recruitment firm trends 2013 | united states

Download Recruitment Firm Trends 2013 | United States

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Download this report for the top 4 important recruiting trends in 2013 for search and staffing firms. Learn more about LinkedIn Talent Solutions for recruitment firms: http://linkd.in/1iTsTH5 Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT Tweet with us: http://bit.ly/HireOnLinkedIn

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  • 1.2013 Global Recruiting TrendsUS SnapshotTop 4 Recruitment Firm Trends You Need to Know 2013 LinkedIn Corporation. All Rights Reserved.LinkedIn 2013 Global Recruiting Trends1

2. The US Recruitment Firm Landscape at a Glance LinkedIn has conducted its 3rd Annual Global Recruiting Trends survey in 12 countries. We surveyed over 1,500 recruitment firm leaders to capture their thoughts on what keeps them up at night, trends in the recruitment industry, and key sources for high-quality placements. We distilled all this and more into 4 key trends you need to know, as a strategic recruitment leader, to be most effective to your candidates, your clients, and your company.4 most important trends shaping the future of recruitment firms1Recruitment market is heating up, especially in the United States2Social professional networks are increasingly driving quality of hire3Firms must close the passive talent capabilities gap to stay competitive4Context and content in marketing are more important than everFor details on survey methodology, please see page 24. Global and other country-specific reports coming soon. LinkedIn 2013 Global Recruiting Trends2 3. 1Recruitment market is heating up Especially in the United StatesLinkedIn 2013 Global Recruiting Trends3 4. US hiring growth is far outpacing global growth 2013 Placement Volume2013 Placement VolumeFull-time and part-timeContractors, interim and temporary100%100% Increase80%Same80%57%67% 60%60%84%40%Decrease72%40%28% 23%20%20%21%12% 0%4%10%Considering only full and part-time professional employees, how do you expect the volume of candidates placed by your organization to change this year? 0%7%15%Considering only contractors, interim and temporary professionals, how do you expect the volume of candidates placed by your organization to change this year?LinkedIn 2013 Global Recruiting Trends4 5. And hiring volume remains healthy in 2013, but budgets have not kept up requiring firms to do more with less Placement Volume Full-time and part-timeRecruitment Budgets100%100%80%80%53% 60%78%84%51% Increase60%Same Decrease40%40%40% 20%20%15%12%7%4%20120%45%2013Considering only full and part-time professional employees, how do you expect the volume of candidates placed by your organization to change this year?7%4%20120%2013How has your organizations budget for recruiting solutions changed this year?LinkedIn 2013 Global Recruiting Trends5 6. At the same time, competition is high in the recruitment market Biggest obstacles to attracting top talent Top 3 obstacles reflect a highly competitive landscapeAvailability of quality talent Competition Offer made by client (includes compensation, role, location, etc.) Recruiting team too small Inability to effectively use data to improve our approach Recruiting team skills Lack of familiarity with my firms brand Recruiting team doesnt have the right tools/systems Lack of familiarity with clients brand65% 46% 33% 16% 11% 11% 11% 10% 8%What are your companys biggest obstacles to attracting the best talent?LinkedIn 2013 Global Recruiting Trends6 7. In this environment, efficiency is prized more than everTop 5 most valuable metrics for recruitment firms Number of placements prioritized above all 1. Number of placements 2. Client satisfaction 3. Quality of placement 4. Candidate submittals 5. Time to place40% 20% 16% 9% 3%What is the single most valuable metric that you use to track your recruiting teams performance today?LinkedIn 2013 Global Recruiting Trends7 8. 2Social professional networks Increasingly driving quality of hireLinkedIn 2013 Global Recruiting Trends8 9. Social professional networks are #1 source of key quality hires by farTop 5 sources of quality hires 1. Social professional networks 2. ATS / internal candidate database 3. Internet resume databases 4. Internet job boards 5. Employee referral programs63% 40% 37% 35% 32%59% 45% 31% 39% 20%Think about the key quality hires that your organization placed in 2012. Which of the following were the most important sources for those key positions?LinkedIn 2013 Global Recruiting Trends9 10. Social professional networks also the #1 long-lasting trendTop long-lasting trends Utilizing social and professional networks Finding better ways to source passive candidates Using an internal database to manage talent leads Boosting referral programs Reducing dependence on traditional job boards Posting jobs online Using mobile for recruiting Upgrading branding/marketing for staffing firms69% 65% 39% 30% 24% 18% 18% 16%70% 56% 39% 25% 21% 24% 18% 21%What do you consider to be the three most essential and long-lasting trends in recruiting for professional roles?LinkedIn 2013 Global Recruiting Trends10 11. In fact, recruitment leaders view social professional networks as #1 competitive threatTop 5 competitive threats in recruitment 1. Use social networking and social media more effectively 2. Build and nurture strong talent pools or pipelines 3. Hire recruiters to strengthen the team 4. Use data more effectively 5. Invest in existing recruiting and/or tools (e.g., ATS, job boards, LinkedIn, etc.)28% 25% 23% 22% 20%What are the things that your competitors have done or may plan on doing that would make you most nervous?LinkedIn 2013 Global Recruiting Trends11 12. Our favorite tips: Using LinkedIn to source and attract high-quality candidates1It all starts with your profile. Your profile is your first opportunity to build your personal brand as a recruiting professional. Add a picture, get creative with your headline, and feature recommendations. Your profile summary should articulate why youre a trusted partner. Think BRAND, not resume.2Engage your followers. Make sure your firm has a Company Page on LinkedIn, where members can follow your organization. Use Targeted Status Updates to share brand messaging, company news and open positions with your follower base you can target by industry, function, geography and more.3Get involved in LinkedIn Groups. There are more than 2M Groups on LinkedIn. Join recruiting groups or those relevant to your key talent pools to keep your finger on the pulse. Participate in a few to brand yourself as an expert. And consider creating a group about your firm or industry to drive your company brand, build pipeline, and even source.For more tips and best practices, visit: talent.linkedin.com. LinkedIn 2013 Global Recruiting Trends12 13. 3The passive talent capabilities gap Firms must close it to remain competitiveLinkedIn 2013 Global Recruiting Trends13 14. Passive talent is the #2 long-lasting trendTop long-lasting trends Utilizing social and professional networks Finding better ways to source passive candidates Using an internal database to manage talent leads Boosting referral programs Reducing dependence on traditional job boards Posting jobs online Using mobile for recruiting Upgrading branding/marketing for staffing firms69% 65% 39% 30% 24% 18% 18% 16%70% 56% 39% 25% 21% 24% 18% 21%What do you consider to be the three most essential and long-lasting trends in recruiting for professional roles?LinkedIn 2013 Global Recruiting Trends14 15. 90% of firms focus on passive candidates; more than half say passive talent is central to their recruiting strategy Focus on passive candidate recruiting9% 1% Very much so its central to our recruiting strategy To some extent34%56%Not much Not at all we focus on active candidates onlyTo what extent does your recruiting organization focus on hiring passive talent? (Passive talent: individuals who are not actively looking for a job).LinkedIn 2013 Global Recruiting Trends15 16. Reasons for not focusing more on passive talent reveal a capabilities gapReasons for not focusing on passive talent 4 out of 5 top reasons show skill and tool deficiencies 1. We get enough quality active candidates already 2. We havent been successful at it in the past 3. It takes too long 4. We dont have the tools to do it well 5. We dont know how to find passive candidates34% 28% 21% 17% 14%For which reasons does your organization typically not focus on hiring passive talent?LinkedIn 2013 Global Recruiting Trends16 17. Our favorite tips: Engaging passive candidates1Immerse yourself in the candidates world. Get smarter on the industry, using sources like LinkedIn Today to keep up with hot relevant topics. Research your prospects current role and leverage mutual connections when possible.2Build relationships, avoid being transactional. Send fewer, more targeted InMails. Compliment profiles sincerely, and dangle a carrot to lure them in rather than blasting out lengthy job descriptions. Ask to connect and continue the dialogue.3Listen and adapt. Invite candidates to talk about themselves, uncover their needs/motivations, and keep detailed notes on their profiles or within LinkedIn Recruiter at every touchpoint. Reflect on their input as you explain why your clients opportunity is right for them.For more passive talent tips and best practices, visit: talent.linkedin.com/passivetalent.LinkedIn 2013 Global Recruiting Trends17 18. 4Context and content in marketing More important than ever for recruitment firmsLinkedIn 2013 Global Recruiting Trends18 19. Most firms spend money on marketing and advertising Advertising Spend4% 16% Yes, on an ongoing basis39% Yes, from time to time No No response41%Does your company spend money to advertise your business?LinkedIn 2013 Global Recruiting Trends19 20. Fastest-rising and falling marketing channels illustrate importance of professional context and high-quality content in brand-buildingFastest-Rising and Falling Marketing Channels Top 10 Channels20122013Company website61% 47% 34% 35% 13% 20% 15% 5% 9% 9%57% 56% 37% 32% 18% 16% 13% 10% 10% 7%Online professional networks (e.g. LinkedIn) Friends/family, word of mouth Traditional Job Boards Public relations efforts Social media (e.g. Facebook)Search engine marketing (SEM) Content generation (whitepapers, blogs, etc.) Other online advertising Public recogniti