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Canada Recruiting Trends 2012 | English
 

Canada Recruiting Trends 2012 | English

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Click through to see the top corporate recruiting trends for Canada in 2012. ...

Click through to see the top corporate recruiting trends for Canada in 2012.

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    Canada Recruiting Trends 2012 | English Canada Recruiting Trends 2012 | English Presentation Transcript

    • Recruiting Solutions2012 Recruiting Trends – Canada Snapshot ORGANIZATION NAME
    • Methodology All respondents:  work in a corporate HR/recruiting settingSurveyed 299 recruiting  represent an even mix of small, midsize and large enterprisesprofessionals in Canada  have at least some budget authoritywith a LinkedIn profile.  focus solely or significantly on recruitmentMay - July 2012 Nordics: 113 Netherlands: 226 UK: 334 Canada: 299 Germany: 97 Spain: 100 France: 224 USA: 755 Italy: 99 Australia: 280 Brazil: 226 India: 255 2
    • 6 notable trends in Canada - summary1. Hiring surprisingly healthy2. The (competitive) heat is on3. Passive talent and pipelining remain essential4. Quality of hire the name of the game5. Employer branding the hot topic6. Data-driven decision making is Achilles heel 3
    • 1. Hiring surprisingly healthy
    • Among those who are hiring, over 40 percent seeing volume increase in 2012100% 100%80% 41% Hiring more 80% 38% 46% 50%60% 60% Hiring same 34%40% 42% 40% 41% 35%20% Hiring less 20% 28% 13% 18% 15% 0% 0% 2011 2012 2011 2012 “Considering only full and part-time professional employees, how do you expect the hiring volume across your organization to change this year?” 5
    • Budget growth almost in line with hiring growth100% 100% 37% 30%80% 38% Increase 80% 41%60% 60% Same 43%40% 49% 44% 40% 45%20% Decrease 20% 27% 13% 19% 14% 0% 0% 2011 2012 2011 2012 “How has your organizations budget for recruiting solutions changed from last year?” 6
    • 2. The (competitive) heat is on
    • Top Canadian obstacles to attracting top talent reflecthighly competitive landscapeBiggest obstacles to attracting top talentCompetition 1 48% 1 41%Compensation 2 41% 2 39%Lack of awareness or interest in our employer brand 3 24% 3 25%Location 4 23% 4 25%Recruiting team too small 5 16% 5 15%Recruiting team doesnt have the right tools/systems 6 14% 6 13%Lack of awareness that were hiring 7 12% 7 12%Inability to effectively use data to improve our approach 8 9% 8 9%Quality of talent currently at our company 9 7% 9 7%Recruiting team skills 10 6% 11 4%Company performance 11 5% 10 6%Other 10% 11% 8
    • Chief competitive threatsRecruiting leaders in Canada are most concerned theircompetitors will… Learn to use social networking and social media more effectively Build and nurture strong talent pools or pipelines Invest in employer brand
    • Similarities between competitive threats and top long-term trends Top long-lasting trends Utilizing social and professional networks 1 41% Finding better ways to source passive candidates 2 38% Upgrading employment branding 3 27% Training recruiters and hiring managers 4 24% Boosting referral programs 5 22% Optimizing your career site 6 20% Recruiting globally 7 18% Measuring quality of hire more consistently 8 17% Reducing dependence on traditional job boards 9 15% Revitalizing corporate jobs/career sites 10 12% Using CRM technology to manage talent leads 11 12% Reducing spend on staffing firms 12 12% 10
    • Recruiting through the eyes of Canadian talentacquisition professionals“Recruiting is…” 11
    • 3. Passive talent and pipelining remain essential
    • Most believe in the importance of passive talent andthe practice of pipelining talent Passive talent Pipelining talent Passive talent a focus Engaged in pipelining talent Passive talent not a focus Not engaged in pipelining talent 21% 40% 60% 79% 13
    • 4. Quality of hire the name of the game
    • Quality of hire is the single most important metric forcorporate recruiters; cost per hire surprisingly low on listSingle most important recruiting metric Quality of hire 1 40% 1 45% Time to fill 2 28% 3 21% Hiring manager satisfaction 3 25% 2 22% Other 4 4% 5 3% Cost per hire 5 3% 4 8% 15
    • Fastest-rising source of quality hires: company careersite; Fastest falling: legacy job boards, internal hires Biggest YoY Best sources for key quality hires changes Company career website 1 44% +11% Employee referral programs 2 39% +4% Internal hires 3 39% -7% Social professional networks (e.g. LinkedIn) 4 31% +4% Internet job boards 5 30% -7% Recruitment agencies 6 17% -5% Your ATS/internal candidate database 7 12% Internet resume databases 8 12% College recruiting programs 9 9% General career fairs 10 7% Your CRM system 11 4% Print newspapers/trade journals 12 3% 16
    • 5. Employer branding is the hot trend
    • Employer brand seen as critical in hiring great talent88% 83% Agree that employer brand has significant impact on ability to hire great talent75% 69% Agree that employer brand is a top priority for their organization 18
    • Despite the climate of ‘more with less’, companiesinvesting in employer branding – especially in Canada Increasing (53%) or99% maintaining (46%) their investment in employer brand in 2012 91% 19
    • 6. Data-driven decision making is Achilles heel
    • Despite its importance, measurement of employerbrand inconsistent Regularly measure the health 35% of employer brand in a quantifiable way 33% Regularly survey candidates 25% to understand employer brand position 32% 21
    • In general, talent acquisition must become more data-driven in order to lead the business Believe their organization 28% utilizes data well to make hiring decisions 26% Believe they are average, 72% or poor at using data to make hiring decisions 74% 22
    • 6 notable trends in Canada - summary1. Hiring surprisingly healthy. Despite macro trends, hiring in Canada is relatively strong. Over 40 percent say hiring volume up from 2011; another 42 percent hiring at same rate. Budgets appear to be trending roughly in line.2. The (competitive) heat is on. Competition and compensation are cited as biggest obstacles to hiring top talent; respondents are most worried their competitors will learn to use social platforms more effectively, pipeline talent, and invest in employer branding.3. Passive talent and pipelining remain essential. 60 percent say passive talent is a focus, and almost 80 percent do some form of talent pipelining.4. Quality of hire the name of the game. 40 percent cite quality of hire as most critical metric; career sites, employee referrals, and professional networks are rising as quality sources.5. Employer branding the hot topic. 88 percent agree employer brand has a significant impact on ability to hire great talent; 75 percent say it’s an organizational priority. And an incredible 99 percent are either increasing or maintaining employer brand investment.6. Data-driven decision making is Achilles heel. Despite the importance of employer branding, 35 percent regularly measure, and only 25 percent survey candidates. Only 28 percent say they use data well to make hiring decisions. 23
    • Additional resourcesOn how to recruit http://talent.linkedin.com/passivetalentpassive talentOn how to dial up yourrecruiting impact on http://talent.linkedin.comLinkedInOn best practices in COMING SOONemployer brandingRead our blog http://lnkd.in/talent-blogSee more research http://lnkd.in/hireonlinkedin Follow us @hireonlinkedin 24
    • Sampling and methodology Survey fielding occurred between late May and late July 2012 N=299 talent acquisition professionals located in Canada, who – work in a corporate HR/Talent Acquisition department – have at least some authority in determine their company’s recruitment solutions budget – focus exclusively on recruiting, manage a recruiting team, or are HR generalists who spend more than 25 percent of their time recruiting Comparisons to 2011 data are taken from 2011 Global Hiring Trends research, which fielded between late April and early June, 2011 – n=290 talent acquisition professionals with identical sampling criteria and methodology to 2012 Global numbers are reported as un-weighted averages of corporate recruiter responses from the following countries: – Australia, Brazil, Canada, France, Germany, India, Italy, Netherlands, Nordics (Norway, Sweden, Denmark, Finland), Spain, UK, & US Participants are members of LinkedIn who have opted to participate in research studies. They were selected based on information in their LinkedIn profile and were contacted via email.