2018-19 Job Hunting Intentions and Recruitment Channels – Part III
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2018-19 Job Hunting Intentions and Recruitment Channels – Part III

2018-19 Job Hunting Intentions and Recruitment Channels – Part III

Posted on 14th March 2019

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This is the last of the three blogs based on the results of our research* into 2018/18 job movement/intentions.  As in previous years, this final part examines the changes last year and also over the last four years in the recruitment channels that candidates use to find new jobs, but we also asked a new question. With the rise of AI, we were keen to find out if candidates would be prepared to “speak” to a chatbot in their initial dealings with recruiters so this was Question 5 of our study.  

Q. 5. When you are next looking to move job, would you be happy dealing with a chatbot in your initial engagement with a recruitment agency?

The results are pretty conclusive.  Some 74% want to speak to a human being (totals do not add due to rounding).

chatbot chart

There were only a handful of comments about this, but they are interesting (and amusing!).

  • Don't think it's appropriate for my type of role
  • Would instantly discount and walk away 
  • Absolutely not
  • If I was called by a chatbot I would definitely never use that firm in the future 
  • Both are good
  • But they might be better than some human beings...

Our final question, regarding the channels candidates use to find jobs, produced broadly the same results as last year.  

Q. 6. What methods do you use when job-hunting? 

job channels 2018-19

The actual percentages, and the year on year percentage changes, are shown in the table below.

2015/16

2016/17

% change

2017-18

% change

2018-19

% change

Job-boards

76%

69%

-8.70%

80%

15.94%

78%

-2.50%

Recruitment agency/headhunter

84%

83%

-1.10%

80%

-3.61%

84%

5.00%

Direct approach to a company

47%

45%

-3.80%

45%

0.00%

48%

6.67%

Social media

46%

40%

-12.40%

49%

22.50%

44%

-10.20%

Newspaper or other print advert

8%

2%

-70.00%

8%

300.00%

4%

-50.00%

Other (please specify)

9%

19%

114.40%

8%

-57.89%

11%

37.50%

Remember that respondents could tick as many of the channels as they liked, reflecting the fact that no-one would reasonably be expected to rely on only one source for their next job.

Last year, recruitment consultants were fractionally less popular as a source of jobs than in 2016/17. This year, I’m pleased to say, we’re back, clear at the top. I think this reflects the fact that, as explained in the first of these three blogs, the job market is (even) more buoyant, with candidates actively seeking new openings. They know, even those who would rather deal with their next career move themselves, that a good recruiter like Be-IT (others are available) can markedly improve their chances of getting a good job. 

Last year, I noted that Be-IT is not the only agency finding that some job-boards deliver fewer candidates than in past years. However, we must be fair, and job-boards are still very popular.  One very interesting statistic that came from last year’s global recruitment survey by Madgex (admittedly a worldwide supplier of job-board CRM), was that 68% of users find roles on a job site and then apply directly. This means that rather being the actual ‘last click’ in the process, job-boards are perhaps becoming more important as secondary influencers.   

The other figures are unsurprising too. The year-on-year figure for direct approaches to a company and for social media as a channel to the market have been pretty constant, between 40% and 50% over the last four years.  Like job-boards, I suspect social media are often more of an influencer than a direct route to the job, although we do get a healthy amount of traffic to the Be-IT site’s jobs via social.  And does anyone seriously look to print media for job adverts nowadays? 

When it comes to the few people who left comments in this section, other than LinkedIn, the main ‘other’ mentioned was some variation on ‘networking.’  Networking is good and highly recommended, however, remember that recruitment consultants’ networks are far wider (or at least they ought to be) than any one individual’s, so, if you’ll excuse our obvious vested interest, it is worth keeping in touch with your favourite headhunter/recruiter!

Recommendation / referral

Hear from friends about positions

Network mostly used

Online via reed or totaljobs etc.

Networking

Friends

My network 

LinkedIn

I’m a test engineer with automation experience. I get approached about new jobs every day, I will never have to actively look for a job again. 

LinkedIn 

LinkedIn

Sometimes LinkedIn

Word of mouth, meetups, industry events

I get approached 

Networking

Jobserve

Finally, I’d just like to say thank everyone who took part in this study. I know it takes a bit of time, but it really does help everyone get a better picture of how the IT jobs market has been, is now and is likely to be in the future. And if you’re willing, we’ll do it all again next year! 

Gareth Biggerstaff, CEO, Be-IT Resourcing 

 

* This research was carried out by thePotentMix, an independent third party, using Be-IT’s database of candidates, our consultants’ extensive Linkedin contacts, a SurveyMonkey and a complementary social media campaign.  

Posted in Recruitment News, Research


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