Recruitment Firm Trends 2013 | United States
 

Recruitment Firm Trends 2013 | United States

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Download this report for the top 4 important recruiting trends in 2013 for search and staffing firms. ...

Download this report for the top 4 important recruiting trends in 2013 for search and staffing firms.

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    Recruitment Firm Trends 2013 | United States Recruitment Firm Trends 2013 | United States Presentation Transcript

    • 2013 Global Recruiting Trends US Snapshot Top 4 Recruitment Firm Trends You Need to Know ©2013 LinkedIn Corporation. All Rights Reserved. LinkedIn 2013 Global Recruiting Trends 1
    • The US Recruitment Firm Landscape at a Glance LinkedIn has conducted its 3rd Annual Global Recruiting Trends survey in 12 countries. We surveyed over 1,500 recruitment firm leaders to capture their thoughts on what keeps them up at night, trends in the recruitment industry, and key sources for high-quality placements. We distilled all this and more into 4 key trends you need to know, as a strategic recruitment leader, to be most effective to your candidates, your clients, and your company. 4 most important trends shaping the future of recruitment firms 1 Recruitment market is heating up, especially in the United States 2 Social professional networks are increasingly driving quality of hire 3 Firms must close the passive talent “capabilities  gap”  to stay competitive 4 Context and content in marketing are more important than ever For details on survey methodology, please see page 24. Global and other country-specific reports coming soon. LinkedIn 2013 Global Recruiting Trends 2
    • 1 Recruitment market is heating up Especially in the United States LinkedIn 2013 Global Recruiting Trends 3
    • US hiring growth is far outpacing global growth 2013 Placement Volume 2013 Placement Volume Full-time and part-time Contractors, interim and temporary 100% 100% Increase 80% Same 80% 57% 67% 60% 60% 84% 40% Decrease 72% 40% 28% 23% 20% 20% 21% 12% 0% 4% 10% “Considering  only  full  and  part-time professional employees, how do you expect the volume of candidates placed  by  your  organization  to  change  this  year?  ” 0% 7% 15% “Considering  only  contractors, interim and temporary professionals, how do you expect the volume of candidates placed by your organization  to  change  this  year?” LinkedIn 2013 Global Recruiting Trends 4
    • And hiring volume remains healthy in 2013, but budgets have not kept up – requiring firms to do more with less Placement Volume Full-time and part-time Recruitment Budgets 100% 100% 80% 80% 53% 60% 78% 84% 51% Increase 60% Same Decrease 40% 40% 40% 20% 20% 15% 12% 7% 4% 2012 0% 45% 2013 “Considering  only  full  and  part-time professional employees, how do you expect the volume of candidates placed by your organization to change this year? 7% 4% 2012 0% 2013 “How  has  your  organization’s  budget  for  recruiting   solutions changed this year?” LinkedIn 2013 Global Recruiting Trends 5
    • At the same time, competition is high in the recruitment market Biggest obstacles to attracting top talent Top 3 obstacles reflect a highly competitive landscape Availability of quality talent Competition Offer made by client (includes compensation, role, location, etc.) Recruiting team too small Inability to effectively use data to improve our approach Recruiting team skills Lack  of  familiarity  with  my  firm’s  brand Recruiting  team  doesn’t  have  the  right  tools/systems Lack of  familiarity  with  client’s  brand 65% 46% 33% 16% 11% 11% 11% 10% 8% “What  are  your  company’s  biggest  obstacles  to  attracting  the  best  talent?” LinkedIn 2013 Global Recruiting Trends 6
    • In this environment, efficiency is prized more than ever Top 5 most valuable metrics for recruitment firms Number of placements prioritized above all 1. Number of placements 2. Client satisfaction 3. Quality of placement 4. Candidate submittals 5. Time to place 40% 20% 16% 9% 3% “What  is  the  single  most  valuable  metric  that  you  use  to  track  your  recruiting  team’s  performance  today?” LinkedIn 2013 Global Recruiting Trends 7
    • 2 Social professional networks Increasingly driving quality of hire LinkedIn 2013 Global Recruiting Trends 8
    • Social professional networks are #1 source of key quality hires by far Top 5 sources of quality hires 1. Social professional networks 2. ATS / internal candidate database 3. Internet resume databases 4. Internet job boards 5. Employee referral programs 63% 40% 37% 35% 32% 59% 45% 31% 39% 20% “Think  about  the  key  quality  hires  that  your  organization  placed  in  2012.  Which  of  the  following  were  the  most   important sources for those key positions?” LinkedIn 2013 Global Recruiting Trends 9
    • Social professional networks also the #1 long-lasting trend Top long-lasting trends Utilizing social and professional networks Finding better ways to source passive candidates Using an internal database to manage talent leads Boosting referral programs Reducing dependence on traditional job boards Posting jobs online Using mobile for recruiting Upgrading branding/marketing for staffing firms 69% 65% 39% 30% 24% 18% 18% 16% 70% 56% 39% 25% 21% 24% 18% 21% “What  do  you  consider  to  be  the  three  most  essential  and  long-lasting trends in recruiting for professional roles?” LinkedIn 2013 Global Recruiting Trends 10
    • In fact, recruitment leaders view social professional networks as #1 competitive threat Top 5 competitive threats in recruitment 1. Use social networking and social media more effectively 2. Build and nurture strong talent pools or pipelines 3. Hire recruiters to strengthen the team 4. Use data more effectively 5. Invest in existing recruiting and/or tools (e.g., ATS, job boards, LinkedIn, etc.) 28% 25% 23% 22% 20% “What  are  the  things  that  your  competitors  have  done  or  may  plan  on  doing  that  would  make  you  most  nervous?” LinkedIn 2013 Global Recruiting Trends 11
    • Our favorite tips: Using LinkedIn to source and attract high-quality candidates 1 It all starts with your profile. Your profile is your first opportunity to build your personal brand as a recruiting professional. Add a picture, get creative with your headline, and feature recommendations.  Your  profile  summary  should  articulate  why  you’re  a  trusted   partner. Think BRAND, not resume. 2 Engage your followers. Make sure your firm has a Company Page on LinkedIn, where members can follow your organization. Use Targeted Status Updates to share brand messaging, company news and open positions with your follower base – you can target by industry, function, geography and more. 3 Get involved in LinkedIn Groups. There are more than 2M Groups on LinkedIn. Join recruiting groups or those relevant to your key talent pools to keep your finger on the pulse. Participate in a few to brand yourself as an expert. And consider creating a group about your firm or industry to drive your company brand, build pipeline, and even source. For more tips and best practices, visit: talent.linkedin.com. LinkedIn 2013 Global Recruiting Trends 12
    • 3 The  passive  talent  “capabilities  gap” Firms must close it to remain competitive LinkedIn 2013 Global Recruiting Trends 13
    • Passive talent is the #2 long-lasting trend Top long-lasting trends Utilizing social and professional networks Finding better ways to source passive candidates Using an internal database to manage talent leads Boosting referral programs Reducing dependence on traditional job boards Posting jobs online Using mobile for recruiting Upgrading branding/marketing for staffing firms 69% 65% 39% 30% 24% 18% 18% 16% 70% 56% 39% 25% 21% 24% 18% 21% “What  do  you  consider  to  be  the  three  most  essential  and  long-lasting trends in recruiting for professional roles?” LinkedIn 2013 Global Recruiting Trends 14
    • 90% of firms focus on passive candidates; more than half say passive talent is central to their recruiting strategy Focus on passive candidate recruiting 9% 1% Very much so – it’s  central  to   our recruiting strategy To some extent 34% 56% Not much Not at all – we focus on active candidates only “To  what  extent  does  your  recruiting  organization  focus  on  hiring  passive  talent?  (‘Passive  talent:’  individuals  who   are  not  actively  looking  for  a  job).” LinkedIn 2013 Global Recruiting Trends 15
    • Reasons for not focusing more on passive talent reveal a “capabilities  gap” Reasons for not focusing on passive talent 4 out of 5 top reasons show skill and tool deficiencies 1. We get enough quality active candidates already 2.  We  haven’t  been  successful  at  it  in  the  past 3. It takes too long 4.  We  don’t  have  the  tools  to  do  it  well 5.  We  don’t  know  how  to  find  passive  candidates 34% 28% 21% 17% 14% “For  which  reasons  does  your  organization  typically  not  focus  on  hiring  passive  talent?” LinkedIn 2013 Global Recruiting Trends 16
    • Our favorite tips: Engaging passive candidates 1 Immerse  yourself  in  the  candidate’s  world. Get smarter on the industry, using sources like LinkedIn Today to keep up with hot  relevant  topics.  Research  your  prospect’s  current  role  and  leverage  mutual   connections when possible. 2 Build relationships, avoid being transactional. Send fewer, more targeted InMails.  Compliment  profiles  sincerely,  and  ‘dangle   a  carrot’  to  lure  them  in  rather  than  blasting  out  lengthy  job  descriptions.  Ask  to   connect and continue the dialogue. 3 Listen and adapt. Invite candidates to talk about themselves, uncover their needs/motivations, and keep detailed notes on their profiles or within LinkedIn Recruiter at every touchpoint.  Reflect  on  their  input  as  you  explain  why  your  client’s  opportunity  is   right for them. For more passive talent tips and best practices, visit: talent.linkedin.com/passivetalent. LinkedIn 2013 Global Recruiting Trends 17
    • 4 Context and content in marketing More important than ever for recruitment firms LinkedIn 2013 Global Recruiting Trends 18
    • Most firms spend money on marketing and advertising Advertising Spend 4% 16% Yes, on an ongoing basis 39% Yes, from time to time No No response 41% “Does  your  company  spend  money  to  advertise  your  business?” LinkedIn 2013 Global Recruiting Trends 19
    • Fastest-rising and falling marketing channels illustrate importance of professional context and high-quality content in brand-building Fastest-Rising and Falling Marketing Channels Top 10 Channels 2012 2013 Company website 61% 47% 34% 35% 13% 20% 15% 5% 9% 9% 57% 56% 37% 32% 18% 16% 13% 10% 10% 7% Online professional networks (e.g. LinkedIn) Friends/family, word of mouth Traditional Job Boards Public relations efforts Social media (e.g. Facebook) Search engine marketing (SEM) Content generation (whitepapers, blogs, etc.) Other online advertising Public recognition/awards Increase (+) Decrease (-) -4% +9% -3% +5% -4% +5% “Which  channels  or  tools  have  you  found  most  effective  in  advertising  your  business? LinkedIn 2013 Global Recruiting Trends 20
    • Our favorite tips: Content marketing for recruitment firms 1 Plan. Your objective: educate and convert a target audience (for example, your customers or candidates) through high-quality content. 2 Target. Identify a specific target market for your content. Ask yourself: What does that person care about? What does he or she want to learn? 3 Create. The  best  content  starts  with  a  strong  title  that  piques  interest  (e.g.,  “7  Common   Mistakes  Made  in  the  Hiring  Process”)  and  delivers  tangible  tips  or  takeaways. 4 Distribute. Share  your  content  through  channels  including  social  media  and  your  company’s   website and blog. On LinkedIn, distribute your content via company status updates,  your  team’s  personal  status  updates,  targeted  advertising,  and  LinkedIn   Groups. For more content marketing tips and best practices, visit: http://lnkd.in/ContentWebcast. LinkedIn 2013 Global Recruiting Trends 21
    • More information & Next steps LinkedIn 2013 Global Recruiting Trends 22
    • Talent  Acquisition  is… Complete the sentence with a single word or phrase: "Talent acquisition is..." LinkedIn 2013 Global Recruiting Trends 23
    • Trends Survey Sampling and Methodology Survey Sample  Survey respondents are talent acquisition professionals who: – – – –  Data Comparisons work for a recruitment firm represent an even mix of small, medium and large firms have at least some budget authority focus exclusively on recruiting professional hires for clients   Survey respondents are members of LinkedIn who have opted to participate in research studies. They were selected based on information in their LinkedIn profile and contacted via email. Global comparisons are reported as un-weighted averages from the noted countries Historical data comparisons are taken from 2012 Global Recruiting Trends research, which had similar sampling criteria and methodology to 2013 – – 2013 survey fielded April-May 2013 with 292 US respondents 2012 survey fielded May-July 2012 with 416 US respondents Nordics: 89 Netherlands: 182 Canada: 200 UK: 188 France: 101 China: 90 USA: 292 India: 170 Australia: 201 LinkedIn 2013 Global Recruiting Trends 24
    • To  learn  more…. 2013 Global Recruiting Trends Reports – Recruitment Firms Global and Additional Countries: COMING SOON Stay in touch: Subscribe to our Blog: talent.linkedin.com/blog/ Follow us on SlideShare: slideshare.net/LinkedInRecruitmentFirms Follow us on Twitter: @hireonlinkedin Follow us on YouTube: youtube.com/user/LITalentSolutions Discover additional insights: talent.linkedin.com Follow LinkedIn: linkedin.com/company/linkedin LinkedIn 2013 Global Recruiting Trends 25