Research Library Article


Recruiting Best Practices

David Earle

A statistical review of the current recruiting landscape, including data on strategy, sourcing channels, job postings, CPH, TTH, onboarding, turnover, and quality of hire.


Six times a year Business and Legal Resources (BLR) surveys their extensive database of HR managers to find out how how they are handling the challenges of their work. The result is a large library of reports covering recruiting innovations, technology, big data, employment branding, hi-po employees, outsourcing, talent management and engagement.

We generally report on HR resources that are low or no cost. BLR’s reports cost between $50 and $200 dollars, though occasionally they publish free summaries. So why spend the money?

Because a well managed data effort needs at least a few reference points. Authoritative surveys of large populations that address questions like: “How much do you use online recruiting?” “What percent of your jobs are posted to such-and-such channels?” and “Which channels deliver the best results?” establish landscape, or big picture, context — what’s happening in the world at large. This is important in the same way that locating yourself on a map is the necessary first step in planning a day of sightseeing, regardless of which attractions you intend to visit. 

However, such external HR information seldom points to best practice for an individual company. It’s too general. No two companies, even in the same industry, operate in exactly the same environments. Best practice in a specific environment can only be determined by local objectives linked to local experiments that have been designed for that environment.

Online recruiting avenues


 What the external information should do is raise questions. Among this survey’s many charts, for example, is this chart, where 201 respondents selected company websites while 290 selected sites like Careerbuilder and Monster. Whether or not your own data matches this set, here are some of the questions that might be triggered:

  • Do we have good current data on our own recruiting channels?
  • How are we measuring success? By efficiency or by effectiveness?
  • Are there trends in our year-over-year sourcing data that we should be paying greater attention to?
  • Are our spending budgets aligned with our recruiting channel results?
  • How happy are we with our pipeline?
  • Are we happy with our talent planning horizon? (3 months? 6 months? 12 months?)

Over the past decade, HR has become increasingly “datafied,” meaning that data, not hunches, guesses or instinct, is guiding decision-making. It is also helping make the critical links between successful HR practice and successful business outcomes that, in progressive companies, have raised HR practice from a back office administrative function to a strategic board level business function. 


The new, 2016 version of this BLR survey (Recruiting Best Practices for 2016) is available for purchase at the address below. The free 2015 survey summary is no longer offered, but we can send you a copy if you wish. The premium report contains all the data in the free summary report, plus data from the main survey broken out by organization size, organization type, and geographical region. The premium report also includes data from an additional survey covering recruiting metrics and social media recruiting.


Research Reference

Recruiting Best Practices: Summary 2015



Date 2015
Pages 32
Cost Free
URL Link