More Results for Our Annual Recruiting Survey!

In yesterday’s Advisor we began to look at the results of our recent recruiting survey. Today, the rest of those results.

Social Media Interaction Between Employees and Candidates

According to our survey, the great majority of respondents (71%) do not encourage social media interaction between current employees and potential hires. Another 25% said “Yes,” and we had 4% write in other responses. Here are some of those other responses:

  • “We are not actively encouraging, but also not discouraging [social media interaction].”
  • “We don’t discourage it.”
  • “As long as it is professional.”

Importance of Social Media Interaction for Getting the Best Candidates

A lot of digital ink has been spilt concerning the critical importance of social media when it comes to attracting the best candidates. Our survey takers, however, have a different set of beliefs. When asked how important social media interaction has been in attracting the best candidates, the number one response (42%) was “Not important.” Another 26% answered that it was “Somewhat important” and only 5% said it was “Very important.” Finally, 27% said they did not know.

How Often Have Candidates Used Social Media to Interact with You?

When asked how often candidates have used social media to interact with our survey takers, the number one response (28%) was “Never.” Other top responses included “Not very often” (28%), and “Sometimes” (25%). Only 8% answered “Often” and even fewer (3%) answered “All the time.” Another 8% said they were not sure.

How Often Have Your Managers Interacted with Candidates Over Social Media?

The answers to the question “How often have your managers interacted with candidates over social media” are very similar to the previous question. The number one answer was again “Never” (34%). Other top answers were “Not very often” (24%), “not sure” (20%), and “Sometimes” (15%). Only 6% answered “Often” and even fewer (1%) answered “All the time.”

Abandoning Traditional Recruiting Methods

We asked participants if they considered using a “Zappos-type” approach to recruiting—essentially only using social media for recruiting. Just like last year, the number one response (76%) was “No.” Another 20% answered “Not sure,” and only 4% said that they were.

Features of Your Recruiting or Jobs Web Page

We asked what features our survey takers had on their jobs website or webpage. The top three responses were “Job descriptions” (89%), “Résumé delivery” (63%), and “Application form” (62%). We also got a few write-in responses. Here are some of those:

  • “We are in the process of augmenting our job site to include quotes and videos.”
  • “We direct them to our site with videos, info, and the application process.”
  • “Benefits information, and details on the hiring process.”

The Value of Your Jobs Website or Web Page

The jobs’ website or webpage has such a large role for so many companies, that we wanted to know how important they felt it was. According to our survey takers, the number one response (43%) was “An important role.” Approximately one third of respondents (33%) said “Somewhat important.” Only 16% said “Not very important,” and a final 7% said “Not sure.”

Tracking Cost-Per-Hire

When asked if they track cost-per-hire, the majority of respondents (74%) said “No.” That left only 26% who answered “Yes.”

Average Cost Per Hire by Employee Type

We asked those who do track cost-per-hire what their averages were for different categories of employees. The results were what you would expect. Nonexempt employees were hired the most at the least cost (43% hired for between $0 and $250). Executives cost the most, with 42% saying that they spend $5,001 or more on such hires.

Tracking Time-To-Fill

More survey takers said that they measured time-to-fill (60%) than measured cost-per-hire. That left 40% saying that they do not take such measurements.

Average Time-To-Fill by Employee Type

We asked those who do track time-to-fill to break it down for us by employee type. The results are similar to those for cost-per-hire. Nonexempt employees were the quickest to fill with 45% saying they fill such positions in 1 to 15 days. Executives took the longest, with 42% saying they fill such positions in 60 or more days.

Tracking Quality of Hire

When asked if they measure quality of hire, 65% of survey takers said that they do. That left 35% saying that they do not.

Quality of Hire Metrics

We wanted to know what specific quality of hire metrics that our survey takers used. The number one method of measuring quality of hire, according to 42% of our survey respondents, was by looking at retention rates and measuring new hire turnover. A distant second (21%) was “Production level of new hire after x months vs. standard.” Just over 15% answered “Average performance rating of new hires vs. standard” and only 13% answered “Measure of hiring management satisfaction.” Our most common write-in answer was “all of the above.”

Other Metrics

When asked if they track any other methods, 56% of the survey takers indicated that they track “Effectiveness of sources, e.g., posting vs. own job boards vs. internal referrals.” Just under half (48%) of survey respondents said they track the “Applicant experience,” and 33% say they track “Interview to hire ratio.”

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