b2b recruitment practices in finland
DESCRIPTION
Results of survey detailing recruitment practices of Finnish b2b companies.TRANSCRIPT
FRANK COMMUNICATIONS OYFredrikinkatu 45 A, 00100 Helsinki, Finland
Tel. +358 (0)9 4241 3377Fax +358 (0)9 670 377
B2b recruitment practices in
Finland
Survey, May – June 2011
How the survey was doneObjective• To map out recruitment practices and problem
spots in Finnish b2b companiesMethod• Internet survey to b2b decision makers,
invitations by e-mail and through social media channels
Respondents• N=62• Small and medium sized companies (84 % with
less than 100 employees)• Top management (81 %)• B2b companies, 54 % from the ICT industry
Current state of recruitment
Employees have right skill set for the job (93 %)
Receive good job applications through recruitment ads (54 %)
Easy to find the right kind of people (34 %)
Receive good job applications without advertising (29 %)
0 20 40 60 80 100
Most popular recruitment channels
Oikotie.fi (61 %)
LinkedIn (70 %)
Agencies and headhunters (76 %)
Monster.fi (77 %)
Company website (93 %)
Personal networks (100 %)
0 10 20 30 40 50 60 70 80 90100
Most popular
Kauppalehti (29 %)
0 20 40 60 80 100
Least popular
Effectiveness of recruitment channels
Acencies and headhunters (61 %)
Own recruitment events (69 %)
Personal networks (89 %)
0 20 40 60 80 100
Most effective
Twitter (77 %)
0 20 40 60 80 100
Least effective77 % of Twitter users rated it fairly or very ineffective.
Two above the rest
Agencies and headhunters
Personal networks
0 20 40 60 80 100
Use them
Users find them ef-fective
LinkedIn is king of recruitment in social media
0 20 40 60 80 100
Use it
Users find it effective
In SMEs managing director handles recruitment
Head of marketing (15 %)
Head of recruitment (23 %)
External recruitment consultant (25 %)
Head of HR (46 %)
Supervisor (61 %)
Managing director (93 %)
0 20 40 60 80 100
Takes part in recruitment
Steady growth continues
Past year
• Average 12 recruitments, median 6
• 48 % of respondents recruited 1 – 5 people
• 90 % recruited no more than 20 people
• 7 % did not recruit at all
• 37 % recruited at least 1o people
Next year
• Average 14 recruitments, median 5
• 58 % looking to recruit 1 – 5 people
• 87 % looking to recruit no more than 20 people
• 2 % will not recruit at all
• 31 % looking to recruit at least 10 people
Key success factors
We are able to recruit people with the right skills (64 %)
We have enough personnel to meet growing demand (78 %)
The right people are interested in working with us (88 %)
Our personnell have the necessary skills for the job (96 %)
0 20 40 60 80 100
Growth brings pressure
Increasing company's public recog-nition (44 %)
Managing growing organisation (46 %)
Availability of personnel (72 %)
0 20 40 60 80 100
3 key recruitment challenges
Average recruitment process
• Costs less than 1000 eur (49 %)
• Lasts 1 – 2 months (55 %)• Overall schoolgrade 8-
(satisfactory, scale 4 – 10)
Wild ideas: how I’d like to recruit• Video presentations• Personal meetings, invitation to
come to the office for a cuppa• Company success, talented
employees and positive atmosphere – ”building a company that deserves good employees”
• Give as many people as possible the opportunity to come work for us for a trial period
Want to hear more?
Frank Communicationsp. +358 9 4241 3377
[email protected]://frankcommunications.fihttp://twitter.com/frankcomms