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2013 soh-perception is reality
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2013 soh-perception is reality

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Published March 2013

Published March 2013

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  • US and F/T
  • 20% not employee but other referrals
  • Is every hire from a single stream or do the sources we measure feed into each other
  • Is every hire from a single stream or do the sources we measure feed into each other
  • Is every hire from a single stream or do the sources we measure feed into each other
  • Is every hire from a single stream or do the sources we measure feed into each other

Transcript

  • 1. The end of the non-internet era1997 Sources of Hire 28.7% - Newspaper ads19.7% - Employee Referrals10.4% - Agency (Contingent) 8.7% - Contract Recruiters 8.3% - Job Fairs 5.0 % - Other advertising 4.6% - Image advertising 4.2% - Trade journals 2.9% - College 2.9% - Resume services 2.1% - Agency (Search) 2.1% - Internet 1.5% - Radio
  • 2. Valid Reliable AccurateComplete
  • 3. Each year since 2001… This year… …we’ve asked ~200 staffing leaders for their SOH data… ~200 employers ~200 …and 25-50 firms respond… 37 respondents 37…representing 1-2 million [F/T] 1,204.614 1,204.614North American EEs in total… total EEs …where 1,000-3,000 1,591 1,591 Recruiters… recruiters …fill 150k-300k F/T openings. 185,450 185,450 openings filledSource: CareerXroads, Feb. 2013 Source of Hire
  • 4. In 2012 In 2013respondents filled respondents plan to fill8.6% fewer openings than 17.5% more openings thanthe previous year (2011) the previous year (2012)
  • 5. 77,200 openings (42%) were filled through INTERNAL movement and promotion 108,250 openings (58%) were filled through EXTERNAL sources
  • 6. 36% 38% 32% 34% 28% 39% 51% 50% 41% 42%2003 2004 2005 2006 2007 2008 2009 2010 2011 2012
  • 7. 20 20 201 201 201 201 Referrals 12 12 11 00 24.5% 28.0% 27.5% Career Site 23.4% 9.8% 18.9% Job Boards 18.1% 20.1% 24.9% Direct Source 6.8% 9.1% 5.0% College 5.5% 6.6% 7.2% Rehires 3.3% 4.3% 2.8% 2012 3rd Party 3.1% 2.8% 2.3% Sources of Social Media 2.9% 3.5% NA External Print 2.3% 2.2% 2.0% Hires (~108,000) Temp/Contract-to-hire 1.5% 2.1% 2.4% Career Fairs 1.2% 1.9% 1.8%Source:CareerXroads SOH, Feb. 2013 Walk-ins 0.3% 0.8% 0.7% Other 7.2% 8.8% 4.6%
  • 8. And Now….
  • 9. Q: What % of your Job Board hires come from each site? ALL Other d Niche Job Sites In dee List Mon aigsaddersal Care Cr L ste d tr r re The b Cen Hi E erBu Jo DIC pl y A: m ilder Si Source: CareerXroads SOH, Feb. 2013
  • 10. Post and Pray Q: Are your Job Board HIRES mostly from Posting Jobs or Resume Searches?
  • 11. Q: How many Referrals does it take to make one hire? A: Weighted Average 9.9 Source: CareerXroads SOH, Feb. 2013
  • 12. The % of our INTERNS (that we want to convert) who accept is… 9.4% 3.1% 9.4% 34.4% 21.9% 3.1% 9.4% 3.1% 6.3% A: Weighted Average 0% 49.8% 0% RespondentsSource: CareerXroads SOH, Feb. 2013
  • 13. Linkedin job posts Linkedin Groups Linkedin Company Pages Linkedin Marketing Campaigns Linkedin: Recruiters Searching Facebook Company Pages Facebook Marketing CampaignsFacebook job apps like Beknown, etc. Facebook: Recruiter Searches Twitter: Job Tweets Twitter: Recruiter Searches Customized Landing Pages Company Mobile Apps Company Talent Communities Public Talent Communities Specialized Mobile Campaigns SEO – SEM w Google Bing, etc.
  • 14. How do Sources interact with one another to influence candidate action? Legend % Respondents = 80-100 =60-80 =40-60 =20-40
  • 15. (1) Job Boards (1) Co. Career Site (2) Direct Source Referrals (2) Social Media Career Site (3) Social Media (3) Referrals (4) Job Boards (4) Direct Source Referrals DRIVERS/ DRIVERS/ INFLUENCERS INFLUENCERS(1) Co. Career Site (1) Social Media (2) Social Media Job Boards (2) Co. Career Site Direct Source (3) Co. Career Site (3) Job Boards (4) Referrals (4) Referrals Referrals DRIVERS/ DRIVERS/ INFLUENCERS INFLUENCERS
  • 16. (1) Referrals (1) Co. Career Site (2) Social Media College (2) Co. Career Site Re-Hires (3) Direct Source (3) Direct Source (4) Job Boards (4) Job Boards Referrals DRIVERS/ DRIVERS/ INFLUENCERS INFLUENCERS(1) No other source (1) Co. Career Site (2) Career Site 3rd Party (2) Direct Source Social Media (3) Job Boards (3) Job Boards (4) Referrals Referrals DRIVERS/ DRIVERS/ INFLUENCERS INFLUENCERS
  • 17. (1) Co. Career Site Print (2) Direct Source Temp-to-hire (1) No other source (3) Social Media (4) Job Boards Referrals DRIVERS/ DRIVERS/ INFLUENCERS INFLUENCERS(1) Co. Career Site (2) Direct Source Career Fairs (1) No other source Walk-ins (2) Print (3) Social Media (4) Job Boards Referrals DRIVERS/ DRIVERS/ INFLUENCERS INFLUENCERS
  • 18. Q: How do you collect SOH information?External partner reports(i.e. Jobs2web, TMP,etc.)
  • 19. What Do You Plan To Change In 2013?*- Improve Employee Referral Programs (ERP)- Increase Social Media and Linkedin SOH Channels- Invest in Sourcing- internally as well as contract- Decrease the dependency on job boards.- Equip our recruiters with better tools- Develop talent community/talent pool Channels- Sharpen Branding efforts particularly with Diversity*see appendixSource: CareerXroads SOH, 2/2012
  • 20. APPENDIXAdditional details of ourRespondent Profile
  • 21. How many Applications do you get per opening?Fewer than 10 2.9% 11-25 8.6% 26-50 28.6% 510-100 40.0% 101-250 17.1% Weighted Average 74 Applications/OpeningMore than 250 2.9% 0% 20% 40%
  • 22. What % of Applications Received are Unqualified?Less than 10% 2.9% 11%-25% 8.6% 26%-50% 31.4% 51%-75% 45.7% 76%-90% 11.4% Weighted Average 51.1% Unqualified More than 90 0% 20% 40%
  • 23. INTERNATIONAL HIRES ARE….?We don’t hire globally 24.3% We hire globally but have no data 24.3% or, difficult to get We hire globally and have #s in most 16.2% countries –not all We have it all & can benchmark 35.1% country by country 0% 20% 40%
  • 24. What F/T hiring in the US do you NOT oversee?60% 59.7%40% 27.0% 18.9%20% 13.5% 10.8% 5.4% 5.4%0% We don’t hire We don’t hire We don’t hire Union Positions hourly at every location store level We touch or know We don’t hire We don’t hire We don’t hire about EVERY hourly in every function every division F/T hire mfg. facilities (i.e. sales)
  • 25. How Respondents Handle Contract/Contingent/PT Workers We have a master contract with a vendor to supply contingent labor 41.7%with professional skills in areas such as Engineering, IT, etc. We have a master contract with a vendor for all hourly- P/T labor. 41.7% We have dedicated recruiters and sourcers for these areas. 19.4% . We have bolted on vendormanagement modules to our ATS in 8.3% order to better manage contingent labor.We stay out of this area as much as possible and have little or no 27.8% responsibility for it.
  • 26. Recruitment Processing Outsourcing ALL of the US F/T hiring is done 52.6% with our own Recruiters. ALL or most of our GLOBAL hiring is done with a centralized TA Leadership team. 18.4% ALL or most of our GLOBAL hiring is done In a decentralized TA Leadership. 23.7% Weve outsourced SOME F/T US recruiting to an outside RPO vendor. 15.8%Weve outsourced SOME F/T Global recruiting to an outside RPO vendor. 10.5% Weve outsourced MOST F/T US recruiting to an outside RPO vendor. 5.3%Weve outsourced MOST F/T Global recruiting to an outside RPO vendor. 5.3% Weve outsourced ALL F/T US recruiting to an outside RPO vendor. 2.6% Something Other 7.9%