SilkRoad's Blog
Feb 13, 2013

The source is strong in this one…

By Thomas Boyle

Take a look at the 2015 Top Sources of Hire Report!

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 Rather than relying on outdated or inaccurate survey data to find out where candidates come from, we tapped directly into our customers’ database (with their permission of course) to identify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?
• Discover new effective places for top talent
  • 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.

Take a look at the 2015 Top Sources of Hire Report!

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3 Responses to “The source is strong in this one…”

  1. […] post below is based. The most significant appears to be charts on pages 8, 11, and 15 and in the infographic on the SilkRoad blog showing some sources produced more hires than they did […]

  2. Thomas ( SilkRoad) says:

    We wanted to take the time to clarify that upon further review the data represented in the infographic and reports is correct, we did have one problem with a legend in the report however the actual data is correct. In regards to how any given source could have a higher number of hires than interviews which for some has seemed impossible is actually fairly easily explained and i think can be validated by 99% of recruiters using any ATS.

    When we began this analysis we queried off of the activity schedule interview which is not a required activity and we all know that when something’s not required in many cases the formality of logging into an ATS doesn’t happen especially in instances where managers don’t use the system for scheduling or may have received candidates from prescreened sources such as agencies. The hires on the other hand are always 100 percent since most managers/recruiters must take that action to physically hire someone and get the position closed and onboarding initiated. We apologize for the upfront confusion.

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