“This inaugural report looks at the in-house recruiter’s view of talent acquisition. Which recruitment channels get the most investment, what are the most effective tools and what would make acquisition easier?”

“This is the first in an annual report that looks at the candidate’s view of acquisition and retention. Where do candidates look for IT jobs, what makes them apply, why do they leave and why do they stay? Talent acquisition is often viewed from the recruiters perspective, but it can be revealing to view it from the other side of the table - the candidate - and analyse the differences. For example, in-house recruiters invest much in social media, listing it in 3rd place for the amount of time and money they spend. Yet it’s not the first port of call for IT candidates. As Chart I shows, few respond to IT jobs on Facebook or Twitter.”

This is our 2nd annual survey of the IT recruitment landscape. A lot has changed in the last 12 months. Social media and job boards are evolving and there seems to be fresh challenges in talent acquisition. This year Curo Talent® decided to look at how the views of hiring managers compared to the outlook of executives in the recruitment department. Naturally, there was a difference of opinion on some issues.

“In our 2nd annual survey of IT candidates, Curo Talent® decided to look at how the views of in-house recruiters compared to the outlook of IT candidates. Naturally, there was a difference of opinion on many issues.”

This report is based on independent research conducted by Smith & Harwood on behalf of Curo Talent®. We started by asking a simple question, “What has been your organisation’s technology focus for 2016?”