GLOBAL RECRUITMENT TRENDS 2013BRENDAN SWEENEYVP OF DEVELOPMENT, EMEA - CAREERBUILDER

AGENDA

About CareerBuilder/About MeFactors Affecting RecruitmentMobile = MassiveGoogle/SEO

GLOBAL TRENDS ‘13

ABOUT CAREERBUILDER

Founded 1998 in US

Became #1 in market in 2006; began global expansion

Created data/consulting business in 2007/2008

Acquired 10 companies globally in last 6 years

Acquisition of EMSI and development of Talent Network SaaS furthers human capital solutions direction

45,000+ clients worldwide

1 US client made >30k hires from CB in 2012

ABOUT ME Joined CB March 1999 > 15 years in recruitment industry Held roles in marketing, sales, product, technologyCurrently VP of Development, EMEAResponsible for product and business developmentWork with employees, clients, candidates in 25+ countries

FACTORS AFFECTING RECRUITMENTGe

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tiona

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ift

Transition to

Knowledge

Work

Stress Epidemic ConstantConnectivity

Globality

FACTORS AFFECTING RECRUITMENT

Generational Shift + Transition to Knowledge Work =

Talent GapStress Epidemic + Constant Connectivity =

Perpetual Openness to OffersTalent Gap + Perpetual Openness + Globality =

Never-ending War for Talent

GENERATIONAL SHIFT

GEN Y/MILLENNIALS

According to Wikipedia this generational trend is generally similar among the “Western World,” meaning North America, Europe, South America, and Oceania. Of course, many variations may exist within the regions.

GEN Y/MILLENNIALS - US EXAMPLE

GEN Y/MILLENNIALS

GEN Y/MILLENNIALS

SOURCE: Kelly Outsourcing and Consulting Group

GEN Y/MILLENNIALS

SOURCE: Flowtown/Pew Research

GEN Y/MILLENNIALS

SOURCE: Flowtown/Pew Research

GEN Y/MILLENNIALS

Members of Gen Y value connection and rely on networks.They seek dialogue and input regardless of location, rank or role. They search for meaning and the ability to excel—and they want to be rewarded when they’re heading in the right direction. They take personal responsibility for finding the information and people they need to do their jobThis makes for a big challenge for most traditional organizations and hierarchies

SOURCE: Kelly Outsourcing and Consulting Group 2012

SOURCE: CareerBuilder Survey

GEN Y/MILLENNIALS

Comfort with technology is increasing UX expectations

89 percent of tablet users…

59 percent of smartphone users….

83 percent of PC users...

expect a website to load in 3 seconds or less

https://blogs.akamai.com/2012/11/end-users-web-experience-expectations-just-keep-getting-higher.html

GEN Y/MILLENNIALSUK RETAILFR MEDIA US SOCIAL

Mar-Apr 2013 Examples

http://www.compuware.com/application-performance-management/web-site-benchmarks.html

CA MEDIA

GEN Y/MILLENNIALSWhat Won’t Work:

4 steps to send an application

Confusing for the candidates as they have to download a file (Warning message!?)

There’s no track of the candidates.

If they drop off at any point, no data is captured

GEN Y/MILLENNIALS What Does Work:

Simplified user experience

Reduced steps to apply

Clear communication

TRANSITION TO

KNOWLEDGE WORK

TRANSITION TO KNOWLEDGE WORK

SOURCE: Fred Nickols 2012

NATURE OF KNOWLEDGE WORK

Nearly half of employees (47%) work remotely or in some kind of flexible arrangement.

If you don’t have to go to the work, the work can go anywhere

SOURCE: Towers Perrin Global Workforce Study 2012

NATURE OF KNOWLEDGE WORK

India 2012 GDP Per Capita: $3.900Sachin Verma’s Equivalent Salary:$52.000

NATURE OF KNOWLEDGE WORK

Other early stage macro-trends: hyper-specialization, crowd-sourcing — are too new to assess with much accuracy.

Employers not watching and preparing for continuing, significant shifts in the structure, nature and organization of work will likely be the one left behind in the upcoming decades.

STRESS EPIDEMIC

STRESS EPIDEMIC

Globally, just 35% of full-time workers are highly engaged.

Five years of economic turmoil, nearly a decade of competing in a “flat” world and more than a decade of being connected 24/7 have taken their toll.

Employees everywhere — in recessionary as well as growth economies — express some level of concern about:

their financial and professional security their stress on the job their trust in their company’s leadership the support they receive from their managers and their ability to build their careers

SOURCE: Towers Perrin Global Workforce Study 2012

STRESS EPIDEMIC

39% are bothered by excessive pressure on the job

54% often worry about their future financial state

56% agree retirement security is more important

today than just a few years ago.

39% expect to retire somewhat or much later than

planned

SOURCE: Towers Perrin Global Workforce Study 2012

STRESS EPIDEMIC

More than half want to stay with their current employer until they retire, although 41% also noted they feel they would have to take a job elsewhere to advance in their career.

Attracting employees is now largely about security. Salary and job security top the list of what people want when considering a job, followed by opportunities to learn new skills and build a career, which are also routes to increased salary and long-term security.

~40% of respondents would trade a smaller salary increase or bonus for a guaranteed retirement benefit that doesn’t rise or fall with the market

SOURCE: Towers Perrin Global Workforce Study 2012

STRESS EPIDEMIC

Millennials report almost 2x the level of stress considered healthy

Over 40% of millennials say they’re having problems with anxiety, anger, irritability and depression

76% of millennials say work is their primary stressor

STRESS EPIDEMICThe delta between workload and resources continues…

STRESS EPIDEMIC

SOURCE: Corporate Executive Board CLC HR Performance Study

CONSTANTCONNECTIVITY

CONSTANT CONNECTIVITY

LinkedIn made it ok to post your resume publicly

High-demand candidates can expect a steady stream of offers

Facebook, Twitter, DoYouBuzz, About.me, many other avenues for building e-reputation allow candidates to extend reach

CONSTANT CONNECTIVITY

SOURCE: CareerBuilder

SOURCE: CareerBuilder

CONSTANT CONNECTIVITY

Today’s job seeker is:

Always open to receiving interest from employers

Routinely evaluating potential jobs and companies

Keen to research opportunities from a variety of perspectives, using multiple sources of information

GLOBALITY

GLOBALITY

The talent gap is a challenge for employers everywhere. To sustain economic growth, by 2030 the United States will need to add more than 25 million workers and Western Europe will need to add more than 45 million employees.

SOURCE: World Economic Forum – Global Talent Risk – 7 Responses

GLOBALITY

SOURCE: World Economic Forum – Global Talent Risk – 7 Responses

GLOBALITYMore than 6,000 hiring managers and human resource professionals in countries with the largest gross domestic product participated in the CareerBuilder survey. 

SOURCE: CareerBuilder Global Hiring Survey 2013

GLOBALITY

SOURCE: CareerBuilder Global Hiring Survey 2013

GLOBALITY

Even China faces long-term talent shortages.

Number of those aged 60+ is expanding rapidly

Already 12.5% of population

By 2050 the 10 workers now supporting each senior citizen will fall to 2.5

GLOBALITY - SWEDEN

179th globally in population growth - .17%

190th globally in birth rate 10,24 births/1.000

44th globally in net migration rate: 1.65 migrant(s)/1,000

16th globally in median age - 42.2 – (or 211th youngest)

99% literacy

SOURCE: CIA World Factbook

GLOBALITY, TO ME, MEANS

You will lose some people/opportunities to places you don’t yet expectYou will gain some people/opportunities from places you don’t yet expectCompetition for the talent you have and are targeting is going to mandate

Casting the broadest net possible to find talentBuilding and maintaining a strong talent pipelineConstantly fine-tuning your brand to speak to generational needs

It is useful to think of local newspaper vs. Internet

GLOBALITY

SOURCE: World Economic Forum – Global Talent Risk – 7 Responses

MOBILE = MASSIVE

MOBILE = MASSIVESwedish Population:9.5MM

Mobile Subscriptions:13.7MM

≥ 140% Penetration

Source: http://mobithinking.com/country-guides-home/guide-mobile-web-sweden

MOBILE = MASSIVE

70% of SE mobile subscriptions are for data

 In the first six months of 2012, Swedish people consumed 73,300 Terabytes of mobile data, which is 73 percent higher than a year before.

68 percent of all smartphone users in Sweden do not leave home without their smartphone. (GOOGLE)

Source: http://mobithinking.com/country-guides-home/guide-mobile-web-sweden

MOBILE = MASSIVE

From Jan 2012 to Sept 2012 – 16x growth of mobile job search

1 in 5 job searches is on a mobile device

4 out of 5 job seekers would search for a job, and

86% would apply for a job on their phone if possible

Jobseekers are platform agnostic. They have 4 screens and will move between devices and expect a seamless experience.

Times of day are more significant now people are accessing via different devices. Mobiles in morning, desktop in day, tablets in the evening.

98% move between devices to accomplish a task in the same day

Recruiters need to understand what the value is of each step in the process

SOURCE: Emma Frazer, Senior Industry Head for Recruitment at Google UK. Feb 2013SOURCE for 86% stat: simplyhired.com

MOBILE = MASSIVE

http://success.simplyhired.com/rs/simplyhired/images/TodaysJobSeekerReport_2012_US.pdf

With 86 percent of job seekers wanting to apply to jobs through their mobile devices, employers now face the challenge of creating an easy, streamlined application process in order to continue attracting top talent

MOBILE = MASSIVE

Source: Google

MOBILE = MASSIVE

Only 2% of F500 Offer Mobile Apply

Source: CareerBuilder Internal Research 2012

MOBILE = MASSIVE

12345678999

98% of F500 Have a Poor Mobile Apply Experience

MOBILE = MASSIVE

PDF??

MOBILE = MASSVEMobile Leaders

Offer Talent Network Option

MOBILE = MASSIVE Mobile Leaders Offer Talent

Network Option

SEO/GOOGLE

"SEO job postings on job board indeed.com have increased by 1900% in the last year and people with ‘SEO’ in their LinkedIn profile has increased by 112% over the last year.

226MM+ job searches on Google monthlyhttp://www.directemployers.org/2012/07/09/job-search-landscape-june-2012/

#1 destination for job seekers on the Internet/in the world today

Paul will cover in depth

SOURCE: conductor.com November 2012

WHAT ABOUT SOCIAL MEDIA?

2012 Survey of 1000 recruiters & HR professionals

92% of respondents reported that they either already use, or plan to use, social media to complement their recruiting needs

73% of those polled reported that they have made a successful hire through social media…

16% of job seekers credit social media (Facebook, Twitter, and LinkedIn combined) for their current job

32% of job seekers credit job boards

WHAT ABOUT SOCIAL MEDIA?

84 percent will read the company’s website

54 percent will research companies on social and professional networks

53 percent will read news about the company online

SUMMARY

Macro factors of globality + generational shift + nature of knowledge work + skills gap will increasingly pressure competition for candidates

Who candidates are and what they care about has changed drastically in the past 3-5 years

Clearly communicating how your workplace satisfies their needs is key to attracting top talent

Improving your visibility in Google puts you in best position on #1job search destination worldwide

If you haven’t started working on mobile recruitment yet you are at least 1 year behind

ONE SOLUTION WE’VE DEVELOPED

Our Talent Network has been designed to answer today’s recruitment challenges and opportunities

Increases Google VisibilityAND

Reduces Process Steps to Ensure Candidate Capture AND

Is completely mobile-responsive AND

Keeps your talent pipeline engaged AND

Provides global analytics for understanding trends

QUESTIONS?