2013 Global Recruiting Trends

Talent Acquisition Trends

The Global Recruiting Landscape at a Glance

LinkedIn has conducted its 3rd Annual Global Recruiting Trends survey in 19 countries.
We surveyed over 3,300 talent acquisition leaders to capture their thoughts on what keeps them up at night, hiring and budget trends, and key sources for high-quality hires. We distilled all this and more into 5 key trends you need to know as a Strategic Talent Leader, to be on the cutting edge and be effective to candidates, your team, and your company.

5 most important trends shaping the future of recruiting

1 2 3 4 5

Social professional networks are increasingly impacting quality of hire Employer branding is both a competitive threat and a competitive advantage

Data is used to make better hiring and branding decisions

Companies are investing in hiring internally to stop top talent from walking out the door Companies are figuring out the mobile recruiting terrain

Talent leaders are most focused on improving the basics how to source, pipeline, and hire the best talent
What is at the top of your peers list for 2013?
2013 Top 5 Priorities
Priority is #1

1. 2. 3. 4. 5.

Recruiting/sourcing highly-skilled talent Improving quality of hire Employer brand Pipeline talent Improving sourcing techniques

44% 30% 25% 25% 18%

Germany India Nordics SE Asia Australia

Think about your talent acquisition organization's top priorities for 2013. Which of the following choices would you consider to be the most important and least important areas of interest for your organization?

With hiring increasing faster than budgets, talent leaders must be more strategic with their resources
Global Hiring Volume
100%

Global Hiring Budgets

100% Increase

30%
80%

28%

Same Decrease

38% 50%

43%

80%

41%

60%

60%

34%
40%

43%
36%
40%

48%

35%
20% 20%

45%

28% 15%
0% 2011 2012

21%
0% 2013

27% 14%
2011 2012

24%
2013

Considering only full and part-time professional employees, how do you expect the hiring volume across your organization to change this year?

How has your organization's budget for recruiting solutions changed from last year?

Read on to learn whats in store beyond 2013

Figures exclude China & Southeast Asia from average

Given increased hiring volumes in 2013, its no wonder top priorities focus on sourcing, pipelining, and hiring
Hiring volumes worldwide increased 5% over 2012, from 38% to 43%

2013 Hiring Volume Increase

60%

56%
50%

56%

57%

54% 49%
43% Average

46% 41% 42%

46%

40%

France

38%

Netherlands

Nordics

Australia

Canada

30%

Germany

Southeast Asia

39%

39%

Italy

Spain

China

Brazil

UK

28%
20%

28%

Considering only full-time and part-time professional employees, how do you expect the hiring volume across your organization to change in 2013?

US

India

Social professional networks

Increasingly impacting quality of hire

Global recruiters agree: Social professional networks are the fastest-growing source of quality hires
Top 10 most important places to find quality hires
Sources of Quality Hires
Internet job boards Social professional networks 2011 36% 20% 41% 35% 32% 28% 14% 12% 12% 4% 2012 39% 26% 36% 31% 32% 31% 13% 12% 10% 4% 2013 38% 37% 35% 35% 34% 30% 16% 13% 11% 5%
Increase (+) Decrease (-)

-1% +11% -1% +4% +2% -1% +3% +1% +1% +1%

Recruitment agencies
Employee referral programs Internal hires Company career website Internet resume databases Company ATS/internal candidate database College recruiting programs

General career fairs

Think about the key quality hires that your organization made in 2012. Which of the following were the most important sources for those key positions?

Recruiters are relying more and more on professional social networks to engage top talent. Stay ahead of the competition by training your team and employees how to be effective.
Figures exclude China & Southeast Asia from average

And talent leaders around the globe think social professional networks will shape recruiting in the long term too
Pay attention, these trends are here to stay
Top 10 long-lasting trends
Utilizing social and professional networks Upgrading employer branding

2013
39% 33%

Finding better ways to source passive candidates

Being a strategic talent advisor to the business Boosting referral programs Training recruiters and hiring managers on 'how to hire A-level talent' Optimizing your career site Recruiting globally Reducing spend on staffing firms Increasing focus on internal hiring/transfers

27%
22% 21% 16% 15% 14% 12% 12%

What do you consider to be the three most essential and long-lasting trends in recruiting for professional roles?

Ensure you are investing adequately in social and professional networks for the long run

Employer branding
A competitive threat and a competitive advantage

Forget the talent war; the employer branding war is in full swing
Competitive Threat
Top 3 Threats
1. Invest in their employer brand

Competitive Advantage

2. 3.

Improve employee retention Learn to use social networking and social media more effectively

83%
Believe employer brand has a significant impact on ability to hire great talent

What are the things that your competitors have done or may plan on doing that would make you most nervous?

Understand your employer brand and how it can set you apart from the competition. Take the opportunity to engage not only candidates, but employees as well.

Online professional networks are the fastest growing channel for promoting employer brands
Most effective ways to have your employer brand be seen and heard
Top 10 Channels to Communicate Employer Brand
Company website Online professional networks (e.g. LinkedIn) Friends/family, word of mouth, etc. Social media (e.g. Facebook) Public recognition/ awards (e.g. 'Best Places to Work') Traditional Job Boards YouTube videos Print ads Other online advertising Search engine marketing 2012 78% 46% 56% 38% 30% 34% 14% 16% 12% 9% 2013 78% 56% 54% 44% 36% 28% 12% 12% 10% 9%
Increase (+) Decrease (-)

0% +10% -2% +6% +6% -6% -2% -4% -2% 0%

Which channels or tools have you found most effective in spreading your employer brand?

Be a marketer: Determine what are your company's most effective channels and incorporate them into your employer brand strategy
Figures exclude China & Southeast Asia from average

Data
Used to make better hiring and branding decisions

Data is important, but leveraged differently by countries

Use of data analytics in recruiting as an essential and long lasting trend increased 8% from last year
60%

50%

52%

40%

37%

Australia

Germany

30%

Netherlands

Nordics

23% Average

27% 22% 22%

27%

29%

20%

19% 16%

France

China

Brazil

Spain

10%

Canada

14%

15%

15%

15%

15%

Southeast Asia

UK

0%

How well does your organization use data to understand talent acquisition effectiveness and opportunities?

US

India

Italy

The most successful employers use data to measure their talent brands qualitatively and quantitatively

Believe organization utilizes data well to make hiring decisions Regularly survey new hires to understand brand position Regularly measure employer brand in a quantifiable way

23%

52%

27%

34%
33%

55%
48%

44%
53%

Brazil and India are leading the pack in using data for employer brand Survey new hires regularly to get a qualitative review of your talent brand. Use numerical metrics to measure your brand quantitatively over time and against competitors.

Hiring internally
Stop top talent from walking out the door

Best-in-class employers prioritize internal hiring and support employees who want to move within
Top 5 practices of the worlds best talent organizations
1. 2. 3. 4. 5. Proactive sourcing Pipelining talent proactively Structured internal hiring process and supportive culture Investment in employer branding strategy Workforce planning

Think about the elements that make up a world class talent acquisition organization. Which of the following choices would you consider to be the most important elements of a world class talent acquisition organization?

Brazil and India rank internal hiring as #1 in being a best in class organization

Employers value internal hiring 92% are investing in it more or at least the same compared to 2012
Internal Hiring Volume
100% Increase 80% Same

Advantages of Internal Hiring

1. 2.
3.

46%

Decrease

Retain top talent Develop talent and professional development Improve employee productivity
(less ramp up time for internal vs. external employees)

60%

40%

46%
20%

4. 5.

Higher quality of candidate Achieve cost savings

(i.e. lower cost per hire)

0%

8% Global Average

Comparing 2012 to 2013, how do you expect the volume of internal hiring to change?

Which of the following choices best describes why your organization is investing in internal hiring?

Understand the benefits of internal recruiting. Use data to get buy-in and increase awareness. Support and encourage employees to look internally.

Mobile recruiting
The new terrain that companies are figuring out

Most organizations arent investing enough to meet candidate demand for recruiting on the go
There has been limited investment globally in mobilefriendly ways to find, manage and nurture talent
100%

but when candidates can easily access jobs on mobile devices, they like it and use it
Candidates use mobile to learn about opportunities Candidates use mobile to apply

13%
80%

Invest adequately in mobile

59%

52%

60%
40% 20% 0%
Invest in mobile recruiting Dont invest in mobile recruiting

87%

Not investing adequately in mobile

14%

11%

Get ahead by taking action now on your companys mobile strategy, and youll expand your talent pool and become more visible to passive candidates.

More interesting insights and next steps

How do you compare to your peers?

2013 Talent Acquisition Statistics
Employer Brand Our investment in employer brand increasing or staying same We measure our employer brand relative to our competitors for talent We regularly measure the health of our employer brand in a quantifiable way We regularly survey new hires to understand our brand position Passive Talent / Pipeline We focus on hiring passive talent (very much so / to some extent) We maintain a list of previously interesting candidates We have an active dialogue with previously interesting candidates We maintain a list of leads who haven't yet applied for any position 61% 57% 33% 22%
China and US Italy India Brazil

Leading Practice Countries

92% 39% 33% 34%

France and UK Brazil Brazil India

Hiring and Budget Volume

Hiring Volume Full and PT professionals Hiring Volume Contractors, interim and temporary professionals 44% 27% 35% 38% 21% India, US, Brazil 36% Brazil, India, SE Asia

Hiring Budget
Internal Hiring Volume

30%
46%

47%
46%

24% India, China, SE Asia

8% China and Brazil

Analyze where you are behind the average and what you can do to be leading edge

Get ahead by incorporating these trends into your strategy

2013 Top 5 Trends Action Items
Quality Hires

1 2 3 4 5

Recruiters are relying more and more on social media to engage top talent. Stay ahead of the competition by training your team and employees how to be effective. Ensure you are adequately investing in social and professional networks for the long run.

Employer Brand
Understand your employer brand and how it can set you apart from the competition. Take the opportunity to engage not only candidates, but employees as well. Be a marketer: Determine what are your company's most effective channels and incorporate them into your employer brand strategy.

Data
Identify what information you use to make decisions and what additional data is available that you can leverage to inform your decisions and employer brand. Survey new hires regularly to get a qualitative review of your talent brand. Use numerical metrics to measure your brand quantitatively over time and against competitors.

Internal Hiring
Understand the benefits of internal recruiting and use data to get buy-in and increase awareness. Support and encourage employees to look internally.

Mobile Recruiting
Get ahead by taking action now on your companys mobile strategy, and youll expand your talent pool and become more visible to passive candidates.

Trends Survey Sampling and Methodology

Survey Sample
Survey respondents are talent acquisition professionals who:
Work in a corporate HR department Have at least some authority in determining their companys recruitment solutions budget Focus exclusively on recruiting, manage a recruiting team, or are HR generalists who spend more than 25% of their time recruiting.

Data Comparisons
Global comparisons are reported as un-weighted averages from all countries except where noted Historical data comparisons are taken from 2012 and 2011 Global Recruiting Trends research, which had similar sampling criteria and methodology to 2013
2013 survey fielded April-May 2013 with 3,379 respondent 2012 survey fielded May-July 2012 with 3,028 respondents* 2011 survey fielded April-June 2011 with 3,263 respondents*
*China & Southeast Asia not included in 2011 and 2012

Survey respondents are members of LinkedIn who have opted to participate in research studies. They were selected based on information in their LinkedIn profile and contacted via email

Nordics: 118 Netherlands: 205 Canada: 287 Germany: 194 UK: 340 Spain: 152 France: 235 Italy: 144 India: 274 Brazil: 251 China: 225 Southeast Asia: 141 Australia: 280

USA: 533