talent acquisition Archives - SourceMatch

Recruitment statistics 2018

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Why are recruitment statistics important? Besides the fact that they keep us informed and help us guide our recruiting efforts, they can be powerful tools to improve.

In this statistics representation, we showed in numbers how easy/ hard it is to fill a position in the year 2018. Do you know what passive job seekers are? The following data will be of much help if you do a little research on how to direct your efforts when searching for talent. And the last item in our figures is related to the number of companies that promotes talent within the organization.

U.S. employers encounter difficulties when they want to fill new job openings. The statistics tell us that 50% of U.S. Employers reported that it is taking them longer to fill jobs today compared to any other period of time. This trend in human resource speaks about who has the upper hand when it comes to recruiting.

Job seekers hold the strongest influence on the job market. Some decide to pursue jobs based on long-term personal objectives and other will hop from one job to another based on salary alone.
In their search of the best talent, recruiters also need to consider candidates who are not actively searching for a job. According to the statistics, 73% of candidates are passive job seekers.

This turns out to be difficult for recruiters because passive candidates are not looking for new job opportunities since there’s typically a good reason: they are competent workers and they are happy with their current role. Convincing them to hop jobs might be difficult.
But there are also more optimistic statistics. For example, 79% of organizations are focusing their efforts towards building and promoting their own talent from within, meanwhile only half are recruiting from the external labor pools. Hiring from within their own organizations comes with numerous benefits for employers because it saves up on time and not to mention money. This is an ideal way for organizations to retain talent and to grow organically.

Source: https://www.talentnow.com/recruitment-statistics-2018-trends-insights-hiring-talented-candidates

What is the greatest challenge in Talent Acquisition?

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In our experience, starting with the recruitment consultant position, to the hiring manager, and leading a recruiting advisory company, the greatest challenge in Talent Acquisition is related to People.

Specifically, maintaining a clear understanding and human approach to the whole organizational brand, market presence efforts, and recruiting process.

Not doing that will lead both organizations and candidates to a mere transactional interaction that a) attracts the wrong candidates and b) gives the organization the wrong idea about the recruiting process’ quality.

So how do companies lose grip on what really matters in searching and hiring for talent?

1. Focus on speed and KPIs only – it’s easy to look at numbers and say – we are doing good, but that’s just one side of performance in talent acquisition. A healthy process includes assessing behavioral traits and the candidate’s behavior in certain situations, assessment of skills in terms of real-life examples and situations (and correlated outcomes) when these were acquired or exhibited, and an evaluation of the basic values that are required to have a good cultural fit.
Ultimately, the validation of all of these after 3, 6 or 12 months is what improves talent acquisition.

2. Superficial screening based on skills only – while skills are an important part in figuring out whether a candidate is a good fit for the organization, it’s insufficient to evaluate a candidate’s fit through these alone. A candidate’s personality, resulting behavior, potential, expectations, ambitions and motivators, capability to add value through different perspectives, etc., are all important. In essence, evaluating a candidate is more than mere math.
Of course, it’s very useful to quantify all of the above through various assessments and different interviewers, but not at the expense of a complete understanding of who the candidate is and what they can be in your organization.

3. The influx of data, easiness of access to dozens of resume databases, and growth by any means are some other causes of a poorly structures talent acquisition. Talent acquisition, beyond recruitment, is meant to create a clear representation in the market of who the organization is, and who it’s trying to attract.
In other words: the organization’s brand and what a successful candidate looks like. Failing to paint the right pictures in both areas can significantly affect who they attract and why. It all needs to start with planning from A to Z: what happens when a job opening shows up, how the job description, environment and success are defined, how that connects to the organization’s growth objectives, how those are then embedded in the recruiting process and finally the values that will hold everything together.

Anytime your talent acquisition takes shortcuts, the organization ends up with a mismatch between people, jobs, and growth potential.

Recruitment Infographic 2018

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Are your recruiting efforts ineffective and inefficient? Have you gone through bad hires, money and time-consuming talent acquisition processes? Adapt your current hiring strategy based on the latest trends.

If you want to hire the right people, make sure their experience with your brand is a positive one.
Statistics show that job seekers consider the reputation of a company when applying to job offers. This means that offering good wages/packages won’t be enough to bring them to the table and especially if you want to attract the best people on the market.

Attract people that are talented and qualified by taking care of the employer branding.


Source Infographic: https://www.talentnow.com/recruitment-statistics-2018-trends-insights-hiring-talented-candidates/