Accepted Job Offers are Being Made Faster and After Fewer Interviews than a Year Ago says Latest Survey of MRINetwork® Recruiters

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Two-thirds of recruiters see professional job market as “candidate-driven”: Data from the twice-a-year MRINetwork Recruiter Sentiment Study shows the talent market in the professional and managerial space is increasingly candidate driven as companies streamline their hiring processes to decrease the time from first interview to job offer compared to last year.

MRINetwork: Experts in Global Search

MRINetwork: Experts in Global Search

Employers are beginning to acknowledge that slowness to act can cost them their first-choice candidates. As always, the companies that move quickly snap up the best talent and are in the most favorable position to grow their business.

Data from the twice-a-year MRINetwork Recruiter Sentiment Study shows the talent market in the professional and managerial space is increasingly candidate driven as companies streamline their hiring processes to decrease the time from first interview to job offer compared to last year. According to the survey, which polled 219 MRINetwork recruiters in July 2012, 67 percent defined the talent market for the professional sector as candidate-driven – a 13-point year-over-year increase.

Companies recognize that to drive their businesses forward, it is essential to bring exceptional candidates on board quickly before they get other offers. According to the survey, nearly half (47 percent) of recent recruiter-assisted placements in 2012 occurred after two interviews or less, while 60 percent of accepted offers were made within four weeks of the first interview. These statistics represent increases of 19-points and 10-points respectively over last year’s data.

“Despite less than stellar jobs numbers, employers are beginning to acknowledge that slowness to act can cost them their first-choice candidates,” says Rob Romaine, president of MRINetwork. “As always, the companies that move quickly snap up the best talent and are in the most favorable position to grow their business.”

Other findings of the MRINetwork survey include:

  •     While newly created positions remain the primary reason for job openings (55 percent), recruiters are finding resignations to be a growing factor (up to 27 percent from 21 percent last year), indicating that qualified candidates are motivated to accept new positions.
  •     Retirements continue to lag, with only 2 percent of respondents citing that as a primary reason for job openings.
  •     The number of recruiters who feel their client companies have returned to or surpassed pre-recession staffing levels has increased over the past year from 2 percent to 6 percent. While still relatively low, the increase is notable.
  •     One-third (33 percent) of recruiters (up six points from last year) said employers are not returning to pre-recession staffing levels because hiring managers are having trouble getting authorization to fill open positions, despite rebounding sales.
  •     Only 18 percent (down 10 percentage points from 2011) feel that staffing levels have not rebounded because efficiencies found during the recession have allowed companies to do the same with fewer staff.
  •     LinkedIn is one of the best ways for candidates to get in front of recruiters. Ninety percent of recruiters reported using the site to identify candidates and more than three quarters (77 percent) of recruiters say they proactively seek out candidates through LinkedIn groups.
  •     Only 15 percent of recruiters say they post job listings to Facebook and 11 percent to Twitter.
  •     More than half (55 percent) of recruiters use some kind of social media to keep in touch with candidates, including those who didn't get an offer.

Romaine believes that employers are recognizing and reacting accordingly to the tightness in the professional job market compared to hiring in the overall market. “Savvy employers are increasingly aware that the overall unemployment numbers do not apply to the professional, managerial and executive sector, and that they cannot be as productive without a healthy professional staff,” he notes. “In response, many successful companies are cutting the internal red tape that hindered job creation over the past few years and they will likely add to their management and executive ranks as the market continues its slow but steady rebound.”

About the MRINetwork Recruiter Sentiment Study
The MRINetwork Recruiter Sentiment Study (2012 2nd Half) is based on a survey conducted between June 19 and July 8, 2012 via a web-based survey with a total of 219 recruiters responding. The survey has a 4.2 percent margin of error with an 80 percent confidence. The full report can be accessed from http://www.MRINetwork.com/RecruiterSentiment.

About MRINetwork®:
Management Recruiters International, Inc., branded as MRINetwork®, is one of the largest executive search and recruitment organizations in the world. A subsidiary of CDI Corp. (NYSE:CDI), a global provider of engineering & technology solutions and professional staffing services, the MRINetwork has approximately 700 offices in 35 countries. Visit MRINetwork at http://www.mrinetwork.com.

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Brian Hyland
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