Determining the Most Effective Recruiting Channels
Digital or print? Paid or organic? Job boards or job fairs? With the seemingly endless list of recruiting channels, determining the most effective strategy for sourcing candidates can seem daunting. When it comes to choosing what will work best for your organization, you must ask the question, “are we where the candidates are?”
This question may seem obvious, but if you’re not measuring the effectiveness of your recruiting channels, then how do you know what their value is?
According to co-founder of RecruitLoop Paul Slezak, organizations need to be tracking the following recruiting metrics:
- How many applicants came from each source?
- How many qualified applications were garnered from each source?
- Where were the short-listed applicants were sourced?
- Where did the successful candidate first hear about the position?
These metrics will help organizations evaluate their recruiting spend and make adjustments based on trends they are seeing.
If you’re not seeing the desired ROI with the channels you’re currently using, here are some ideas to consider investing in.
Job aggregators are like search engines for job postings- they compile job postings from all over the web into one large database. This gives candidates the convenience of only having to search in one place for job openings instead of multiple job boards. Some benefits of job aggregators include cost (which can be less than individual job boards or even free), higher rank on search engine results than most job boards and ease of use for the candidate.
Social media is no longer an optional recruitment tool, however, it is important to evaluate which social media channels are best serving your organization’s needs. For example, according to a 2014 social recruiting survey by Jobvite, 83 percent of job seekers look to Facebook for job postings yet only 66 percent of recruiters utilize Facebook to source candidates.
While the popularity of digital recruiting tactics increases, it’s important not to completely override the traditional, in-person recruiting strategies that organizations used to rely on. Some ideas for engaging with candidates face-to-face are setting up informational kiosks at retail outlets, partnering with community agencies like the Salvation Army and hosting informational sessions at high schools to try and engage with the future of the workforce.
Interested in other recruiting techniques for your organization? Check out our white paper, Key Strategies for Success in the Light Industrial Recruitment Market >