July 13th, 2020

Source of Hire

Where do hires you make come from? The answer lies in the Source of Hire. It’s a metric whose influence on the hiring process recruiters sometimes underestimate. So complex that one article wouldn’t be enough to cover it. However, we will go through the basic elements of SoH and explain their roles.

What Are Your Sources of Hiring?

When you begin a hiring process, you should know where and how to search for potential candidates. Depending on the nature of work, the sources can be different. Let’s mention a few of them that you are probably familiar with:

  • Social Media - People with whom you have engaged through your channels, such as Facebook, LinkedIn, Instagram and Twitter. With enough followers, your posts about job openings should reach interested applicants here.
  • Job Boards and Candidate Databases - When you hire the perfect candidate, don’t necessarily forget about the other ones. Surely some were close to being hired, very decent. A modern ATS tool can help you update your job board, candidate database, and make them your reliable source for future job openings.
  • Referrals - Another reason to be polite not only to your employees but to the rejected candidates, too. It can happen that they were not a good fit for the position, but they might know someone who is. If they hear about a job opening, they will likely recommend your company to another individual. Healthy company culture goes a long way.

How to Measure your SoH?

The best way to get valuable information about your Source of Hire is through candidates. That includes both those who were rejected and those who became new employees.

When is the most appropriate time to do it? Some will say that you should do it before the final phases of the selection process. Others, however, suggest doing it after you’ve filled in the spot.

There’s no correct answer to this question. It can depend on various factors. What’s more common, though, is how you can learn more from your candidates.

  • Through a survey - During the initial application form, throw in a question like: “How did you find out about this position?” Most applicants will answer truthfully since, at this point; they are interested in the position and eager to answer all of your questions.
  • During the interview - In person, you’ll have even higher chances of getting an honest response from the candidate. They will be willing to cooperate and feel motivated since they’ve made it to the next round.

There’s a Catch

Measuring your SoH has a downside, it’s not perfect. The source from which a candidate enters the hiring pipeline, is not necessarily the one from which he found out about the job opening. That’s why you can add another measuring to the initial one, specifically for new hires.

Now you should ask more than one question. Ask them how and where they’ve applied, as well as how did they find out about the position. Optionally, try to find out who or what motivated them to consider your job opening.

Make the Best Use of Your ATS

If you are using an Applicant Tracking System, calculating Source of Hire will be a lot easier task. It can keep records of every individual you’ve surveyed up to date, and create detailed graphs.

Practical and time-saving. Once you create the questionnaire, the ATS will do the heavy lifting. That includes sending the survey to hundreds of applicants with one click and creating the detailed analysis mentioned above. In general, ATS is a handy tool for hiring metrics and everything recruitment related.

There’s a lot more to learn about the Source of Hire. Sometimes it’s an underestimated metric, which can bring useful and valuable information if handled the right way. You should treat every metric in hiring as important. Once you grasp the potential of all of them, your hiring process should improve.

About iglooHR
Our goal is to provide the best tool to organize your recruitment process. We strive to innovate traditional Applicant Tracking Systems. With iglooHR, you get all the essential tools for efficient recruiting.