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2009 Sources of Hire

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ERE webinar from 4/8/2009, presented by Gerry Crispin

ERE webinar from 4/8/2009, presented by Gerry Crispin

Published in: Business, Career

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  • 1. Sources of Hire (2008):    Why You Should Care About This Now  Current Data, Trends, Opportuni2es and Challenges for 2009 8th Annual Sources of Hire Study released Feb 2009 http://www.careerxroads.com/news/articles.asp Gerry Crispin, sphr & Mark Mehler Founders & Principals, CareerXroads www. CareerXroads.com, mmc@careerxroads.com 732-821-6652
  • 2. During 4 weeks each January 2009 We ask 200 staffing 200 leaders for SOH data 20-50 firms respond 45 each with 5000 to 100,000 1,546,497 North American employees openings filled 309,600 by 1,000-3,000 1,863 Recruiters and Sourcers
  • 3. Additional Respondent Demographics Widely dispersed [US and Canada]. No Industry dominates Roughly 60/40 Exempt vs Non-exempt 40% outsource some part of their staffing. No one outsources All of it. 10% of the workforce is “contingent”. Recruiting does not track it. 23.9% maintain a Corporate sponsored Facebook page 56.5% block Facebook etc. for some or all of their employees Surveyed Companies hired 22% fewer employees in 2008 than 2007 Surveyed Companies expect to hire 16% fewer employees in 2009
  • 4. External Internal 2003 2004 2005 2008 2006 2007 39% 36% 38% 34% 32% 28%
  • 5. Breakdown of External Sources of Hire (2008) Job Boards
  • 6. Year-to-Year Comparison of External Sources of Hire 2007 2005 2006 2008 Referrals 26.6% 27.3% 28.2% 27.1% Corporate Web Pages 20.1% 20.7 14.0% 12.2 Job Boards 12.3% 12.3 11.7% 12.6 All Other 10.1% 7.0% 12.5% 10.5% Direct Sourcing 7.8% 6.4% 9.4% 7.4% College 3.6% 3.8% 3.8% 5.6% Print 3.4% 6.9% 4.6% 4.6% Search Engine Marketing 3.3% 2.0% 1.2% N/A Career Fairs & Open Houses 3.2% 2.7% 2.3% 3.2 Temp-to-hire 3.1% 2.3% 3.0% 3.2 Agency (TPRs) 2.7% 3.3% 4.8% 5.2% Rehires 2.4% 4.8% 5.2% N/A Walk-ins 0.8% 4.2% 0.8% 0.5%
  • 7. Referrals = 27.3% 31% of s urvey res pondents 1 - 4 referrals = 1 hire 31% Question: How many Referrals does it take to make just 1 hire? Answer: On average…11.2
  • 8. Job Boards = 12.3% Linkedin (6) Aggregator Sites (5) The Ladders (7) Monster (1) 2007 Niche Sites (4) 23.0% (2) CareerBuilder HotJobs (3) 9.9% 28.9% 2008
  • 9. All Other = 10.1% 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
  • 10. Diversity Rank Relative Effectiveness of Diversity Sources 1 Employee Referrals 2 Company Affinity Groups p r 3 Major Job Boards o 4 Social Networks d u 5 Agencies (3rd Party) c 6 Dedicated Diversity Sourcers t 7 Diversity Career Fairs i v 8 Niche (Diversity) Job Boards e 9 Dedicated Diversity Recruiters 1 2 3 4 5 6 7 8 9 How productive are each of the following sources for diversity hiring?
  • 11. Lessons Learned
  • 12. Lessons Learned ”Don’t Know” Doesn’t cut it. 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
  • 13. Lessons Learned ”Don’t hire” Doesn’t cut it either. Do you hire/oversee all classes/categories of F/T hiring? Only half of Corporate Staffing Functions are responsible for every F/T hire.
  • 14. Lessons Learned ”Don’t hire” Doesn’t cut it either. How do you manage Contract/Contingent/Past-time hires? Staffing leaders must be aware of their “universe” & its impact on their business.
  • 15. Lessons Learned 81.8% “They” Can’t Read your Mind Create simple drill-down menus i.e. “Career site” > alpha list of job boards
  • 16. Lessons Learned Prove it. Confirm Self-report. 25% Compare self-report with source IP Address or, contract for reports from job distribution services 9% Request [survey] confirmation from new hires 14% 36% Add SOH questions during Interview phase 5% Conduct focus groups during onboarding
  • 17. Lessons Learned One [SOH] is not enough. Multiple Sources are more likely. What are the patterns of Source(s) over time that influence decisions of Quality candidates to apply?
  • 18. 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.”
  • 19. THINK 8th Annual Sources of Hire Study released Feb 2009 http://www.careerxroads.com/news/articles.asp Good Hunting! Gerry Crispin, sphr & Mark Mehler Founders & Principals, CareerXroads www. CareerXroads.com, mmc@careerxroads.com 732-821-6652