The source of hire is an important one, and also one that is
extremely hard to define for those that believe that a single engagement with a
candidate does not often lead to an application for employment by a job seeker.
The sources that lead to hiring candidates are some of the most important
metrics and analytics recruiters can leverage to build their recruiting
strategies.
Source of hire is defined as the point of origin that leads
to a candidate completing an application for employment that ultimately leads
to them being hired and working as an employee of a company. Your source of
hire is the recruitment equivalent of what programmers and the technical
community call a source
code. It’s the foundational code or programming language that is written to
create the framework for your website or technology.
Like source of hire, source code if not written correctly
can set the stage for a series of ongoing technical headaches and issues for
not only your engineers and programmers but the users of your technology.
Sometimes your source code is elusive and is hidden behind excessive script
codes, code manipulation and hidden content. In the recruiting and hiring
industry, I call this the human touch cycle. In that the last engagement with a
candidate who you ultimately hire is not often actually your source of hire,
but it is the only one you can directly link to the hiring activity.
The human
touch cycle refers to the number of brand touches between the candidate and
the recruiting team. Without HR technologies that use cookies to capture
website visits and information, it is extremely hard to determine the number of
touches it takes to convert a candidate. It is nearly impossible to determine
the original interaction that drove the candidate to consider your company for
its employment opportunities.
This simple fact is the reason why we rely on the last
activity that closes the deal and converts the candidate. It is the easiest and
most direct activity to measure when hiring. It is extremely hard to measure
the date, time and point of origin where the first contact occurred because it
often occurs over long periods of time and using a variety of different
websites, engagements and in person activities.
Outside of measuring the last touch that ultimately leads to
the candidate conversion, recruiting teams can also conduct extensive research
with their own candidate pools and recent hires to understand the activities
and frequency that lead to the final candidate conversion activity. Doing so
lends to more targeting messaging and strategic recruitment activities that
ultimately save your recruiting team time as well as money.
A little work, time and effort up front can provide a
positive return on investment and lead to better retention and a higher
conversion with future candidates.
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