HR statistics for recruitment process

HR has changed the way they recruit

Everyone talks about the difference between passive and active job seekers. Passive job seekers are people who are not actively looking for jobs, but would be willing to accept a better offer. Remember, a better offer doesn’t necessarily mean more money. Often times, better offers include ability to learn and grow, flexibility and ability to innovate.

That can be flexible working time, education, opportunities to grow, benefits, cool projects, and many other. That being said, not being able to offer more money, doesn’t always justify your inability to hire best people.

But what does this stat mean for the world of Talent Acquisition?

Unlike passive job seekers, active ones constantly look for new opportunities. The only three possible reasons for that are: being jobless, hating their current job or just liking to change jobs often. Would you want to hire someone with these characteristics rather than someone who is successful, happy and rewarded at their current job?

So let’s take, as an example, the simplest and one of the oldest ways of recruiting.  This method is called “Post & pray” method with which you post a job to job boards and wait for candidates to apply. Which group of candidates, do you think, you reach with these job ads? Passive or active job seekers?

So the reason why this HR statistics is so important is because HR professionals need to understand that old recruiting methods mostly focus on active job seekers. Newer recruiting strategies such as Recruitment Marketing and Inbound Recruiting focus on attracting passive job seekers.

Top candidates are gone within 10 days!

According to research, top candidates stay available on the market for 10 days only. This is one of the HR statistics because of which Candidate Experience and Candidate Engagement emerged as innovative talent attraction strategies.

Being able to engage candidates prior to job opening gives you a huge competitive advantage. This way you can build relationship with candidates, fasten and ease the application process and deliver better candidate experience.

Take this statistic and think about what can you do to fasten your recruitment and selection process and improve candidate experience:

• Do you use an ATS to streamline and fasten your recruiting process?
• 3 simple rules to keep in mind when writing a job title
• How do you qualify your candidates efficiently?
• How beneficial is an efficient recruiting process?
• 3 Assessment Tests Candidates Can Take & How They’ll Help Your Company Grow

These are just a few examples of how you can engage candidates, provide exceptional candidate experience, build great talent pools and fasten your recruiting process.

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