Source of Hire: Definition and Importance

Source of Hire

In the dynamic world of recruitment, understanding the Source of Hire is akin to a chef knowing exactly which ingredients make their signature dish a hit. Sure, you might know how to whip up a storm in the kitchen, but if you’re clueless about where your ingredients come from, are you really in control?

What is the Source of Hire?

Let’s cut through the jargon. Source of Hire, or as the cool kids in recruitment call it, ‘SOH’, is essentially about tracking where your successful candidates originate from. It’s like being a detective in your own hiring process. Was it that snazzy careers page that lured them in? Or perhaps your social media charisma was irresistible? Knowing this is like having a recruitment compass; it points you towards the most fruitful recruiting channels and away from the duds.

Now, we’re not just talking about any candidate that stumbled through your door. We’re focusing on the ones who made it all the way – the hired ones. It’s a bit like dating; you don’t analyse every date you’ve ever had, just the one that ended in a successful relationship.

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Why Measuring the Source of Hire Metric is Important

For our seasoned recruiters, this is where you nod knowingly. Measuring the Source of Hire isn’t just for fun – it’s a strategic powerhouse. Why? Because knowing your most effective sources saves time, money, and a lot of unnecessary headaches.

Firstly, it’s about efficiency. Let’s say you’re pouring resources into job boards, but your hires are mostly coming from employee referrals. Wouldn’t it be wise to reallocate those resources? It’s a bit like finding out you’ve been fishing in a pond, while there’s a lake teeming with fish next door.

Then there’s the quality angle. Some sources may bring in a deluge of candidates, but they’re as far from ‘qualified’ as a fish is from climbing a tree. Understanding your Source of Hire helps identify channels that bring in candidates who not only excel in their roles but also stick around. It’s about finding those who fit your company culture like a glove.

Tracking and Evaluating Quality of Hire

While we’re dissecting the Source of Hire, let’s not forget the quality of those hires. It’s one thing to know where your candidates are coming from, but it’s another to assess how well they’re doing. Are they sticking around? Growing in their roles? Are they more ‘seasonal specials’ or ‘main menu’ material? This insight can redefine your recruitment strategy.

Understanding Recruitment Channel Effectiveness

It’s time to play favourites, but based on data. By analysing which channels consistently yield the best hires, you can play to your strengths. Are your best hires coming through your fancy career site, LinkedIn, or perhaps through word-of-mouth? This insight allows you to focus your efforts and refine your recruiting pitch to each channel.

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The Limitations of Relying Solely on Source of Hire

While Source of Hire stands as a beacon of insight in the recruitment process, it’s not without its limitations. Understanding these constraints is crucial for a well-rounded recruitment strategy.

Overlooking Candidate Quality

First off, while this metric tells you where your hires come from, it doesn’t necessarily reflect the quality of these hires. It’s like knowing which bakery your bread comes from, but not if it’s the best sourdough you’ve ever tasted. A source might be a champion in quantity but a lightweight in quality.

The Influence of Multiple Touchpoints

In today’s digital world, candidates often interact with multiple touchpoints before applying. They might see a job ad on a job board, check your company’s social media, then read reviews on Glassdoor before hitting apply. Source of Hire tends to credit the final touchpoint, but what about the journey that led there? It’s like giving the last runner in a relay race all the credit, forgetting the ones who kept the baton in the race.

Potential Biases in Data

There’s also the risk of data biases. If you’re only measuring certain channels, or if some channels are more prominent in your recruitment strategy, your Source of Hire data might lean unfairly in one direction. It’s akin to assuming tea is the UK’s favourite drink because you only surveyed people in a tea shop.

Evolving Job Seeker Behaviours

Finally, job seeker behaviours evolve. What works today might not tomorrow. Solely depending on historical data from Source of Hire might make you miss emerging trends or new recruiting channels. It’s like using a map from the 1990s to navigate today’s roads.

Source of hire how to measure it

How to Measure Source of Hire

If you thought measuring Source of Hire was like trying to solve a Rubik’s Cube blindfolded, think again. It’s not just about collecting data; it’s about making it tell a story. The story of your recruiting success.

Leveraging Applicant Tracking Systems

Enter the superhero of recruitment data: Applicant Tracking Systems (ATS). An ATS doesn’t just store candidate information; it’s a goldmine for tracking where your hires originate. With tools like Teamdash’s ATS, you can effortlessly track candidate sources and run reports that would make even the most data-averse manager weep tears of joy. This isn’t just data collection; it’s recruitment storytelling.

Utilising Analytics and Reporting

But why stop there? Go beyond the ATS by integrating tools like Google Analytics into your careers page. This duo is like Holmes and Watson for your recruitment strategy. They provide insights into how candidates interact with your job postings, how long they stay, and what eventually convinces them to apply. This is deep-dive analysis for those who truly want to understand their hiring narrative.

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Employee Referrals and Social Media Insights

Don’t forget the human element. Employee referrals are often a rich source of hire. Combine this with insights from your social media channels, and you’re not just tracking sources; you’re understanding them. Who’s sharing your job posts? What’s resonating with your audience? It’s about connecting the dots between human interaction and digital footprints.

Direct Feedback During Interviews

Integrating questions about the recruitment journey into the interview process can be revealing. It’s about asking candidates how they found out about the position and what motivated them to apply. This direct feedback can sometimes uncover nuances that data alone might miss, like a personal recommendation that wasn’t formally tracked or an article about your company that inspired an application.

The Strategic Power of Source of Hire Analysis

Now, let’s talk strategy. Knowing your Source of Hire isn’t just about patting yourself on the back for a job well done. It’s strategic intelligence that can transform your recruiting efforts.

Informing Recruitment Marketing Strategy

Understanding your Source of Hire shapes your recruitment marketing. It tells you where to shout about your amazing company culture and where to whisper. Tailoring your approach to each channel ensures your voice is heard by the right candidates – the ones who will one day be the heart and soul of your team.

Allocating Resources Wisely

Money talks, but it doesn’t have to shout. By understanding your Source of Hire, you can allocate your recruitment budget more effectively. No more throwing money into the abyss of ineffective channels. Invest where it counts, and watch the quality of your hires soar.

Enhancing Candidate Experience

Lastly, it’s about the journey. A great candidate experience starts with knowing where your candidates prefer to engage. By understanding your Source of Hire, you tailor the recruitment experience to meet candidates where they are, making their journey from applicant to employee seamless and engaging.

Wrapping it up on Source of Hire

In conclusion, mastering the Source of Hire is like having a map in the often-unpredictable world of recruitment. For those who want to dive deeper and leverage the power of recruitment data, tools like Teamdash offer not just a solution, but a partner in your recruitment adventure. Remember, in the end, it’s not just about filling positions; it’s about building teams that thrive.

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