From agency figures to social media and job boards, there are always numbers being thrown around as to the state of online recruitment and the role of agencies such as ourselves. In this round up we’ll look at the state and progress of the online recruitment industry along with the numbers on its latest evolutions.
Who Goes Where to Look for a Job Online?
An interesting read from OnRec listed the below split of digital locations that job seekers have visited in order to secure themselves a new role. These are as follows;
- 81% of job seekers have used an online job site
- 51% of job seekers have used a recruitment agency
- 25% of job seekers have used social media
Whilst job seekers remain hot on the heels of job board listings and online recruitment agencies do well, it’s surprising how few job seekers use social media to find their next position – especially given the high number of articles and pieces written about recruiting via this channel.
Employer branding has been shown to be of importance too – in fact 84% of candidates would consider leaving their current job if another company with an excellent reputation offered them a position.
In line with this is a reduction in passive online recruitment – LinkedIn is a brilliant place in which to mine potential candidates, but with so many recruiters at it, it’s become very competitive. Over half of decision makers questioned in the OnRec survey mentioned above have found passive recruiting to be less effective for their company.
LinkedIn also released data in February of this year as to some of the characteristics of its network of professionals. Notable statistics from this data include (among others);
- 94% of recruiters use LinkedIn to vet candidates
- Keeping your positions up to date on LinkedIn means you’re 18x more likely to be found in searches
Despite millennials being technically savvy, over 50% of them utilise the help of Mum and Dad to complete a job application. Fifty seven percent also admit that they’ve enlisted the help of their parents when writing out their CV.
At the other end of the spectrum the CIPD has expressed its recommendations for filling the predicted shortfall of workers by harnessing the talents of the ageing workforce, calling for a million more older people to be in work by 2022. As to how the online recruitment industry can aid in the completion of this goal, it could well be in the more traditional recruitment avenues such as Google search or LinkedIn.
The above indicates that the proliferation of the online recruitment industry in line with new technologies and the demand for finding new hires is set to continue. It’s a tremendously exciting industry to be in and we can’t wait to see what happens next!