India Recruiting Trends 2012 | English
 

India Recruiting Trends 2012 | English

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

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

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    India Recruiting Trends 2012 | English India Recruiting Trends 2012 | English Presentation Transcript

    • Talent Solutions2012 Recruiting Trends – India Snapshot ORGANIZATION NAME
    • Methodology All respondents:  work in a corporate HR/recruiting settingSurveyed 255 recruiting  represent an even mix of small, midsize and large enterprisesprofessionals in India with a  have at least some budget authorityLinkedIn 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 India - summary1. Hiring remains 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. Room to improve data-driven decision making 3
    • 1. Hiring remains healthy
    • Among those who are hiring, over 50 percent seeing volume increase in 2012100% 100%80% Hiring more 80% 38% 53% 50% 68%60% 60% Hiring same 34%40% 40% 22% 35%20% 22% Hiring less 20% 25% 28% 11% 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 trending in line with hiring volume100% 100% 30%80% Increase 80% 41% 50% 62%60% 60% Same 43%40% 40% 29% 45% 28% Decrease20% 20% 21% 27% 11% 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 India reflecthighly competitive landscapeBiggest obstacles to attracting top talentCompetition 1 38% 1 41%Compensation 2 38% 2 39%Location 3 26% 4 25%Lack of awareness or interest in our employment brand 4 24% 3 25%Lack of awareness that were hiring 5 14% 7 12%Inability to effectively use data to improve our approach 6 14% 8 9%Recruiting team too small 7 12% 5 15%Recruiting team doesnt have the right tools/systems 8 12% 6 13%Quality of talent currently at our company 9 7% 9 7%Company performance 10 6% 10 6%Recruiting team skills 11 4% 11 4%Other 8% 11% 8
    • Chief competitive threatsRecruiting leaders in India are most concerned their competitorswill… Invest in employer brand Improve their referral program Invest in new recruiting tools
    • Similarities between competitive threats and top long-term trends; using social/professional networks leads Top long-lasting trends Utilising social and professional networks 1 35% Boosting referral programs 2 35% Upgrading employment branding 3 30% Finding better ways to source passive candidates 4 26% Measuring quality of hire more consistently 5 22% Training recruiters and hiring managers 6 19% Optimizing your career site 7 17% Recruiting globally 8 17% Reducing spend on staffing firms 9 16% Ensuring jobs posted reach multiple sites 10 13% Reducing dependence on traditional job boards 11 11% Using employee blogs for recruiting 12 10% 10
    • Recruiting through the eyes of Indian talent acquisitionprofessionals“Recruiting is…” 11
    • 3. Passive talent and pipelining remain essential
    • Most believe in the importance of passive talent andthe practice of pipelining talent Pipelining talent Passive talent Engaged in pipelining talent Passive talent a focus Not engaged in pipelining talent Passive talent not a focus 13% 35% 65% 87% 13
    • 4. Quality of hire the name of the game
    • Quality of hire is the single most important metric; costper hire more important in India than elsewhereSingle most important recruiting metric Quality of hire 1 41% 1 45% Time to fill 2 26% 3 21% Cost per hire 3 16% 4 8% Hiring manager satisfaction 4 16% 2 22% Other 5 1% 5 3% 15
    • Fastest-falling source of quality hires is recruitmentagencies; social platforms, job boards up Biggest YoY Best sources for key quality hires changes Employee referral programs 1 57% -4% Internet job boards 2 46% +5% Recruitment agencies 3 35% -10% Internet resume databases 4 29% -3% Social professional networks (e.g. LinkedIn) 5 25% +4% College recruiting programs 6 21% Internal hires 7 15% Company career website 8 12% Your ATS/internal candidate database 9 6% General social media 10 5% +4% Your CRM system 11 3% Print newspapers/trade journals 12 3% 16
    • 5. Employer branding is the hot trend
    • Employer brand seen as critical in hiring great talent81% 83% Agree that employer brand has significant impact on ability to hire great talent77% 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 (58%) or90% maintaining (32%) their investment in employer brand in 2012 91% 19
    • 6. Room to improve data-driven decision making
    • India is ahead of the curve when it comes to regularlymeasuring employer brand Regularly measure the health 50% of employer brand in a quantifiable way 33% Regularly survey candidates 45% to understand employer brand position 32% 21
    • Indian talent acquisition organisations lead the way inleveraging data to make hiring decisions Believe their organisation 62% utilises data well to make hiring decisions 26% Believe they are average, 38% or poor at using data to make hiring decisions 74% 22
    • 6 notable trends in India - summary1. Hiring remains healthy. Despite global macroeconomic trends, hiring in India is relatively strong. Over 50 percent say hiring volume is up from 2011; another 22 percent are hiring at same rate. Budgets appear to be trending in line with hiring volume growth.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 employer branding, improve referral programs, and invest in new recruiting tools.3. Passive talent and pipelining remain popular. 65 percent say passive talent is a focus, and 87 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; internet job boards and social platforms including online professional networks are rising as quality sources.5. Employer branding the hot topic. 81 percent agree employer brand has a significant impact on ability to hire great talent; 77 percent say it’s an organisational priority. And 90 percent are either increasing or maintaining employer brand investment.6. Room to improve data-driven decision making. While India appears ahead of most other countries, there is still room to improve data-driven decision-making. Half claim to regularly measure employer brand, and 45 percent survey candidates. Almost 40 percent say they are average or poor at using data 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=255 talent acquisition professionals located in India, 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=269 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.