Australia Recruiting Trends 2012 | English
 

Australia Recruiting Trends 2012 | English

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

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

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Australia Recruiting Trends 2012 | English Australia Recruiting Trends 2012 | English Presentation Transcript

  • Talent Solutions2012 Recruiting Trends – Australia Snapshot ORGANIZATION NAME
  • Methodology All respondents:  work in a corporate HR/recruiting settingSurveyed 280 recruiting  represent an even mix of small, midsize and large enterprisesprofessionals in Australia  have at least some budget authoritywith a LinkedIn profile.  focus solely or significantly on recruitmentMay - July 2012 Nordics: 113 UK: 334 Netherlands: 226 Canada: 299 Germany: 97 France: 224 Spain: 100 Italy: 99 USA: 755 India: 255 Australia: 280 Brazil: 226 2
  • 6 notable trends in Australia - 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, growth slowed slightlyfrom 2011 – but majority still say volume up or flat100% 100%80% 35% 80% 38% Hiring more 50% 51%60% 60% 35% Hiring same 34%40% 40% 33% 35%20% Hiring less 20% 30% 28% 15% 15% 0% 0% 2011 2012 2011 2012 “Considering only full and part-time professional employees, how do you expect the hiring volume across your organisation to change this year?” 5
  • Budget growth roughly in line with hiring volumegrowth100% 100% 27% 30%80% 46% Increase 80% 41%60% 60% 41% Same 43%40% 40% 38% 45%20% Decrease 20% 32% 27% 16% 14% 0% 0% 2011 2012 2011 2012 “How has your organisations budget for recruiting solutions changed from last year?” 6
  • 2. The (competitive) heat is on
  • Top obstacles to attracting top talent in Australiareflect highly competitive landscapeBiggest obstacles to attracting top talentCompetition 1 54% 1 41%Compensation 2 42% 2 39%Lack of awareness or interest in our employer brand 3 26% 3 25%Location 4 19% 4 25%Recruiting team doesnt have the right tools/systems 5 13% 6 13%Inability to effectively use data to improve our approach 6 13% 8 9%Recruiting team too small 7 11% 5 15%Quality of talent currently at our company 8 8% 9 7%Lack of awareness that were hiring 9 6% 7 12%Recruiting team skills 10 6% 11 4%Company performance 11 5% 10 6%Other 12% 11% 8
  • Chief competitive threatsRecruiting leaders in Australia are most concerned theircompetitors will… Build and nurture strong talent pools or pools or pipelines Invest in their employer brand Learn to use social networking and social media more effectively
  • Better passive candidate recruiting tops the list oflong-lasting industry trends Top long-lasting trends Finding better ways to source passive candidates 1 40% Utilising social and professional networks 2 36% Recruiting globally 3 25% Boosting referral programs 4 24% Training recruiters and hiring managers 5 22% Upgrading employment branding 6 21% Optimizing your career site 7 20% Using CRM technology to manage talent leads 8 19% Reducing dependence on traditional job boards 9 18% Reducing spend on staffing firms 10 15% Measuring quality of hire more consistently 11 15% Using mobile for recruiting 12 12% 10
  • Recruiting through the eyes of Australian 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 19% 42% 58% 81% 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 45% 45% Hiring manager satisfaction 2 26% 22% Time to fill 3 19% 21% Cost per hire 4 8% 8% Other 5 2% 3% 15
  • Fastest-rising source of quality hires: social professionalnetworks; Fastest falling: legacy job boards Biggest YoY Best sources for key quality hires changes Internet job boards 1 51% -8% Internal hires 2 43% Employee referral programs 3 39% Company career website 4 35% +6% Recruitment agencies 5 35% -4% Social professional networks (e.g. LinkedIn) 6 23% +10% Your ATS/internal candidate database 7 9% Print newspapers/trade journals 8 8% Your CRM system 9 5% General career fairs 10 4% +2% College recruiting programs 11 4% Internet resume databases 12 3% 16
  • 5. Employer branding is the hot trend
  • Employer brand seen as critical in hiring great talent91% 83% Agree that employer brand has significant impact on ability to hire great talent73% 69% Agree that employer brand is a top priority for their organisation 18
  • Despite the climate of ‘more with less’, companiesinvesting in employer branding Increasing (61%) or96% maintaining (35%) their investment in employer brand in 2012 91% 19
  • 6. Data-driven decision making is Achilles heel
  • Despite employer brand importance, measurement isinconsistent – especially candidate surveys Regularly measure the health 33% 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 organisation 21% utilises data well to make hiring decisions 26% Believe they are average, 79% or poor at using data to make hiring decisions 74% 22
  • 6 notable recruiting trends in Australia - summary1. Hiring surprisingly healthy. Despite macro trends, Australian hiring is relatively strong. 70 percent are either seeing increased (35 percent) or steady (35 percent) hiring volume compared to 2011. Budget growth is roughly in line.2. The (competitive) heat is on. Competition and compensation are cited as the biggest obstacles to hiring top talent; respondents are most worried their competitors will invest in pipelining talent, employer branding, and using social platforms more effectively.3. Passive talent and pipelining remain popular. 58 percent say passive talent is a focus, and over 80 percent do some form of talent pipelining.4. Quality of hire the name of the game. 45 percent cite quality of hire as most critical metric; online professional networks and career sites are rising as quality sources.5. Employer branding the hot topic. 91 percent agree employer brand has a significant impact on ability to hire great talent; almost three-quarters say it’s an organisational priority. And 96 percent are either increasing or maintaining employer brand investment.6. Data-driven decision making is Achilles heel. Despite the importance of employer branding, only 33 percent regularly measure, and only 25 percent survey candidates. Only one in five 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 http://talent.linkedin.com/employer-brandemployer 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=280 talent acquisition professionals located in Australia, 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=227 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.