Published March 2013

2. The end of the non-internet era
1997 Sources of Hire
28.7% - Newspaper ads
19.7% - Employee Referrals
10.4% - Agency (Contingent)
8.7% - Contract Recruiters
8.3% - Job Fairs
5.0 % - Other advertising
4.6% - Image advertising
4.2% - Trade journals
2.9% - College
2.9% - Resume services
2.1% - Agency (Search)
2.1% - Internet
1.5% - Radio

3. Valid
Reliable
Accurate
Complete

4. Each year since 2001… This year…
…we’ve asked ~200 staffing
leaders for their SOH data… ~200 employers
~200
…and 25-50 firms respond… 37 respondents
37
…representing 1-2 million [F/T]
1,204.614
1,204.614
North American EEs in total…
total EEs
…where 1,000-3,000
1,591
1,591
Recruiters…
recruiters
…fill 150k-300k F/T openings. 185,450
185,450
openings filled
Source: CareerXroads, Feb. 2013 Source of Hire

5. In 2012 In 2013
respondents filled respondents plan to fill
8.6% fewer openings than 17.5% more openings than
the previous year (2011) the previous year (2012)

6. 77,200 openings (42%) were filled through INTERNAL movement and promotion
108,250 openings (58%) were filled through EXTERNAL sources

7. 36% 38% 32% 34% 28% 39% 51% 50% 41% 42%
2003 2004 2005 2006 2007 2008 2009 2010 2011 2012

8. 20
20 201
201 201
201
Referrals 12
12 11 00
24.5% 28.0% 27.5%
Career Site 23.4% 9.8% 18.9%
Job Boards 18.1% 20.1% 24.9%
Direct Source 6.8% 9.1% 5.0%
College 5.5% 6.6% 7.2%
Rehires 3.3% 4.3% 2.8%
2012 3rd Party 3.1% 2.8% 2.3%
Sources of Social Media 2.9% 3.5% NA
External Print 2.3% 2.2% 2.0%
Hires
(~108,000)
Temp/Contract-to-hire 1.5% 2.1% 2.4%
Career Fairs 1.2% 1.9% 1.8%
Source:
CareerXroads SOH, Feb. 2013 Walk-ins 0.3% 0.8% 0.7%
Other 7.2% 8.8% 4.6%

9. And Now….

10. Q: What % of your Job Board hires come from each site?
ALL Other d
Niche Job Sites In dee
List Mon
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Cr L ste
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The b Cen
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Source: CareerXroads SOH, Feb. 2013

11. Post and Pray
Q: Are your Job Board HIRES
mostly from Posting Jobs
or Resume Searches?

12. Q: How many Referrals does it take to make one hire?
A: Weighted Average
9.9
Source: CareerXroads SOH, Feb. 2013

13. The % of our INTERNS (that we want to convert) who accept is…
9.4%
3.1%
9.4%
34.4%
21.9%
3.1%
9.4%
3.1%
6.3%
A: Weighted Average
0%
49.8%
0%
Respondents
Source: CareerXroads SOH, Feb. 2013

14. Linkedin job posts
Linkedin Groups
Linkedin Company Pages
Linkedin Marketing Campaigns
Linkedin: Recruiters Searching
Facebook Company Pages
Facebook Marketing Campaigns
Facebook job apps like Beknown, etc.
Facebook: Recruiter Searches
Twitter: Job Tweets
Twitter: Recruiter Searches
Customized Landing Pages
Company Mobile Apps
Company Talent Communities
Public Talent Communities
Specialized Mobile Campaigns
SEO – SEM w Google Bing, etc.

15. How do Sources interact with one another
to influence candidate action?
Legend
% Respondents
= 80-100
=60-80
=40-60
=20-40

16. (1) Job Boards
(1) Co. Career Site
(2) Direct Source Referrals (2) Social Media Career Site
(3) Social Media (3) Referrals
(4) Job Boards (4) Direct Source
Referrals
DRIVERS/ DRIVERS/
INFLUENCERS INFLUENCERS
(1) Co. Career Site (1) Social Media
(2) Social Media Job Boards (2) Co. Career Site Direct Source
(3) Co. Career Site (3) Job Boards
(4) Referrals (4) Referrals
Referrals
DRIVERS/ DRIVERS/
INFLUENCERS INFLUENCERS

17. (1) Referrals
(1) Co. Career Site
(2) Social Media College (2) Co. Career Site Re-Hires
(3) Direct Source (3) Direct Source
(4) Job Boards (4) Job Boards
Referrals
DRIVERS/ DRIVERS/
INFLUENCERS INFLUENCERS
(1) No other source (1) Co. Career Site
(2) Career Site 3rd Party (2) Direct Source Social Media
(3) Job Boards (3) Job Boards
(4) Referrals
Referrals
DRIVERS/ DRIVERS/
INFLUENCERS INFLUENCERS

18. (1) Co. Career Site
Print (2) Direct Source Temp-to-hire
(1) No other source (3) Social Media
(4) Job Boards
Referrals
DRIVERS/
DRIVERS/
INFLUENCERS
INFLUENCERS
(1) Co. Career Site
(2) Direct Source Career Fairs (1) No other source Walk-ins
(2) Print
(3) Social Media
(4) Job Boards
Referrals
DRIVERS/ DRIVERS/
INFLUENCERS INFLUENCERS

19. Q: How do you collect SOH information?
External partner reports
(i.e. Jobs2web, TMP,
etc.)

20. What Do You Plan To Change In 2013?*
- Improve Employee Referral Programs (ERP)
- Increase Social Media and Linkedin SOH Channels
- Invest in Sourcing- internally as well as contract
- Decrease the dependency on job boards.
- Equip our recruiters with better tools
- Develop talent community/talent pool Channels
- Sharpen Branding efforts particularly with Diversity
*see appendix
Source: CareerXroads SOH, 2/2012

21. APPENDIX
Additional details of our
Respondent Profile

22. How many Applications do you get per opening?
Fewer than 10 2.9%
11-25
8.6%
26-50 28.6%
510-100 40.0%
101-250 17.1%
Weighted Average
74 Applications/Opening
More than 250 2.9%
0% 20% 40%

23. What % of Applications Received are Unqualified?
Less than 10%
2.9%
11%-25% 8.6%
26%-50% 31.4%
51%-75% 45.7%
76%-90% 11.4% Weighted Average
51.1% Unqualified
More than 90
0% 20% 40%

24. INTERNATIONAL HIRES ARE….?
We don’t hire globally 24.3%
We hire globally
but have no data 24.3%
or, difficult to get
We hire globally and
have #s in most 16.2%
countries –not all
We have it all &
can benchmark 35.1%
country by country
0% 20% 40%

25. What F/T hiring in the US do you NOT oversee?
60%
59.7%
40%
27.0%
18.9%
20%
13.5%
10.8%
5.4% 5.4%
0% We don’t hire We don’t hire We don’t hire
Union Positions hourly at every location
store level
We touch or know We don’t hire We don’t hire We don’t hire
about EVERY hourly in every function every division
F/T hire mfg. facilities (i.e. sales)

26. How Respondents Handle
Contract/Contingent/PT Workers
We have a master contract with a
vendor to supply contingent labor 41.7%
with professional skills in areas such
as Engineering, IT, etc.
We have a master contract with a
vendor for all hourly- P/T labor. 41.7%
We have dedicated recruiters and
sourcers for these areas. 19.4%
.
We have bolted on vendor
management modules to our ATS in 8.3%
order to better manage contingent
labor.
We stay out of this area as much as
possible and have little or no 27.8%
responsibility for it.

27. Recruitment Processing Outsourcing
ALL of the US F/T hiring is done 52.6%
with our own Recruiters.
ALL or most of our GLOBAL hiring is done
with a centralized TA Leadership team. 18.4%
ALL or most of our GLOBAL hiring is done
In a decentralized TA Leadership. 23.7%
We've outsourced SOME F/T US recruiting
to an outside RPO vendor. 15.8%
We've outsourced SOME F/T Global recruiting
to an outside RPO vendor. 10.5%
We've outsourced MOST F/T US recruiting
to an outside RPO vendor. 5.3%
We've outsourced MOST F/T Global recruiting
to an outside RPO vendor. 5.3%
We've outsourced ALL F/T US recruiting
to an outside RPO vendor. 2.6%
Something Other 7.9%