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2021 RECRUITER NATION REPORTAgility: The Essential Ingredient for Recruiting Success
RN2021INTRODUCTIONJobvite’s 2021 Recruiter Nation Report aims to help talentacquisition leaders understand:Every year, Jobvite surveys hundreds of recruiters and HRprofessionals for its annual Recruiter Nation Report to determinewhere the industry’s priorities lie and current hiring trends. Asuncovered in this year’s report, recruiters are confronting adramatic shift from one year prior when the world was facing joblosses, layoffs, and staffing reductions. Industry recruiting priorities and investments Stress levels of recruiters todayToday, the country is seeing a return to early 2020 employmentnumbers, with the economic recovery allowing many companiesto rapidly increase staffing levels. However, priorities andexpectations in the workplace have shifted, and workers aremaking it clear that they expect more than the status quo. Asworkers’ confidence continues its upward trajectory, recruiters arefacing new challenges to win over top talent while also managingincreased stress levels and higher turnover rates. Challenges in hiring quality talent Importance of D&I initiatives Salary negotiation in today’s hiring climate Valuable metrics for tracking recruiting success Top-rated sources for hiringThis new reality has made it clear: agility is the new essentialingredient towards successful recruiting. Hiring teams have beenempowered to reimagine recruiting processes and becomemore adaptable to labor market trends. According to the reportfindings, 78% of recruiters’ priorities have shifted and 40% saidrecruiting budgets have increased. Organizations are respondingto these challenges by automating more processes to quickly gettalent through the door and embracing initiatives that align withcandidates’ values and priorities. Trends in social media for recruiting Candidate evaluation factors and measurement Effective benefit and perk offerings How recruiters are using AI and automationHowever, the report also finds that companies failing to adapt tothe ever-evolving workforce or build an equitable workplace willface more difficulty in attracting high-quality talent. Sixty percentof recruiters surveyed believe organizations will lose high-qualityemployees if they do not transition to remote-first working while40% said candidates have turned down an interview or job offerdue to a lack of diversity in an organization.2021 Recruiter Nation Report2jobvite.com
RN2021KEY TAKEAWAYSImproving quality-of-hire, improving time-to-hire, increasingretention rate, and growing talent pipeline remain recruiters’top recruiting priorities.Page 4 Over the past year, almost half of surveyed recruiters haveseen candidates turn down an interview or job offer due tothe lack of diversity in the workforce.Page 16 Recruiting budgets have increased and are likely to get evenbigger in the next 6-12 months.Page 5 An overwhelming majority of organizations have increasedflexibility for working parents throughout the pandemic,and most will continue to offer more flexibility for workingparents going forward.Page 18 Recruiters believe the volume of candidates will increaseas more states terminate or plan to discontinue enhancedunemployment coverage.Page 7 Three out of four surveyed recruiters report an increasein negotiating for higher salaries among candidates andcurrent employees–an over 20 percentage point jump in ayear.Page 19 Quality-of-hire is the most valuable metric recruiters useto track recruiting success, while lack of skilled/qualifiedcandidates and competition from other employers remaintop challenges.Page 10 Most recruiters see higher participation in referral programs,and organizations are making more hires from internalemployees.Page 20 Instagram, YouTube, Snapchat, and TikTok continue theirupward momentum as more recruiters leverage the socialmedia channels to attract job candidates.Page 11 Organizations are currently outsourcing more jobs tofreelancers and gig workers than last year, with plans tooutsource even more moving forward.Page 20 Two out of three surveyed recruiters report increased stresslevels at work as more organizations face recruiter turnoverand rapid increases in hiring and staffing levels.Page 14 One in two recruiters plans to increase their use of texting inthe recruiting process in the next year.Page 21 Over the past four years, previous job experience andcultural fit have all sharply diminished in importance amongrecruiters.Page 15 A majority of recruiters have seen candidates turn down aninterview or job offer due to a lack of flexibility and remotework options in an organization.Page 22 Even though inquiring about an organization’s diversity andinclusion initiatives has become more common over thepast year, one in five companies have no goals for improvingdiversity.Page 16 2021 Recruiter Nation Report3jobvite.com
RN2021TALENT ACQUISITION PRIORITIESRecruiting has likely changed foreverBiggest downward shifts in recruiter priorities (2017 vs. 2021)78%Where staffing agencyand in-house recruitersdiffer78% of recruiters’priorities have shiftedover the past yearRecruiting priorities haveshifted more forstaffing agency recruitersand consultants (86%)than for in-houserecruiters (69%)Top recruiting priorities (next 12 months)2017202152%25%Growing talent pipeline:(52% vs. 25%)35%16%Growing employer brand:(35% vs. 16%)40%28%Improving time-to-hire:(40% vs. 28%)26%16%Improving candidate experience:(26% vs. 16%)18%10%Nurturing passive talent:(18% vs. 10%)Biggest upward shifts in recruiter priorities (2017 vs. 2021)Improving quality-of-hire: 48%201720212%10%1%8%Updating recruiting technology: 21%13%18%Improving diversity:(13% vs. 18%) (but down from 22% in 2020)Improving diversity: 18%16%21%Updating recruiting technology:(16% vs. 28%)Improving time-to-hire: 28%Increasing retention rate: 26%Growing talent pipeline: 25%2021 Recruiter Nation Report4Preparing to automate processes andimprove efficiency:(2% vs. 10%)Managing downsizing/layoffs:(1% vs. 8%)jobvite.com
RN2021TOP INVESTMENTSHow are recruiters leveraging budgets?Recruitment investment focus (next 12 months)Who expects increased investments in social media?Social media: 51%(vs. 41% in 2018)LinkedIn: 39%(N/A)Employee referrals: 37%(vs. 41% in 2017)Staffing agency recruiters:59% vs. 43% in-house recruitersRecruiters under age 50:55% vs. 34% over age 50Companies are supporting recruiters with bigger budgetsJob boards: 34%(vs. 29% in 2017)Virtual hiring and recruiting: 34%(N/A)40%64%40% of recruiters say re-64% expect recruiting bud-cruiting budgets increasedgets to increase in the nextas a result of COVID-196-12 monthsBiggest recruitment investment shifts7%27%Outside recruiters/recruiting agencies:(7% in 2017 vs. 27% in 2021)17%32%Internal hires:(17% in 2017 vs. 32% in 2021)18%28%Direct applications:(18% in 2018 vs. 28% in 2021)41%51%Social media:(41% in 2018 vs. 51% in 2021)2021 Recruiter Nation ReportSeeking high-quality candidates?With room for more sophisticated recruitingprocesses, now may be the time to learn howto optimize your recruitment marketing withTalemetry by Jobvite.LEARN MORE 5jobvite.com
RN2021NEW AND CONTINUED HIRING CHALLENGESRecruiters navigate new challenges in 2021Why recruiters are concerned about hiring quality talentLack of skilled/qualifiedcandidates:47% (vs. 67% in 2017)Growing challengesA new worry:Requirements forcandidates to workonsite or in an office: 33%Too many candidates: 21% (vs. 4% in 2017)Communications with candidates throughout the hiring process: 28%(vs. 20% in 2017)Competition from otheremployers:40% (vs. 60% in 2017)Misalignment between recruiters, hiring managers, and/or interviewpanelists: 23% (vs. 13% in 2020)Diving into the data: Looking at challenges overa multiple-year period helps illustrate the ongoingshifts of various industry trends to provide betterinsights for recruiting organizations.The challenge of too many candidates is not the same acrossthe board. Staffing agencies (28%) are facing this challenge of“too many candidates” more than in-house recruiters (14%).Diminishing challenges over the yearsLack of budget: 28%(vs. 43% in 2017)New challenges in 2021Lack of employerbrand awareness: 27%(vs. 33% in 2017)Location: 16%(vs. 24 % in 2017)Employer brand is getting better—learn how to level upyour recruitment marketing practices with this resource,“How to Build a Great Employer Brand,” from Jobvite.2021 Recruiter Nation Report625%23%17%Too many steps inthe process: 25%Health and safetyconcerns includingCOVID-19: 23%Lack of diversity inthe workforce or lackof plans to increasediversity: 17%jobvite.com
RN2021NEW AND CONTINUED HIRING CHALLENGES continuedRecruiters navigate new challenges in 2021COVID-19 has caused an uptick in applications for some,but not all56% of recruiterssay applicationsper-requisition haveincreasedStaffing agencies are seeing increases in applications whilein-house recruiters are not. One reason that in-houserecruiters are experiencing a decrease in applicationscould be due to barriers of entry for job seekers. Accordingto Jobvite’s 2021 Fortune 500 Candidate Conversion Audit,only 30% of applicants who start the application processactually complete it.24% say applicationsper-requisition havedecreasedApplication increase isn’t the same across all industries—the following have experienced the biggest decrease inapplications71%in-house recruitersin the securityindustry58%in-house recruitersin the hospitalityindustryUnemployment coverage66% of recruitersAs more states terminate orplan to terminate enhancedunemployment coverage:21% say thevolume ofcandidates willdecreasepredict the volumeof candidates willincrease53%in-house recruitersin the media/entertainment industryNew finding: Seventy-five percent of recruiters report thattheir jobs include finding and hiring gig workers/freelancers.Who is seeing the biggest application increase?How long are job openings taking to fill?70% of recruiters are filling jobs in less than 30 daysLess than 14days:69%66%Recruiters from staffingagencies: 69%(vs. 42% in-house recruiters)Jobvite customers: 66%(vs. 46% non-customers)2021 Recruiter Nation Report16%714-30 days:54%31-60 days:21%More than60 days:9%jobvite.com
RN2021VIRTUAL AND VIDEO ARE HERE TO STAYBut in-person connections are still on topHiring moving forwardOpinions on the most effective way to interview are changing61% say the hiring process will be a combination ofvirtual and in-personIn-person conversations: 62%(vs. 77% in 2020)22% will conduct all virtual hiringVideo: 21%(vs. 11% in 2020)Who is moving to all virtual hiring?What will the most common interview methods be over thenext year?Staffing agency recruiters: 30%(vs. 13% in-house)In-person: 34%Video: 27%Current Jobvite customers: 30%(vs. 15% non-customers)Recruiters in the West: 29%(vs. 17% in the South)2021 Recruiter Nation Report8jobvite.com
RN2021WHERE RESUME VALIDITY IS IMPORTANTWith recruiters, just be yourself65% of recruiters have caught a candidate misrepresenting something on their resume including:Technical skills:45%Experience:44%Salary history:37%Education historyor degrees: 36%Candidates are also likely to misrepresent within resumes when it comes to:Citizenship status: 27%GPA: 26%Jobvite insight:Recruiters want candidatesthat are authentic andtrustworthy. When it comes toyour resume, cover letter, orLinkedIn profile, being honestand transparent will take youthe furthest in the job search.References: 26%Competitive offers: 24%Tenure at previous jobs: 22%Criminal history: 21%Language proficiency: 20%2021 Recruiter Nation Report9jobvite.com
RN2021RECRUITMENT MARKETINGPowering successful recruitingTop hiring sources for high-quality candidatesTracking recruiting successMany sources producing the highest quality candidates have increasedcompared to previous years.Quality-of-hire remains the most valuable metric recruiters use to trackrecruiting success, although it is down 10 percentage points from 2020.Job boards: 33%(vs. 11% in 2017)Internal hires 30%(vs. 40% in 2017)Company’s career site: 30%(vs. 21% in 2020)In-person recruiting events: 28%(vs. 21% in 2020)Quality-of-hire:Hiring manager hire:14%13%Social media: 27%(vs. 11% in 2018)Top tools for growing employer brandLearn why leveragingsocial profiles isimportant to convertingcandidates in Jobvite’s2021 Fortune 500Candidate ConversionAudit Report.A strong employer brand remains crucial to attracting candidates.The channels recruiters find most effective for growing employerbrand have all seen drastic increases over the past year.Socialnetworks:Company’s careerwebsite:In-person or virtualrecruiting events:(vs. 47% in 2020)(vs. 22% in 2020)(vs. 10% in 2020)63%2021 Recruiter Nation Report48%30%10jobvite.com
RN2021SOCIAL MEDIA RECRUITINGInstagram, Snapchat, and TikTok continue upward momentumSocial media channels most used for Tube:35%TikTok usage on the riseTwitter:48%TikTok usage continues tosurge among recruiters,with 16% of recruitersusing the platform forrecruiting efforts–morethan doubling resultsfrom the previous year.Instagram has experienced a dramatic increase in usage by 28%since 2017, which is driven mostly by recruiters under the age of 50.Social channels that source the highest quality gram:20%Younger recruiters, ages25-34, incorporate TikTokinto recruiting strategiesmore than recruiters overthe age of 35.YouTube:22%Snapchat usage is also on the rise, with 20% of recruitersusing it—an increase of 15 percentage points since 2017.2021 Recruiter Nation Report11jobvite.com
RN2021SOCIAL MEDIA RECRUITING continuedInstagram, Snapchat, and TikTok continue upward momentumBiggest recruiter turn-offs when it comes to social mediaHow recruiters leverage social mediaPost jobopenings:Spelling and grammar errors in posts or tweets: 45%References to marijuana: 40%Build employerbrand:Alcohol consumption: 39%57%66%Reach passivecandidates:47%Political posts: 30%Supplement employeereferral programs:Pictures of body showing skin: 24%34%30%Jobvite insight: Current Jobvite customers heavily rely onsocial media to build employer brand and reach passivecandidates, but are less likely to use social media to learnmore about different job candidates and potential employees.Viral social media challenges are popular, but could hurt jobprospects. Nearly 20% said participating in viral challengesor dances would negatively impact their decision to moveforward with a candidate.2021 Recruiter Nation ReportLearn more about jobcandidates:12jobvite.com
RN2021ONBOARDINGBringing new employees up to speed62%A majority of surveyed recruiters(62%) believe that onboardingis more effective when done inperson than virtually,25%24%while one-quarter (24%) believeboth are equally effective.54%2021 Recruiter Nation Report13Despite this, in the next year, only onequarter (25%) plan to have completelyin-person onboarding for a majority ofemployees,while more than half (54%) plan to havea combination of remote and in-persononboarding.jobvite.com
RN2021THE CURRENT STATE OF RECRUITERSAreas of focus and stressStress levels still on topRecruiters areinvesting in theirown skills65% of recruiters report at least somewhat increasedstress levels since the onset of the pandemic70% of recruiters21% say their stress level has drastically increasedplan to take additionalprofessional courses,earn certifications,and continue theireducation to enhancetheir expertise asrecruitersOnly 8% say their stress levels have decreasedover the past year2021 hiring39% of recruiters say their organizations are increasing staffinglevels and hiring rapidly—an increase of 13 percentage pointssince the previous yearAnother 35% say their staffing levels have remained constantWho is doing the most to advance their education andrecruiter expertise?Only 17% say that headcount and hiring have been reduced—adecrease of 17 percentage points since the previous yearRecruitersages 35-49:The great resignation59% of recruiters report their organizations have experiencedincreased turnover since the onset of the pandemicMalerecruiters:75%Jobvite customers are taking advantage oflearning opportunitiesGet #talentacquisition learning opportunities at your fingertipsby enrolling in Jobvite Academy, an online learning centerwhere recruiters go to acquire new skills, strengthen existingcapabilities, and learn how to get better recruiting results.2021 Recruiter Nation Report78%84% of Jobvite customers are elevating their recruiterskills through professional development opportunities14jobvite.com
RN2021CANDIDATE EVALUATIONWhat matters (and what doesn’t) to recruitersThese factors differ based on a recruiter’s age(ages 18-29 vs. ages 50-64)Recruiters’ evaluation of candidates and decision-making prioritiesseem to be very much in flux, with data revealing that recruitersmay be more open-minded about a candidate’s potential.Factors rising in importance (2017 to 2021)Online education or certificates: 8% to 39%56%81%Previous job experience(56% vs. 81%)41%22%Cultural fit(41% vs. 22%)26%16%Online social presence(26% vs. 16%)Resume format: 17% to 36%Making a strong impressionCover letters: 8% to 26%36%Online social presence: 14% to 25%Factors declining in importance whenevaluating candidates (2017 to 2021)9%36% of recruiters take up to five minutes to decide onwhether or not to move forward with a candidate whenscanning their resume and cover letter9% of recruiters take less than one minute to make adecision to move forward with a candidatePrevious job experience: 92% to 62%Younger and quickerEmployee referral: 51% to 31%Recruiters ages 18-25 spendway less time making decisionsabout candidatesCultural fit: 83% to 28%2021 Recruiter Nation Report15jobvite.com
RN2021DIVERSITY AND INCLUSIONAttracting more underrepresented job seekersInquiring about an organization’s diversity and inclusion(D&I) initiatives has become increasingly more common49%D&I efforts are the future68% believe that diversity in hiring will be a priority for TA professionalsin the next yearof recruiters report that job seekers are inquiringabout D&I initiatives more than they did in theprevious year–up 16 percentage points from 202061% of organizations are putting more emphasis on diversity than theydid in 202044% say candidates have turned down an interview or job offer due to alack of diversity in the workforceBehind the curveWho is more likely to observe an increase in inquiries about D&I?20% of companies have no goals for improving diversityOlder recruiters and recruiters who are not current Jobvitecustomers are most likely to report having no D&I goalsCurrent Jobviterecruiters: 67%Staffing agencyrecruiters: 61%Organizations with adhoc TA processes: 59%Goals for improving diversityThe majority of companies have specific goals with respect to:Race/ethnicity: 50%Gender: 48%Age: 40%Immigrants: 27%Veterans: 27%LGBTQ : 24%Disabilities: 19%2021 Recruiter Nation Report16jobvite.com
RN2021DIVERSITY AND INCLUSION continuedAttracting more underrepresented job seekersMost common channels for communicating goals aroundimproving diversityMost commonly used strategies to attract and engageunderrepresented talentWriting more inclusive job descriptions: 50%Company websites orblogs: 59%Social media:58%Career sites:52%Company newsletters:38%Showcasing the company’s commitment to a diverse workforce onthe career site: 40%Job boards andpostings: 34%Job descriptions:23%Posting job openings to job boards focused on diversity hiring: 35%Personalizing the company’s equal opportunity hiring statement: 44%Assembling diverse interview panels: 34%Conducting blind resume reviews: 33%Outsourcing diversity recruitingPublishing blogs and other content that represent a diverseworkforce: 31%54% of organizations have consideredoutsourcing their diversity recruitingLeveraging text messaging to remove unconscious bias: 29%Outsourcing diversity recruiting is most commonly considered by:Staffing agencies: 71%Universally designed candidateexperiencesRecruiters in the West: 64%64% of organizations have a hiring processand technology that is accessible tosection 508 or Web Content AccessibilityGuidelines (WCAG) 2.0 standardsCompanies with ad-hoc talent acquisition processes: 55%Among those who don’t, 46% plan tooffer additional opportunities by creatingan accessible and universally-designedcandidate experienceIn case you didn’t know: Section 508 and WCAG help ensure thatwebsites, apps, and electronic documents like PDFs are accessibleto people of varying abilities.2021 Recruiter Nation Report17Try Job DescriptionGrader by Jobvite, atalent acquisition toolthat analyzes your jobdescription and createsa custom report to helpyou overcome recruitmentobstacles and attract thebest applicants.jobvite.com
RN2021BENEFITS AND PERKSWhat workers want from employersMost effective perks in attracting new candidatesMedical/dentalcoverage:51%401(k):49%More flexibility for working parents84% of surveyed organizations have increased flexibilityfor working parents throughout the pandemicWork from home /flexible work hours:44%Benefits on the rise (2017 to 2021)2%7%18%8%27%21%26%17%Family planning: 2% vs. 27%89% will continue tooffer more flexibilityfor working parentsgoing forwardChildcare services: 7% vs. 21%Maternity/paternity leave: 18% vs. 26%Financial wellness education:8% vs. 17%Diminishing in effectiveness (2017 to 2021)These perks have diminished in effectiveness since 201717%35%41%13%20%20%2021 Recruiter Nation ReportStock options: 17% vs. 13%The increase in flexibility for working parents alignswith Jobvite’s 2021 Job Seeker Nation Reportfindings which revealed working parents experiencedincreased stress levels as a result of the pandemic.Signing bonus: 35% vs. 20%Continuing education reimbursement:41% vs. 20%18jobvite.com
RN2021SALARY AND NEGOTIATIONSWorkers have the upper hand in salary negotiationsSide hustles are on the riseA huge bump in negotiating salaries73% of surveyed recruiters report at least a moderate increase54% ofrecruitersare alsoseeing moreemployeestaking onside jobsin negotiating for higher salaries among candidates and currentemployees—up more than 20 percentage points since 2020This is morecommonfor:Salaries have also drastically increased56% report averagesalaries acrosstheir industry haveincreased in 20212021 Recruiter Nation Report65%Recruitersrepresenting staffingagencies (65%)71%Current Jobvitecustomers (71%)This aligns with findings from Jobvite’s 2021 Job SeekerNation Report, which found that 53% of workers surveyedsay they plan to have a second source of income outsideof their regular 9-5 jobs.48% report an averagesalary increase of morethan 10%19jobvite.com
RN2021REFERRALS AND INTERNAL MOBILITYPowerful ways to unlock top talentIt’s a freelancer’s worldReferral programs are on the rise79%48%35%79% of organizations offer employee referralprograms—an eight percentage point increaseover the past yearof organizations areoutsourcing morejobs to freelancersand gig workers—a 13% upward shiftsince 202048% are seeing higher participation inemployee referral programs in 2021Internal hires remain vital to hiring success40% are making more hires from internalemployees since the onset of the pandemic54%of organizationsplan to outsourceeven more jobsmoving forward2021 Recruiter Nation Report20jobvite.com
RN2021TEXTING, AI, AND AUTOMATIONHuman touch automation increased efficiencyRecruiters continue to be comfortable using text messagingto source and communicate with applicantsProviding all the right tools, but wondering how to increase usage on your team? Check out some of our favorite tips to helpget you started on implementing new technology and increasingyour organization’s user adoption.60% believe texting is effective in engaging and communicating withcurrent applicants54% plan to increase their use of texting in recruiting processes in thenext yearChatbots52% believe texting is an effective means of sourcing potential candidates51%Organizations are using AI for more recruiting processes thanthey previously did (2020 to 2021)34%27%39%34%Job recommendations on career sites: 34% vs. 39%24%32%Candidate screening with automated messages:24% vs. 32%18%30%Chatbots: 18% vs. 30%23%29%Candidate engagement scoring: 23% vs. 29%16%27%Communicating information to candidates or newhires via automated texts: 16% vs. 27%Job description recommendations: 27% vs. 34%Diving into the data: There is a big gap between staffingagencies (66%) and in-house recruiting (35%) when it comesto leveraging chatbots.How are recruiters using chatbots?screen candidates via automatedmessages, compared to only 14%of recruiters over age 502021 Recruiter Nation ReportInterview scheduling:Automated screening:Employee referrals:Candidate sourcing:Career site conversations:Text-based recruiting:53%Younger recruiters leverage AI much more frequently thantheir older peers37% of recruiters ages 18-3451% report that theirorganization uses chatbotsin the recruiting process44%37% of Millennial recruiters communicateinformation to candidates and new hiresvia automated texts, compared to only 9%of recruiters in the 50 age group38%2150%41%36%jobvite.com
RN2021REMOTE WORKLack of remote work options could hurt companiesHybrid offices are here to stayCareer tracks55% believe that organizations should have70% of organizations will have a hybrid in-officeand remote work policy going forwardOnly 14% will have a 100% in-office policy55%differentiated career tracks for workers who areon-premise/on-site and workers who work indifferent physical locations65%This belief is strongest among recruitersrepresenting staffing agencies: 65%Three days in office, two days remote is, by far,the most popular office/remote pattern: 47%Lack of remote work turns off candidatesIn the past year, 54% of recruiters have seen candidates turn down aninterview or job offer due to a lack of flexibility and remote work optionsin the workplace57% believe the lack of work from home policies make it harder to attractpotential candidates60% believe organizations will lose employees if they do not transition toa hybrid, fully remote, or remote-first culture2021 Recruiter Nation Report22jobvite.com
RN2021INDUSTRY CONTRIBUTORSJobvite is pleased to share the results of the 2021 Recruiter Nation Report and thank these industrythought leaders who contributed questions in order to help us drive insights and better understandthis nation of recruiters.Hung LeeJulie SowashTamara M. RasberryCurator,Recruiting BrainfoodExecutive Director,Disability SolutionsDirector, HR & Operations,National Community ReinvestmentCoalition2021 Recruiter Nation Report23jobvite.com
RN2021ABOUT THE STUDYZogby Analytics was commissioned by Jobvite to conduct an online survey of 817 recruiters in the U.S.Jobvite supplied Zogby Analytics with a list of their leads and customers, which was used to recruit surveyparticipants. Additional recruiters were randomly invited using internal and trusted interactive partnerresources. Each invitation was password coded and secure so that one respondent could only access thesurvey one time.Based on a confidence interval of 95%, the margin of error for 817 is /- 3.4 percentage points. Thismeans that all other things being equal, if the identical survey were repeated, its confidence intervalswould contain the true value of parameters 95 times out of 100.Subsets of the data have a larger margin of error than the whole data set. It should also be noted thatthere has been a change in methodology between 2017 and 2018 so conclusions about trends in thedata between these two years should be drawn with caution.2021 Recruiter Nation Report24jobvite.com
RN2021ABOUT ZOGBY ANALYTICSZogby Analytics is respected nationally and internationally for its opinion research capabilities. Since 1984,Zogby has empowered clients with powerful information and knowledge critical for making informedstrategic decisions.The firm conducts multi-phased opinion research engagements for banking and financial servicesinstitutions, insurance companies, hospitals and medical centers, retailers and developers, religiousinstitutions, cultural organizations, colleges and universities, IT companies, and Federal agencies. Zogby’sdedication and commitment to excellence and accuracy are reflected in its state-of-the-art opinionresearch capabilities and objective analysis and consultation.2021 Recruiter Nation Report25jobvite.com
RN2021ABOUT JOBVITEJobvite is leading the next wave of talent acquisition innovation with a candidate-centric recruiting model that helpscompanies engage candidates with meaningful experiences at the right time, in the right way, from first look to firstday. The Jobvite Talent Acquisition Suite weaves together automation and intelligence in order to increase recruitingspeed, quality, and cost-effectiveness. Jobvite is proud to serve thousands of customers across a wide range ofindustries including Ingram Micro, Exelon, and Premise Health.2021 Recruiter Nation Report26jobvite.com
202 Recruiter Nation Reort 5 jobvite.com RN2021 Biggest recruitment investment shifts Outside recruiters/recruiting agencies: (7% in 2017 vs. 27% in 2021) Internal hires: (17% in 2017 vs. 32% in 2021) Direct applications: (18% in 2018 vs. 28% in 2021) Social media: (41% in 2018 vs. 51% in 2021) Who expects increased investments in social media?
