Earlier this year,  we surveyed over 500 staffing professionals to answer one simple question:

In recruiting, sales and marketing, what works best?

Now, we’re developing a series of posts to break down the data we collected and share key insights. Today’s post is the second one dedicated to candidate intake best practices. Let’s take a look at the survey data, so you can use it to improve your process – and keep your talent funnel full!

Related posts:
Biggest Recruiting Challenges in the Staffing Industry

Bridging Technical Skills Gaps in the Staffing Industry

Candidate Intake Best Practices, Part 1

The Data: Job Posting Methods

Q1: “How do you post jobs to your website?”

Q2: “How satisfied are you with your job posting solution?”

So when it comes to job postings, what works – and what could be improved? Here’s what the data showed:

  • Over two-thirds of respondents report using a job portal for posting jobs (34.9% use a portal provided by their ATS and 32.3% use a job portal built by their web developer).
  • Surprisingly, nearly 10% of respondents don’t post jobs to their website!
  • Those who do post jobs are generally satisfied with their job-posting solution, with an average satisfaction rating just over 7 (on a 1 to 10 scale).

Note: While we did pose several questions about Applicant Tracking Systems, our data didn’t evidence any clear trends. If you’d like to see the responses to this series of questions, you can read about them in our 2016 Sales, Marketing & Recruiting Challenges Survey Report.

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Tips for Getting – and Keeping – Your Recruiting Funnel Full

To attract and convert talented job seekers:

  • Write more compelling job postings. Move beyond a simple list of job responsibilities and explain the “what’s in it for me?” for job seekers. Get specific – about whom you need and what your client has to offer. Spell out the benefits for candidates (whether it’s the employer’s culture, advancement potential, unique job responsibilities or other perks), so that top talent feels compelled to apply.
  • Look for ways to improve job seeker conversions on your website (i.e., direct them to upload a resume, apply to a job or contact a recruiter).
  • Consider re-recruiting. Statistics show that returning visitors to your job board are 2x more likely to apply to a job than a first-time visitor. And a targeted re-recruiting campaign can put your ads in front of those already interested people, at the right place and time.

Up Next: How Do Staffing Sales Reps Spend Their Time?

In my next post we’ll take a look at how to work smarter – not harder – in staffing sales. And if you don’t want to wait, you can access complete survey results and insights here:

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About our 2016 industry survey:

In July and August 2016, we conducted an online survey of staffing industry professionals to find out what works best when it comes to their firms’ sales, marketing and recruiting efforts. The survey was completed by nearly 500 individuals located throughout the U.S. representing a wide range of staffing specialties and company sizes.

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