What are the top 3 tools for recruiting IT staff?



What are the top 3 tools for recruiting IT staff?

A lot has changed in our 2nd annual survey of the IT resourcing landscape. Social media and the careers page of company websites are evolving and there are winners and losers in the fight for the recruitment budget.

As a result of last year’s survey, we decided to separate LinkedIn from the category of social media. The debate about whether it is social media or job board continues, but the effect on our results has been significant.

Our chart shows the results for IT contract vacancies, comparing the results from our 2016 survey. Note how separating LinkedIn from the category of social media has reduced the effectiveness of social media for contract vacancies – dropping from 10% in 2016 to 7% in 2017.

What’s the best channels for contract vacancies?

The impact is even more significant for permanent IT vacancies, where social media fell from 13% in 2016 to just 5% in 2017.

If you consider LinkedIn to be a social media platform, it’s the most effective social tool. But Facebook is now pulling away from the rest of the pack, grabbing second position with 20% of the vote (up from 10% in 2016).

Facebook has made no secret of its desire to enter the recruitment market. In November 2016, they added a Jobs tab to selected Facebook Pages and that was rolled-out across the network in February 2017.

However, the proportion of the IT recruitment budget spent on social media has dropped from 15% in 2016 to just 5% in 2017. Removing LinkedIn from the category clearly leaves a hole, especially when you consider LinkedIn accounts for 10% of the average IT resourcing budget.

The budget winners this year are recruitment agencies and the careers page of company websites. There is a clear link between the performance of these two channels and the investment in-house recruiters are prepared to make.

Indeed, whether you are recruiting permanent or freelance IT staff, the top 3 most effective channels remain the same; recruitment agencies, company websites and referrals from staff.

For contract vacancies, the careers page on a company website scored the highest rise in effectiveness with a jump of 46%, and it also scored the highest rise in permanent vacancies (up 19%).

It is also interesting to note the investment of time correlates broadly with the investment of money. Recruitment agencies not only take the lion’s share of the budget (30% according to our research) but also account for almost a quarter of the time spent on recruitment channels (24%).

It’s interesting to see a drop in the effectiveness of in-house candidate databases for contract vacancies – down from 17% to 12% – perhaps due to the difficulty of keeping the data current.

It should be remembered that keeping candidate databases accurate and up-to-date is one of the 8 principles of the Data Protection Act, and there are many other legal requirements for keeping personal data in-house, so it’s a task that requires constant attention.

These figures are a brief extract from our report titled IT Talent Acquisition – the recruiter’s view. To ensure you receive next year’s report on effective recruitment tools, please sign-up to the Curo Bulletin below.

Graham Smith

Author: Graham Smith

An award-winning, Marketing Director with over 25 years’ experience in direct marketing (including digital marketing, social media, marketing automation and direct mail)… the full B2B marketing mix.
A qualified member of the Chartered Institute of Marketing (CIM) and Institute of Direct & Digital Marketing (IDM), Graham is also part of the ‘GDPR Working Party’ at the Direct Marketing Association (DMA) and was a Council member at the DMA for 3 years.

The views expressed are those of the author and do not necessarily reflect the view and opinion of Curo Talent.

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