1.
2015 Global Recruiting Trends
#hiretowin

2.
Meet your CEB and LinkedIn presenters
#hiretowin

3.
LinkedIn’s findings are based on the largest
survey of talent acquisition leaders in the world
4,125
31
14
recruiting leaders
countries
industries
#hiretowin
4
years
300
Million members

4.
CEB is the world’s leading member-based advisory company. We have a unique view into what
matters — and what works — when capitalizing on drivers of business performance. With 30 years
of experience working with top companies to share, analyze, and apply proven practices, we begin
with great outcomes and reverse engineer to help you unlock your full potential.
89% of the Fortune 500
85% of the FTSE 100
76% of the Dow Jones Asian Titans
CEB By the Numbers
Finance Information
Human
Resources
Technology
Innovation
& Strategy
Marketing &
Communications Procurement Sales & Service
& Operations
Legal, Risk &
Compliance
30+ Years of Experience
110+ Countries Represented
200+ Unique Studies Published Annually
10,000+ Participating Organizations
300,000+ Business Professionals
100,000,000+ Data Points
#hiretowin

5.
Top sourcing & employer brand trends
to build into your 2015 plan
Based on LinkedIn and CEB research
1 Recruiting & sourcing: Top sources, passive candidate recruiting
2 Employer brand: Priorities, proactive management, budgets
#hiretowin

6.
Top sourcing & employer brand trends
to build into your 2015 plan
Based on LinkedIn and CEB research
1 Recruiting & sourcing: Top sources, passive candidate recruiting
2 Employer brand: Priorities, proactive management, budgets
#hiretowin

7.
These recruiting trends are here to stay
Percent ranking as a ‘long lasting’ trend
Trend Percent
1) Using social and professional networks 37%
2) Upgrading employer brand 33%
3) Sourcing passive candidates 26%
4) Being a strategic talent advisor to the
business 19%
5) Boosting referral programs 17%
#hiretowin

8.
64%
Of global talent leaders believe
they’re not doing a great job
tracking ROI on sources of hire
#intalent

9.
Quality is the most valuable hiring metric
% ranking as top metric for tracking recruiting team performance
18%
25%
44%
0% 10% 20% 30% 40% 50%
Quality of hire
Time to fill
Hiring manager
satisfaction
#hiretowin

10.
‘Career-centric’ online media are the best
sources for hiring quality and quantity
sources top hires: of Quality College recruiting
Quantity of hires: top sources #hiretowin
Internet job boards
Company career
website
CRM system
Referral programs
Diversity recruiting
programs
General career fairs
General social media
Internal hires
Internet resume
databases
Print/trade journals
Other
RPO’s, contingency &
staffing agencies
Social professional
networks
ATS/internal candidate
database
50%
40%
30%
20%
10%
0%
0% 10% 20% 30% 40% 50% 60% 70% 80%

11.
‘Career-centric’ online media are the best
sources for hiring quality and quantity
sources top hires: of Quality College recruiting
Quantity of hires: top sources #hiretowin
Internet job boards
Company career
website
CRM system
Referral programs
Diversity recruiting
programs
General career fairs
General social media
Internal hires
Internet resume
databases
Print/trade journals
Other
RPO’s, contingency &
staffing agencies
Social professional
networks
ATS/internal candidate
database
50%
40%
30%
20%
10%
0%
0% 10% 20% 30% 40% 50% 60% 70% 80%

12.
Professional networks grew to become a top
source of quality hires
% ranking each source of hire in top 4 for ‘quality hires’
Job boards
Social
professional
networks
RPO's/Staffing
Employee
referrals
45
40
35
30
25
20
2011 2012 2013 2014
#hiretowin

13.
75% of the talent pool is passive yet only 61%
of companies recruit passive candidates
#hiretowin
61%
39%
Recruit passive candidates
Professionals
75%
25%
Pasive
Active
Companies

14.
Get value from your online sources in 2015
Next steps for your strategic planning
1. Focus on ‘career-centric’ online
sources rather than broad-appeal
sources
2. Measure ROI across sources of hires to
inform your investment strategy
3. Define quality hires for your company
(i.e. top performers, retention, hiring
manager satisfaction)
4. Structure and train your team for both
outbound sourcing and inbound job
application management
#hiretowin

15.
EXECUTIVE
Employees Foresee Strong Job
Opportunities Globally
Q3 2013
Q4 2013
Q1 2014
Q2 2014
North America
50
46.3
Q3 2014
COMPENATION ATTRITION ATTRACTION
TRENDS OUTLOOK
Job Opportunity Barometer a
Global Employed Labor Force
Asia
54.3
50.9
Latin America
Europe
60
50
40
Stronger Job Opportunity Perception
Neutral Job Opportunity Perception
Weaker Job Opportunity Perception
The global JOB is an indexed score calculated from a battery of five questions posed to survey respondents. These answers are combined and converted to a 100-point scale, with higher
values indicating stronger perceptions of job opportunities.
Q3 2014 n = 4,475 (Asia); 3,309 (North America); 1,201 (Latin America); 17,974 (Global); 1,505 (Australia/ new Zealand); 6,487 (Europe).
Source: CEB 2010–2014 Global Labor Market Survey.
a
Australia and
New Zealand
47.5
Q2 2013
Q1 2013
Q4 2012
#hiretowin

16.
Active Candidates on the Rise
Percentage of Employees by Degree of Job-Seeking Behavior a
Global Employed Labor Force
50%
30%
10%
Percentage of Employees
Passive
Neutral
Active
Quarter-Over-Quarter Change
(3.7%)
Q4 2009
Q2 2010
Q4 2010
Q1 2011
Q2 2011
Q3 2011
Q4 2011
Q1 2012
Q2 2012
Q3 2012
Q4 2012
Q1 2013
Q2 2013
Q3 2013
Q4 2013
Q3 2014
Q2 2014
Q1 2014
43.6%
37.8%
35.4%
26.9%
30.3%
26.1%
Q3 2014 n = 17,974.
Source: CEB 2009–2014 Global Labor Market Survey.
a
Active, neutral, and passive job-search behaviors are quantified based on the Active–Passive Score detailed on page 10.
#hiretowin

17.
Active Job Seeking Reaches Record High
India
3.3% Increase
Australia
5.7 % Increase
United Kingdom
5.6% Increase
Spain
8.6 % Increase
Indonesia
5.9 % Decrease
United States
11.7% Increase
#hiretowin

18.
Top sourcing & employer brand trends to build
into your 2015 plan
Based on LinkedIn and CEB research
1 Recruiting & Sourcing: Top sources, passive candidate recruiting
2 Employer brand: Priorities, proactive management, budgets
#hiretowin

19.
Biggest obstacles to landing top talent in 2015 will
be competition & compensation
50%
45%
40%
35%
30%
25%
20%
2012 2013 2014
Competition
Compensation
Lack of interest in our
employer brand
Location
% global companies
#hiretowin

20.
Employer brand is viewed as important, but
resourcing and measurement are still catching up
% saying that ‘employer brand’ …
75%
56%
43%
36%
80%
60%
40%
20%
0%
has significant
impact on hiring
quality talent
is a top priority has enough
resources
is measured
#hiretowin

21.
Social & professional networks grow in importance
as channels for promoting talent brand
% ranking channel as most effective
90%
80%
70%
60%
50%
40%
30%
2012 2013 2014
Company website
Online professional
networks (e.g.,
LinkedIn)
Friends/family, word of
mouth
Social media (e.g.,
Facebook, Twitter)
#hiretowin

22.
76%
of job applicants viewed an
employee’s LinkedIn profile
6 months prior to being hired
#hiretowin

23.
Boosting employer brand investment in 2015
Next steps for your strategic planning
ü Benchmark your employer brand budget
against other HR investments — is employer
brand funded in line with priorities?
ü Craft tailored messages for different talent
pools
ü Leverage your employees as ambassadors;
their profiles are another brand touch point
ü Partner with marketing to create content that
will keep you top of mind with professionals
#hiretowin

24.
Higher Applicant Volume, Poor Quality Applicants
Trend in Application Volume
Median Number of Applicants per Open Position
30
40
2011 2014
Average Quality of Applicant Pool
Percentage of Applicants for a Given Position Who Are
Considered High-Quality
(Likely to Become High-Performing Employees) by the Recruiter
28% High-Quality Applicants
Poor quality applicants lead to…
… poor quality of shortlist
…low quality of hire
…more new hire turnover
…reduced new hire productivity
…lower business unit profitability
#hiretowin

25.
New Talent Needs Drive Branding Urgency but
Applicants struggle to make the right decisions based on the information
3
Business Rational for New Talent Need
New Locations 67%
New Skills
New Generations
New Mindsets
.
available to them about and from potential employers
New Skills
New Generations
New Mindsets
61%
“Compared to three years ago, I am more
skeptical of what employers say about
themselves.”
VS
Applicant Uncertainty About Where to Apply
31%
“If I wanted to leave my current employer,
I know which other employers I would
consider applying to.”
#hiretowin

26.
Three Steps to Branding for Influence
Branding for
Appeal
Promo:ng
the
organiza:on
as
a
great
place
to
work
Branding for Influence
1
Customized Brands Focus
2 3
Messenger-Driven Outreach
Core Brand
Customized Brands
“Check out
this company that
I didn’t know
hires for…”
“Your work helps
achieve our
mission by…”
“Given your
interests, I think
the right job for
you will be…”
Source: CEB analysis.
Core Brand Focus
Core Brand
Customized Brands
“See our career
opportunities.” “Be challenged
every day.”
“Our culture is very
collaborative.”
Giving
applicants
trusted
guidance
to
make
be5er
decisions
about
whether
to
apply
Messages That Sell Channel-Driven Outreach
Messages That Consult
#hiretowin

27.
Top sourcing & employer brand trends to build
into your 2015 plan
Based on LinkedIn and CEB research
1 Recruiting & sourcing: Top sources, passive candidate recruiting
2 Employer brand: Priorities, proactive management, budgets
#hiretowin
3 Future of recruiting: Top up and coming trends

28.
Different countries see a different future
Top ‘up-and-coming’ recruiting trends for selected geographies
Belgium
Remote workforce options
Germany, Italy, Netherlands
Recruiting becoming more like marketing
Australia, India, South Africa
Improved candidate & job matching
USA, Canada, Mexico & Brazil
Improved candidate & job matching
China
Using “big data” to
predict future talent
needs
#hiretowin

29.
…but matching candidates to jobs has global
appeal
Improved
candidate
and job
matching
Improved
candidate
and job
matching
Improved
candidate
and job
matching
Recruiting
becoming
more like
marketing
Recruiting
becoming
more like
marketing
Improved
candidate
and job
matching
Improved
candidate
and job
matching
Improved
candidate
and job
matching
Improved
candidate
and job
matching
Using "big
data" for
predicting
future
talent
needs
Recruiting
becoming
more like
marketing
Recruiting
becoming
more like
marketing
Recruiting
becoming
more like
marketing
Improved
candidate
and job
matching
Using "big
data" for
predicting
future
talent
needs
Using in-house
marketing
to advertise
our
employee
experience
Recruiting
becoming
more like
marketing
Focusing
on referrals
as a
primary
source of
talent
Using "big
data" for
predicting
future
talent
needs
Improved
candidate
and job
matching
Defining
and
measuring
the quality
of our hires
Defining
and
measuring
the quality
of our hires
Proving
ROI for our
recruiting
tools
Defining
and
measuring
the quality
of our hires
Improved
candidate
and job
matching
Proving
ROI for our
recruiting
tools
Defining
and
measuring
the quality
of our hires
Proving
ROI for our
recruiting
tools
Proving
ROI for our
recruiting
tools
Recruiting
becoming
more like
marketing
Upcoming
Trend #1
Upcoming
Trend #2
Upcoming
Trend #3
USA UK Nordics Germany France Spain Australia India Brazil China
#hiretowin

30.
…but matching candidates to jobs has global
Improved
candidate
and job
matching
Improved
candidate
and job
matching
Improved
candidate
and job
matching
Recruiting
becoming
more like
marketing
Recruiting
becoming
more like
marketing
Improved
candidate
and job
matching
Improved
candidate
and job
matching
Improved
candidate
and job
matching
Improved
candidate
and job
matching
Using "big
data" for
predicting
future
talent
needs
Recruiting
becoming
more like
marketing
Recruiting
becoming
more like
marketing
Recruiting
becoming
more like
marketing
Improved
candidate
and job
matching
Using "big
data" for
predicting
future
talent
needs
Using in-house
marketing
to advertise
our
employee
experience
Recruiting
becoming
more like
marketing
Focusing
on referrals
as a
primary
source of
talent
Using "big
data" for
predicting
future
talent
needs
Improved
candidate
and job
matching
Defining
and
measuring
the quality
of our hires
Defining
and
measuring
the quality
of our hires
Proving
ROI for our
recruiting
tools
Defining
and
measuring
the quality
of our hires
Improved
candidate
and job
matching
Proving
ROI for our
recruiting
tools
Defining
and
measuring
the quality
of our hires
Proving
ROI for our
recruiting
tools
Proving
ROI for our
recruiting
tools
Recruiting
becoming
more like
marketing
Upcoming
Trend #1
Upcoming
Trend #2
Upcoming
Trend #3
USA UK Nordics Germany France Spain Australia India Brazil China
#1
Improved candidate and job
matching
#hiretowin
appeal

31.
Better candidate & job matching with LinkedIn:
2015 Fit-based search in LinkedIn Recruiter
THE ECONOMIC GRAPH
Recruiter Search
Fit-based search
Fit-based search
Prioritizes candidates based on:
1. Similarities to your
employees
2. Behavioral interest in your
company
#hiretowin

32.
Five practical steps for 2015 planning
Optimize your job posts using industry-standard
keywords to ensure they match to 1 the right candidates
2 Identify attributes in your quality employees so you
know which quality hires to prioritize
#hiretowin

33.
Five practical steps for 2015 planning
3
4
Brand for influence, not appeal, to improve applicant
quality by more than 50%
Use smart sourcing tactics to triple your sourcing yield
and improve quality of slate up to 22%
5 Become a strategic Talent Advisor to the business ̶
Earn the right to influence through firm-specific business
acumen and labor market expertise
#hiretowin

34.
Newly Released: 2015 Global Recruiting Trends
4th Annual report based on the largest survey of recruiting leaders in the world
http://lnkd.in/2015recruitingtrends
#hiretowin