The latest findings from an Indeed survey reveal that more than 8,000 U.S. adults are handling the job search very different from days gone by. What’s the big difference? Primarily it has to do with search. First, the job search is always on. For example, 58 percent of adults who are in or looking to enter the labor force look at jobs at least monthly. Second, they are active online. In fact, the number one activity for people hired within the last six months was visiting an online job site or job board.
Now, ask yourself, what does this all this mean to you? How will these changes affect your future hiring? Here are three recruitment tips to keep in mind as 2016 rolls in.
1) Track it. Do you know
what recruitment sources are giving you the top applicants and hires? If you implement candidate source tracking with your applicant tracking system (ATS), job distributor or career site vendor, you will get a consistent solution for performance tracking. It also makes it easier for hiring managers to see where candidates are coming from. This, in turn, makes the application process easier and gives you more reliable source data. The resulting data will show you the number of hires and cost per hire delivered by your various recruitment channels.
2) Analyze it. Don’t just gather data, use it.
With accurate and automated candidate source data, you’re able to review and analyze source reports on a regular basis. You can then match these insights with your cost per hire data to determine which sources deliver the right talent at the best value. Slice the data by job type, location, department and more to uncover deeper insights about which sources are having an impact and how.
3) Invest in it.
Which sources are outperforming others? Which ones have the potential to deliver the right candidates at a lower cost per hire? Performance tracking and analysis will help you determine how to adjust your recruitment strategy to find the talent you need.
So, are you ready to ramp up recruiting in 2016? Here are: 5 Ways to Take on the Future of Talent.
