BOSTON, MA--(Marketwire - Feb 6, 2013) - New research from Seven Step Recruiting, a leading provider of recruitment process outsourcing (RPO) services, reveals that the Fortune 100 companies are lagging in their use of new mobile technology and social media tools for talent acquisition. Released today, Seven Step's "2013 Fortune 100 Talent Acquisition Report" researched the 100 largest U.S. companies to understand how organizations are conducting their talent acquisition efforts in the face of today's skilled-labor shortage. A copy of the full report can be found at: http://good.sevensteprpo.com/2013-fortune-100-talent-acquisition-report-download.
"When you look at organizations the size of GE, for instance, they have upwards of 5,000 job vacancies. That many critical positions left unfilled is a serious business challenge," said Paul Harty, president, Seven Step Recruiting. "In the face of today's skilled-labor shortage, companies need to get smart about their talent acquisition strategies. That means being where job seekers are, providing a positive experience and engaging them for the long-term."
The research revealed both patterns of adhering to industry best practices and shortcomings in the Fortune 100's talent acquisition strategies. Notable findings include:
- Nearly three quarters (70 percent) of Fortune 100 companies do not have mobile-optimized career pages
- Only 52 percent of Fortune 100 companies have a career-specific Twitter handle, and less than half (44 percent) have a corresponding career page on Facebook
- While 85 percent of Fortune 100 companies allow candidates to share job opportunities via email, only about half (51 percent) offer the option to share jobs via social networks
- Only 37 percent of Fortune 100 companies offer job applicants the opportunity to "opt-in" to their talent communities, and of those, 24 percent require candidates to create a full profile in order to be alerted to new employment opportunities and company news, more broadly
- Nearly all Fortune 100 companies (94 percent) have a job search function on their career home page and a majority (64 percent) also have function-specific career pages
"Our research findings make it clear: some of the biggest employers aren't leveraging vital new tools like social job sharing and mobile-enabled career pages to the degree that job seekers expect," said Beth Gilfeather, CEO and Founder, Seven Step Recruiting. "When it comes to talent acquisition, especially for organizations of this size, one foot in doesn't work. Organizations need to jump in with both feet to win over the top talent that will drive their business forward."
To tweet this report, simply click here and to learn about how you can improve your talent acquisition visit Seven Step's blog, at http://www.sevensteprpo.com/news-ideas.
The 2013 Fortune 100 Talent Acquisition Research was conducted in November 2012. Findings are based on Seven Step's analysis of the Fortune 100 companies' websites -- viewed on PCs and smartphones -- as well as on a thorough survey of each company's official LinkedIn, Twitter and Facebook profiles. Criteria were defined as follows:
- Mobile-optimized career page - a simplified version of a website that is optimized to display on mobile devices, with content laid out to fit the screen size of a mobile device
- Dedicated LinkedIn career tab - a tab within a LinkedIn profile that is dedicated to career postings and employment information
- Dedicated Facebook career page - a Facebook page, separate from the corporate page, dedicated to career information
- Career-specific Twitter handle - a Twitter handle, separate from the corporate handle, dedicated to career information, job postings and candidate interaction
- Email-only job-share function - an automated button allowing job searchers to share a specific job or career portal with their network via email
- Socially-enabled job-share function - a set of automated buttons allowing job searchers to share a specific job or career portal on Twitter, LinkedIn, Facebook and other social media channels
- Talent community opt-in - an opportunity for job seekers to opt-in to receive future job and career information from an organization by submitting their email and/or creating a profile
- Function-specific careers page - landing pages for each job type (department, business unit, or vertical) with information geared towards that function
- Job-search function on career page - a search feature for candidates located on the home page of the career portal that allows searching by qualifiers such as keyword, or location
About Seven Step
Founded in 2007 in Boston, Massachusetts, Seven Step helps companies get ahead of talent acquisition by meeting their most pressing hiring challenges, and by providing access to recruitment innovation that helps prevent hiring crises down the road. Seven Step's approach to RPO is highly customizable, applicable to a wide range of recruitment contexts, and is generally able to be deployed quite rapidly. Seven Step was ranked first among 2012 mid-market providers by HRO Today, and is an RPO industry leader in customer satisfaction. Visit www.sevensteprpo.com, or follow Seven Step on Twitter @SevenStepRPO.