Over 800 recruiters (55% in-house, 45% agency) were surveyed to determine the candidate sourcing channels and recruitment marketing techniques that are working best for their organisation. Sourcing channels surveyed include: company website / career site, talent pools, professional social networks, generalist job boards, specialist job boards, social media, employee referrals, CV databases, job aggregators and PSLs.
Sourcing channel quadrants for sectors & company size
In-house and agency recruiters were asked to rate each of their main sourcing channels in terms of the quantity and quality of candidates that they typically generate. The full report charts responses within a ‘Sourcing Channel Quadrant’ enabling recruiters to identify the effectiveness of each channel in each sector / industry and based on company size.
Some of the key findings in the report include:
Candidate scarcity is still the #1 challenge for recruiters (but the problem reduced over 2020)
The lack of suitably qualified / skilled / experienced candidates is still seen as the biggest recruitment challenge for 50% of in-house recruiters (down from 64% in 2019). The pandemic and building a diverse and inclusive workforce were also cited as top challenges for candidate attraction in 2020.
High numbers of applications in many sectors
As candidate scarcity reduces as a problem for many in-house recruiters and industries, we note perhaps the first signs of the tide turning from a candidate led market - with increasing numbers of companies now struggling to cope with the increase in applications for their vacancies. This is most noticeable in the Business Services and Hospitality, Leisure & Tourism industries where around 3/5 recruiters report this as an issue.
Careers sites are improving
Many companies have invested heavily in candidate-centric careers sites, the results seem promising. The most successful company careers sites now contain more candidate focused content to help candidates make informed decisions as well as to promote employer brands.
Professional Social Networks match Referrals for candidate quality
In previous years Employee Referrals have been the surveys winner for candidate quality, but in 2020 they were matched by Professional Social Networks, like Linked In. However, each channel has its strengths and weaknesses.
In 2021, in house recruiters are expected to do more, with less.
46% of In-house recruiters are expecting increased levels of hiring in 2021. However, recruitment marketing budgets will need to stretch as only 21% are expecting an increase to their recruitment marketing budgets.
Commenting on the release of the full report, Eploy Chief Technology Officer, Chris Bogh said: “This is the 5th year of the UK Candidate Attraction Survey, and we’re pleased to provide our detailed report completely free of charge to all UK recruitment teams.
Clearly 2020 was a year like no other, but we are heartened by the resilience of the recruitment profession to have navigated it so successfully, adapting to new challenges and ways of working.
We’d like to thank all of the 800+ talent acquisition and recruitment professionals who took part in the survey and hope they find this years report a useful guide to candidate attraction in the UK.”