The source is strong in this one…
By Thomas Boyle
Deciding where to spend your valuable job advertising dollars is always a challenge. With literally thousands of options to choose from, deciding which ones are right for your company can be frustrating.
That’s why we’re excited to announce that we’re closing in on the completion of our second annual Recruitment Marketing Effectiveness research report. Okay, admittedly I’m a bit of a talent acquisition nerd so I find this type of research fascinating.
If you remember from last year’s report, the research is totally different than anything being published today. Rather than relying on outdated or inaccurate survey data to find out where candidates come from, we tapped directly into our customers’ database (with their permission of course) to identify not only the top sources of candidates, but more importantly, the top sources of interviewed and hired candidates.
As part of this research we worked with over 900 of our customers to use their 2012 data in aggregate. These organizations ranged broadly in size and included 10 of the Fortune 500 and 50 of the Fortune 1,000. In total, we gained insights into over 10 million applicants.
To give you a pre-release snapshot of the report, we’ve summarized the findings in the below infographic. You’ll see that we analyzed internal sources, employee referrals and company career sites were the number one driver for interviews with similar results for hires.
The report is packed with a lot more insight and detail on the above, including:
- A look at the importance of automated source tracking
- Internal source effectiveness
- Insights into what job boards drive the most interviews and hires
- Job search engines vs. job boards, who came out on top
- New, effective sources for top talent
In preparation for the release of this report, we also had the opportunity to partner with an amazing customer to co-present some of the findings. Michael Goldberg, Director, Talent Acquisition with Freeman Company, a worldwide logistics leader, co-presented on these findings and a lot more. Michael was not only able to help validate these sources within his organization, but he also added special insights into what’s working for Freeman. He even shared how they were able to reduce their dependency on big box job boards by leveraging free distribution channels.