Sources of Hire (2008): Why You Should Care About This Now
Current Data, Trends, Opportuni2es and Challenges for 2009
Gerry Crispin, sphr & Mark Mehler Founders & Principals, CareerXroads
www. CareerXroads.com, [email protected]
732-821-6652
8th Annual Sources of Hire Study released Feb 2009 http://www.careerxroads.com/news/articles.asp
20-50 firms respond
each with 5000 to 100,000 North American employees
openings filled
We ask 200 staffing leaders for SOH data
by 1,000-3,000 Recruiters and Sourcers
During 4 weeks each January 2009
200
45
1,546,497
309,600
1,863
Widely dispersed [US and Canada]. No Industry dominates
Roughly 60/40 Exempt vs Non-exempt
10% of the workforce is “contingent”. Recruiting does not track it.
Surveyed Companies hired 22% fewer employees in 2008 than 2007
Surveyed Companies expect to hire 16% fewer employees in 2009
40% outsource some part of their staffing. No one outsources All of it.
Additional Respondent Demographics
23.9% maintain a Corporate sponsored Facebook page
56.5% block Facebook etc. for some or all of their employees
2007 2006 2005 2003 2004 2008
Internal External
39% 28% 34% 32% 38% 36%
Breakdown of External Sources of Hire (2008)
Job Boards
Year-to-Year Comparison of External Sources of Hire
28.2%
14.0%
11.7%
12.5%
9.4%
3.8%
4.6%
1.2%
2.3%
3.0%
3.3%
4.8%
0.8%
27.3%
20.1%
12.3%
10.1%
7.8%
3.6%
3.4%
3.3%
3.2%
3.1%
2.7%
2.4%
0.8%
27.1%
12.2
12.6
10.5%
7.4%
5.6%
4.6%
N/A
3.2
3.2
5.2%
N/A
4.2%
2007 2006 2005 Referrals
Corporate Web Pages
Job Boards
All Other
Direct Sourcing
College
Search Engine Marketing
Career Fairs & Open Houses
Temp-to-hire
Agency (TPRs)
Rehires
Walk-ins
26.6%
20.7
12.3
7.0%
6.4%
3.8%
6.9%
2.0%
2.7%
2.3%
4.8%
5.2%
0.5%
2008
Question: How many Referrals does it take to make just 1 hire?
= 27.3% Referrals
1 - 4 referrals = 1 hire
31%
31% of survey respondents
Answer: On average…11.2
Job Boards = 12.3%
2007
2008
Monster (1)
CareerBuilder (2)
HotJobs (3)
Niche Sites (4)
Aggregator Sites (5) Linkedin (6) The Ladders (7)
28.9%
23.0%
9.9%
Acquisitions Community organizations Company reputation Direct email job alerts from ATS Direct mail campaigns Diversity organizations Don't know Electronic marquee on Headqtrs JMO Program Manager networks Migrated from legacy database Professional associations Radio Silver Medalists State Employment Agencies Television
All Other = 10.1%
Diversity
1 2 3 4 5 6 7 8 9
Relative Effectiveness of Diversity Sources
productive
How productive are each of the following sources for diversity hiring?
1 Employee Referrals 2 Company Affinity Groups 3 Major Job Boards 4 Social Networks 5 Agencies (3rd Party) 6 Dedicated Diversity Sourcers 7 Diversity Career Fairs 8 Niche (Diversity) Job Boards 9 Dedicated Diversity Recruiters
Rank
Lessons Learned
”Don’t Know” Doesn’t cut it.
Lessons Learned
How much of your “OTHER” category is “I don’t know”
Do not close a position unless the SOH for the selected individual is filled
”Don’t hire” Doesn’t cut it either.
Lessons Learned
Do you hire/oversee all classes/categories of F/T hiring?
Only half of Corporate Staffing Functions are responsible for every F/T hire.
”Don’t hire” Doesn’t cut it either.
Lessons Learned
Staffing leaders must be aware of their “universe” & its impact on their business.
How do you manage Contract/Contingent/Past-time hires?
Lessons Learned
“They” Can’t Read your Mind
Create simple drill-down menus i.e. “Career site” > alpha list of job boards
81.8%
Compare self-report with source IP Address
Add SOH questions during Interview phase
Request [survey] confirmation from new hires
Conduct focus groups during onboarding
Lessons Learned
Prove it. Confirm Self-report.
25%
36%
14%
5%
or, contract for reports from job distribution services 9%
Multiple Sources are more likely.
What are the patterns of Source(s) over time that influence decisions of Quality candidates to apply?
Lessons Learned
One [SOH] is not enough.
2009 Plans
Improve Direct Sourcing, Social Network Connections and SEM “We need to greatly increase our focus on Social Networking.” “Developing a dedicated internal sourcing function.” “More movement towards utilizing social networks.”
Reduce Agency, Job Board and Print “Looking at moving away from [Job Board] postings.” “Bringing Executive Search in-house.” “Agency hires will be severely scrutinized.” “No more print- highest cost, fewest hires.” “Restrict use of third party agencies.”
Increase Referrals “Develop a micro employee referral strategy.” “Researching [why] employee referral program is not expanding.” Track and Train “Educate our Recruiters on appropriate source coding.” “Track quality of hire to build quality of source .” “Analyze results more frequently.”
Improve Careers Pages “Creating landing pages.” “Starting next Careers Website redesign.”
Gerry Crispin, sphr & Mark Mehler Founders & Principals, CareerXroads
www. CareerXroads.com, [email protected]
732-821-6652
THINK
Good Hunting!
8th Annual Sources of Hire Study released Feb 2009 http://www.careerxroads.com/news/articles.asp