Recruitment Handbook

Do Brand Leaders Differ When It Comes to Recruitment Advertising? For this part of the report, we investigated how our well-branded cohort (those with a brand that excelled at attracting high-quality candidates) differ from our less-branded cohort, when it comes to recruitment advertising.
Using Recruitment Technologies Applicant tracking systems (ATS) remain a staple for recruitment, with more than two-thirds of respondents saying that they use one. Employee referral platforms are also becoming popular, with nearly half (42%) of all organizations in our survey using one.
Who Is Responsible for Recruitment Advertising? Responsibility for recruitment advertising is most likely to come under the remit of HR in general and/or talent acquisition (TA) in particular.
Measuring Recruitment Advertising Nearly a quarter (23%) of respondents do not use metrics to track the effectiveness of their recruitment advertising. The most common metric used among those who do is the number of applicants received per opening (45%). The next most common metric is advertising costs per hire (37%).
Characteristics Of Well-Branded Organizations Of all the many benefits of a strong employer brand, we concluded that its potential as a recruitment asset is the most relevant for today’s HR professionals.
Determining Responsibility For Employer Branding We found that senior leaders (51%) are most likely to be responsible for strategy, the marketing department (52%) is most likely to be responsible for design, and HR (39%) is most likely to be responsible for the day-to-day management.
Employer Branding Metrics Most organizations (82%) evaluate or measure their brand in specific ways. The most common of these methods is employee surveys, used by 52%. Surveys are closely followed by the ability to engage people (50%).
How Are Today’s Companies Building Their Employer Brands? More than two-thirds of respondents say that their organization is intentionally building their employer brand, while an additional 27% are developing or considering developing an employer brand in the near future.
Flexible-Work Leaders And Laggards To better understand potential best practices in flexible work arrangements, we divided our survey participants into two cohorts: Flexible-work leaders, Flexible-work laggards
Contingent Work In the survey, we presented respondents with the following definition: The term contingent work arrangement refers to any worker who is not viewed as a traditional full-time employee. Such workers may be freelancers, independent contractors, consultants, temporary employees, part-time employees, volunteers, or other outsourced and non-permanent workers.
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