Tips & Trends

A surprising number of companies seem to be in the dark about their recruitment advertising budgets. According to Jason Whitman, vice president of client services at Indeed, “Employers spend billions of dollars every year on online recruitment advertising, but many of them don’t know what they are getting in return for their investments because they don’t have the right data.”

Have you ever applied for a position at a company only to never hear back? Or perhaps you get an interview, but weeks pass without any follow-up from the company. We’ve all been there!

With so many options open to recruiters when it comes to sourcing and hiring great candidates, it can be hard to know what really works and what is just “the next big thing.” Well, if you ask Lou Adler, author and president of the Adler Group, it’s not always about the tools.

In the past, the hiring process was often thought of as a funnel: Recruit as many candidates as you can, dump them into the top of the funnel and see who filters out at the bottom. But that technique wastes a lot of time, money and work, according to Chris Murdock, senior partner at IQTalent Partners. If you want to work smarter and not harder, Murdock said it’s time to switch to what he calls the Diamond Recruiting Technique (DRT).

If you focus on “source of hire” as a primary recruiting metric to track, you’re in the majority. Of metrics we asked about in a recent ZoomInsights poll, more recruiters track source of hire (72.8 percent) than any other metric. “Time to fill” came in a close second (72.1 percent). Referral rates (33.8 percent) and candidate satisfaction (35.7 percent) were at the bottom of the list.

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