Global recruitment trends - Brendan Sweeney

  • 404 views
Uploaded on

 

More in: Technology , Business
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Be the first to comment
    Be the first to like this
No Downloads

Views

Total Views
404
On Slideshare
0
From Embeds
0
Number of Embeds
2

Actions

Shares
Downloads
16
Comments
0
Likes
0

Embeds 0

No embeds

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
    No notes for slide
  • SOURCE: http://www.imomentous.com/wp-content/themes/imomentous/doc/Corporate_Mobile_Readiness_Report.pdf

Transcript

  • 1. GLOBAL RECRUITMENT TRENDS 2013BRENDAN SWEENEYVP OF DEVELOPMENT, EMEA - CAREERBUILDER
  • 2. AGENDAAbout CareerBuilder/About MeFactors Affecting RecruitmentMobile = MassiveGoogle/SEOGLOBAL TRENDS ‘13
  • 3. ABOUT CAREERBUILDERFounded 1998 in USBecame #1 in market in 2006; began global expansionCreated data/consulting business in 2007/2008Acquired 10 companies globally in last 6 yearsAcquisition of EMSI and development of Talent NetworkSaaS furthers human capital solutions direction45,000+ clients worldwide1 US client made >30k hires from CB in 2012
  • 4. ABOUT ME Joined CB March 1999> 15 years in recruitmentindustryHeld roles inmarketing, sales, product,technologyCurrently VP ofDevelopment, EMEAResponsible for productand business developmentWork withemployees, clients, candidates in 25+ countries
  • 5. FACTORS AFFECTING RECRUITMENTStressEpidemic
  • 6. FACTORS AFFECTING RECRUITMENTGenerational Shift + Transition to Knowledge Work =Talent GapStress Epidemic + Constant Connectivity =Perpetual Openness to OffersTalent Gap + Perpetual Openness + Globality =Never-ending War for Talent
  • 7. GEN Y/MILLENNIALSAccording to Wikipedia this generational trend is generally similar among the ―WesternWorld,‖ meaning North America, Europe, South America, and Oceania. Of course, manyvariations may exist within the regions.
  • 8. GEN Y/MILLENNIALS - US EXAMPLE
  • 9. GEN Y/MILLENNIALS
  • 10. GEN Y/MILLENNIALSSOURCE: Kelly Outsourcing and Consulting Group
  • 11. GEN Y/MILLENNIALSSOURCE: Flowtown/Pew Research
  • 12. GEN Y/MILLENNIALSSOURCE: Flowtown/Pew Research
  • 13. GEN Y/MILLENNIALSMembers of Gen Y value connection and relyon networks.They seek dialogue and input regardless oflocation, rank or role.They search for meaning and the ability toexcel—and they want to be rewarded whenthey‘re heading in the right direction.They take personal responsibility for finding theinformation and people they need to do their jobThis makes for a big challenge for mosttraditional organizations and hierarchiesSOURCE: Kelly Outsourcing and Consulting Group 2012
  • 14. SOURCE: CareerBuilder Survey
  • 15. GEN Y/MILLENNIALSComfort with technology is increasing UXexpectations89 percent of tablet users…59 percent of smartphone users….83 percent of PC users...expect a website to load in3 seconds or lesshttps://blogs.akamai.com/2012/11/end-users-web-experience-expectations-just-keep-getting-higher.html
  • 16. GEN Y/MILLENNIALSUK RETAILFR MEDIA US SOCIALMar-Apr 2013 Exampleshttp://www.compuware.com/application-performance-management/web-site-benchmarks.htmlCA MEDIA
  • 17. GEN Y/MILLENNIALSWhat Won’t Work:4 steps to send anapplicationConfusing for thecandidates asthey have todownload a file(Warningmessage!?)There‘s no track ofthe candidates.If they drop off atany point, no datais captured
  • 18. GEN Y/MILLENNIALS What Does Work:Simplified userexperienceReduced steps toapplyClearcommunication
  • 19. TRANSITION TO KNOWLEDGE WORKSOURCE: Fred Nickols 2012
  • 20. NATURE OF KNOWLEDGE WORKNearly half of employees (47%)work remotely or in some kind offlexible arrangement.If you don‘t have to go to thework, the work can go anywhereSOURCE: Towers Perrin Global Workforce Study 2012
  • 21. NATURE OF KNOWLEDGE WORKIndia 2012 GDPPer Capita:$3.900Sachin Verma‘sEquivalentSalary:$52.000
  • 22. NATURE OF KNOWLEDGE WORKOther early stage macro-trends: hyper-specialization, crowd-sourcing — are too new to assess with much accuracy.Employers not watching and preparing forcontinuing, significant shifts in the structure, nature andorganization of work will likely be the one left behind in theupcoming decades.
  • 23. STRESS EPIDEMICGlobally, just 35% of full-time workers are highly engaged.Five years of economic turmoil, nearly a decade ofcompeting in a ―flat‖ world and more than a decade of beingconnected 24/7 have taken their toll.Employees everywhere — in recessionary as well as growtheconomies — express some level of concern about:their financial and professional securitytheir stress on the jobtheir trust in their company‘s leadershipthe support they receive from their managers andtheir ability to build their careersSOURCE: Towers Perrin Global Workforce Study 2012
  • 24. STRESS EPIDEMIC39% are bothered by excessive pressure on the job54% often worry about their future financial state56% agree retirement security is more importanttoday than just a few years ago.39% expect to retire somewhat or much later thanplannedSOURCE: Towers Perrin Global Workforce Study 2012
  • 25. STRESS EPIDEMICMore than half want to stay with their current employer untilthey retire, although 41% also noted they feel they wouldhave to take a job elsewhere to advance in their career.Attracting employees is now largely about security. Salaryand job security top the list of what people want whenconsidering a job, followed by opportunities to learn newskills and build a career, which are also routes to increasedsalary and long-term security.~40% of respondents would trade a smaller salary increaseor bonus for a guaranteed retirement benefit that doesn‘t riseor fall with the marketSOURCE: Towers Perrin Global Workforce Study 2012
  • 26. STRESS EPIDEMICMillennials report almost2x the level of stressconsidered healthyOver 40% of millennialssay they‘re havingproblems withanxiety, anger, irritabilityand depression76% of millennials saywork is their primarystressor
  • 27. STRESS EPIDEMICThe delta betweenworkload andresourcescontinues…
  • 28. STRESS EPIDEMICSOURCE: Corporate Executive Board CLC HR Performance Study
  • 29. CONSTANT CONNECTIVITYLinkedIn made it ok to post your resume publiclyHigh-demand candidates can expect a steady stream of offersFacebook, Twitter, DoYouBuzz, About.me, many other avenuesfor building e-reputation allow candidates to extend reach
  • 30. CONSTANT CONNECTIVITYSOURCE: CareerBuilder
  • 31. SOURCE: CareerBuilder
  • 32. CONSTANT CONNECTIVITYToday‘s job seeker is:Always open to receiving interest fromemployersRoutinely evaluating potential jobs andcompaniesKeen to research opportunities from a varietyof perspectives, using multiple sources ofinformation
  • 33. GLOBALITYThe talent gap is a challenge for employerseverywhere. To sustain economic growth, by2030 the United States will need to add morethan 25 million workers and Western Europe willneed to add more than 45 million employees.SOURCE: World Economic Forum – Global Talent Risk – 7 Responses
  • 34. GLOBALITYSOURCE: World Economic Forum – Global Talent Risk – 7 Responses
  • 35. GLOBALITYMore than6,000 hiringmanagers andhumanresourceprofessionalsin countrieswith the largestgross domesticproductparticipated intheCareerBuildersurvey.SOURCE: CareerBuilder Global Hiring Survey 2013
  • 36. GLOBALITYSOURCE: CareerBuilder Global Hiring Survey 2013
  • 37. GLOBALITYEven China faces long-term talent shortages.Number of those aged 60+ is expanding rapidlyAlready 12.5% of populationBy 2050 the 10 workers now supporting eachsenior citizen will fall to 2.5
  • 38. GLOBALITY - SWEDEN179th globally in population growth - .17%190th globally in birth rate 10,24 births/1.00044th globally in net migration rate: 1.65migrant(s)/1,00016th globally in median age - 42.2 – (or 211thyoungest)99% literacySOURCE: CIA World Factbook
  • 39. GLOBALITY, TO ME, MEANSYou will lose some people/opportunities to places youdon‘t yet expectYou will gain some people/opportunities from placesyou don‘t yet expectCompetition for the talent you have and are targetingis going to mandateCasting the broadest net possible to find talentBuilding and maintaining a strong talent pipelineConstantly fine-tuning your brand to speak to generationalneedsIt is useful to think of local newspaper vs. Internet
  • 40. GLOBALITYSOURCE: World Economic Forum – Global Talent Risk – 7 Responses
  • 41. MOBILE = MASSIVESwedish Population:9.5MMMobile Subscriptions:13.7MM≥ 140% PenetrationSource: http://mobithinking.com/country-guides-home/guide-mobile-web-sweden
  • 42. MOBILE = MASSIVE70% of SE mobile subscriptionsare for dataIn the first six months of2012, Swedish peopleconsumed 73,300 Terabytes ofmobile data, which is 73 percenthigher than a year before.68 percent of all smartphoneusers in Sweden do not leavehome without their smartphone.(GOOGLE)Source: http://mobithinking.com/country-guides-home/guide-mobile-web-sweden
  • 43. MOBILE = MASSIVEFrom Jan 2012 to Sept 2012 – 16x growth of mobile job search1 in 5 job searches is on a mobile device4 out of 5 job seekers would search for a job, and86% would apply for a job on their phone if possibleJobseekers are platform agnostic. They have 4 screens andwill move between devices and expect a seamless experience.Times of day are more significant now people are accessing via differentdevices. Mobiles in morning, desktop in day, tablets in the evening.98% move between devices to accomplish a task in the same dayRecruiters need to understand what the value is of each step in theprocessSOURCE: Emma Frazer, Senior Industry Head for Recruitment at Google UK. Feb 2013SOURCE for 86% stat: simplyhired.com
  • 44. MOBILE = MASSIVEhttp://success.simplyhired.com/rs/simplyhired/images/TodaysJobSeekerReport_2012_US.pdfWith 86 percent of jobseekers wanting to applyto jobs through theirmobiledevices, employers nowface the challenge ofcreating aneasy, streamlinedapplication process inorder to continue attractingtop talent
  • 45. MOBILE = MASSIVESource: Google
  • 46. MOBILE = MASSIVEOnly 2% of F500 OfferMobile ApplySource: CareerBuilder Internal Research 2012
  • 47. MOBILE = MASSIVE1234567899998% of F500Have a PoorMobile ApplyExperience
  • 48. MOBILE = MASSIVE
  • 49. MOBILE = MASSVEMobile LeadersOffer TalentNetwork Option
  • 50. MOBILE = MASSIVE Mobile LeadersOffer TalentNetwork Option
  • 51. SEO/GOOGLE"SEO job postings on job board indeed.comhave increased by 1900% in the last year andpeople with ‗SEO‘ in their LinkedIn profile hasincreased by 112% over the last year.226MM+ job searches on Google monthlyhttp://www.directemployers.org/2012/07/09/job-search-landscape-june-2012/#1 destination for job seekers on the Internet/inthe world todayPaul will cover in depthSOURCE: conductor.com November 2012
  • 52. WHAT ABOUT SOCIAL MEDIA?2012 Survey of 1000 recruiters & HR professionals92% of respondents reported that they either already use, orplan to use, social media to complement their recruitingneeds73% of those polled reported that they have made asuccessful hire through social media…16% of job seekers credit social media(Facebook, Twitter, and LinkedIn combined) for their currentjob32% of job seekers credit job boards
  • 53. WHAT ABOUT SOCIAL MEDIA?84 percent will read the company‘s website54 percent will research companies on social andprofessional networks53 percent will read news about the company online
  • 54. SUMMARYMacro factors of globality + generational shift + nature ofknowledge work + skills gap will increasingly pressurecompetition for candidatesWho candidates are and what they care about has changeddrastically in the past 3-5 yearsClearly communicating how your workplace satisfies theirneeds is key to attracting top talentImproving your visibility in Google puts you in best positionon #1job search destination worldwideIf you haven‘t started working on mobile recruitment yet youare at least 1 year behind
  • 55. ONE SOLUTION WE’VE DEVELOPEDOur Talent Network has been designed to answer today‘srecruitment challenges and opportunitiesIncreases Google VisibilityANDReduces Process Steps to Ensure Candidate CaptureANDIs completely mobile-responsiveANDKeeps your talent pipeline engagedANDProvides global analytics for understanding trends