc iences


Financial Services

Hospitality/Leisure

Recruitment

Transportation & Logist ics

Retail

Construction/Architecture/Engineer ing

Advert ising/Marketing/Entertainment

Media & Publ ishing

* AL L I N D U STRIE S

FM CG


Health & Social Ca r e

Education


91%

71%

64%

8 0 %

81%

97%

8 9 %

8 7 %8 3 %

75%

74%

65%

52%

5 0 %

23%16%

76%

61%

57%


QU

AL

ITY

OF

CA

ND

IDA

TE

S

2018

2017

There is a high use across all industries of Employee Referrals as a channel for candidate sourcing, with a net result slightly higher than 2017.

Media and Publishing reported the highest levels of candidate quality but across all industries above average quality is reported, with only the Government / NfP / Charity sector reporting lower than average quality levels. Bear in mind though, that it is this sector which uses ERP as a source channel the least - only 16% having active programmes in place.

QU

ALI

TY

OF

CA

ND

IDA

TE

S

In-house

Agencies






Once again regular measurement appears to improve both candidate quality & quantity levels.

There is very little difference in the size of an organisation and the results reported all appear to be doing rather well, larger companiesalso get closer to receiving sufficient referred candidates for their roles.

In-house are getting marginallybetter results with Employee Referrals than their agency counterparts.



46

QU

ALI

TY

OF

CA

ND

IDA

TE

S


5001 - 10000FTE

Over 10,000 FTE

1000 - 5000 FTE

QU

ALI

TY

OF

CA

ND

IDA

TE

S


Can’t / Don’t Measure

RegularlyMeasure

E V E N T S & C A R E E R S F A I R S

54%48%

47%

47%

46%

44%

42%

42%

41%

4 0 %

37%

37%

27%21%



Media & Publ ishing






Recruitment

* AL L I N D USTR IES


Retail

Technology/Telecoms

Financial Services

Education



Hospitality/Leisure

FM CG

72%

8 0 %

64%

5 8 %54%

This year we added Events & Careers Fairs to the roster of tested sourcing channels. We saw some industries where careers events are widely used- such as Construction, Engineering, Utilities and Media. However, some of the best results were reported in the Education and Professional Services Sectors, where usage is only around 40%.

QU

ALI

TY

OF

CA

ND

IDA

TE

S

Agencies In-house





There is a straight line correlation here showing those

who regularly

measure with the best results and thosewho can’t / don’t measure reporting lowerresults of quality and quantity.

Companies of all sizes report similar results, although those between

5001 & 10,000FTE reported lower levels of candidate quality & quantity.

Agencies are the topperformers with this channel, with above average quality and quantity of candidates.



47

As Events & Careers Fairs were tested for the first time in this year’s survey there is no year-on-year comparative data available.

QU

ALI

TY

OF

CA

ND

IDA

TE

S

Over 10,000 F TE 251 - 1000 FTE

5001 - 10,000 FTE

Un

1001- 5000 FTE

der 250 FTE

QU

ALI

TY

OF

CA

ND

IDA

TE

S


RegularlyMeasure


G E N E R A L I S T J O B B O A R D S

Pharmaceuticals/Life Sc iences 77%Industrial/Manufacturing 74%

Construction/Architecture/Engineer ing 69%Transportation & Logist ics 69%

Retail 67%Insurance/Real Estate/Legal

Financial Services

Recruitment


*ALL INDUSTRIES

FMCG

Hospitality/Leisure

Util ities/Oil & G a s


Media & Publ ishing

Technology/Telecoms


Education 43%Health & Social Ca r e 40%

64%63%63%

61%60%60%60%

58%55%

50%49%

47%


QU

AL

ITY

OF

CA

ND

IDA

TE

S

2018

2017

Generalist Job Boards are regularly used by around 60% of in-house recruitment teams. Overall performance saw a modest improvement in candidate quality over the past twelve monthswith candidate volumes broadly similar.

The best results were reported by recruitment teams in the Hospitality & Leisure; Transportation & Logistics; Retail and Technology & Telecoms sectors - where Generalist Job Boards are seen to produce high levels of candidate quality and quantity.

QU

ALI

TY

OF

CA

ND

IDA

TE

S

In-house

Agencies






Regularly measuring the performance of your ads on Generalist Job Boards

Size of company does not appear to have a major impact on results.

There is not much difference

at all between the results that in-house and agencies are realising. Both generate a high quantity of candidates but quality is lower

than average.



48

QU

ALI

TY

OF

CA

ND

IDA

TE

S


1001- 5000 FTE

5001 - 10,000FTE

Over 10,000 FTE

QU

ALI

TY

OF

CA

ND

IDA

TE

S

RegularlyMeasureOccasionallyMeasure


P A Y - P E R - C L I C K

14%12%

10%9%9%

8%7%7%

6%5%

Recruitment

Education

Construction/Architecture/Engineer ing

Financial Services

Advert ising/Marketing/Entertainment


Retail

* AL L I N D U STR I E S

Health & Social Ca r e


Transportation & Logist ics

Hospital ity/Leisure

Media & Publ ishing

Util ities/Oil & G a s


Industr ial/Manufactur ing

Technology/Telecoms

FM CG


20%29%

17%

16%15%

4%

5%


QU

AL

ITY

OF

CA

ND

IDA

TE

S

2017

2018

Pay-per-Click advertising is still a relatively seldom used tactic by in-house recruitment teams - although we saw increased usage within the Education sector - where 1 in 5 teams are using PPC. The Not-for-Profit sector also reported reasonable results from their PPC campaigns.

QU

ALI

TY

OF

CA

ND

IDA

TE

S

Agencies

In-house






Once again regular measurement of this channel is having a positive impact on resultswith those

who regularly measurethe channel reporting the highest quality and quantity of candidates.

PPC appears to yield better results for companieswith over 1,000employees.

Agencies report better results from their PPC campaigns than their in-house counterparts.



49

QU

ALI

TY

OF

CA

ND

IDA

TE

S

1001- 5000 FTE

5001 - 10,000 FTE

Under 250 FTE

Over 10,000 FTE

251 - 1000 FTE

QU

ALI

TY

OF

CA

ND

IDA

TE

S

Regularly Measure Occasionally Measure


P R I N T A D V E R T I S I N G

14%12%

12%

11%

9 %

9 %

7%7%

6 %

6 %

Education





Retail


Recruitment

*ALL INDUSTRIES



Hospitality/Leisure

Media & Publishing

Financial Services

Utilities/Oil & Gas


FMCG


25%

27%

23%

17%17%

5%


QU

AL

ITY

OF

CA

ND

IDA

TE

S

2018

2017

We saw a further drop in using Print as a job advertising medium in 2018. The best results were reported by the Education sector - although usage was down from 44% to 27%.

Retailers and the Public Sector also reported respectable candidate quality from their print campaigns.

QU

ALI

TY

OF

CA

ND

IDA

TE

S

Agencies

In-house






Having some degree of measurement in place can yield better results from your Print campaigns.

There was no apparent pattern toresults based on company size- both the SME and medium sized corporates reported respectable results.

Agencies, on average,report a slightly higher levelof candidate quality.



5 0

QU

ALI

TY

OF

CA

ND

IDA

TE

S

251 - 1000 FTE

Under 250 FTE

Over 10,000 FTE

5001 - 10,000 FTE

1001- 5000 FTE

QU

ALI

TY

OF

CA

ND

IDA

TE

S


Regularly Measure


P R O F E S S I O N A L S O C I A L N E T W O R K S

Media & Publ ishing

Recruitment





Technology/Telecoms




*ALL INDUSTRIES

Retail


Financial Services


FMCG

Hospitality/Leisure


Education

100%

84%

8 0 %

91%91%

100%

97%

9 6 %92%

8 9 %

8 9 %

82%

71%

67%59%

57%

9 0 %

75%

73%


QU

AL

ITY

OF

CA

ND

IDA

TE

S

2018

2017

Professional Social Networks remain one of the most widely used candidate sourcing channels - and one of the most high-performing.

All industries report above average candidate quality - with most also

receiving sufficient quantities. A few sectors however are struggling to identify enough candidates via the networks - including Health & Social Care, Transportation & Logistics, Government, Charities & Not-for-Profits.

QU

ALI

TY

OF

CA

ND

IDA

TE

S

Agencies

In-house






Regular measurement is having a positive impact. Those who regularly measure seea significantly improved quantity and quality of candidates.

Although companies of all sizes reported high degreesof candidate quality, smaller companies reprted the lowest levels of candidate numbers.

It seems that both agencies and in-house recruitersare seeing success with Professional SocialNetworks as a sourcing channel.Agencies, however, report higher numbers of quality candidates.




51

QU

ALI

TY

OF

CA

ND

IDA

TE

S

5001 - 10,000 FTE

O ver 10,000 FTE

251 - 1000FTE1001- 5000 FTE

Under 25 0 FTE

QU

ALI

TY

OF

CA

ND

IDA

TE

S

Regularly Measure



S O C I A L M ED IA

FM CG


56%Retail 51%

Technology/Telecoms 51%Health & Social Care 48%

Professional Services 46%Construction/Architecture/Engineering 44%

Financial Services 44%Insurance/Real Estate/Legal 43%

Transportation & Logistics 33%


Media & Publ ishing

Recruitment

Education


Hospitality/Leisure


* AL L I N D USTR IES


79%

64%67%

8 0 %

71%

7 0 %67%

2 8 %

22%

57%


QU

AL

ITY

OF

CA

ND

IDA

TE

S

20172018

We saw a modest decline in the use of Social Media as a sourcing channel across most industries in 2018 with overall usage level of 57% of in-house teams.

All industries reported Social Media in the lowest quadrant for both Candidate Quality & Quantity - the best results seen in the Advertising & Marketing sector and Government, NfP & Charity Sectors.

QU

ALI

TY

OF

CA

ND

IDA

TE

S

In-house

Agencies






We see a straight line improvement of results here throughmonitoring and measuring.The more you measure, the likely you are to improve your results.

Size has some impact on the results for Social Media as a sourcingchannel. Larger organisations of 5000+ FTEreported the best results from their social campaigns.

In-house teams, on average, get better results from social media than recruitment

agencies.




52

QU

ALI

TY

OF

CA

ND

IDA

TE

S

251 - 1000 FTE

1001- 5000 FTE

Over 10,000 FTE

Under 250 FTE

5001 - 10,000 FTE

QU

ALI

TY

OF

CA

ND

IDA

TE

S

Regularly Measure



S P E C I A L I S T J O B B O A R D S


Hospitality/Leisure

Education


Media & Publishing



Retail

*ALL INDUSTRIES


FMCG

Financial Services




Recruitment


Technology/Telecoms

Utilities/Oil & Gas

67%

36%

33%

42%48%

73%

63%

58%5 0 %

39%

39%

35%

2 8 %

23%

4 0 %

33%

31%

21%

21%QUANTITY O F C AND I D AT E S

QU

AL

ITY

OF

CA

ND

IDA

TE

S

2017

2018

Once again, Specialist Job Boards are still seen as a source of good numbers of quality candidates.

Industries with the highest results include Hospitality, Leisure & Tourism; Education; Technology & Telecoms.With only the Advertising, Construction and Industrial sectors reporting disappointing numbers of candidates- although candidate quality isrespectable.

QU

ALI

TY

OF

CA

ND

IDA

TE

S

Agencies In-house






Even those who don’t measure performance report good results -although those that consistently monitor performance see the best returns.

Companies of all sizes report good results from advertising on Specialist Job Boards.

Both In-house and Agency teams see good levelsof candidate quality - and in-house are getting good numbers too from theSpecialist JobBoards.




53


QU

ALI

TY

OF

CA

ND

IDA

TE

S

Under 250 FTE

251 - 1000FTE

1000 - 5000FTEOver 10,000 FTE

5001 - 10000 FTE


QU

ALI

TY

OF

CA

ND

IDA

TE

S

Regularly Measure

Occasionally MeasureCan’t / Don’t Measure

W E B S I T E / C A R E E R S S I T E

97%

95%

95%

94%

93%

92%

92%

90%

90%

90%

88%

86%85%

83%

Hospitality/Leisure

Media & Publ ishing



Education



Technology/Telecoms

FMCG


*ALL INDUSTRIES

Retail


Recruitment




Financial Services


100%

100%

100%

100%97%


QU

AL

ITY

OF

CA

ND

IDA

TE

S

2018

2017

Once again, the most used sourcing channel is the company’s own careers site or website with 92% of respondents having some degree of online recruitment functionality.

Results, on average, remain firmly at the

mid-point of the quadrant - although high returns were reported by Retailers, Media & Publishing, Hospitality & Leisure, Education, Advertising & Marketing sectors.

Q U A N T I T Y O F C A N D I D A T E SQ

UA

LIT

Y O

FC

AN

DID

AT

ES

Agencies

In-house






The near straight line showsmonitoring and measuring of this channel has a positiveeffect on results.

Those who occasionally measureand regularly measure reach the top right quadrant. The average sits at the mid-point.

In line with 2017 results - it’s clear that careers sites perform best for larger companies -smaller firms can’t rely on them as their sole source of candidates.

It’s a close call. In-house sit at the mid-point so achieve a good balance of quantity and quality candidates.Agencies are slightly ahead on the quality of candidates throughWebsite/Careers site but are slightly behind in-house onthe quantity generated.


54

PA RT

7 FURTHER INSIGHTS

In which we take a deeper delve into the data to answer questions like:

Is Social Media a waste of time... or should I just b e doing more of it?

If w e write a b log on ce per week will w e get more suitable candidates?


55

Recruitment market ing tact ics 56Wh ich channels are you measuring? Benefits of measu r ing channels Social Media post ing f requency Careers Site content creationTypes of Careers Site content Content on peak-performing sites Content & the candidate funnel Candidate-centric content Example: Travelodge

5758596 06162636465

56

RECRUITMENT MARKETING TACTICS

Emai l Marketing Post ing website content (newsletters, job alerts etc.) (posts, articles etc)

Events / J o b Fairs/ O p e n D a ys etc.

Daily

Week ly

Monthly

Occasional ly

Planning to use

N o t planningto use

Social Media Video

FR

EQ

UE

NC

YN

OT

US

ING

We asked which recruitment tactics you employ to complement your job postings, and how frequently you usethem.

K E Y I N S I G H T S

17%

11%

19%

23 %

2 6 %

5 % 5 %

7 %

9 %

17%

21%

41%

1%

2 %

8 %

4 0 %

19%

30 %

19% 2 %

2 8 %

10%

16%

13%

13%

2 %

5 %

19%

3 6 %

3 6 %

Recruitment Marketing is still a relatively under-tapped strategy for many recruitment teams.

38% Use Email Marketing

52% Create fresh content for their careers site

51% Attend Careers Fairs & Events

28% Create video content

73% are using Social Media -although, results as shown in the Social Media Sourcing Quadrant are a mixed-bag.

57

WHICH C HANNELS D O YOU MEASURE REGULARLY?

20

40

60

80

100%

We asked how often recruiters measure the effectiveness of the channels they use.

We found that, on average, around a third regularly measure each channel.

Agencies are your most measured source of candidates followed by Employee Referrals.

The effectiveness of Social Media & Print Advertising are the channels you find it hardest to measure.

Regularly measure

Occasionally measure

Can’t / Don’t measure


THE BENEFITS OFMEASURING C H A NNEL EFFECTIVENESS

As has been reported in the previous two years of

the survey, we see the best results reported bythose

recruitment teams who actively monitor & measure

their sourcing channels.

This is true with virtually all channels, unfortunately only

around a third of recruitment teams consistently measure

and monitor their performance - we have seen little

improvement in this level over the three years of the survey.

In the quadrant to the right the overall channel average is

shown (asa circle) connected to a star, representing those

companies who consistently measure their performance

with thechannel.

A clear picture develops - to maximise your channel

effectiveness, recruiters need greater analytics in order

to improve the performance of each of your sourcing

channels.

PSL / Agencies

Employee Referrals

Website

PPC




CV Databases

Print

Social Media

QU

AL

ITY

OF

CA

ND

IDA

TE

SEvents

General JobBoards Job Aggregators

Channel Average Results if Regularly Measured



5 8

D O E S SOCIAL MEDIA IMPROVE WITH REGULARITY?

As has been evident in each of the three years of

the UK Candidate Attraction Survey, SocialMedia,

in general, has been an underwhelming sourceof

qualified candidates in most industries.

But a closer look at the data shows that it is possible to get a decent return. Social Media requires regularity of posting - as well

as consistent measurement of effectiveness in order to learn and improve your job campaigns.

QU

AL

ITY

OF

CA

ND

IDA

TE

S h

Daily & RegularlyMeasure

DWeekly

Mont

Social Media (

Occasionally

aily

ly

Average)



5 9

WILL YOUR WEBSITE ATTRACT MORE/BETTER CANDIDATES IF YOU PUBLISH MORE CONTENT?

The effectiveness of your careers site appears to

be affected by a number of factors, as shown n

previous years: size plays its part - simply put -

larger companies fare better.

But we also wanted to look at the frequency with which recruitment marketing teams are publishing digital content (posts, articles, employee stories, newsletters etc.) and whether this rate would influence the results of thecareers site.

The resulting quadrant to the right would seem to indicate that there

is a correlation between frequency of content publishing and an

improvement in resulting candidate quality andquantity.

While we can’t be confident that this is cause and effect - there does

seem to be an improvement - the more frequently you publish - thebetter your careers site performs.

But this year we also wanted to take a closer look at the types of content you have on your careers site - to identify if there is any difference between those companies with ‘peak performing’ careers

sites - and those struggling to attract quality candidates, and our

findings begin overleaf...Q

UA

LIT

Y O

FC

AN

DID

AT

ES

Website (average)

Daily

Weekly

Monthly

Occasionally

No content updates



6 0

WHICH TYPES O F CONTENT D O YOU HAVE O N YOUR C A R E E R S SITE?

Almost 90% of respondents

post their job advertisements

on their own website or

dedicated careers site, for

12% this is the ONLY jobs

content they publish.

Company values are the second most likely topic to present to prospective candidates - with half of all respondents outlining their rewards and benefits.


61

Job vacancies

Company values

Rewards & benefits

Working here

Employee stories

Employee videos

Diversity & inclusion

Apprentice/Graduate Programmes

How your recruitment process works

Learning & development

FAQ’s

Career pathways

Interview hints & tips

None of the above

8 9 %

65%

5 0 %

47%

45%

33%

33%

31%

2 9 %

24%

22%

21%

13%

5%

WHICH TYPES O F CONTENT COULD MAKE THE DIFFERENCE TO YOUR C A R E E R S SITE?

By analyzing the Quantity

& Quality ratings for

careers sites we were

able to identify those

organisations with a

‘Peak Performing Site’ -

these are characterised

by sites where candidate

quality and quantity are

consistently rated as ‘high’.

We then analysed they types of content available to candidates on the sites of these peak performers and compared itto those organisations who ranked their careers site low for both quantity and quality of candidates.


0 20 40 60% 80% 100%

Under Performing

62

Peak Performing

Interview Hints & Tips

Career pathways

FAQ’s

Learning & Development

How your recruitment process works

Diversity

Employee videos

Employee stories

Working Here

Rewards & Benefits

Company values

Job vacancies

Pe a k Performing Careers S i tes are...

more likely to haveCareer Pathways

more likely to have Interview Hints &

Tips

7x 5x 2xmore likely to have

How our

Recruitment

Process Works

2xmore likely to have

FAQs

...than Poor-Pe rforming Careers S i tes

2xmore likely to have

Diversity &

Inclusion

P E A K PERFORMING C A R E E R S SITES CONTAIN CONTENT F O R ALL STAGES O F THE CANDIDATE ATTRACTION FUNNEL


A

B

C

D

E

F

Evaluation

AwarenessCandidate is aware of your company, perhaps they have visited your careers site

InterestCandidate expresses initial interest, perhaps following you on Twitter

ConsiderationCandidate is considering applying,perhaps they have subscribed to your email alerts

ApplicationCandidate sends you their CV, joins Talent Pool or applys for a job

Candidate is within your hiring process

JoiningCandidate has been selected and an offer has beenmade

Peak Per for m ing Additional

Content

63

Typical Car eers Site Co n ten t

Job Vacancies Company Values Working Here

Employee StoriesRewards & Benefits

Online Applications

FAQsHow your process works Career Pathways Diversity & Inclusion

Interview Hints & Tips How your process works FAQs

Online Onboarding

How your process works

We found that most Careers Sites contain limited additional content over and above Job Vacancies - and much of it is designed around the company and the early stages of the talent attraction funnel. But Peak Performing Careers Sites are far more likely to contain ‘Candidate-Centric’ content that is useful at every stage of the funnel...

IT’S TIME F O R CANDIDATE-CENTRIC CONTENT.FINDING THE OPTIMAL CONTENT FO R C A R E E RS SITES

By testing the various combinations of careers site content we

were able to identify the optimal content - the content which is

used on the best performing careerssites.

The clear connecting feature of these content types is that they are designed to be valuable and useful for the candidate throughout their evaluation process, from first enticing them to apply, right through the application and assessment stages.

Yet these types of content are currently under-used.

For example, only 21% of careers sites describe the potential pathways that a new employee can take with you to develop their career...and only 13% of sites have interview hints and tips to assist the candidate during your assessments.


QU

AL

ITY

OF

CA

ND

IDA

TE

S

Website (average)


Careers sites that include:• Career Pathways• Diversity & Inclusion• FAQs• How your recruitment

process works• Interview hints & tips

64

CANDIDATE-CENTRIC, P E A K PERFORMING C A R E E R S SITE EXAMPLE: TRAVELODGE

Travelodge is the largest independent hotel brand with over

37,000 bedrooms with a vision to become the UK’s favourite

hotel for value. As part of their strategy to expand and

develop the hotel group, recruitment growth also needed to

be managed. Over 12,000 colleagues currently work across

Travelodge to look after their 18 million customers every

year and they are constantly adding to the team to strive to

continually improve their offering.

Travelodge’s ambitious growth requires continuousrecruitmentof new team members whilst dealing with candidate attraction challenges and labour shortages in the hotel and hospitality sector. The hospitality industry has grown faster than any industry since 2008 and contributes over 17% of the UK workforce.

Knowing the candidate segments they wanted to target meant theywould be able to personalise and package the content and profileson the careers website to foster engagement from the very start ofthe journey, highlighting individual needs of these segments.


145%

increasein

completed applications

“The revised careers site now addresses candidate

attraction through engaging content in a range of

formats, providing a great user experience relevant

to the audience. Content such as ‘what it’s like to work here’ and the wider benefits on offer - such as flexibility, anniversary vouchers, discounts and employee assistance programme are reinforcedthroughout the candidate journey. Advertised roles are now far more than just a salary and highlight the pathways available to bring longevity to employees’ careers.”

- Sophie White, People Project Manager,Travelodge.

65

https://travelodge.co.uk/careers

Mermaid House

Puddle Dock

London

EC4V 3DS

Tel: (UK) 0203 693 2222

Tel: (Int) +44 203 693 2230

Email:[email protected]

Visit:

www.reubenchase.com

FIND OUT MORE

Reuben Chase for your recruitment needs

Our specialized technical ability allows

you to obtain the best candidates in the

market at the highest speeds.

Download brochure

http://reubenchase.com/download/1702/

Documents

DIDATE ATTRACTION REPORT REPORT - Reuben …...2 INTRODUCTION Welcome to the Reuben Chase candidate report. Powered by Eploy. This year we were delighted to receive a 20%increase in