Filling a job opening at any organization takes time, and often an immense amount of persistence. The traditional way to start is to notify candidates that may be actively looking for an opening by utilizing company websites, public job boards, university recruitment platforms, or social media. Depending on your organization and the job opening, using these resources will give you a massive pool of applicants to choose from.
Job Boards may be great for an entry or lower-level role, but for manager and senior-level searches those searches may be more specific with a niche talent pool. This is when utilizing job boards becomes more of a nuisance than resource. Quality over quantity is the key especially when the average time to fill a job takes 45-80 days, the best candidates aren’t usually looking for long.
On average, the best recruiters will have 72% of their sourced candidates interviewed by a client. This means organizations are receiving qualified candidates sourced to their precise specifications. Aegis HCCP has found that a recruiter that successfully fills a job opening, will submit about 15 candidates to the client. This allows the client to avoid wasting time combing through hundreds of profiles and resumes but interviewing the right candidates from the start.
Online applicants give your organization the flexibility to choose from a large pool of candidates that are actively seeking your organization. This is advantageous for larger well-known companies, but this may lead to an overwhelming pool with a range of experiences. While recruiter sourced candidates give you an ideal short list of pre-screened and qualified individuals, but decisions made on sourcing strategy outside of your initial guidelines are up to the recruiter’s discretion. In conclusion, the decision on whether to utilize recruiter sourced candidates or online platform applicants comes down to your organizational goals, timeframe, and capabilities.