Recruitment Firm Trends 2013 | United States

2013 Global
Recruiting Trends

US Snapshot

Top 4 Recruitment Firm Trends
You Need to Know
©2013 LinkedIn Corporation. All Rights Reserved.

LinkedIn 2013 Global Recruiting Trends

1

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 firms

1

Recruitment market is heating up, especially in the United States

2

Social professional networks are increasingly driving quality of hire

3

Firms must close the passive talent “capabilities gap” to stay competitive

4

Context and content in marketing are more important than ever

For details on survey methodology, please see page 24.
Global and other country-specific reports coming soon.

2

1

Recruitment market is heating up
Especially in the United States


3

US hiring growth is far outpacing global growth
2013 Placement Volume

2013 Placement Volume

Full-time and part-time

Contractors, interim and temporary

100%

100%
Increase

80%

Same

80%

57%

67%
60%

60%

84%

40%

Decrease

72%

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?”


4

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-time

Recruitment Budgets

100%

100%

80%

80%

53%
60%

78%

84%

51%
Increase

60%

Same
Decrease

40%

40%

40%
20%

20%

15%

12%

7%

4%

2012

0%

45%

2013

“Considering 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%

2012

0%

2013

“How has your organization’s budget for recruiting
solutions changed this year?”


5

At the same time, competition is high in the
recruitment market
Biggest obstacles to attracting top talent
Top 3 obstacles reflect a highly competitive landscape

Availability 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 firm’s brand
Recruiting team doesn’t have the right tools/systems
Lack of familiarity with client’s brand

65%
46%
33%
16%
11%
11%
11%
10%
8%

“What are your company’s biggest obstacles to attracting the best talent?”


6

In this environment, efficiency is prized more than ever

Top 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 place

40%
20%
16%
9%
3%

“What is the single most valuable metric that you use to track your recruiting team’s performance today?”


7

2

Social professional networks
Increasingly driving quality of hire


8

Social professional networks are #1 source of key quality
hires by far

Top 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 programs

63%
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?”


9

Social professional networks also the #1 long-lasting trend

Top 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 firms

69%
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?”


10

In fact, recruitment leaders view social professional networks
as #1 competitive threat

Top 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?”


11

Our favorite tips: Using LinkedIn to source and attract
high-quality candidates

1

It 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 you’re a trusted
partner. Think BRAND, not resume.

2

Engage 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.

3

Get 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.

12

3

The passive talent “capabilities gap”
Firms must close it to remain competitive


13

Passive talent is the #2 long-lasting trend

Top 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 firms

69%
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?”


14

90% of firms focus on passive candidates; more than half
say passive talent is central to their recruiting strategy
Focus on passive candidate recruiting

9% 1%
Very much so – it’s central to
our recruiting strategy
To some extent

34%

56%

Not much
Not at all – we focus on
active candidates only

“To what extent does your recruiting organization focus on hiring passive talent? (‘Passive talent:’ individuals who
are not actively looking for a job).”


15

Reasons for not focusing more on passive talent reveal a
“capabilities gap”

Reasons 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 haven’t been successful at it in the past
3. It takes too long
4. We don’t have the tools to do it well
5. We don’t know how to find passive candidates

34%
28%
21%
17%
14%

“For which reasons does your organization typically not focus on hiring passive talent?”


16

Our favorite tips: Engaging passive candidates

1

Immerse yourself in the candidate’s world.
Get smarter on the industry, using sources like LinkedIn Today to keep up with
hot relevant topics. Research your prospect’s current role and leverage mutual
connections when possible.

2

Build 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.

3

Listen 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 client’s opportunity is
right for them.

For more passive talent tips and best practices, visit: talent.linkedin.com/passivetalent.


17

4

Context and content in marketing
More important than ever for recruitment firms


18

Most firms spend money on marketing and advertising
Advertising Spend

4%
16%
Yes, on an ongoing basis

39%
Yes, from time to time
No
No response

41%

“Does your company spend money to advertise your business?”


19

Fastest-rising and falling marketing channels illustrate importance of
professional context and high-quality content in brand-building

Fastest-Rising and Falling Marketing Channels
Top 10 Channels

2012

2013

Company website

61%
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 recognition/awards

Increase (+)
Decrease (-)

-4%
+9%
-3%
+5%
-4%
+5%

“Which channels or tools have you found most effective in advertising your business?


20

Our favorite tips: Content marketing for recruitment firms

1

Plan.
Your objective: educate and convert a target audience (for example, your
customers or candidates) through high-quality content.

2

Target.
Identify a specific target market for your content. Ask yourself: What does that
person care about? What does he or she want to learn?

3

Create.
The best content starts with a strong title that piques interest (e.g., “7 Common
Mistakes Made in the Hiring Process”) and delivers tangible tips or takeaways.

4

Distribute.
Share your content through channels including social media and your company’s
website and blog. On LinkedIn, distribute your content via company status
updates, your team’s personal status updates, targeted advertising, and LinkedIn
Groups.

For more content marketing tips and best practices, visit: http://lnkd.in/ContentWebcast.

21

More information
&
Next steps


22

Talent Acquisition is…

Complete the sentence with a single word or phrase: "Talent acquisition is..."

23

Trends Survey Sampling and Methodology
Survey Sample


Survey respondents are talent acquisition
professionals who:
–
–
–
–



Data Comparisons

work for a recruitment firm
represent an even mix of small, medium and large
firms
have at least some budget authority
focus exclusively on recruiting professional hires for
clients




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.

Global comparisons are reported as un-weighted averages
from the noted countries
Historical data comparisons are taken from 2012 Global
Recruiting Trends research, which had similar sampling
criteria and methodology to 2013
–
–

2013 survey fielded April-May 2013 with 292 US respondents
2012 survey fielded May-July 2012 with 416 US respondents

Nordics: 89
Netherlands: 182
Canada: 200

UK: 188

France: 101

China: 90

USA: 292

India: 170

Australia: 201


24

To learn more….
2013 Global Recruiting Trends Reports – Recruitment Firms
Global and Additional Countries: COMING SOON

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25

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