1. GLOBAL RECRUITMENT TRENDS 2013
BRENDAN SWEENEY
VP OF DEVELOPMENT, EMEA - CAREERBUILDER

2. AGENDA
About CareerBuilder/About Me
Factors Affecting Recruitment
Mobile = Massive
Google/SEO
GLOBAL TRENDS ‘13

3. 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

4. ABOUT ME Joined CB March 1999
> 15 years in recruitment
industry
Held roles in
marketing, sales, product,
technology
Currently VP of
Development, EMEA
Responsible for product
and business development
Work with
employees, clients, candid
ates in 25+ countries

5. FACTORS AFFECTING RECRUITMENT
Stress
Epidemic

6. FACTORS AFFECTING RECRUITMENT
Generational Shift + Transition to Knowledge Work =
Talent Gap
Stress Epidemic + Constant Connectivity =
Perpetual Openness to Offers
Talent Gap + Perpetual Openness + Globality =
Never-ending War for Talent

8. 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.

9. GEN Y/MILLENNIALS - US EXAMPLE

10. GEN Y/MILLENNIALS

11. GEN Y/MILLENNIALS
SOURCE: Kelly Outsourcing and Consulting Group

12. GEN Y/MILLENNIALS
SOURCE: Flowtown/Pew Research

13. GEN Y/MILLENNIALS
SOURCE: Flowtown/Pew Research

14. 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 job
This makes for a big challenge for most
traditional organizations and hierarchies
SOURCE: Kelly Outsourcing and Consulting Group 2012

15. SOURCE: CareerBuilder Survey

16. 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

17. GEN Y/MILLENNIALS
UK RETAILFR MEDIA US SOCIAL
Mar-Apr 2013 Examples
http://www.compuware.com/application-performance-management/web-site-benchmarks.html
CA MEDIA

18. GEN Y/MILLENNIALS
What 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

19. GEN Y/MILLENNIALS What Does Work:
Simplified user
experience
Reduced steps to
apply
Clear
communication

21. TRANSITION TO KNOWLEDGE WORK
SOURCE: Fred Nickols 2012

22. 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

23. NATURE OF KNOWLEDGE WORK
India 2012 GDP
Per Capita:
$3.900
Sachin Verma‘s
Equivalent
Salary:
$52.000

24. 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.

26. 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

27. 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

28. 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

29. 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

30. STRESS EPIDEMIC
The delta between
workload and
resources
continues…

31. STRESS EPIDEMIC
SOURCE: Corporate Executive Board CLC HR Performance Study

33. 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

34. CONSTANT CONNECTIVITY
SOURCE: CareerBuilder

35. SOURCE: CareerBuilder

36. 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

39. 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

40. GLOBALITY
SOURCE: World Economic Forum – Global Talent Risk – 7 Responses

41. GLOBALITY
More 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

42. GLOBALITY
SOURCE: CareerBuilder Global Hiring Survey 2013

43. 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

44. 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

45. GLOBALITY, TO ME, MEANS
You will lose some people/opportunities to places you
don‘t yet expect
You will gain some people/opportunities from places
you don‘t yet expect
Competition for the talent you have and are targeting
is going to mandate
Casting the broadest net possible to find talent
Building and maintaining a strong talent pipeline
Constantly fine-tuning your brand to speak to generational
needs
It is useful to think of local newspaper vs. Internet

46. GLOBALITY
SOURCE: World Economic Forum – Global Talent Risk – 7 Responses

48. MOBILE = MASSIVE
Swedish Population:
9.5MM
Mobile Subscriptions:
13.7MM
≥ 140% Penetration
Source: http://mobithinking.com/country-guides-home/guide-mobile-web-sweden

49. 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

50. 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 2013
SOURCE for 86% stat: simplyhired.com

51. 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

52. MOBILE = MASSIVE
Source: Google

53. MOBILE = MASSIVE
Only 2% of F500 Offer
Mobile Apply
Source: CareerBuilder Internal Research 2012

54. MOBILE = MASSIVE
1
2
3
4
5
6
7
8
9
9
9
98% of F500
Have a Poor
Mobile Apply
Experience

55. MOBILE = MASSIVE

56. MOBILE = MASSVE
Mobile Leaders
Offer Talent
Network Option

57. MOBILE = MASSIVE Mobile Leaders
Offer Talent
Network Option

58. 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 monthly
http://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

59. 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

60. 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

61. 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

62. ONE SOLUTION WE’VE DEVELOPED
Our Talent Network has been designed to answer today‘s
recruitment challenges and opportunities
Increases Google Visibility
AND
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