A is primarily an online recruiter focused mostly on Google, Boolean searches, networking off the job boards, and social networking. Likely doing the exact activity their technological savvy clients are, but trying to be more effective at it.
Recruiter B is pounding the telephone with daily outgoing dial up and connect metrics looking for 'passive/invisible' candidates their technologically savvy but over the phone deficient clients can't find. That isn't to say you can't succeed approaching your 3rd party recruiting in either manner. But they are two distinctly different approaches.…
soon offer job board performance tracking.
All of the approaches that work involve tagging job ads and utilizing a separate system to track performance. Most Recruiting and Staffing departments don't accurately track the data. There is no ATS system that accurately follows the job posting effectiveness data.
The results are always going to be company specific. The results will always reflect the current news and economic cycles. In other words, Microsoft's results from any job board have varied over time with the strengthening and weakening of their employment brand. That dynamic is true for every profession and every industry. It's also true for every kind of source.
Market dynamics require continuous adaptation from Recruiters.
Generalizations (approach A is always better than approach B) are not very useful, either. Each job class in each company represents a specific set of market supply and demand variables to be solved. The labor market shifts quickly and is really very local.
Part of the dynamic is the "fishing hole" syndrome. Once the word gets out that Source X is a really good place to find Synthetic Biology Engineers, everyone starts to flock there. The result is that Source X gets over used. The ratio of candidates to Recruiters falls. The source declines in value.
That's why so many people are turning to community pipeline development; the technique of identifying all of your candidates for the next three to five years and building relationships with them. Again, it's one tool in the toolkit.
The ideal model involves a systematic approach to decision making. Sourcing and Recruiting demand different workflows depending on the time criticality, general labor supply in the job category, employment brand and so on. A thorough approach to your company's recruiting strategy will offer guidelines for these decisions.…