Candidate relationships core to effective recruitment
Like many businesses, Quanta regularly measures and reviews the sources of our placements to help identify what is or isn’t working. The findings are often interesting.
We normally produce quarterly statistics, to make sure that we
are investing in the right methods of attracting applicants but we
recently went one step further and compared our current statistics
to those of the last three years, which brought up some interesting
findings!
Here are some of the things we discovered:
- In 2008, a whopping 44% of our placements came purely from our network of candidates this is compared to just 8% in 2006 and shows how we’ve been building up a strong, close following with a unique candidate base.
- In 2008 we had tripled the number of placements from direct applications made via the Quanta website, compared to the number placed in 2007. We only launched our new web site in 2008!
- In 2006, 72% of our placements came from advertisement responses or job applications. In 2008, the figure had reduced to 22%. This is a reflection of our proactive approach in targeting the high percentage of candidates who are ‘passive’ (ie not actively looking for a new jobs, so not applying to adverts, or placing CVs on job boards and so on ). The benefit of tapping in to this pool of candidates is that these candidates are often well regarded and well looked after by their current employers; usually for one solid reason they are very good at what they do. So that’s why we use this area as our primary talent pool many of the best people are in it.
Although the results of this analysis threw up some pleasant surprises for us and confirmed we are moving in the right direction in terms of our candidate generation, the main thing it confirmed is something we have always believed the importance of constantly updating and keeping in touch with the most precious resource we have: our candidates.