It’s here! We’ve got the exclusive results of the Rally 2019 Job and Salary Survey for Recruitment Marketing.
Our first-of-its-kind survey of more than 400 in-house, corporate Recruitment Marketing practitioners has revealed valuable insights about this emerging strategy and exciting career.
For the first time, we quantify the job responsibilities of recruitment marketers, how much salary they earn and where they gained their experience.
Also for the first time, we quantify the challenges that these Recruitment Marketing pioneers face, including what their managers know (and don’t know) about Recruitment Marketing, how much practitioners feel supported to succeed and how well they can measure their effectiveness.
Get access to the full report for free: Rally 2019 Recruitment Marketing Job and Salary Survey Report >
We asked practitioners lots of questions and are still pouring through the data to uncover insights to help you demonstrate your value and grow your teams. If you have specific questions, contact us and we’ll do our best to analyze and share back!
But first, a note: Since Recruitment Marketing is relatively new, practitioners work across the organization and have many job titles. So for our survey, we use the term Recruitment Marketing to broadly include Social Recruiting, Employer Branding, Talent Brand, Talent Attraction, Talent Marketing and Candidate Experience. So with that in mind, we asked… Do you practice Recruitment Marketing full time or part time at your company?
Here are 5 key findings from our 2019 job and salary survey:
1. Everyone needs Recruitment Marketing skills
Recruitment Marketing has become a crucial skill for everyone in talent acquisition and human resources. In our 2019 survey, professionals whose primary job is recruiting, sourcing, recruitment operations or HR and who practice Recruitment Marketing part time as a strategy have similar skills and feel equally responsible for employer branding, the careers site and the candidate experience as those who have a full time Recruitment Marketing job. We believe this reflects the modernization of recruiting and the increasing role of marketing-based strategies to attract and recruit talent.
Here’s how job responsibilities compare between full time and part time recruitment marketers:
Our 2019 Job and Salary Survey for Recruitment Marketing found that full time practitioners stand out for their skills in content, digital and email marketing, and take a leading role in managing the employer’s social media careers channels to attract talent.
2. Recruitment marketers earn more than their TA and HR peers
When starting out in their careers, entry level professionals earn the same median annual base salary of $55,000, both as full time and part time Recruitment Marketing practitioners. But given that Recruitment Marketing is a relatively new practice, those with experience in Recruitment Marketing are valued for their specialized skills. Practitioners who have full time careers in Recruitment Marketing earn 15% more mid level, 40% more as a manager and 24% more at the director and vice president level than their peers in talent acquisition and human resources.
Practitioners who have full time careers specializing in Recruitment Marketing earn 40% more as a manager and 24% more at the director and vice president level.
Of course there are many variables to compensation, including responsibilities, experience and location. In our survey, 82% of respondents were located in the U.S. from all company sizes and all industries. They also represent all job levels and a wide range of work experience, with the majority being mid career. You can get more details about demographics and our methodology by downloading the report.
3. Recruitment marketers are learning and teaching simultaneously
The majority of full time recruitment marketers are self taught and come from prior roles in Recruiting and Marketing.
We found that around 50% of full time recruitment marketers gained their skills and experience working in the Recruiting or Marketing organization.
Full time recruitment marketers report primarily into the talent acquisition organization, whereas part time recruitment marketers report primarily into human resources. 20% of survey respondents report to other recruitment marketers, which points to the growing number of Recruitment Marketing teams, but is also a reflection of the make up of the Rally Recruitment Marketing community.
Since our community is made up of leading Recruitment Marketing practitioners and thousands of professionals who want to upgrade their Recruitment Marketing skills, our survey reflects advanced TA and HR teams and forward-thinking employers. (Rally is open to everyone, so we invite you join the Rally community!)
Full time Recruitment Marketing practitioners primarily report to talent acquisition, whereas part time Recruitment Marketing practitioners primarily report to human resources.
However, 53% of all recruitment marketers (full time and part time) are reporting to a manager who is learning about Recruitment Marketing at the same time as they are, and 41% say their manager has no understanding of Recruitment Marketing at all.
Our survey found that only 6 percent of Recruitment Marketing practitioners report to a manager who is teaching them about Recruitment Marketing.
4. Recruitment marketers are not being measured properly
There are real challenges with working for a manager who doesn’t understand Recruitment Marketing, our survey respondents told us. These managers don’t know what to expect from recruitment marketers, can’t fully appreciate the value they bring and don’t hold them accountable for the right outcomes. 28% of part time recruitment marketers and 20% of full time recruitment marketers aren’t measured at all, and only around 40% of all Recruitment Marketing practitioners are aligned to hiring goals.
28% of part time Recruitment Marketing practitioners and 20% of full time Recruitment Marketing practitioners are not being measured by their managers.
Recruitment Marketing technology plays an important factor here. Many TA and HR teams haven’t invested yet in Recruitment Marketing technology or are very early in their implementation and use of these new tools. And there’s still the industry-wide problem of systems that don’t talk to the ATS or to each other, making it impossible for recruitment marketers to measure whether their programs really do result in hires. Therefore, without the right tools and analytics, practitioners can’t fully implement their Recruitment Marketing strategies and aren’t able to accurately measure their effectiveness, even if they and their managers want to.
We asked survey participants an open response question to describe their challenges with Recruitment Marketing analytics and measurement. And practitioners didn’t hold back! We hope to share some of the insights we’re learning in a future post.
5. Today’s recruitment marketers must lead the way forward
There is a bright side that our survey revealed. Only 9% of practitioners said their manager is skeptical and only 2% are outright non-believers in Recruitment Marketing. One-third say their manager fully believes in Recruitment Marketing and gives them the resources they need.
36% of recruitment marketers say their manager fully believes in Recruitment Marketing as a strategy and gives them the resources to make it happen.
That leaves 53% of managers who believe in Recruitment Marketing but aren’t putting more budget towards it. Why? Well, we didn’t specifically survey the people who manage Recruitment Marketing practitioners, so we don’t have the benefit of their answer. But based on our analysis of this survey and our work with the Rally Recruitment Marketing community, we think it comes down to one thing: proof that Recruitment Marketing gets better results than other ways to attract and recruit talent.
Demonstrating the effectiveness of Recruitment Marketing will come with better skills to do the job, better strategies that are proven to work and better execution of those strategies supported by the right technologies. (P.S. proof will not only give you more leverage for more resources, it also will help justify that raise you definitely deserve)
So what’s ahead?
We believe that those practitioners who continue to develop their Recruitment Marketing skills and boldly drive Recruitment Marketing strategies forward are filling a gap that very few today can fill. Your company needs you! Candidates need you! And because your skills are in demand, you’re in a great position to lead the way forward with modern strategies to attract and recruit today’s digitally connected and socially engaged candidates. While at times you probably feel that no one around you “gets it” — including your manager — keep learning, teaching and proving your value, and it will pay off!
Thank you to all the members of the Rally Recruitment Marketing community who participated in this important survey! We hope that this report can be a tool to both standardize and recognize the important role that all of you play as recruitment marketers in your organization, and guide your leadership on how to grow these crucial Recruitment Marketing skills within their teams in order to be a competitive and attractive employer.
For more insights and data, download the full report here: Rally 2019 Recruitment Marketing Job and Salary Survey Report >
And if you have specific questions, contact us and we’ll do our best to analyze and share back!
