Most Valuable Job Research Channels

Most Valuable Job Research Channels

Today, the candidate experience begins during talent attraction and sourcing, before question #1 on any application is ever filled out. Attracting candidates is one area of talent acquisition that has been overlooked in the past; yet, it is arguably the most important since it prepares organizations for current talent needs as well as future talent needs. It also gives candidates that first impression of an employer.

With a strong and consistent strategy for attracting, engaging and connecting with talent, recruiters can build relationships and better understand the specific audience on which they want to target their recruitment marketing efforts.

Organizations can also bring awareness to their brand in a more authentic way. When individuals feel connected and engaged with an organization, they are more receptive to messages about the brand and curious about its employment opportunities.

According to 2017 Talent Board global candidate experience research, there are many research channels candidates use prior to applying for jobs. When asked to pick the channels they find most valuable when researching their career opportunity, the number one channel throughout North America, EMEA (Europe, the Middle East and Africa) and APAC (Asia Pacific) for candidates is again the company career site (see below figure – only a partial list). Other most valuable research channels worldwide include LinkedIn career pages and employer, candidate and customer referrals.

Three hundred employers and over 220,000 job seekers from around the world make up the 2017 Talent Board benchmark research class. Talent Board has released its benchmark research from North America, followed by EMEA and APAC.

Talent Board is first non-profit organization to be focused on the elevation and promotion of a quality candidate experience with data benchmark research. Its signature candidate experience research report covers the best practices, platforms and processes that enable companies to provide an exemplary recruiting experience to their job candidates, from pre-application to onboarding.

You can now download the North American Candidate Experience (CandE) 2017 research report here (select the North American region).

You can also still preregister for the EMEA and APAC reports by first selecting that region and completing the simple form here (released this February 2018).

The North American Candidate Experience 2017 research report is available now and based on 180,000 surveys of candidates who applied to positions at 200 companies, again most of whom did not get the job. Through these candidate surveys, Talent Board discerned the current state of candidate experience, as well as the tools, processes and technologies employers today use in their recruiting practices, and how they contribute to the candidate experience. Key takeaways this year include:

  • Take a Customer-Centric Approach: Corporate marketing and customer service aren’t the only teams today using social media channels and websites to serve “customers.” Savvy employers are making their recruiting teams available to answer questions during live chats on career sites and social media, as well as experimenting with chatbots to answer general employment questions. The latter frees up the recruiting teams to have more hands-on time with potential candidates already in play.
  • Communication and Feedback Continue to Be Differentiators: CandE Award winners continue to differentiate themselves from pre-application to onboarding, communicating more with candidates, giving candidates feedback earlier in the recruiting process, and asking candidates for feedback even before they apply for a job. Most candidates who have an overall “very poor” 1-star and 2-star candidate experience – representing tens of thousands of candidates in the Talent Board research – are getting very little if any consistent communication and/or feedback, a missed opportunity in a highly competitive talent marketplace.
  • The Business Impact Is Here for Good (Or Ill Will): The trend continues: candidates who believe they have had a “negative” overall experience say they will take their alliance, product purchases and relationship somewhere else. This means a potential loss of revenue for consumer-based businesses, referral networks for all companies and whether or not future-fit and silver-medalist candidates apply again. However, the good news is that those who had a “great” overall experience say they’ll definitely increase their employer relationships – they’ll apply again, refer others and make purchases when applicable. These aren’t just the job finalists either, or those hired, but the majority are individuals who research and apply for jobs and who aren’t hired.

You can now download the North American Candidate Experience (CandE) 2017 research report here (select the North American region).

Employers around the world interested in participating in the 2018 Talent Board Candidate Experience Awards benchmark research program can register starting in March 2018.

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  • Greg Billing

    Company career site is the most obvious one because you can get all the information in the "about us" section

  • Freddy Logan

    Glassdoor helped me out in several interviews. Most opinions are sincere and honest.

  • Austin Hamilton

    good analysis, I have also had a look at the reports !!!

  • Lawrence Mathew

    Employee referral is your best bet to land your dream job in senior positions

  • Paul Kirkwood

    Excellent overview of all research channels, I have also bookmarked your article

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Kevin W. Grossman

Talent Acquisition Expert

Kevin W. Grossman is the Talent Board president of global programs responsible for all aspects of the Candidate Experience Awards worldwide, the first nonprofit research organisation focused on the elevation and promotion of a quality candidate experience. He also produces and hosts multiple “world of work” podcasts including The CandEs Shop Talk and WorkingTech. A certified Talent Acquisition Strategist (TAS) and Human Capital Strategist (HCS) by HCI, Kevin has over 19 years of domain expertise in the human resource and talent acquisition industry.

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