HR data round-up June 2013: Recruitment gets more social in 2013

XpertHR’s HR data round-up for June 2013 looks at trends in UK employers’ use of social recruitment and other digital recruitment methods. We also provide links to all the latest additions to XpertHR Benchmarking and present our regular round-up of the best HR data blog posts.

The state of digital recruitment in 2013

The vast majority of UK employers use some form of digital recruitment in 2013, with use of social recruitment showing strong growth, XpertHR benchmarking research on the state of digital recruitment finds.


Nearly all UK employers surveyed by XpertHR use digital recruitment in one form or another in 2013.

The most popular digital recruitment methods are posting job ads on the corporate website, on commercial job boards and on the company intranet.

Social recruitment is a growth area in 2013

Social media are currently used by a sizeable minority of UK employers in recruitment. But growth in social recruitment is strong.

The overall picture for digital recruitment is somewhat different in the public sector. More than nine-tenths of public sector respondents say they advertise jobs on their own website and on their company intranet. In contrast, only around one in three use social recruitment methods. Social recruitment is more widely used by private sector employers.

These are among the key findings of 2013 XpertHR benchmarking research on employers’ use of digital recruitment methods, based on responses from 138 organisations with a combined workforce of 577,187 employees.

Use of social recruitment shows strong growth

Social recruitment is a growth area for UK employers in 2013.

At present, fewer than half of employers surveyed by XpertHR use social recruitment.


Only one in five currently advertises all vacancies via social media. But this number is growing rapidly. Three-fifths of respondents have increased the number of jobs advertised via social media over the past two years.

The most widely used social platforms for recruitment purposes are: LinkedIn; Twitter; Facebook; Youtube; and Google+.

Social recruitment mainly used at start of hiring process

Social media are most commonly used at the start of the recruitment process, to attract candidates.

UK employers primarily use social media to drive applicants to their corporate website or to host a page promoting their employer brand. Social media are least likely to be used for recruitment-related video content.

Social recruitment methods are most commonly used when recruiting for professional and middle/senior management vacancies.

Social recruiting rated highly on reach and cost

Employers rate social recruitment methods highly when it comes to broadening the range of candidates and reducing recruitment advertising costs.

However, social recruiting is perceived to be much less effective at reducing HR workloads.

Corporate websites lead on digital recruitment

Corporate websites remain the most popular digital recruitment method.

Nearly nine in 10 UK organisations use their corporate website in recruitment, with one in five having increased this usage in the past two years.

Job boards used by four-fifths of employers

Job boards are the second most popular digital recruitment channel, used by four-fifths of UK employers.

XpertHR benchmarking data resources on digital recruitment:

XpertHR Benchmarking

XpertHR’s unique interactive HR benchmarking service keeps growing!

Click here for the full list of HR benchmarking survey datasets that can be accessed via XpertHR Benchmarking!

HR data blog post round-up: June 2013

Here’s our latest monthly pick of top blog posts on HR data issues from XpertHR’s blogs and other blogs:

  • Anna Codrea‑Rado: Open-Plan Offices Make Employees Less Productive, Less Happy, And More Likely To Get Sick

    Are you a fan of the open-plan office? This piece includes a lot of eyebrow-raising data to suggest that the open-plan office may not be the best of all possible worlds. Increased incidences of sickness absence and decreased productivity are among the direct consequences of the prevalence of the open-plan office, the data cited here suggest. What do you make of this? Is the open-plan office still the way to go? Follow Anna on Twitter.
  • China Gorman: Deeply Disengaged 

    China argues here that “HR needs to be focused on the business” if it is not to be undervalued by other departments. She continues: “Until the perception of HR professionals as functionaries changes to business leaders with HR expertise, this won’t go away. And the only way to change that perception is for HR professionals to start to behave like business people, to speak the language of business people, and to become comfortable with numbers, data and research. The only way for Deeply Disengaged’s experience to change is for them to start to behave like a business person.” China’s post was written as a response to a guest post on the XpertHR blog from an anonymous UK HR professional who had got to the point where working in HR felt too much like a thankless task (See Sincerely Yours, Deeply Disengaged). What do you make of China’s advice? And what advice might you have for ‘Deeply Disengaged‘? Please get in touch and share your views! Follow China on Twitter.
  • Kate Griffiths-Lambeth: The Sound Of …Flyin’ High

    “I think HR needs to consider its relationship with “dough” (of the monetary variety).” If dealing with numbers gives you the heebies, I strongly recommend reading this great post. Kate counsels HR to adopt a strategic approach to reward, and advises the data- phobic on how to kickstart a total reward approach. Follow Kate on Twitter.
  • Simon Heath: A Certain Point Of View 

    Channeling Obi Wan Kenobi, Simon takes issue with the reporting of a study from Orion Partners in a Personnel Today article. “Data and metrics are incredibly important and powerful. They also provoke a great degree of scepticism, much of it justified. Scientific data and research is subjected to the most rigourous (and often rancourous) of peer review processes. That used for marketing or business propaganda rarely is (unless there is sufficient public interest). Articles such as the one in Personnel Today, do nothing to convert the sceptics and unhelpfully paint entire professions in a very poor light.” What do you make of Simon’s take on the way #hrdata issues are reported? I’d love to hear your views on this one! Follow Simon on Twitter.

  • Jane McConnell: Why Is HR Late For Social Collaboration?

    Why is HR not leading on the use of social media in the workplace? Even when data suggest that “the role of HR rises slowly as the enterprise gains experience in social and collaborative tools.” Could it ultimately stem from “a lack of trust in people” on the part of the organisation? Very interesting data analysis, raising compelling questions for HR to consider. Follow Jane on Twitter.

  • Rick: How To Reduce Your Gender Pay Gap 

    You can rely on Rick always to back up his posts with first-class data analysis. This post is a particularly salutary lesson in “how important it is to dig deeper when presented with what looks like solid statistical data.” In this case, Rick takes a very detailed look at one of those statistics that “make you step back and wonder if everything you thought you knew was wrong.” In this case, it’s “Italy being the first country to eliminate its full-time gender pay gap.” Follow Rick on Twitter.
  • @ThinkingPurpose: Slug Trails 

    Now you might not think that a post about the best way for HR to go about gathering data could possibly be beautifully written, amusing and insightful. You would be incorrect in this assumption. I think this is a terrific post, and is full of great advice. Before you draft your next HR communiqué, please consider this point: ” doing the opposite of simple (lengthy emails), unexpected (yet ANOTHER email) and concrete (descriptions of what was needed rather than showing it) will result in people not hearing, understanding and being able to act.” Follow ThinkingPurpose on Twitter.

About XpertHR’s monthly HR data round-up

XpertHR’s round-up of HR data for June 2013 is the latest instalment in an ongoing monthly series.

Each post in this series highlights latest HR data releases from XpertHR and other sources, alongside links to news stories and blog posts of direct or indirect relevance to issues around using HR data.

If there are any HR-related data measures you would like to see covered in future XpertHR data round-ups, or if there are any surveys or HR data blog posts that you would like to see highlighted, please do get in touch. You can submit comments via the box below, or contact me directly via Twitter, LinkedIn or Google+.

XpertHR data round-up archive

Catch up with all the posts in XpertHR’s data round-up series!

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