Interactive Insights

Recruiting Electricians

A Deep Dive into Talent Sourcing and Recruitment Advertising Benchmarks

Electricians

A Bit About These Talented Professionals

Get ready to plug into the dynamic world of electricians! As experts in power systems, electricians play a vital role… well, pretty much everywhere, ensuring a seamless flow of electricity that powers our modern lives.

With employment projected to grow 7% from 2021 to 2031, faster than the average for all occupations, this is a field brimming with electrifying (couldn’t resist) opportunities. Around 80,000 exciting openings are projected each year, presenting a gateway for skilled professionals to illuminate the future.

As technology advances, electricians find themselves at the forefront of alternative power generation, including solar and wind systems. With the growing demand for sustainable energy, these pros will be instrumental in installing and linking these systems to homes and power grids. Government provisions like credits, net metering, and tax incentives will further fuel this growth, creating a bright path for electricians in this evolving field.

Are you charged up to connect with exceptional talent, at the optimal cost?

It’s time to let Joveo’s data do the talking!

0%
Year-on-year decrease in CPC
0%
Year-on-year increase in median advertised salary
0%
Year-on-year decrease in unique postings

CPA App-lause or App-loss

CPAsCost per application (CPA) measures the cost incurred by an organization to receive one job application from a potential candidate. depend on CPCs… in addition to a number of other factors! While you can’t control everything (ex. market conditions) you can definitely work on honing that apply process.

When it comes to optimizing your applications, there are a few factors to consider: employer brand, CPA, application quality, recruiter time and effort, and candidate experience. Although the CPAs for easy apply tend to be low, recruiters might not get all the info they need… and it’s darn easy for unqualified or low-intent candidates to submit. On the other end, a lengthy apply can result in high applicant drop-off rates, subpar candidate experience, and a high CPA.

Recommendation: Examine your process to figure out what info your team needs – whether easy apply, optimized ATS, or more something complex, ensure your recruitment strategy relies on data.

Source: Joveo and Lightcast Research

CPC, Ya You Know Me!

Nationally, we observe an average CPCCost per click (CPC) is the cost incurred by an organization for each click on a job advertisement or recruitment campaign. of $1.34 However, this broad stat may not offer the level of detail you need. Drilling down to CPCs by state, we find Louisiana is the least expensive state to garner a click ($0.69). On the other end of the spectrum, we find New Jersey at $2.74. Shocking!

Recommendation: Get the most out of your investment! Use this data effectively, grasp the nuances of seasonality and macro trends, and stay agile. Keep an eye on performance variations across states and consider A/B testingA/B testing refers to a randomized experimentation process. Two or more versions of a variable (job title, job description, etc.) are shown to different segments of users at the same time. The goal is to determine which version leaves the maximum impact and drives conversions.
 to improve CPCs and conversion rates.

Source: Joveo and Lightcast Research

Demand-Supply: The Golden Ratio

The ratio of hires to postings hovers pretty close to 8,47 over the months. What does this mean, you ask? Well, about eight hires are made for every one posting.

Recommendation: If your ratio is less than 8.47, we strongly recommend an old fashioned recruitment marketing audit. That means reviewing job titles, descriptions, compensation, and benefits compared with your competition. Oh, and good ol’ reach, ad dollars, and return on ad spend per source!

Source: Joveo and Lightcast Research

Mind Your Demand-Supply Gap… by State

Wondering how aggressive your sourcing needs to be in a given state? Well, this chart will come in mighty handy, giving insight into the demand-supply gap, and indicating just how aggressive you need to be when it comes to talent sourcing or job advertising.

For example, if you’re looking to hire in New Jersey, New York, or Utah, you shouldn’t have a problem. In fact, these three top our list of easiest to fill states when we take a look at demand and supply of RNs. On the other end of the spectrum, filling your hiring funnel in Alaska, Rhode Island, or Wyoming is going to be a challenge, given the low supply and high demand!

Recommendation: If the color of your state is in the deep gold, it may indicate that you need to jazz up your job content, A/B test titles, expand across locationsGeographic optimizations expand the targeted location to include surrounding communities. This is an easy way to extend your reach and reduce CPAs by sourcing from less competitive markets., and spend considerably more on recruitment marketing and job advertising to attract more great-fit candidates.

Source: Joveo and Lightcast Research

Who Posts the Most?

Not surprisingly, the competition is pretty fierce when it comes to recruiting electricians, with an average posting intensity of 3:1 across the occupation, nationally. Top employers like Amtrak, Caterpillar, and Sunrun distribute their jobs with the same intensity, while some other behemoths like Helix Electric (6:1), Cargill (6:1), and Power Design (5:1) go a step further, beating the national occupational average. Everlight Solar tops them all with a mind-blowing posting intensity of 23:1!

Recommendation: Be sure to get your posts out to all the right job boards and on social media. We may be a little biased, but one great way to automatically post jobs across the best-performing sites is to use programmatic job advertising – plus you can take advantage of job titleJob title expansion means leveraging alternative job titles, using commonly searched terms. These are published as new listings in addition to the original post. and geographic expansions.

Source: Joveo and Lightcast Research

Show Candidates the Money!

While the national median salary is approximately $60,000, advertised median salaries over a 12-month period hit $64,000, as of December of 2023. We typically see advertised and actual salaries so close when the demand-supply gap is lower within an occupation. Employers advertising salaries higher than this will definitely have a competitive advantage when it comes to sourcing!

Recommendation: If you offer a great salary, don’t forget to call it out in your job description, even if your state doesn’t enforce it legally. Currently, 49% of unique job postings for electricians include wage info. This will help you attract more candidates, lower CPCs, and fill your funnel faster.

Source: Joveo and Lightcast Research

An Eye on DE&I: How Do You Measure Up?

We know diversity is important! In fact, 67% of today’s candidates take a serious look at potential employers’ DE&I programs, and what they find influences their decision making. And, as we well know, the more diverse your workforce, the better your business outcomes!

Recommendation: Does your state make it into the top or bottom three? If you find you’re falling a bit short, have no fear… there are a ton of great job boards out there to give your DE&I program the boost it needs.

Source: Joveo and Lightcast Research

How About Those Skills?

Successful recruiting means making sure your job postings compete with the best and attract the candidates that are right for you. One important piece in the job posting puzzle? Skills. When it comes to recruiting electricians, make sure you keep up with the Joneses!

Recommendation: Take a note of distinguishing skills that impact compensation, such as motor controllers and switchgear, and plan accordingly.

Source: Joveo and Lightcast Research

Occupational Gain to Attract and Retain

By understanding what occupations electricians come from, you can tailor your job ad content and channels to reach those audiences, in addition to the standard talent supply in your area. For example, many electricians previously worked as first-line supervisors in related fields, as well as maintenance and repair work.

Recommendation: Identify the right channels with a combination of keyword research, using a programmatic job advertising partner with publisher-level historical data and expertise. Now go get those great-fit candidates!

Source: Joveo and Lightcast Research

Curious about how your own talent sourcing and recruitment advertising efforts compare? Find out what it takes to be best-in-class and leave your competition in the dust.

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