CareerXroads (Gerry),  GraceRock (Mary Grace) and HireClix (Martin) are onstage in May at the Unleash Conference in Las Vegas with our take on the age old problems with Source of Hire (SoH).

We expect to point out that practitioners and providers can do more to improve the quality of data, standardize how and when to start measuring the candidates path to you, and better defining 'Sources' that have an impact on TA strategies and tactics.

This survey will help us make the case...or not. It's not as comprehensive as it could be but then we don't want you to abandon it it half way through. 

We promise to follow up with a Webinar on May 23 (adding several practitioners to our mix) to share the data with everyone who participated (your ticket is to complete this short survey).

Your company is anonymous and will remain so. Your name, company and contact info are required but will not be published. We need it to a) to ensure that you are are who you say you are (we tend to check), b) to filter different types of recruiting organizations, c) to filter size of firm, etc.,  AND d) to invite you to further discussion of the results. (Trusting us to manage our promise is important to us. Feel free to write us individually).


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* 1. Your contact info (only used for follow-up questions, never published or used for anything else)

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* 5. Share with us the SoH TACTICS (the types of sources) you are using to recruit talent. For each tactic you leverage specify if you are able to track performance for the source(s) of that tactic. (Please check EVERY option that applies for each tactic!)

  We Track Views We Track Clicks We Track CRM Conversion We Track ATS Applicant Conversion We Track Silver Medalists We Track To Hire We Track beyond hire to Performance/Quality We use but don't track reliably. N/A - We don't Use
Referrals
Internal transfers / promotion channels
Free / organic job listings
Major job boards / paid inventory or slots
Niche job boards / paid inventory or slots
Programmatic job ads (PPC or PPA)
Programmatic career site re-targeting ads
Job alerts
Email campaigns
Text campaigns
ChatBots/virtual assistants
External vendor databases
3rd Party/Search
In-house / contract strategic sourcing team
Social campaigns
Careers website
Events (campus, military, diversity)
Walk-ins

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* 6. For the SoH tactics that you tracked above, select the tool(s) you are using to help manage this.

  Views Clicks Leads (CRM contacts) Applicants - (In ATS) Hires Post Hire/Performance
ATS (applicant tracking system)
Recruitment marketing system (CRM)
Dedicated recruiting metrics provider
The tactic's own data on their performance
3rd Party Media/Agency
HRMS/Performance Solution

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* 7. How confident are you that the overall data you receive in Source Tracking is reliable?

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* 8. How important is your ability to measure the influence of a 'touchpoint' on the candidate's journey (in terms of producing a hire) a consideration when buying technology?

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* 9. In general, how well do you understand the technology you use to today and how it is tracking source performance and/or source of hire?

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* 10. Of all the sources influencing a candidate's journey, which one would you choose as most important in determining Source-of-Hire today?

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* 11. To the best or your knowledge, what are your top 5 sources of hire today: (List in priority order with 1 being your top source)

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* 12. If there were standards established for source tracking by a neutral party (like, for example, The Association for Talent Aquisition Professionals ATAP), would this help your choice of future recruiting technology solution providers?

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* 13. Regardless of the answers you've given to this point. Which of the statements below best characterize your current situation as of 2019, 1st quarter.

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* 14. What else keeps you up at night about Source of Hire? (Optional)

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