seminarium 2014 09-01 oslo
DESCRIPTION
TRANSCRIPT
SEMINARIUM
REKRYTERINGSTRENDER
2014-09-01
AGENDA
INTRODUKTION – VARFÖR ÄR VI HÄR?
TRENDSPANING – VAD SER VI PÅ HORISONTEN?
ERFARENHETSUTBYTE – VAD KAN VI LÄRA AV VARANDRA?
©2013 LinkedIn Corporation. All Rights Reserved.
©2013 LinkedIn Corporation. All Rights Reserved.
18,000 yrkesverksamma 3,300 rekryteringsansvariga
©2013 LinkedIn Corporation. All Rights Reserved.
©2013 LinkedIn Corporation. All Rights Reserved.
©2013 LinkedIn Corporation. All Rights Reserved.
©2013 LinkedIn Corporation. All Rights Reserved.
©2013 LinkedIn Corporation. All Rights Reserved.
SAMMANFATTNING
En relativt liten andel i Norge söker jobb aktivt (16%)
Många är nöjda med sitt nuvarande arbete (83%)
Kompensation, balans, karriär starka faktorer bakom byte av jobb
©2013 LinkedIn Corporation. All Rights Reserved.
©2013 LinkedIn Corporation. All Rights Reserved.
Brazil: 251
USA: 533
Canada: 287 UK: 340
China: 225
Southeast Asia: 141
India: 274 Australia: 280
Spain: 152
Nordics: 118
Italy: 144
France: 235
Germany: 194 Netherlands: 205
The Nordics’ Recruiting Landscape at a Glance
1
5 most important trends shaping the future of recruiting
2
3
4
5
To find quality hires companies are reconsidering channel-strategy
Employer branding is both a competitive threat and advantage
Data is used to make better hiring and branding decisions
Companies are investing in hiring internally
Companies are figuring out the mobile recruiting terrain
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.
©2013 LinkedIn Corporation. All Rights Reserved.
…
Top 10 most important places to find quality hires
“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?”
2011 2012 2013
Internal hires 35% 31% 47% +12%
Recruitment agencies 41% 33% 47% +15%
Internet job boards 39% 37% 42% +5%
Company career website 42% 41% 39% -3%
Employee referral programs 19% 23% 21% -2%
Professional networks 11% 12% 18% +7%
Internet resume databases 4% 5% 11% +7%
Company ATS/internal candidate database 8% 4% 5% -3%
General career fairs 2% 4% 5% +1%
Print newspapers/trade journals 21% 20% 5% -16%
Increase (+)
Decrease (-) Sources of Quality Hires
“What do you consider to be the three most essential and long-lasting trends in recruiting for professional roles?”
These trends are here to stay
Upgrading employer branding 45% 33%
Utilizing social and professional networks 41% 39%
Finding better ways to source passive candidates 31% 27%
Recruiting globally 24% 14%
Being a strategic talent advisor to the business 18% 22%
Training recruiters and hiring managers 18% 16%
Increasing focus on internal hiring/transfers 18% 12%
Boosting referral programs 16% 21%
Optimizing your career site 14% 15%
Reducing dependence on traditional job boards 10% 7%
Top 10 long-lasting trends
VAD GÖR MAN DÅ?
©2013 LinkedIn Corporation. All Rights Reserved. 17
Pipeline
Nyckeltal
Jobs
Brand
RECRUITMENT STRATEGY Pipeline. Brand. Jobs.
Developing
Foundational
Strategic
Traditional
From traditional to strategic
Proactive Low cost
Efficient
Quality of hire focus
Proactive pipeline-based process
Reactive High cost
Labor-intensive
Applicant quantity focus
Req to req process
1
9
Developing
Foundational
Strategic
Traditional
Digging deeper into the strategic framework
Jo
bs
Post-and-pray
Targeted engagement
to attract highly
qualified candidates
Talent segmentation
and prioritization
Jobs on niche boards
and social platforms
So
urc
ing
Reactive, over-reliant on
agencies
Engage with strong
pipeline of leads and
‘silver medalists’
Team-wide pipelining
with engaged talent
communities
Build internal capabilities
to focus on passive talent
Me
trics
Established metrics
and benchmarks Data driven decision
making
2
0
Bra
nd
Defined employer
brand strategy
Influential talent brand
engaging employees
and candidates
Understanding
of employee
value proposition
”CAREER PAGE” Talent Branding
©2013 LinkedIn Corporation. All Rights Reserved.
”JOB SLOTS”
23
Manage pipeline
”RECRUITER”
Search +300 million
members
Contact
©2013 LinkedIn Corporation. All Rights Reserved. 25
Oscar Rydman Relationship Manager
Maija Tapani Recruiter Trainer
LinkedIn Enterprise Support E-mail: [email protected]
Michelle Lederman Account Manager, Talent Media Solutions
Contact for any technical or customer service related questons 24/7.
Provides workshops, and best practice consultations concerning ”recruiter” and ”checkin”.
Main contact regarding employer branding related issues
Manages your setup once you become a client while providing product updates and awareness to new talent solutions.
YOUR STRATEGIC PARTNERSHIP TEAM A team of specialists focusing on helping you maximize ROI