Source of Hire 2014 (2013 Hires)

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Continuing conversation about the data collection issues, source of hire trends, and challenges related to the recruiting supply chain.

Transcript of Source of Hire 2014 (2013 Hires)

  • SOH 2014 (from 2013 hire data) A CareerXroads Lab Report: Filling the Gaps Gerry Crispin & Mark Mehler
  • 50 firms filled 507,425 [US] openings last year. (the work of ~6000 recruiters & sourcers. 80+ openings filled by each) CXR: Large firms. Well known brands. 60% of openings filled were Exempt level.
  • TOTAL # of employees (in your firm's [US] F/T workforce?) 0% 5% 10% 15% 20% 25% 30% Fewer than 1500 1501-5000 5001-10,000 10,001-25,000 25,001-50,000 50,001-100,000 100,001-200,000 More than 200,000 CXR: The hires reported are not representative of the total workforce
  • Is there FULL TIME hiring being done in the US within your firm that you do NOT oversee? We touch or know about EVERY F/T hire or move. We don't hire for union positions We don't hire hourly workers in our Mfg. facilities We don't hire hourly workers for store level We don't hire for every function (i.e. field sales) We don't hire for every location We don't hire for every division CXR: The Talent Acquisition function does not match the full Scope of F/T hiring for 40% of firms.
  • Contract, Contingent, Part-Time, Flex-Time: What PERCENTAGE of your US workforce is NOT F/T i.e. Contract, Contingent etc.? Weighted Average= 17.7% CXR: Do we even know where purchasing sourced these not-employees? How can employers build strategy w/o oversight of ALL those who work at the firm? One in 6 workers are contingent They are generally not tracked by TA or TM
  • RECRUITMENT PROCESS OUTSOURCING (RPO) ALL of the US F/T hiring is done with our own Recruiters. GLOBAL hiring is done with company recruiters- that report straight or dotted line to a TA Leadership team. GLOBAL hiring is done with decentralized company recruiters- that DO NOT report to US TA Leadership. We've outsourced SOME F/T US recruiting (division, sales, etc.) to an outside RPO vendor. We've outsourced SOME F/T Global recruiting (division, sales, etc.) to an outside RPO vendor. We've outsourced MOST F/T US recruiting (division, sales, etc.) to an outside RPO vendor. We've outsourced MOST F/T Global recruiting (division, sales, etc.) to an outside RPO vendor. We've outsourced ALL F/T US recruiting (division, sales, etc.) to an outside RPO vendor. There are no recruiters as EEs. Something Other than the answers above CXR: RPO is rebounding in large firms. Rifle approach this time around. Good news is TA partners. More than of responding firms use RPO services in some form
  • INTERNATIONAL HIRING: Which statement below best represents your access to SOH CXR: We are looking forward [soon] when data is available country by country We Don't Hire Globally We Hire Globally but have no data or, getting the data would be a major undertaking We Hire Globally and have Numbers of Hires (in most countries) but no Breakdown of Sources We have it all and would be able to benchmark by country if the opportunity presented itself.
  • 191,425 openings were filled from within in 2013 CXR: 45 firms reported internal numbers. (5 firms had no #s and/or did not track internal moves)
  • 41.9% of all openings are filled through internal movement and promotion #1 Source of Hire CXR: The importance of collaboration between TA and TM is seen clearly in this #.
  • Do you have SOURCERS? 9.3% CXR: The trend to incorporate sourcing, exec, branding, analytics and operations specialties continues.
  • How do you collect SOH Data? (Check ALL) CXR: Employers are using multiple sources to confirm/audit SOH accuracy. Still shaky.
  • Print Rehires Pipeline Career Fairs 3rd Party Direct Source College Job Boards Other Walk-ins 15.4% 7.5% 12.1% 5.9% 1.4% 3.9% 3.9% 0.9% 0.7% 6.3% 19.2% Career Site Referrals 19.1% Temp-to-hire 4.4% 2013 2011 20.1% 6.6% 9.1% 2.8% 1.9% 4.3% 2.2% 0.8% 9.8% 2.1% 28.0% 8.8% 5.5% 6.8% 3.1% 1.2% 3.3% 2.3% 0.3% 7.2% 24.5% 23.4% 1.5% 2012 18.1% CXR: We purposely avoided Social and Mobile as sources since they are foundational and influence every category. (talent community)
  • How much influence did SOCIAL MEDIA have on your 2013 hires? (LinkedIn is included to the extent its used as SM) 74% Experienced Professional Rare Entry Professional Management Executive Hourly 47% 24% 40% 11% 10% 5% Growing Significant Dominant 22% 25% 21% 10%18% 19% 10% 35% 29% Weighted Average 14.7% 10 20 30 40 50 60 70 80 90 100 23.5% 38.5% 28.3%
  • How much did your MOBILE capability play in your 2013 hires? (considering all the sources noted previously). 75% Experienced Professional Rare Entry Professional Management Executive Hourly 69% 56% 71% 10% 12% 3% Growing Significant Dominant 28% 12% 18% 5%14% 5% 3% 11% 8% Weighted Average 12.2% 10 20 30 40 50 60 70 80 90 100 15.9% 16.6% 12.4%
  • Interns as a major source of [entry] hire Q: How many interns did you have working at your firm in 2013? A: 450 (weighted Average) Q: What % of the all your interns that you wanted to hire, accepted your offer? A: 32% CXR: Not sure that training 2/3 of my interns for someone else is a good ROI..
  • JOB BOARDS: Postings versus Resume Databases Which statement most accurately describes your hires from Job Boards in 2013? Not applicable. (Our recruiters do not post jobs or access resumes) 4.17% Job board hires are predominantly from Posted Jobs not Resume Searches. 50.00% Hires from Posted Jobs are slightly ahead of those from Resume Searches. 14.58% Pretty much balanced between the two. 18.75% Hires from Resume Searches are slightly ahead of those from Posted Jobs. 4.17% Job board hires are predominantly from Resume Searches not Posted Jobs. 8.3% CXR: Use of resume databases has declined with the rise of SM and LinkedIn
  • MAJOR, NICHE AND AGGREGATE JOB BOARDS (Distribution of the 15.4% attributed to JobBoards) Indeed 31.2% LinkedIn (as a JobBoard) 20.1% Careerbuilder 13.2% Monster 11.1% Simply hired 3.6% Job Central 2.9% Dice 2.8% Glassdoor 1.9% Craigs List 1.2% ALL Other [Niche] 12.0% CXR: The trend to incorporate sourcing, exec, branding, analytics and operations specialties continues.
  • LinkedIns Impact by SOH CXR: LI is perceived as a critical sourcing tool
  • USE OF LINKEDIN: Postings versus Profile Search CXR: LI is used for passive as much as for active prospects
  • Plans to change relationship with LinkedIn in 2014 CXR: LI continues to penetrate the recruiting marketplace
  • Appendix: What do you plan to do differently in 2014? ORGANIZATIONAL/STRATEGY - Centralizing - We are hiring an external company to do a full TA assessment--it should begin soon. I expect there will be many changes implemented that come from the assessment recommendations. - Expect multiple changes in recruiting strategy - increasing quality of recruitment staff - We'll likely spend less (have budgeted for less) next year...as most people, we've been tasked with "doing more with less!" - Consolidating recruiting resources centrally and unifying tools and processes - More spend and strategy is focused outside the US in 2014. - Improve our processes and implement enabling technology. Reskilling recruiters and driving talent acquisition as an organizational capability. - Target Lists of Prospective Top 20 Candidates for Each Line of Business within Each National Region. (to be maintained by Senior Leader for each group) - We are implementing a new CRM tool to better manage our passive and referral candidates. We are also going to add to staff and hire on additional recruiters to handle the ever increasing hiring needs of our internal clients. - More emphasis on global mobility initiatives to support internal moves. - We may be adding non-exempt recruiting next year to our responsibility. This will increase the number of recruiters and budget/resources significantly. SOURCING - Increasing internal Sourcing resources - Strategy will be more sourcing candidate focused. - We plan to decrease spend on contingency search through leveraging our internal sourcing team. - The biggest focus this year is to create a new sourcing team to build pipelines for our hard to fill roles. The goal is to reduce the time to find for those positions to 0 days and to dramatically decrease agency spending. - External Agencies - Continue to focus on building sourcing team capabilities. - We will place emphasis on the sourcing of our hires in 2014 with identified, full-time sourcers in the identified markets. - More focused sourcing - More emphasis on internal sourcing capability and career sites.
  • BRANDING/SOCIAL MEDIA/DIGITAL/MOBILE/TALENT COMMUNITIES - Continue to strengthen our social media/mobile. - Moving most money to digital strategy - Trying to shift more to mobile and social sources - Use o