Sources of Talent in Australia

Back in April I had one of my many wild ideas, undertake a sources of hire survey for Australia, I mean how hard can it be?

The idea was triggered by a post from Phillip Tusing from Destination Talent so after chatting over a few days we decided to join forces and get a survey done.

The decision to do something was easier than the process.

We site up a site and grabbed a domain name, http://talentsource.com.au/, it took about 6 weeks to draw up the survey and lock in some sponsors. We ran the survey for about 5 weeks, receiving 409 completed responses. Then we started the report portion, I had thought would be easy but how wrong was I. It has taken about 6 or 7 weeks to get the report done, and I have to say without the tremendous work by Phillip it would have taken a lot longer. In fact I want to publically thank Phillip for his work in pulling the report together.

As mentioned 409 organisations of varying sizes, industry backgrounds and regional locations completed the survey. A total of 92,136 hires were recorded using seventeen identifiable sources of talent for the period July 2008 through to June 2009.

The key findings of the report include:

  1. Source of talent varies across Australia with seventeen identifiable source of talent.
  2. Job boards, in their various iterations, take a leadership role being the predominant source of talent in Australia with 29.64% of hires attributed to them.
  3. Perceptions of the most effective sources of talent by recruiters differ from the reality of where talent is sourced.
  4. Different industries use significantly different sources to find talent within Australia.
  5. The different regions of Australia also seem to source talent differently, for example in the ACT 49.70% of talent is found through internal recruiters.
  6. Referrals as sources are not as developed as expected being only the fourth most successful source at 7.57% of hires.
  7. Print media while having a reputation of an archaic channel still exists as the seventh most successful source of hires.
  8. Employers and agency recruiters differ in how they source talent with agency recruiters relying heavily on job boards.
  9. Social media is in its infancy ranking last as a source talent in Australia, with usage higher in smaller organisations.
  10. Data collection is poor with over 7% of organizations have no reliable method of tracking their source of talent.

We are also indebted to Gerry Crispin for providing a comparison to US figures and Dr Ian Williamson for his insights into retention and alumni programs.

There is a lot more in the report so go download it and have a read, we hope that the report stimulates further discussions within the HR and Recruitment industries.

Social media strategy webinar

Recruiter DailyThe folks at Recruiter Daily have asked me to do a short webinar for their readers about social media and recruitment called “Plan your social media strategy – connect, attract and recruit“. The event will be 11am September 17 and you can register online now, even if you can’t make the live event the presentation will be available.

So what will I cover?

This online tutorial, brought to you by Recruiter Daily and social media expert Michael Specht, separates the trash from the truth. You will gain a better understanding of social networking – the positives and the pitfalls – and learn how to:

  • apply the four Cs of social media – collaboration, content, connection and conversation;
  • use social media in the five phases of recruitment;
  • move from a reactive model to proactively engaging in social media;
  • measure your social recruiting success with meaningful metrics.

It should be an interesting session if I do say so myself.

If you can’t get to the session on the 17th, I will be in Canberra on the 18th at RecruitTech talking about social media in the workplace, if you can’t do either then be in Melbourne 3rd December for the combined ATC and Inspecht one day event on social media and recruitment.

(Just quietly between us I hate the term social media expert.)