The majority of hiring managers (93.3%) start the screening process on potential candidates within amonth? s time of sourcing them, according to the second quarter corsSurvey on Human Resource Issuesconducted by recruitment research company cors, Inc.
The survey of 447 hiring professionals across various industries nationwide focused on the process ofsourcing potential job candidates during the recruiting process. Some 6.7% of survey respondents sourcepotential candidates for two months or longer before starting the screening process.
The length of time spent on sourcing potential candidates can vary greatly depending upon the level andcomplexity of the position, according to many respondents. Many replied that the need to present candidateswas so high that they needed to screen prospects as soon as they sourced them, even though the actual hiringcould take many months.
One respondent, a corporate recruiter in Tempe, Arizona, stated, ? It really depends, [ since] some of thehigher-end positions could take several months.? A director of operations in Loveland, Ohio, concurred: ? If weare recruiting for facilitators or sales, it could take 2 to 8 months; if it? s a position within the corporate officesetting, it can be 1 to 3 months.?
Over half (58.8%) of the respondents located up to 10 individuals for each open position. Nearly a fifth(19.7%) located 21 or more individuals, while a slightly greater amount (21.5%) of respondents locatedbetween 11 and 20 individuals. Many respondents indicated that their response represented an average amountand that the value varied greatly depending upon the position.
? This is a typical number, though it varies per location and per position based on the available skills in themarket,? reports a corporate recruiter in Birmingham, Alabama. Another respondent demonstrated frustrationin this area, saying, ? We have numerous entry-level, unskilled positions open, so the number we source forevery position is rather endless ? as many as we can find.?
When asked what methods hiring managers currently used to locate potential candidates, newspapers andinternal referrals ranked highest, with 91.9% and 87.7% respectively, getting use. Nearly a quarter (24.4%) ofthe respondents indicated that they used recruitment research, while approximately half (54.1%) indicated theyused colleges and universities, job fairs (49.4%), and 3rd-party recruiters (47.2%). Slightly higher rankedwere networking (65.5%) and job boards (63.3%).
Other methods used are varied and widespread: direct mail, associations, radio, television, state employmentoffice or newsletters, trade journals, company web sites, company sponsored events, and sign postings inpublic places.
In the midst of the sourcing process, 65.7% of respondents reported to at least sometimes having to expandthe parameters of their search due to a lack of available potential candidates, while 29.6% have to expand theirsearch half of the time or greater. Only 4.7% report never having to expand their search.
The most common limiting factor during the search for potential candidates was skill requirements at 18.6%,ranking it as extremely limiting. Salary range (11.2%) and experience (11.0%) followed close behind.
Reported as fairly limiting were the same three criteria, but in a different order: experience requirements(41.0%), skill requirements (39.1%), and salary range (31.2%). The criteria reported most as not being alimiting factor were educational requirements (37.6%), followed by location of position (35.2%) and salaryrange (19.6%).
However, one human resources director in Eagan, Minnesota disagreed, suggesting that educationalrequirements could definitely be limiting. ? Some of our positions need a four-year degree... Based on theemployment market today, it is very difficult to fill the position in which you need four-plus years ofschooling,? the director reported.
The corsSurvey on Human Resource Issues is released quarterly and contains employment trend informationon a new topic each quarter. cors, Inc. supports hiring managers? recruiting campaigns with exhaustivebiographical data on professionals who have appropriate experience using specified skills in desired locations,industries, and companies.
Further information on the corsSurvey on Human Resource Issues can be obtained by visitinghttp://www.cors.com.
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