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2013 Global
Recruiting Trends

Global Snapshot

Top 5 Talent Acquisition Trends
You Need to Know

©2013 LinkedIn Corporation. All Rights Reserved.

LinkedIn 2013 Global Recruiting Trends

1
The Global Recruiting Landscape at a Glance
LinkedIn has conducted its 3rd Annual Global Recruiting Trends survey in 19 countries.
We surveyed over 3,300 talent acquisition leaders to capture their thoughts on what keeps them up at night, hiring and
budget trends, and key sources for high-quality hires. We distilled all this and more into 5 key trends you need to know
as a Strategic Talent Leader, to be on the cutting edge and be effective to candidates, your team, and your company.

5 most important trends shaping the future of recruiting

1

Social professional networks are increasingly impacting quality of hire

2

Employer branding is both a competitive threat and a competitive
advantage

3

Data is used to make better hiring and branding decisions

4

Companies are investing in hiring internally to stop top talent from
walking out the door

5

Companies are figuring out the mobile recruiting terrain

For details on survey methodology, please see page 22
To access global and other country-specific reports and infographics, visit: http://lnkd.in/GlobalRecruitingTrends
LinkedIn 2013 Global Recruiting Trends

2
Talent leaders are most focused on improving the basics
– how to source, pipeline, and hire the best talent
What is at the top of your peers’ list for 2013?
2013 Top 5 Priorities
1.
2.
3.
4.
5.

Recruiting/sourcing highly-skilled talent
Improving quality of hire
Employer brand
Pipeline talent
Improving sourcing techniques

Priority is #1

44%
30%
25%
25%
18%

Germany
India
Nordics
SE Asia
Australia

“Think about your talent acquisition organization's top priorities for 2013. Which of the following choices would
you consider to be the most important and least important areas of interest for your organization?”

LinkedIn 2013 Global Recruiting Trends

3
With hiring increasing faster than budgets, talent
leaders must be more strategic with their resources
Global Hiring Volume

Global Hiring Budgets
100%

100%

Increase

30%
38%

80%

50%

43%

43%

24%

2012

Same

48%

27%

80%

28%

2013

Decrease

41%

60%

60%

34%
40%

36%

40%

35%

45%

20%

20%

28%
15%

21%

0%

14%
0%

2011

2012

2013

“Considering only full and part-time professional
employees, how do you expect the hiring volume
across your organization to change this year?”

2011

“How has your organization's budget for
recruiting solutions changed from last year?”

Read on to learn what’s in store beyond 2013…

Figures exclude China & Southeast Asia from average

LinkedIn 2013 Global Recruiting Trends

4
Given increased hiring volumes in 2013, it’s no wonder
top priorities focus on sourcing, pipelining, and hiring
Hiring volumes worldwide increased 5% over 2012, from 38% to 43%

2013 Hiring Volume Increase
56%

56%

57%

US

Brazil

India

60%

54%

50%

46%

China

Southeast Asia

42%

39%

Nordics

46%

Canada

39%

Spain

28%

38%

Netherlands

France

28%

30%

Italy

41%

UK

40%

Australia

43% Average

Germany

49%

20%

“Considering only full-time and part-time professional employees, how do you expect the hiring volume across
your organization to change in 2013?”

LinkedIn 2013 Global Recruiting Trends

5
1

Social professional networks
Increasingly impacting quality of hire

LinkedIn 2013 Global Recruiting Trends

6
Global recruiters agree: Social professional networks
are the fastest-growing source of quality hires…
Top 10 most important places to find quality hires
Increase (+)
Decrease (-)

Sources of Quality Hires

2011

2012

2013

Internet job boards

36%

39%

38%

-1%

Social professional networks

20%

26%

37%

+11%

Recruitment agencies

41%

36%

35%

-1%

Employee referral programs

35%

31%

35%

+4%

Internal hires

32%

32%

34%

+2%

Company career website

28%

31%

30%

-1%

Internet resume databases

14%

13%

16%

+3%

Company ATS/internal candidate database

12%

12%

13%

+1%

College recruiting programs

12%

10%

11%

+1%

4%

4%

5%

+1%

General career fairs

“Think about the key quality hires that your organization made in 2012. Which of the following were the most
important sources for those key positions?”

Recruiters are relying more and more on professional social networks to engage top talent.
Stay ahead of the competition by training your team and employees how to be effective.
Figures exclude China & Southeast Asia from average

LinkedIn 2013 Global Recruiting Trends

7
…And talent leaders around the globe think social professional
networks will shape recruiting in the long term too
Pay attention, these trends are here to stay
Top 10 long-lasting trends

2013

Utilizing social and professional networks

39%

Upgrading employer branding

33%

Finding better ways to source passive candidates

27%

Being a strategic talent advisor to the business

22%

Boosting referral programs

21%

Training recruiters and hiring managers on 'how to hire A-level talent'

16%

Optimizing your career site

15%

Recruiting globally

14%

Reducing spend on staffing firms

12%

Increasing focus on internal hiring/transfers

12%

“What do you consider to be the three most essential and long-lasting trends in recruiting for professional roles?”

Ensure you are investing adequately in social and professional networks for the long run

LinkedIn 2013 Global Recruiting Trends

8
2

Employer branding
A competitive threat and a competitive advantage

LinkedIn 2013 Global Recruiting Trends

9
Forget the talent war; the employer branding war is in
full swing
Competitive Threat

Competitive Advantage

Top 3 Threats
1.

Invest in their employer
brand

2.

Improve employee
retention
Learn to use social
networking and social
media more effectively

3.

83%
Believe employer brand has
a significant impact on ability
to hire great talent

“What are the things that your competitors have
done or may plan on doing that would make
you most nervous?”

Understand your employer brand and how it can set you apart from the competition.
Take the opportunity to engage not only candidates, but employees as well.
LinkedIn 2013 Global Recruiting Trends

10
Online professional networks are the fastest growing
channel for promoting employer brands
Most effective ways to have your employer brand be seen and heard
Top 10 Channels to Communicate Employer Brand

2012

2013

Increase (+)
Decrease (-)

Company website

78%

78%

0%

Online professional networks (e.g. LinkedIn)

46%

56%

+10%

Friends/family, word of mouth, etc.

56%

54%

-2%

Social media (e.g. Facebook)

38%

44%

+6%

Public recognition/ awards (e.g. 'Best Places to Work')

30%

36%

+6%

Traditional Job Boards

34%

28%

-6%

YouTube videos

14%

12%

-2%

Print ads

16%

12%

-4%

Other online advertising

12%

10%

-2%

Search engine marketing

9%

9%

0%

“Which channels or tools have you found most effective in spreading your employer brand?”

Be a marketer: Determine what are your company's most effective channels and
incorporate them into your employer brand strategy
Figures exclude China & Southeast Asia from average

LinkedIn 2013 Global Recruiting Trends

11
3

Data
Used to make better hiring and branding decisions

LinkedIn 2013 Global Recruiting Trends

12
Data is important, but leveraged differently by countries
Use of data analytics in recruiting as an essential and long lasting trend increased 8%
from last year
60%

50%

52%

40%

19%

Canada

16%

India

Spain

29%

Southeast Asia

Brazil

15%

US

15%

Netherlands

Australia
15%

27%

22%

China

15%

22%

France

14%

27%

23% Average

Italy

10%

UK

20%

Nordics

30%

Germany

37%

0%

“How well does your organization use data to understand talent acquisition effectiveness and opportunities?”

LinkedIn 2013 Global Recruiting Trends

13
The most successful employers use data to measure
their talent brands qualitatively and quantitatively

Believe organization
utilizes data well to make
hiring decisions

Regularly survey new
hires to understand brand
position
Regularly measure
employer brand in a
quantifiable way

23%

52%

27%

34%

55%

44%

33%

48%

53%

Brazil and India are leading the pack in using data for employer brand
Survey new hires regularly to get a qualitative review of your talent brand. Use numerical
metrics to measure your brand quantitatively over time and against competitors.
LinkedIn 2013 Global Recruiting Trends

14
4

Hiring internally
Stop top talent from walking out the door

LinkedIn 2013 Global Recruiting Trends

15
Best-in-class employers prioritize internal hiring and
support employees who want to move within
Top 5 practices of the world’s best talent organizations
1.
2.
3.
4.
5.

Proactive sourcing
Pipelining talent proactively
Structured internal hiring process and supportive culture
Investment in employer branding strategy
Workforce planning

“Think about the elements that make up a world class talent acquisition organization. Which of the following
choices would you consider to be the most important elements of a world class talent acquisition organization?”

Brazil and India rank internal hiring as #1 in being a best in class organization

LinkedIn 2013 Global Recruiting Trends

16
Employers value internal hiring – 92% are investing in
it more or at least the same compared to 2012
Advantages of Internal Hiring

Internal Hiring Volume
100%
Increase
80%

1.
2.

Same

46%

Decrease

3.

Retain top talent
Develop talent and professional
development
Improve employee productivity
(less ramp up time for internal vs.
external employees)

60%

40%

46%

4.
5.

Higher quality of candidate
Achieve cost savings
(i.e. lower cost per hire)

20%

0%

8%
Global Average

“Comparing 2012 to 2013, how do you expect the
volume of internal hiring to change?”

“Which of the following choices best describes why your
organization is investing in internal hiring?”

Understand the benefits of internal recruiting. Use data to get buy-in and increase
awareness. Support and encourage employees to look internally.
LinkedIn 2013 Global Recruiting Trends

17
5

Mobile recruiting
The new terrain that companies are figuring out

LinkedIn 2013 Global Recruiting Trends

18
Most organizations aren’t investing enough to meet
candidate demand for recruiting on the go
There has been limited
investment globally in mobilefriendly ways to find, manage
and nurture talent…
100%

13%

Invest adequately
in mobile

80%

…but when candidates can
easily access jobs on mobile
devices, they like it and use it
Candidates use mobile to
learn about opportunities

Candidates use mobile
to apply

52%

59%

60%
40%

87%

Not investing
adequately in mobile

11%

14%

20%
0%
Invest in mobile recruiting

Don’t invest in mobile recruiting

Get ahead by taking action now on your company’s mobile strategy, and you’ll expand
your talent pool and become more visible to passive candidates.
LinkedIn 2013 Global Recruiting Trends

19
More interesting insights
and next steps

LinkedIn 2013 Global Recruiting Trends

20
How do you compare to your peers?
2013 Talent Acquisition Statistics

Leading Practices
Countries

Employer Brand
Our investment in employer brand increasing or staying same

92%

France and UK

We measure our employer brand relative to our competitors for talent

39%

Brazil

We regularly measure the health of our employer brand in a quantifiable way

33%

Brazil

We regularly survey new hires to understand our brand position

34%

India

We focus on hiring passive talent (very much so / to some extent)

61%

China and US

We maintain a list of previously interesting candidates

57%

Italy

We have an active dialogue with previously interesting candidates

33%

India

We maintain a list of leads who haven't yet applied for any position

22%

Brazil

Passive Talent / Pipeline

Hiring and Budget Volume
Hiring Volume – Full and PT professionals

44%

35%

21% India, US, Brazil

Hiring Volume – Contractors, interim and temporary professionals

27%

38%

36% Brazil, India, SE Asia

Hiring Budget

30%

47%

24% India, China, SE Asia

Internal Hiring Volume

46%

46%

8% China and Brazil

Analyze where you are behind the average and what you can do to be leading edge

LinkedIn 2013 Global Recruiting Trends

21
Get ahead by incorporating these trends into your strategy
2013 Top 5 Trends Action Items
Quality Hires

1

Recruiters are relying more and more on social media to engage top talent. Stay ahead of the
competition by training your team and employees how to be effective.
Ensure you are adequately investing in social and professional networks for the long run.

Employer Brand

2

Understand your employer brand and how it can set you apart from the competition. Take the
opportunity to engage not only candidates, but employees as well.
Be a marketer: Determine what are your company's most effective channels and incorporate
them into your employer brand strategy.

Data

3

4
5

Identify what information you use to make decisions and what additional data is available that
you can leverage to inform your decisions and employer brand.
Survey new hires regularly to get a qualitative review of your talent brand. Use numerical
metrics to measure your brand quantitatively over time and against competitors.

Internal Hiring
Understand the benefits of internal recruiting and use data to get buy-in and increase awareness.
Support and encourage employees to look internally.

Mobile Recruiting
Get ahead by taking action now on your company’s mobile strategy, and you’ll expand your
talent pool and become more visible to passive candidates.
LinkedIn 2013 Global Recruiting Trends

22
Trends Survey Sampling and Methodology
Survey Sample

Data Comparisons





Survey respondents are talent acquisition
professionals who:
– Work in a corporate HR department
– Have at least some authority in determining their
company’s recruitment solutions budget
– Focus exclusively on recruiting, manage a recruiting
team, or are HR generalists who spend more than 25%
of their time recruiting.





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 all countries except where noted
Historical data comparisons are taken from 2012 and 2011
Global Recruiting Trends research, which had similar
sampling criteria and methodology to 2013
–
–
–

2013 survey fielded April-May 2013 with 3,379 respondent
2012 survey fielded May-July 2012 with 3,028 respondents*
2011 survey fielded April-June 2011 with 3,263 respondents*
*China & Southeast Asia not included in 2011 and 2012

Nordics: 118
Netherlands: 205
Canada: 287

USA: 533

Germany: 194
UK: 340

Spain: 152

France: 235
Italy: 144
India: 274

China: 225
Southeast Asia: 141
Australia: 280

Brazil: 251

LinkedIn 2013 Global Recruiting Trends

23
To learn more….
2013 Global Recruiting Trends Report
Global and Additional Countries: lnkd.in/GlobalRecruitingTrends

Stay in touch:
Subscribe to our Blog: talent.linkedin.com/blog/

Follow us on SlideShare: slideshare.net/linkedin-talent-solutions

Follow us on Twitter: @hireonlinkedin

Follow us on YouTube: youtube.com/user/LITalentSolutions

Discover additional insights: talent.linkedin.com

Follow LinkedIn: linkedin.com/company/linkedin

LinkedIn 2013 Global Recruiting Trends

24

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Linkedin global recruiting_trends_2013__us_en_130719

  • 1. 2013 Global Recruiting Trends Global Snapshot Top 5 Talent Acquisition Trends You Need to Know ©2013 LinkedIn Corporation. All Rights Reserved. LinkedIn 2013 Global Recruiting Trends 1
  • 2. The Global Recruiting Landscape at a Glance LinkedIn has conducted its 3rd Annual Global Recruiting Trends survey in 19 countries. We surveyed over 3,300 talent acquisition leaders to capture their thoughts on what keeps them up at night, hiring and budget trends, and key sources for high-quality hires. We distilled all this and more into 5 key trends you need to know as a Strategic Talent Leader, to be on the cutting edge and be effective to candidates, your team, and your company. 5 most important trends shaping the future of recruiting 1 Social professional networks are increasingly impacting quality of hire 2 Employer branding is both a competitive threat and a competitive advantage 3 Data is used to make better hiring and branding decisions 4 Companies are investing in hiring internally to stop top talent from walking out the door 5 Companies are figuring out the mobile recruiting terrain For details on survey methodology, please see page 22 To access global and other country-specific reports and infographics, visit: http://lnkd.in/GlobalRecruitingTrends LinkedIn 2013 Global Recruiting Trends 2
  • 3. Talent leaders are most focused on improving the basics – how to source, pipeline, and hire the best talent What is at the top of your peers’ list for 2013? 2013 Top 5 Priorities 1. 2. 3. 4. 5. Recruiting/sourcing highly-skilled talent Improving quality of hire Employer brand Pipeline talent Improving sourcing techniques Priority is #1 44% 30% 25% 25% 18% Germany India Nordics SE Asia Australia “Think about your talent acquisition organization's top priorities for 2013. Which of the following choices would you consider to be the most important and least important areas of interest for your organization?” LinkedIn 2013 Global Recruiting Trends 3
  • 4. With hiring increasing faster than budgets, talent leaders must be more strategic with their resources Global Hiring Volume Global Hiring Budgets 100% 100% Increase 30% 38% 80% 50% 43% 43% 24% 2012 Same 48% 27% 80% 28% 2013 Decrease 41% 60% 60% 34% 40% 36% 40% 35% 45% 20% 20% 28% 15% 21% 0% 14% 0% 2011 2012 2013 “Considering only full and part-time professional employees, how do you expect the hiring volume across your organization to change this year?” 2011 “How has your organization's budget for recruiting solutions changed from last year?” Read on to learn what’s in store beyond 2013… Figures exclude China & Southeast Asia from average LinkedIn 2013 Global Recruiting Trends 4
  • 5. Given increased hiring volumes in 2013, it’s no wonder top priorities focus on sourcing, pipelining, and hiring Hiring volumes worldwide increased 5% over 2012, from 38% to 43% 2013 Hiring Volume Increase 56% 56% 57% US Brazil India 60% 54% 50% 46% China Southeast Asia 42% 39% Nordics 46% Canada 39% Spain 28% 38% Netherlands France 28% 30% Italy 41% UK 40% Australia 43% Average Germany 49% 20% “Considering only full-time and part-time professional employees, how do you expect the hiring volume across your organization to change in 2013?” LinkedIn 2013 Global Recruiting Trends 5
  • 6. 1 Social professional networks Increasingly impacting quality of hire LinkedIn 2013 Global Recruiting Trends 6
  • 7. Global recruiters agree: Social professional networks are the fastest-growing source of quality hires… Top 10 most important places to find quality hires Increase (+) Decrease (-) Sources of Quality Hires 2011 2012 2013 Internet job boards 36% 39% 38% -1% Social professional networks 20% 26% 37% +11% Recruitment agencies 41% 36% 35% -1% Employee referral programs 35% 31% 35% +4% Internal hires 32% 32% 34% +2% Company career website 28% 31% 30% -1% Internet resume databases 14% 13% 16% +3% Company ATS/internal candidate database 12% 12% 13% +1% College recruiting programs 12% 10% 11% +1% 4% 4% 5% +1% General career fairs “Think about the key quality hires that your organization made in 2012. Which of the following were the most important sources for those key positions?” Recruiters are relying more and more on professional social networks to engage top talent. Stay ahead of the competition by training your team and employees how to be effective. Figures exclude China & Southeast Asia from average LinkedIn 2013 Global Recruiting Trends 7
  • 8. …And talent leaders around the globe think social professional networks will shape recruiting in the long term too Pay attention, these trends are here to stay Top 10 long-lasting trends 2013 Utilizing social and professional networks 39% Upgrading employer branding 33% Finding better ways to source passive candidates 27% Being a strategic talent advisor to the business 22% Boosting referral programs 21% Training recruiters and hiring managers on 'how to hire A-level talent' 16% Optimizing your career site 15% Recruiting globally 14% Reducing spend on staffing firms 12% Increasing focus on internal hiring/transfers 12% “What do you consider to be the three most essential and long-lasting trends in recruiting for professional roles?” Ensure you are investing adequately in social and professional networks for the long run LinkedIn 2013 Global Recruiting Trends 8
  • 9. 2 Employer branding A competitive threat and a competitive advantage LinkedIn 2013 Global Recruiting Trends 9
  • 10. Forget the talent war; the employer branding war is in full swing Competitive Threat Competitive Advantage Top 3 Threats 1. Invest in their employer brand 2. Improve employee retention Learn to use social networking and social media more effectively 3. 83% Believe employer brand has a significant impact on ability to hire great talent “What are the things that your competitors have done or may plan on doing that would make you most nervous?” Understand your employer brand and how it can set you apart from the competition. Take the opportunity to engage not only candidates, but employees as well. LinkedIn 2013 Global Recruiting Trends 10
  • 11. Online professional networks are the fastest growing channel for promoting employer brands Most effective ways to have your employer brand be seen and heard Top 10 Channels to Communicate Employer Brand 2012 2013 Increase (+) Decrease (-) Company website 78% 78% 0% Online professional networks (e.g. LinkedIn) 46% 56% +10% Friends/family, word of mouth, etc. 56% 54% -2% Social media (e.g. Facebook) 38% 44% +6% Public recognition/ awards (e.g. 'Best Places to Work') 30% 36% +6% Traditional Job Boards 34% 28% -6% YouTube videos 14% 12% -2% Print ads 16% 12% -4% Other online advertising 12% 10% -2% Search engine marketing 9% 9% 0% “Which channels or tools have you found most effective in spreading your employer brand?” Be a marketer: Determine what are your company's most effective channels and incorporate them into your employer brand strategy Figures exclude China & Southeast Asia from average LinkedIn 2013 Global Recruiting Trends 11
  • 12. 3 Data Used to make better hiring and branding decisions LinkedIn 2013 Global Recruiting Trends 12
  • 13. Data is important, but leveraged differently by countries Use of data analytics in recruiting as an essential and long lasting trend increased 8% from last year 60% 50% 52% 40% 19% Canada 16% India Spain 29% Southeast Asia Brazil 15% US 15% Netherlands Australia 15% 27% 22% China 15% 22% France 14% 27% 23% Average Italy 10% UK 20% Nordics 30% Germany 37% 0% “How well does your organization use data to understand talent acquisition effectiveness and opportunities?” LinkedIn 2013 Global Recruiting Trends 13
  • 14. The most successful employers use data to measure their talent brands qualitatively and quantitatively Believe organization utilizes data well to make hiring decisions Regularly survey new hires to understand brand position Regularly measure employer brand in a quantifiable way 23% 52% 27% 34% 55% 44% 33% 48% 53% Brazil and India are leading the pack in using data for employer brand Survey new hires regularly to get a qualitative review of your talent brand. Use numerical metrics to measure your brand quantitatively over time and against competitors. LinkedIn 2013 Global Recruiting Trends 14
  • 15. 4 Hiring internally Stop top talent from walking out the door LinkedIn 2013 Global Recruiting Trends 15
  • 16. Best-in-class employers prioritize internal hiring and support employees who want to move within Top 5 practices of the world’s best talent organizations 1. 2. 3. 4. 5. Proactive sourcing Pipelining talent proactively Structured internal hiring process and supportive culture Investment in employer branding strategy Workforce planning “Think about the elements that make up a world class talent acquisition organization. Which of the following choices would you consider to be the most important elements of a world class talent acquisition organization?” Brazil and India rank internal hiring as #1 in being a best in class organization LinkedIn 2013 Global Recruiting Trends 16
  • 17. Employers value internal hiring – 92% are investing in it more or at least the same compared to 2012 Advantages of Internal Hiring Internal Hiring Volume 100% Increase 80% 1. 2. Same 46% Decrease 3. Retain top talent Develop talent and professional development Improve employee productivity (less ramp up time for internal vs. external employees) 60% 40% 46% 4. 5. Higher quality of candidate Achieve cost savings (i.e. lower cost per hire) 20% 0% 8% Global Average “Comparing 2012 to 2013, how do you expect the volume of internal hiring to change?” “Which of the following choices best describes why your organization is investing in internal hiring?” Understand the benefits of internal recruiting. Use data to get buy-in and increase awareness. Support and encourage employees to look internally. LinkedIn 2013 Global Recruiting Trends 17
  • 18. 5 Mobile recruiting The new terrain that companies are figuring out LinkedIn 2013 Global Recruiting Trends 18
  • 19. Most organizations aren’t investing enough to meet candidate demand for recruiting on the go There has been limited investment globally in mobilefriendly ways to find, manage and nurture talent… 100% 13% Invest adequately in mobile 80% …but when candidates can easily access jobs on mobile devices, they like it and use it Candidates use mobile to learn about opportunities Candidates use mobile to apply 52% 59% 60% 40% 87% Not investing adequately in mobile 11% 14% 20% 0% Invest in mobile recruiting Don’t invest in mobile recruiting Get ahead by taking action now on your company’s mobile strategy, and you’ll expand your talent pool and become more visible to passive candidates. LinkedIn 2013 Global Recruiting Trends 19
  • 20. More interesting insights and next steps LinkedIn 2013 Global Recruiting Trends 20
  • 21. How do you compare to your peers? 2013 Talent Acquisition Statistics Leading Practices Countries Employer Brand Our investment in employer brand increasing or staying same 92% France and UK We measure our employer brand relative to our competitors for talent 39% Brazil We regularly measure the health of our employer brand in a quantifiable way 33% Brazil We regularly survey new hires to understand our brand position 34% India We focus on hiring passive talent (very much so / to some extent) 61% China and US We maintain a list of previously interesting candidates 57% Italy We have an active dialogue with previously interesting candidates 33% India We maintain a list of leads who haven't yet applied for any position 22% Brazil Passive Talent / Pipeline Hiring and Budget Volume Hiring Volume – Full and PT professionals 44% 35% 21% India, US, Brazil Hiring Volume – Contractors, interim and temporary professionals 27% 38% 36% Brazil, India, SE Asia Hiring Budget 30% 47% 24% India, China, SE Asia Internal Hiring Volume 46% 46% 8% China and Brazil Analyze where you are behind the average and what you can do to be leading edge LinkedIn 2013 Global Recruiting Trends 21
  • 22. Get ahead by incorporating these trends into your strategy 2013 Top 5 Trends Action Items Quality Hires 1 Recruiters are relying more and more on social media to engage top talent. Stay ahead of the competition by training your team and employees how to be effective. Ensure you are adequately investing in social and professional networks for the long run. Employer Brand 2 Understand your employer brand and how it can set you apart from the competition. Take the opportunity to engage not only candidates, but employees as well. Be a marketer: Determine what are your company's most effective channels and incorporate them into your employer brand strategy. Data 3 4 5 Identify what information you use to make decisions and what additional data is available that you can leverage to inform your decisions and employer brand. Survey new hires regularly to get a qualitative review of your talent brand. Use numerical metrics to measure your brand quantitatively over time and against competitors. Internal Hiring Understand the benefits of internal recruiting and use data to get buy-in and increase awareness. Support and encourage employees to look internally. Mobile Recruiting Get ahead by taking action now on your company’s mobile strategy, and you’ll expand your talent pool and become more visible to passive candidates. LinkedIn 2013 Global Recruiting Trends 22
  • 23. Trends Survey Sampling and Methodology Survey Sample Data Comparisons   Survey respondents are talent acquisition professionals who: – Work in a corporate HR department – Have at least some authority in determining their company’s recruitment solutions budget – Focus exclusively on recruiting, manage a recruiting team, or are HR generalists who spend more than 25% of their time recruiting.   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 all countries except where noted Historical data comparisons are taken from 2012 and 2011 Global Recruiting Trends research, which had similar sampling criteria and methodology to 2013 – – – 2013 survey fielded April-May 2013 with 3,379 respondent 2012 survey fielded May-July 2012 with 3,028 respondents* 2011 survey fielded April-June 2011 with 3,263 respondents* *China & Southeast Asia not included in 2011 and 2012 Nordics: 118 Netherlands: 205 Canada: 287 USA: 533 Germany: 194 UK: 340 Spain: 152 France: 235 Italy: 144 India: 274 China: 225 Southeast Asia: 141 Australia: 280 Brazil: 251 LinkedIn 2013 Global Recruiting Trends 23
  • 24. To learn more…. 2013 Global Recruiting Trends Report Global and Additional Countries: lnkd.in/GlobalRecruitingTrends Stay in touch: Subscribe to our Blog: talent.linkedin.com/blog/ Follow us on SlideShare: slideshare.net/linkedin-talent-solutions Follow us on Twitter: @hireonlinkedin Follow us on YouTube: youtube.com/user/LITalentSolutions Discover additional insights: talent.linkedin.com Follow LinkedIn: linkedin.com/company/linkedin LinkedIn 2013 Global Recruiting Trends 24