Talent Acquisition: Recruitment and Selection

April 18, 2016

SHRM surveyed recruiters and HR professionals who recruited as one of their responsibilities to learn more about their experiences sourcing and hiring job candidates. This survey found that recruiters in government agencies had to fill more positions with less resources than their private sector counterparts. The survey results are presented in two parts: Recruitment and Selection.

Recruitment key findings include:

  • The mean number of requisitions per recruiter (or HR FTE) is 40. The median number of requisitions per recruiter (or HR FTE) is 20. Government organizations are more likely than privately owned for-profit organizations to have a higher average number of requisitions per recruiters.
  • The median ratio of recruitment budget to HR budget was 20%. Publicly owned and privately owned for-profit organizations have higher recruitment budgets as a percentage of HR budgets than nonprofit organizations and government agencies.

  • The average number of positions filled internally was 26%. Government organizations are more likely to fill open positions with internal candidates than privately owned for-profit organizations.

Selection key findings include:

  • The average acceptance rate was 89% when an offer of employment was made to a candidate. The positions with the primary responsibility for extending the verbal offer of employment to the job candidate are the HR professional, not designated recruiter, 40%; hiring manager, 30%; and recruiter, 22%. 

  • The top three selection techniques used to assess executive-level candidates were structured interviews (53%), references (52%) and one-on-one interviews (45%).

  • The top three selection techniques used to assess middle-management-level candidates were structured interviews (65%), knowledge tests (64%) and phone screenings (62%).

Download Full Recruitment Findings (PDF)

Download Full Selection and Quality of Hire Measures Findings (PDF)




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