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Top Sources of Hire 2015A Look at the Definitive Report on Talent

Acquisition Strategies

Amber Hyatt, SPHR

Sponsored by:

Roll Out the RedCarpet® Experience

Talent Acquisition

Talent Development

Talent Administration

Your Host

Amber Hyatt, SPHRDirector, Product Marketingamber.hyatt@silkroad.com

@spamberhyatt

The Job Market is Back on Track

Photo credit: educatinggeeks.com

Job Openings at a High

US job openings in February Highest number of open positions in

14 years

Difficulty Filling Jobs

Employers-Manpower Group, 2014 Talent Shortage Survey

Cost per Hire:

Where does the money go?

U.S. companies spend an average of

$3,500 per new hire:

Job boards and search engines

Social media

Internal staff time

Agencies

Travel for Candidates

Job fairs

Campus recruiting

Long Tenure: Slow Jam of the Past

years

Average tenure

years

Millennials tenure average

(between 25-34 yrs.)

Where do I ATTRACT Quality applicants?

Source Effectiveness Benchmarks

Interviews & Hires

Proof in Numbers

Sources

Applicants

Interviews

Hires

Source Categories

External Sources

• Agencies

• Job board

• Campus recruiting

• Job fairs

• Job search engines

Internal Sources

• Career websites

• Current employees

• Former employees

• Recruiter sourced

Key Finding:

Internal source hires dominate

39%

61%

HiresExternal vs. Internal

Sources

Internal

External

55%

45%

Interviews External vs. Internal

Sources

Top Internal Sources of Hire

1% 1% 3%

19%

19%

36%

Internal Sources

Hires

Key Finding:

Employee Referrals lead all Hires

Power up Employee Referrals

“Exceptional referral programs are extremely sophisticated and require highly coordinated resources.”

-Dr. John Sullivan

Opportunities to Improve

• Strengthening Business Cases• Responsiveness• Eligibility• Program motivators• Proactive referrals• Social networks• Prioritization of jobs• Program Administration

Facilitating Experiences:

Current Employees

Feed me

Growing Employees

Current Employees

Internal Interviews

Internal Hires

Your brand’s calling card:

Customer Career Website

Relationships builders …

In-house Recruiters

How are sourcers engaging with Passive Candidates?

Response rates

Key Finding:

Online source trump offline (External)

External Online sources delivered

85% interviews &78% hires

VS.

Key Take Away:

Indeed is best external source

• Indeed produced ~4x more interviews than next external source (Careerbuilder)

• ~3x as many hires of the next 3 branded sources

(Careerbuilder, LinkedIn, Craigslist)

Top External Sources2%

2%3%

2%

4%

3%

4%

8%

7%

Top 10 External

Sources – Hires

1% 1% 1% 2%

2%

4%

5%

6%

11%

Top 10 External

Sources – Interviews

Top 5 Branded External Sources

Interviews and Hires

Hires:

43,574

Interviews:

148,263#1 Indeed

#2 CareerBuilder

Interviews: Hires:

17,975 4,082

LinkedIn#3

Interviews: Hires:

15,033 3,433

Craigslist#4

Interviews: Hires:

38,806 7,758

Interviews: Hires:

7,468 1,947

Monster#5

Key Take Away:

Job Search Engine tops Job Boards

Job search engines = best online external source

1%1% 1% 2%3%

5%

6%

8%

14%

52%

Job Search Engines vs. Boards External Online

Interviews

1% 1%1% 2%

2%4%

5%

10%

10%

54%

Job Search Engines vs. Boards External Online Hires

Campus recruiting continues to climb

• Interviews from campus

recruiting efforts for

2015 increased by

230% from 2014

Employers plan to hire 7.5% more new college graduates from the class of 2015 for their

US and international operations, when compared to the Class of

2014-Source: National Association of Colleges &

Employers, 2015 Job Outlook Report

Mobile technology: HR isn’t savvy yet

28

31% use mobile

Recruiting

26% use

mobile

Learning

57% neutral or

unconcerned

about mobile

HR

Mobile Opportunity

Spotlight:

Mobile wins gaining momentum

Indeed Apply (mobile) produced

30% Interviews and 18% hires of Indeed’s data

2015 Best Sources (percentages)

Don’t forget to make it easy for candidates

Do your job descriptions attract quality candidates?

• Minimum qualifications vs. desired qualifications

• Challenges they can expect to conquer

• Importance of role to the company

• Key responsibilities

• Re-iterate what sets your company apart

• How is this position different from other

companies?

Tip: Have team members review job descriptions

Where do I go from here?

Review your sourcing strategy REGUARLY!

Track & measureresults

Be intentional with sourcing efforts

Utilize source tracking with ATS

Sever sourcing loyalties that don’t produce

Create quality job postings

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