This year’s Candidate Attraction Survey revealed that recruiters are facing many of the same challenges as they have in previous years, candidate scarcity being the number one challenge yet again, followed by advertised salaries being lower that market average. However, this year a new problem was reported, a lack of brand awareness (almost 40%), that came in ahead of lack of recruitment budget!
The 2018 Candidate Attraction Report examines the opinion of nearly 900 UK recruiters across all industries and sizes of organisations. The data within the report is used to help hiring managers, recruiters and talent teams to drill down into the barriers that preventing them from finding candidates efficiently, to understand the differences between in house teams and agencies and learn ways to take a proactive approach to sourcing candidates through the available channels.
The report is now available for download (free of charge) from our website.
How can the Candidate Attraction Report help you?
The 70 page report identifies which sourcing channels are providing the best quantity and quality of candidates and examines contributing factors to the top sources.
The report will help recruiters to understand the most and least effective channels in their respective sectors, to optimise recruitment advertising and marketing budgets; displayed in easy to understand quadrants plotting against low and high quantity and quality of candidates to show the most effective and under-performing channels visually.
What’s new in 2018?
This year the sourcing channels have been extended to include Events & Careers Fairs and Job Aggregators (sponsored content and not sponsored) and how effective these channels are against others in the mix.
We’ve also extended our focus on Careers Sites, uncovering the types of content that peak performing sites contain. The overwhelming results show that candidate-centric content on your careers site will extend your reach to the right quality and quantity of candidates. The report uncovers the types of content on peak performing careers sites which can be used to benchmark your content and success.
Who plays a role in candidate sourcing?
As well as the at a glance view ‘Sourcing Quadrants’ that show the effectiveness by channel, sector and company size, the report details who within an organisation finds candidates for vacancies – split by:
- HR Generalists/Business Partners
- Hiring Managers
- Dedicated Recruiters/Talent Acquisition Specialists and
- Recruitment Agencies/RPO.
This year has seen a significant increase in dedicated Recruiters / Talent Acquisition Specialists having key responsibility for candidate sourcing across all sizes of companies and on page 9 of the report you will find a breakdown by role and size of organisation.
Hiring Managers still play a pivotal sourcing role within the process – and this is evident in some sectors more than others. For example, Health & Social Care, Hospitality and Government & Not for Profit. Again, a full breakdown is available in the report on page 10.
Click here to download the full 2018 UK Candidate Attraction Report.
The report is a resource for planning talent attraction strategies and benchmarking your own experiences with sector peers – and for agencies to see what’s working well for in-house recruiters.
We want to thank all of the recruiters who took part in the survey this year and look forward to seeing how candidate sourcing channels, strategies and tactics develop over the next twelve months. If there is anything you would like to see presented in next year’s report, then do let us know email@example.com
Over the coming months, we will breakdown the report results by key sectors and see what can be gleaned from looking at different industries and how in-house teams are continuing to attract talent.