![]() Whereas the other 90% is made up of things like skills and abilities. This is significant, as that means half of the entire workforce could be swayed by a recruiter.Ĭultural fit accounts for around 10% of a hiring decision. While 44% had actual plans in place to make the switch. Our research shows that:ĥ2% of workers considered changing jobs in 2021. On the other side of the recruitment coin are job seekers whose preferences and behaviors are at the root of any successful recruitment. For instance, over 75% of people who’ve recently changed jobs used LinkedIn as a deciding factor. Social professional networks are the #1 source of quality hires.Īnd of the social media sites used to network, LinkedIn is by far one of the most important. The vast majority, 67%, will refer to help their friends or their company, while only 6% do it for money and recognition.Ĩ9% of applicants accept job offers faster when a recruiter contacts them.Īnd that can save companies a lot of money, given that the average job vacancy costs $98 per day. Luckily, most employees are also willing to do this free of compensation. The main reason for this increased interest is the benefits, as direct sourcing can speed up the hiring process and reduce hiring costs by up to 30%.Ĭompanies can have a talent pool that’s 10x bigger by recruiting through their employees’ networks. This is unsurprising, given that nearly 50% of workers won’t work for an organization with a bad reputation.ģ9% of companies using contingent workers rely on direct sourcing to find their candidates.Īnd interest in direct sourcing continues to grow, as 23% of companies plan to implement direct sourcing as time goes on. Strong employer branding reduces the cost of recruiting by 43%.įurther, having a strong company brand also reduces turnover by 28%. Further, a considerable 65% of contingent workers found jobs through referrals. For example, potential candidates are 46% more likely to accept InMails when they’re referrals from your current employees. Luckily, referrals are also very accessible for companies. Recruiters can easily lose engagement when they aren’t upfront with potential salaries.Ĩ8% of businesses report that their best hires are referrals. That means there’s value in being upfront with the salary range, especially considering the fact that money is the deciding motivator for 67% of job seekers. With the average job levels recruited through social media being 87% non-management salaried employees, 82% being management, 55% being non-management hourly employees, and only 45% being executive or upper management employees.ħ0% of job seekers want to hear about their potential salary range in the first message from a recruiter. Here’s how recruiters tap into that potential:Ĩ4% of companies use social media for recruiting. Luckily, with 73% of their candidates being passive job seekers, there’s a lot of potential. There are a variety of strategies recruiters use to outshine other companies and online job posting websites. However, of the 50% who use ATS, at least 78% report that it makes hiring candidates “easier than ever.” Only half of employers make use of ATS (Applicant Tracking Software). ![]() At 42 days, the average cost of a vacancy amounts to $4,129 in losses. Whereas the average job listing is only active for up to 30 days. The average job vacancy length is 42 days. On a basic level, what does recruitment look like? Here are some insights our research uncovered:ħ3% of potential candidates are passive job seekers.Īnd a considerable 87% of these candidates are open to the new job opportunities provided by active recruitment. When most candidates are passive job seekers, it’s important to evaluate that in the context of recruitment. Recruitment Strategies | Job Seekers | Trends + Projections | Recruitment Challenges Top candidates are only on the job market for ten days, on average.įor further analysis, we broke down the data in the following ways: It takes an average of 42 days to fill a position.Ħ0% of candidates will quit in the middle of applying for a job online due to a lengthy or overly complex application form. ![]() The average job vacancy costs a company $98 per day. ![]() But, how important are they really? According to our extensive research:ħ3% of potential candidates are passive job seekers who are currently employed and open to hearing about new job opportunities but also too hesitant to apply.ĩ4% of hiring professionals that use ATS report that the software has improved their hiring process. Generally speaking, recruiters are what companies need to tap into this potential. With an abundance of job search websites and social media platforms available to us, you’d be surprised to know just how many job seekers are considered passive. ![]()
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |