Introduction
In 2024, the landscape of talent acquisition is shaped by rapid changes in candidate behavior, recruitment technology, and employer expectations. Based on comprehensive data aggregated by Discovered, an advanced Applicant Tracking System, this Talent Acquisition Report provides a data-driven analysis of job board performance and the quality of hires made across multiple sourcing channels.
Our mission remains consistent: to accelerate and improve the hiring process so that HR leaders can focus on attracting, assessing, and retaining high-performing talent.
Central to our approach is the concept of “quality of hire”—evaluated not only by immediate job fit but also by long-term performance, retention, and contributions to organizational goals.
This report breaks down real-world recruitment data from nearly 300,000 applicants, revealing which job boards deliver on both quantity and quality of hires, and how HR teams can optimize their recruitment strategies in 2024.
Methodology
This Talent Acquisition Report is based on aggregate recruitment data from over 299,480 applicants, resulting in 773 new hires. The data spans some of the most popular online platforms:
- Indeed
- ZipRecruiter
- Monster
- Other niche and direct channels (including career pages, Google Jobs, and employee referrals)
Key Metrics Assessed:
- Number of applicants per platform
- Number of hires
- Average number of resumes collected per hire
- Percentage of total hires per channel
This transparent approach allows HR departments to benchmark their own metrics against industry standards and refine their source mix for enhanced efficiency and quality.
Analysis of 2024 Hiring Data
Overall Hiring Performance Across Job Boards
| Job Board/Channel | Applicants | Hires | Avg. Resumes per Hire | % of Total Hires |
|---|---|---|---|---|
| Indeed | 184,475 | 491 | 376 | 63.52% |
| 42,106 | 59 | 714 | 7.63% | |
| ZipRecruiter | 53,810 | 70 | 769 | 9.06% |
| Direct Applicants* | (varied) | (varied) | 105 | (varied) |
| Monster | (varied) | (varied) | 1,559 | (varied) |
| MyJobHelper | (varied) | (varied) | 162 | (varied) |
On average, a whopping 385 resumes were reviewed for every successful hire, highlighting the intensive nature of modern recruitment and the need for streamlined candidate screening and workflow management.
Indeed’s Dominance and Scale
Indeed led by generating the highest application volume (over 184,000) and top hire count (491), contributing an impressive 63.5% to the total hires. However, the sheer scale—376 resumes per hire—underscores the necessity for strong filtering mechanisms. Research from Jobvite and SHRM consistently rates Indeed as a leader for reach and applicant pool size. Yet, sifting through high volumes makes advanced candidate scorecards and screening automation essential for HR productivity.
LinkedIn’s Specialized Talent Pool
LinkedIn’s 42,106 applicants resulted in 59 hires—a higher 714-resume-per-hire ratio. At just 7.6% of total hires, LinkedIn stands out for sourcing specialized or senior-level candidates. For roles requiring niche skills or strong professional backgrounds, LinkedIn’s focused ecosystem supports targeted recruitment, attracting passive candidates with proven expertise (see LinkedIn Talent Solutions research). HR teams should leverage this platform for roles where cultural fit and experience are paramount, despite the higher workload per hire.
ZipRecruiter: Broad Reach, Room for Efficiency
Generating 53,810 applicants with 70 hires, ZipRecruiter resulted in a significant 769 resumes per hire, a 9% share of total hires. Its AI-based matching and widespread syndication provide enormous exposure, but the data here emphasizes the need for fine-tuning candidate filtering and relevance scoring. HR leaders can further enhance outcomes by integrating early-stage assessments and optimized workflows to reduce redundancy.
Direct Applicants: Efficiency Champions
The standout finding of the 2024 report: direct recruitment channels—including Google Jobs, enhanced career pages, and employee referrals—achieved just 105 resumes reviewed per hire. These hires generally show higher cultural alignment and longer retention, while also cutting down resume screening workloads. Investing in employee referral programs or optimized career sites not only boosts efficiency but also delivers high-quality, committed candidates. See more tips on employee referrals integration.
Smaller Job Boards and Niche Platforms
Among smaller boards, Monster required 1,559 resumes per hire, while MyJobHelper delivered a ratio of just 162. While these channels represent a small fraction of total volume, they can be leveraged for hard-to-fill, specialized positions. HR professionals managing niche recruitment can benefit from integrating assessments and custom skill tests to further filter these incoming applicant pools.
General Insights on the Hiring Process
Needing an average of 385 resumes per hire shows just how demanding recruitment can be. This Talent Acquisition Report underscores the need for HR teams to embrace advanced tools and processes, and HR teams need robust tools to manage this scale calmly and efficiently. Automated candidate scoring, customizable workflow management, and structured interview guides can make a significant difference, especially when coupled with analytics that highlight quality over quantity. This is reinforced by industry insight from Gartner’s 2024 HR Trends report, which advises HR leaders to blend high-volume sourcing with pinpointed, quality-driven channels.
In addition, a recent research-based examination of recruitment strategies further supports the idea that strategic alignment of recruitment policies with organizational goals enhances long-term hiring success and employee retention, making quality of hire not just a metric but a competitive differentiator.
Comparative Insights from Industry Data
Industry research aligns with our analysis:
- Gartner recommends pairing mass sourcing from job boards with direct, targeted strategies for optimal results (Gartner HR Trends, 2024).
- SHRM stresses the value of prioritizing candidate quality, boosting retention and overall organizational health (SHRM Quality Hires).
Organizations continuously evaluating platform efficacy, filtering methods, and quality benchmarks experience stronger retention and performance in new hires. For additional strategies, review similar themes in our resources on talent acquisition strategy and biggest challenges in talent acquisition.
Recommendations Based on Findings
Considering the insights above, organizations should:
Optimize Job Board Strategies:
- Use Indeed for volume, but leverage advanced filtering for efficiency.
- Apply LinkedIn for senior, technical, and specialized hires.
- Expand employee referrals and direct applications for best alignment and reduced screening time.
Improve Candidate Screening
- Adopt sophisticated, early-stage assessments and efficient workflow management.
- Apply scorecards and automation to prioritize the best-fit candidates quickly.
Ongoing Job Board Evaluation
- Monitor source metrics; rapidly adjust resources away from underperforming platforms.
- Regularly update job descriptions and brand messaging to attract quality candidates.
Enhance Recruitment Marketing
- Leverage analytics to optimize job postings and candidate touches for better-fit applicant pools.
- Improve employer branding directly on your website and across key job boards.
Conclusion
The 2024 Talent Acquisition Report by Discovered reveals that smart job board selection, optimized workflow management, and a quality-first approach drive superior hiring outcomes. Indeed and LinkedIn continue to lead in breadth and specialization, while direct hiring pathways like referrals and career pages offer unmatched efficiency.
HR professionals must balance high-volume sourcing with precise candidate screening and continuous channel evaluation to stay ahead. Discovered provides the tools and insights to support this strategic evolution, helping you secure high-quality hires for sustainable success.
To deepen your knowledge of winning strategies, explore related articles like Talent Acquisition for Business Success in 2024, Talent Acquisition for CEOs: Building a Talent-First Company, and Executive Involvement in Talent Acquisition: Key to Strategic Hiring.
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