CEB & LinkedIn: 2015 Global Recruiting Trends | Webcast
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Transcript of CEB & LinkedIn: 2015 Global Recruiting Trends | Webcast
2015 Global Recruiting Trends
#hiretowin
Meet your CEB and LinkedIn presenters
#hiretowin
LinkedIn’s findings are based on the largest survey of talent acquisition leaders in the world
4,125 recruiting leaders
31 countries
14 industries
#hiretowin
4 years
300 Million members
89% of the Fortune 500
85% of the FTSE 100
76% of the Dow Jones Asian Titans
CEB By the Numbers
Human Resources
Finance Information Technology
Innovation & Strategy
Marketing & Communications Sales & Service Procurement
& Operations Legal, Risk & Compliance
30+ Years of Experience
110+ Countries Represented
200+ Unique Studies Published Annually
10,000+ Participating Organizations
300,000+ Business Professionals
100,000,000+ Data Points
#hiretowin
CEB is the world’s leading member-based advisory company. We have a unique view into what matters — and what works — when capitalizing on drivers of business performance. With 30 years of experience working with top companies to share, analyze, and apply proven practices, we begin with great outcomes and reverse engineer to help you unlock your full potential.
Based on LinkedIn and CEB research
Top sourcing & employer brand trends to build into your 2015 plan
2 Employer brand: Priorities, proactive management, budgets
1 Recruiting & sourcing: Top sources, passive candidate recruiting
#hiretowin
Based on LinkedIn and CEB research
Top sourcing & employer brand trends to build into your 2015 plan
2 Employer brand: Priorities, proactive management, budgets
1 Recruiting & sourcing: Top sources, passive candidate recruiting
#hiretowin
Percent ranking as a ‘long lasting’ trend
These recruiting trends are here to stay
Trend Percent
1) Using social and professional networks 37%
2) Upgrading employer brand 33%
3) Sourcing passive candidates 26%
4) Being a strategic talent advisor to the business 19%
5) Boosting referral programs 17%
#hiretowin
64% Of global talent leaders believe
they’re not doing a great job tracking ROI on sources of hire
#intalent
% ranking as top metric for tracking recruiting team performance Quality is the most valuable hiring metric
18%
25%
44%
0% 10% 20% 30% 40% 50%
Hiring manager satisfaction
Time to fill
Quality of hire
#hiretowin
College recruiting
Company career website
CRM system Diversity recruiting programs
Referral programs
General career fairs
General social media
Internal hires
Internet job boards
Internet resume databases
Other
Print/trade journals
RPO’s, contingency & staffing agencies
Social professional networks
ATS/internal candidate database
0%
10%
20%
30%
40%
50%
0% 10% 20% 30% 40% 50% 60% 70% 80%
‘Career-centric’ online media are the best sources for hiring quality and quantity
Quantity of hires: top sources
Qua
lity
of h
ires:
top
sour
ces
#hiretowin
College recruiting
Company career website
CRM system Diversity recruiting programs
Referral programs
General career fairs
General social media
Internal hires
Internet job boards
Internet resume databases
Other
Print/trade journals
RPO’s, contingency & staffing agencies
Social professional networks
ATS/internal candidate database
0%
10%
20%
30%
40%
50%
0% 10% 20% 30% 40% 50% 60% 70% 80%
Quantity of hires: top sources
Qua
lity
of h
ires:
top
sour
ces
#hiretowin
‘Career-centric’ online media are the best sources for hiring quality and quantity
Social professional
networks
Job boards
Employee referrals
RPO's/Staffing
20
25
30
35
40
45
2011 2012 2013 2014
% ranking each source of hire in top 4 for ‘quality hires’
Professional networks grew to become a top source of quality hires
#hiretowin
75% of the talent pool is passive yet only 61% of companies recruit passive candidates
#hiretowin
61% 39%
Recruit passive candidates
75%
25%
Pasive Active
Professionals
Companies
Get value from your online sources in 2015 Next steps for your strategic planning
1. Focus on ‘career-centric’ online sources rather than broad-appeal sources
2. Measure ROI across sources of hires to inform your investment strategy
3. Define quality hires for your company (i.e. top performers, retention, hiring manager satisfaction)
4. Structure and train your team for both outbound sourcing and inbound job application management
#hiretowin
EX
EC
UTI
VE
Employees Foresee Strong Job Opportunities Globally
Q3
2013
Q4
2013
Q1
2014
Q2
2014
Q3
2014
CO
MP
EN
ATIO
N
ATTR
ITIO
N
ATTR
AC
TIO
N
TREN
DS
OU
TLO
OK
Job Opportunity Barometer a
Global Employed Labor Force
Europe
Asia
50.9
54.3
46.3
50
Q3 2014 n = 4,475 (Asia); 3,309 (North America); 1,201 (Latin America); 17,974 (Global); 1,505 (Australia/ new Zealand); 6,487 (Europe). Source: CEB 2010–2014 Global Labor Market Survey. a
The global JOB is an indexed score calculated from a battery of five questions posed to survey respondents. These answers are combined and converted to a 100-point scale, with higher values indicating stronger perceptions of job opportunities.
40
50
60 Stronger Job Opportunity Perception
Neutral Job Opportunity Perception
Weaker Job Opportunity Perception
Australia and New Zealand
North America
47.5
Latin America
Q2
2013
Q1
2013
Q4
2012
#hiretowin
Active Candidates on the Rise
10%
30%
50%
Percentage of Employees by Degree of Job-Seeking Behavior a
Global Employed Labor Force
Perc
enta
ge o
f Em
ploy
ees
Passive
Neutral
Active
Quarter-Over-Quarter Change
(3.7%)
Q4
2009
Q2
2010
Q4
2010
Q1
2011
Q2
2011
Q3
2011
Q4
2011
Q1
2012
Q2
2012
Q3
2012
Q4
2012
Q1
2013
Q2
2013
Q3
2013
Q4
2013
Q3
2014
Q2
2014
Q1
2014
43.6% 37.8% 35.4%
26.9% 30.3%
26.1%
Q3 2014 n = 17,974. Source: CEB 2009–2014 Global Labor Market Survey. a
Active, neutral, and passive job-search behaviors are quantified based on the Active–Passive Score detailed on page 10.
#hiretowin
India 3.3% Increase
Australia 5.7 % Increase
Spain 8.6 % Increase
United Kingdom 5.6% Increase
Indonesia 5.9 % Decrease
Active Job Seeking Reaches Record High
United States 11.7% Increase
#hiretowin
Based on LinkedIn and CEB research
Top sourcing & employer brand trends to build into your 2015 plan
2 Employer brand: Priorities, proactive management, budgets
1 Recruiting & Sourcing: Top sources, passive candidate recruiting
#hiretowin
Biggest obstacles to landing top talent in 2015 will be competition & compensation
20%
25%
30%
35%
40%
45%
50%
2012 2013 2014
Competition
Compensation
Lack of interest in our employer brand
Location
% g
lob
al c
omp
anie
s
#hiretowin
% saying that ‘employer brand’ …
Employer brand is viewed as important, but resourcing and measurement are still catching up
75%
56%
43% 36%
0%
20%
40%
60%
80%
has significant impact on hiring
quality talent
is a top priority has enough resources
is measured
#hiretowin
% ranking channel as most effective
Social & professional networks grow in importance as channels for promoting talent brand
30%
40%
50%
60%
70%
80%
90%
2012 2013 2014
Company website
Online professional networks (e.g., LinkedIn)
Friends/family, word of mouth
Social media (e.g., Facebook, Twitter)
#hiretowin
76% of job applicants viewed an employee’s LinkedIn profile 6 months prior to being hired
#hiretowin
Boosting employer brand investment in 2015 Next steps for your strategic planning
ü Benchmark your employer brand budget against other HR investments — is employer brand funded in line with priorities?
ü Craft tailored messages for different talent pools
ü Leverage your employees as ambassadors;
their profiles are another brand touch point
ü Partner with marketing to create content that will keep you top of mind with professionals
#hiretowin
2011 2014
30
Trend in Application Volume Median Number of Applicants per Open Position
Higher Applicant Volume, Poor Quality Applicants
40
Average Quality of Applicant Pool Percentage of Applicants for a Given Position Who Are Considered High-Quality (Likely to Become High-Performing Employees) by the Recruiter
28% High-Quality Applicants
Poor quality applicants lead to… … poor quality of shortlist …low quality of hire …more new hire turnover …reduced new hire productivity …lower business unit profitability
#hiretowin
3
New Mindsets
New Generations
New Skills
New Locations 67%
.
Business Rational for New Talent Need
Applicants struggle to make the right decisions based on the information available to them about and from potential employers
New Talent Needs Drive Branding Urgency but
New Skills
New Generations
New Mindsets
“Compared to three years ago, I am more skeptical of what employers say about themselves.”
61% VS
Applicant Uncertainty About Where to Apply
“If I wanted to leave my current employer, I know which other employers I would consider applying to.”
31%
#hiretowin
Branding for Influence 1
Customized Brands Focus
2 3 Messenger-Driven Outreach
Core Brand
Customized Brands
“Check out this company that
I didn’t know hires for…”
“Your work helps achieve our
mission by…”
“Given your interests, I think the right job for you will be…”
Source: CEB analysis.
Branding for Appeal
Core Brand Focus
Core Brand
Customized Brands
“See our career opportunities.” “Be challenged
every day.”
“Our culture is very collaborative.”
Giving applicants trusted guidance
to make be5er decisions about whether to apply
Promo:ng the organiza:on as a great
place to work
Three Steps to Branding for Influence Messages That Sell Channel-Driven Outreach
Messages That Consult
#hiretowin
Based on LinkedIn and CEB research
Top sourcing & employer brand trends to build into your 2015 plan
2 Employer brand: Priorities, proactive management, budgets
1 Recruiting & sourcing: Top sources, passive candidate recruiting
#hiretowin
3 Future of recruiting: Top up and coming trends
Top ‘up-and-coming’ recruiting trends for selected geographies Different countries see a different future
Australia, India, South Africa Improved candidate & job matching
USA, Canada, Mexico & Brazil Improved candidate & job matching
Germany, Italy, Netherlands Recruiting becoming more like marketing
Belgium Remote workforce options
China Using “big data” to predict future talent needs
#hiretowin
…but matching candidates to jobs has global appeal
Improved candidate and job
matching
Improved candidate and job
matching
Improved candidate and job
matching
Recruiting becoming more like marketing
Recruiting becoming more like marketing
Improved candidate and job
matching
Improved candidate and job
matching
Improved candidate and job
matching
Improved candidate and job
matching
Using "big data" for
predicting future talent needs
Recruiting becoming more like marketing
Recruiting becoming more like marketing
Recruiting becoming more like marketing
Improved candidate and job
matching
Using "big data" for
predicting future talent needs
Using in-house
marketing to advertise
our employee
experience
Recruiting becoming more like marketing
Focusing on referrals
as a primary
source of talent
Using "big data" for
predicting future talent needs
Improved candidate and job
matching
Defining and
measuring the quality of our hires
Defining and
measuring the quality of our hires
Proving ROI for our recruiting
tools
Defining and
measuring the quality of our hires
Improved candidate and job
matching
Proving ROI for our recruiting
tools
Defining and
measuring the quality of our hires
Proving ROI for our recruiting
tools
Proving ROI for our recruiting
tools
Recruiting becoming more like marketing
Upcoming Trend #1
Upcoming Trend #2
Upcoming Trend #3
USA UK Nordics Germany France Spain Australia India Brazil China
#hiretowin
Improved candidate and job
matching
Improved candidate and job
matching
Improved candidate and job
matching
Recruiting becoming more like marketing
Recruiting becoming more like marketing
Improved candidate and job
matching
Improved candidate and job
matching
Improved candidate and job
matching
Improved candidate and job
matching
Using "big data" for
predicting future talent needs
Recruiting becoming more like marketing
Recruiting becoming more like marketing
Recruiting becoming more like marketing
Improved candidate and job
matching
Using "big data" for
predicting future talent needs
Using in-house
marketing to advertise
our employee
experience
Recruiting becoming more like marketing
Focusing on referrals
as a primary
source of talent
Using "big data" for
predicting future talent needs
Improved candidate and job
matching
Defining and
measuring the quality of our hires
Defining and
measuring the quality of our hires
Proving ROI for our recruiting
tools
Defining and
measuring the quality of our hires
Improved candidate and job
matching
Proving ROI for our recruiting
tools
Defining and
measuring the quality of our hires
Proving ROI for our recruiting
tools
Proving ROI for our recruiting
tools
Recruiting becoming more like marketing
Upcoming Trend #1
Upcoming Trend #2
Upcoming Trend #3
USA UK Nordics Germany France Spain Australia India Brazil China
#1 Improved candidate and job
matching
#hiretowin
…but matching candidates to jobs has global appeal
Better candidate & job matching with LinkedIn: 2015 Fit-based search in LinkedIn Recruiter
THE ECONOMIC GRAPH
Recru i ter Search
Fi t -based search
Fit-based search Prioritizes candidates based on: 1. Similarities to your
employees 2. Behavioral interest in your
company
#hiretowin
Five practical steps for 2015 planning
Optimize your job posts using industry-standard keywords to ensure they match to the right candidates 1
2 Identify attributes in your quality employees so you know which quality hires to prioritize
#hiretowin
Five practical steps for 2015 planning
3
4 Use smart sourcing tactics to triple your sourcing yield and improve quality of slate up to 22%
5 Become a strategic Talent Advisor to the business ̶ Earn the right to influence through firm-specific business acumen and labor market expertise
Brand for influence, not appeal, to improve applicant quality by more than 50%
#hiretowin
Newly Released: 2015 Global Recruiting Trends 4th Annual report based on the largest survey of recruiting leaders in the world
http://lnkd.in/2015recruitingtrends
#hiretowin