Eploy has published the 6th Annual UK Candidate Attraction Report. Eploy and HR Grapevine
surveyed over 700 recruiters (84% in-house, 16% agency) to determine the candidate sourcing channels and recruitment marketing techniques that deliver the best results.
Our annual report aims to discover how both agency and in-house recruiters attract talent and which promotional activities, channels and sources are helping to fill their roles. The report analyses the relevant strengths, weaknesses and usage of core recruitment sourcing channels. In particular, we compare the experience of recruiters within different industries and company sizes.
The full report is now available for download free of charge.
Sourcing channel quadrants for sectors & company size
The survey asked in-house and agency recruiters to rate each of their main sourcing channels based on the quantity and quality of candidates they typically generate. The complete report charts responses within a ‘Sourcing Channel Quadrant’, enabling recruiters to identify the
effectiveness of each channel in each sector/industry as well as by company size.
Report contents
The list of sourcing channels tested and sourcing quadrants for all channels is a comprehensive view that allows us to compare any changes to previous years.
This year, we have added some new charts and brought back ‘Events’ as a sourcing channel as in-person events and career fairs returned to the mix.
Some of the new charts you’ll find in the report include:
- Recruiters vs the skills shortage – top strategies for addressing the skills shortage
- Increased hiring & increased budgets breakdown by sector
- Diversity & Inclusion breakdown by industry/sector
- Shifting trends in recruitment events
Some of the familiar content in the report once again includes:
- Sourcing challenges by sector and company size
- How candidate sourcing is managed
- Does it pay to advertise salaries?
- Channel measurement insight
What constitutes a peak-performing career site?
There is also valuable insight such as what determines a peak performing careers site and the
available content to candidates. Organisations that rate their careers site highly for attracting good numbers of quality candidates are investing in candidate-centric content.
Pictured: Hospitality Sector Careers Content
Our survey revealed that 86% of respondents post their job vacancies on their website or dedicated careers site; for 11%, this is the ONLY careers content they publish.
The full report is now available for download free of charge.