Appendix C: Response Summary
| Supporting Data |
|---|
| White
Paper Appendix A: Methodology Appendix B: Survey Questions Appendix C: Summary of Survey Responses |
- 592 employers personally invited by e-mail plus others invited
by NACE Tech Committee.
- 118 usable responses to web based survey as of 2/23/04.
- 91 responses answered whether their organization recruits nationally,
regionally, and/or locally (all that apply).
- 73 percent indicated they recruit nationally; 13 percent said regionally; and 29 percent said locally.
- Substantial differences appeared comparing responses from national vs. local recruiters.
Importance of Particular Aspects
| Item | All Recruiters (118 responses) | National Recruiters (65 Responses) | Local Recruiters (26 responses) |
|---|---|---|---|
| Overall importance | 67% | 74% | 58% |
| Create overall recruiting brand | 70% | 67% | 77% |
| Job descriptions of typical positions | 67% | 60% | 84% |
| Listings of current jobs actively recruiting | 81% | 77% | 85% |
| Communication with candidates once they have applied | 62% | 67% | 62% |
| Online application for positions currently available | 55% | 64% | 56% |
| Creating an applicant data base for future openings | 44% | 50% | 32% |
| Encouraging candidates to apply for future opportunities | 36% | 37% | 20% |
In which two of the aspects above have you been most successful?
| Item | All Recruiters | National Recruiters | Local Recruiters |
|---|---|---|---|
| Providing background information on your organization to potential candidates | 32% | 26% | 27% |
| Create overall recruiting brand | 33% | 26% | 54% |
| Providing job descriptions of typical openings in your organization | 20% | 18% | 12% |
| Providing listings of current job openings for which you are actively recruiting | 41% | 41% | 58% |
| Communication with candidates once they have applied | 25% | 23% | 23% |
| Online application for positions currently available | 20% | 27% | 15% |
| Creating an applicant data base for future openings | 12% | 15% | 4% |
| Applicant tracking internal to your organization | 13% | 18% | 8% |
| Encouraging candidates to apply for future opportunities | 3% | 5% | 0% |
In which two of these aspects have you encountered the most difficulty?
| Item | All Recruiters | National Recruiters | Local Recruiters |
|---|---|---|---|
| Providing background information on your organization to potential candidates | 7% | 10% | 5% |
| Create overall recruiting brand | 28% | 36% | 23% |
| Providing job descriptions of typical openings in your organization | 8% | 7% | 5% |
| Providing listings of current job openings for which you are actively recruiting | 11% | 14% | 5% |
| Communication with candidates once they have applied | 17% | 19% | 18% |
| Online spplication for positions currently available | 24% | 19% | 27% |
| Creating an applicant data base for future openings | 36% | 34% | 46% |
| Applicant tracking internal to your organization | 30% | 24% | 36% |
| Encouraging candidates to apply for future opportunities | 29% | 27% | 27% |
Top concerns of recruiters:
| Item | All Recruiters | National Recruiters | Local Recruiters |
|---|---|---|---|
| Integrating electronic
recruiting technology in overall college recruiting effort |
30% | 21% | 9% |
| Managing the volume
of applications and potential candidates |
39% | 29% | 11% |
| Effective and timely
screening of candidates based on electronically submitted applications |
28% | 20% | 9% |
| Maintaining effective
communication with high-potential candidates. |
17% | 11% | 3% |
| Electronic communication
with potential candidates |
7% | 3% | 3% |
| Providing accurate and
timely information to candidates concerning vacancies, requirements,
and organizational culture |
19% | 13% | 5% |
| Managing your organization's
overall brand through use of electronic tools |
14% | 7% | 2% |
| Benchmarking your use
of technology with comparable recruiting organizations |
23% | 11% | 6% |
| Managing access to candidate
information |
9% | 6% | 4% |
| Creating and implementing
policies to maintain privacy of applicant information |
4% | 1% | 3% |
| Creating
and implementing policies to assure applicant data is current |
7% | 4% | 3% |
| Choosing the appropriate balance of electronic, telephone, and face-to-face communication with students/graduates | 19% | 14% | 6% |
| Choosing
the appropriate balance of electronic, telephone, and face-to-face
communication with career centers |
16% | 9% | 4% |
| Developing
approaches that use recruiting technology to personalize rather
than depersonalize the process |
27% | 18% | 9% |
| Internal
applicant tracking |
16% | 11% | 4% |
| Developing
an understanding of student expectations related to recruiting
technology |
23% | 14% | 6% |
| Developing
an understanding of hiring managers expectations related to
recruiting technology |
11% | 8% | 2% |
| Developing
an understanding of career centers' expectations related to
recruiting technology |
16% | 10% | 3% |
| Evaluating vendors and recruiting technology solutions for your organization | 13% | 5% | 5% |
Challenges mastered by recruiters:
| Item | All Recruiters | National Recruiters | Local Recruiters |
|---|---|---|---|
| Integrating electronic
recruiting technology in overall college recruiting effort |
28% | 17% | 5% |
| Managing the volume
of applications and potential candidates |
27% | 16% | 9% |
| Effective and timely
screening of candidates based on electronically submitted applications |
23% | 14% | 5% |
| Maintaining effective
communication with high-potential candidates. |
24% | 15% | 8% |
| Electronic communication
with potential candidates |
18% | 10% | 3% |
| Providing accurate and
timely information to candidates concerning vacancies, requirements,
and organizational culture |
12% | 7% | 4% |
| Managing your organization's
overall brand through use of electronic tools |
18% | 11% | 6% |
| Benchmarking your use
of technology with comparable recruiting organizations |
4% | 2% | 2% |
| Managing access to candidate
information |
16% | 9% | 6% |
| Creating and implementing
policies to maintain privacy of applicant information |
15% | 10% | 3% |
| Creating
and implementing policies to assure applicant data is current |
7% | 5% | 1% |
| Choosing the appropriate balance of electronic, telephone, and face-to-face communication with students/graduates | 21% | 13% | 5% |
| Choosing
the appropriate balance of electronic, telephone, and face-to-face
communication with career centers |
14% | 9% | 3% |
| Developing
approaches that use recruiting technology to personalize rather
than depersonalize the process |
14% | 11% | 1% |
| Internal
applicant tracking |
24% | 18% | 5% |
| Developing
an understanding of student expectations related to recruiting
technology |
5% | 4% | 0% |
| Developing
an understanding of hiring managers expectations related to
recruiting technology |
7% | 5% | 1% |
| Developing
an understanding of career centers' expectations related to
recruiting technology |
7% | 4% | 3% |
| Evaluating vendors and recruiting technology solutions for your organization | 10% | 9% | 1% |
Demographics of respondents:
| Item | All Recruiters | National Recruiters | Local Recruiters |
|---|---|---|---|
| Number of employees | 19,236 (90 responses) |
25,878 (64 responses) |
1,1011 (26 responses) |
| Number of schools from which you recruit | 32 (82 responses) |
44 (57 responses) |
13 (23 responses) |
| Approximate number yearly full-time college hires | 329 (82 responses) |
451 (58 responses) |
314 (24 responses) |
| Approximate yearly co-op/intern hires | 134 (74 responses) |
186 (51 responses) |
164 (21 responses) |
Industry of respondents:
| Industry | Number Responding | Percent Responding |
|---|---|---|
| Accounting | 7 | 8% |
| Computer Science | 2 | 2% |
| Consumer Products | 4 | 5% |
| Engineering/Technical | 13 | 15% |
| Finance/Banking/Insurance | 10 | 11% |
| Government | 10 | 11% |
| Manufacturing | 8 | 9% |
| Multiple | 1 | 1% |
| Nonprofit | 1 | 1% |
| Other Services | 11 | 13% |
| Retail Management | 13 | 15% |
| Transportation | 2 | 2% |
| Utility | 2 | 2% |
| Other | 4 | 5% |
| Total | 88 | 100% |
