2013 soh-perception is reality

1997 Sources of Hire

28.7% - Newspaper ads 19.7% - Employee Referrals 10.4% - Agency (Contingent) 8.7% - Contract Recruiters

8.3% - Job Fairs 5.0 % - Other advertising 4.6% - Image advertising

4.2% - Trade journals 2.9% - College

2.9% - Resume services 2.1% - Agency (Search)

2.1% - Internet 1.5% - Radio

The end of the non-internet era

R e l i a b l e

V a l i d

C o m p l e t e

A c c u r a t e

1,591 1,591

…and 25-50 firms respond…

…representing 1-2 million [F/T] North American EEs in total…

…fill 150k-300k F/T openings.

…we’ve asked ~200 staffing leaders for their SOH data…

…where 1,000-3,000 Recruiters…

~200 ~200

37 37

1,204.6141,204.614

185,450185,450

Source: CareerXroads, Feb. 2013 Source of Hire

Each year since 2001… This year…

employers

respondents

total EEs

recruiters

openings filled

In 2012respondents filled8.6% 8.6% fewer openings thanthe previous year (2011)

In 2013respondents plan to fill

17.5% 17.5% more openings thanthe previous year (2012)

77,200 openings (42%) were filled through INTERNAL movement and promotion

108,250 openings (58%) were filled through EXTERNAL sources

2007200620052003 2004 2008 2009

36% 38% 32% 34% 28% 39% 51% 50% 41%

20112010 2012

42%

Career Fairs

Print

Social Media

Temp/Contract-to-hire

Rehires

Direct Source

College

Job Boards

Other

Walk-ins

18.1%

5.5%

6.8%

3.3%

1.5%

2.3%

2.9%

1.2%

0.3%

7.2%

24.5%Career Site

Referrals

23.4%

2012Sources of

ExternalHires

(~108,000)

3rd Party 3.1%

24.9%

7.2%

5.0%

2.8%

2.4%

2.0%

2.3%

1.8%

0.7%

27.5%

18.9%

NA

Source: CareerXroads SOH, Feb. 2013

20122012

2010

2010

2011

2011

20.1%

6.6%

9.1%

4.3%

2.1%

2.2%

3.5%

1.9%

0.8%

9.8%

2.8%

28.0%

8.8% 4.6%

And Now….

Q: What % of your Job Board hires come from each site?

A:

Source: CareerXroads SOH, Feb. 2013

Indeed

Craigs List

Job Central

DICESim

ply

Hired

CareerB

uilder

Monster

ALL Other

Niche Job Sites

The Ladders

Q: Are your Job Board HIRES mostly from Posting Jobs

or Resume Searches?

Post and PrayPost and Pray

A:

Q: How many Referrals does it take to make one hire?

Weighted Average9.9

Source: CareerXroads SOH, Feb. 2013

The % of our INTERNS (that we want to convert) who accept is…

Source: CareerXroads SOH, Feb. 2013

Weighted Average49.8%

A:

9.4%

Respondents

34.4%

3.1%

21.9%

3.1%

9.4%

9.4%

3.1%

6.3%

0%

0%

Linkedin job postsLinkedin Groups

Linkedin Company PagesLinkedin Marketing CampaignsLinkedin: Recruiters Searching

Facebook Company PagesFacebook Marketing Campaigns

Facebook job apps like Beknown, etc.Facebook: Recruiter Searches

Twitter: Job TweetsTwitter: Recruiter SearchesCustomized Landing Pages

Company Mobile AppsCompany Talent Communities

Public Talent CommunitiesSpecialized Mobile Campaigns

SEO – SEM w Google Bing, etc.

How do Sources interact with one another to influence candidate action?

Legend % Respondents

= 80-100

=60-80

=40-60

=20-40

Referrals

Career SiteCareer Site(1) Co. Career Site(2) Direct Source

(3) Social Media(4) Job Boards

(1) Job Boards(2) Social Media

(3) Referrals(4) Direct Source

Referrals

ReferralsReferrals

(1) Co. Career Site(2) Social Media

(3) Co. Career Site

(1) Social Media(2) Co. Career Site

(3) Job Boards(4) Referrals

Job BoardsJob Boards Direct SourceDirect Source

(4) Referrals

DRIVERS/INFLUENCERS

DRIVERS/INFLUENCERS

DRIVERS/INFLUENCERS

DRIVERS/INFLUENCERS

Referrals

Re-HiresRe-Hires(1) Co. Career Site(2) Social Media

(3) Direct Source(4) Job Boards

(1) Referrals(2) Co. Career Site

(3) Direct Source(4) Job Boards

Referrals

CollegeCollege

33rdrd Party Party(1) No other source

(2) Career Site(3) Job Boards

Social MediaSocial Media(1) Co. Career Site

(2) Direct Source(3) Job Boards

(4) Referrals

DRIVERS/INFLUENCERS

DRIVERS/INFLUENCERS

DRIVERS/INFLUENCERS

DRIVERS/INFLUENCERS

Referrals

Career FairsCareer Fairs

DRIVERS/INFLUENCERS

(1) No other source

(1) Co. Career Site(2) Direct Source

(3) Social Media(4) Job Boards

Referrals

Temp-to-hireTemp-to-hire

(1) Co. Career Site(2) Direct Source

(3) Social Media(4) Job Boards

(1) No other source(2) Print

Walk-insWalk-ins

PrintPrint

DRIVERS/INFLUENCERS

DRIVERS/INFLUENCERS

DRIVERS/INFLUENCERS

External partner reports(i.e. Jobs2web, TMP, etc.)

Q: How do you collect SOH information?

What Do You Plan To Change In 2013?*

- Improve Employee Referral Programs (ERP)- Increase Social Media and Linkedin SOH Channels- Invest in Sourcing- internally as well as contract- Decrease the dependency on job boards.- Equip our recruiters with better tools- Develop talent community/talent pool Channels- Sharpen Branding efforts particularly with Diversity

*see appendix

Source: CareerXroads SOH, 2/2012

APPENDIX

Additional details of our

Respondent Profile

2.9%

8.6%

28.6%

40.0%

17.1%

2.9%

Fewer than 10

11-25

26-50

510-100

101-250

More than 250

How many Applications do you get per opening?

0% 20% 40%

Weighted Average74 Applications/Opening

2.9%

8.6%

31.4%

45.7%

Less than 10%

11%-25%

26%-50%

51%-75%

76%-90%

More than 90

0% 20% 40%

11.4%

What % of Applications Received are Unqualified?

Weighted Average51.1% Unqualified

24.3%We don’t hire globally

We hire globally but have no data or, difficult to get

We hire globally and have #s in most

countries –not all

We have it all & can benchmark

country by country

0% 20% 40%

INTERNATIONAL HIRES ARE….?

24.3%

16.2%

35.1%

27.0%

We don’t hire We don’t hire We don’t hire Union Positions hourly at every location

store level We touch or know We don’t hire We don’t hire We don’t hire about EVERY hourly in every function every division F/T hire mfg. facilities (i.e. sales)

60%

40%

20%

0%

What F/T hiring in the US do you NOT oversee?

18.9%

10.8%

59.7%

5.4% 5.4%

13.5%

We have a master contract with a vendor to supply contingent labor

with professional skills in areas such as Engineering, IT, etc.

We have a master contract with a vendor for all hourly- P/T labor.

We have dedicated recruiters and sourcers for these areas.

.

We have bolted on vendor management modules to our ATS in

order to better manage contingent labor.

We stay out of this area as much as possible and have little or no

responsibility for it.

41.7%

41.7%

19.4%

8.3%

27.8%

How Respondents HandleContract/Contingent/PT Workers

ALL of the US F/T hiring is done with our own Recruiters.

ALL or most of our GLOBAL hiring is done with a centralized TA Leadership team.

ALL or most of our GLOBAL hiring is done In a decentralized TA Leadership.

We've outsourced SOME F/T US recruiting to an outside RPO vendor.

We've outsourced SOME F/T Global recruiting to an outside RPO vendor.

We've outsourced MOST F/T US recruiting to an outside RPO vendor.

We've outsourced MOST F/T Global recruiting to an outside RPO vendor.

We've outsourced ALL F/T US recruiting to an outside RPO vendor.

Something Other

52.6%

18.4%

23.7%

15.8%

10.5%

7.9%

2.6%

5.3%

5.3%

Recruitment Processing Outsourcing