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Assessing critical motivations and drivers in sourcing candidates

September 10, 2015

One third of executives reported a candidate’s motivations and drivers are the most important factor when sourcing for open roles within an organization, according to an executive survey on sourcing job candidates conducted by Futurestep, a division of Korn Ferry (NYSE: KFY).

“What executives tell us when they say a candidate’s motivations are most important is that the person they hire must be a good fit for the company’s culture,” said Futurestep Managing Director of Global Operations Vic Khan. “For example, one very potent driver is power – the motivation to attain work-related status, visibility, responsibility and influence. Those who work in a competitive environment and have this driver would likely be highly engaged and successful. Conversely, those same people working in a more collaborative culture may struggle.”

Survey participants were asked, “What’s most important when sourcing candidates?” The responses:

  • Motivations and drivers: 33%
  • Skill set: 27%
  • Past experiences: 24%
  • Hard-wired traits such as assertiveness and confidence: 16%
  • College attended and degree(s) attained: 0%

The survey also found that prompt feedback from those sourcing candidates is the most important factor in successful candidate care, with 40% of respondents putting it at the top of the list. Transparency followed, cited by 35% of respondents.

More than two-thirds, 68%, of respondents said their best candidates are active job seekers, with 32% citing passive job seekers.

When sourcing candidates 52% of respondents said they first turn to their own professional network. The fewest number of respondents, 6%, said they rely on internal referrals.

The survey included nearly 500 executives and was conducted in August 2015.