Job Seeking Behavior in the US and Canada | Webcast


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What percentage of working professionals in the US and Canada is considered passive talent? How does the concentration vary with seniority and tenure? What are the implications for how you approach your next recruiting assignment? Read on to find out!

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Job Seeking Behavior in the US and Canada | Webcast

  1. 1. Recruiting SolutionsActive Or Passive?A Closer Look at Job-SeekingBehavior in North AmericaJune 2012 Recruiting Solutions
  2. 2. Agenda Overview Key findings Job-seeking behavior – Active vs. passive – By tenure – By seniority level Five solutions to help you engage passive talent Additional resources Recruiting Solutions 2
  3. 3. Overview Objectives The objectives of this report are to provide a better understanding the job-seeking behavior of professionals in the U.S. and Canada, including how active they are in seeking new employment, and to provide recruiting leaders with clearer visibility into the market for top talent. Data The report summarizes the results of a survey conducted in Oct 2011 by LinkedIn’s Insights team. Methodology LinkedIn surveyed a representative sample of its members located in the US and Canada, who categorized themselves as “fully employed” (not “self-employed”), and ranged in seniority from individual contributors to managers, directors, and senior executives. 2,531 professionals participated in the study. Recruiting Solutions 3
  4. 4. Key findings1. The vast majority of professionals are passive candidates. Only 19 percent of employed professionals are jobseekers; the remaining 81 percent are considered passive talent. 42 percent are open to discussing a new position and 15 percent are not formally looking, but reaching out to close associates regarding new jobs. 24 percent claim to be completely happy in their roles, though the best recruiters may still convince them to explore other opportunities.2. Traditional job boards only reach 19 percent of the viable candidate pool. 81 percent of fully employed professionals do not proactively visit legacy job boards.3. The active pool skews toward more junior, less tenured professionals. Professionals who are aggressively or somewhat aggressively searching for jobs tend to have less tenure (1-5 years on the job) and are at a more junior level.4. Senior-level professionals are even less likely to be active job seekers. Only 13 percent of directors and executives are actively or semi-actively looking for a new position, versus 18 percent of managers and 20 percent of individual contributors.5. Companies must better align resources to target passive candidates. In order to reach the majority of the talent pool, companies must increase their emphasis on passive candidates. This requires altogether different tools and strategies. Recruiting Solutions 4
  5. 5. Job-seeking status: active vs. passive The active jobseeker pool is small. Only 19 percent of the fully employed are actively looking for a new job (Aggressively or Somewhat Looking). The passive talent pool is four times the size. 81 percent of the fully employed are either Tiptoers, Explorers or Super Passives Quality and quantity lies beyond the active pool. Many companies are targeting the same small active talent pool, through tools such as legacy job boards. This limits their focus to only 19 percent of fully employed talentIf you’re not targeting passive talent,you’re missing out. Recruiting Solutions 5
  6. 6. Job-seeking status: by tenure Job-seeking behavior is correlated with tenure. Lower-tenured (1-5 years) professionals tend to be more active job seekers. After five years, voluntary turnover drops dramatically. Turnover peaks at 2-3 years. The active candidate pool has a higher than average turnover rate. Active candidates tend to take jobs for economic reasons, leading to low job satisfaction and higher voluntary turnover. Hiring mainly from the active candidate pool can increase employee turnover and lower your overall talent bar. Recruiting Solutions 6
  7. 7. Job-seeking status: by seniority levelFor senior-level hires, it is evenmore critical to target the Director +passive talent pool. Senior-level professionals are even less likely to be active job seekers. Only 13 percent of director-or-above positions are proactively seeking a new role, versus 19 percent of managers and 21 percent of staff or individual contributors. There are fewer senior management positions available given the economic environment, which does impact the job-seeking rate of more senior individuals. Recruiting Solutions 7
  8. 8. Five LinkedIn solutions to engagepassive candidatesLinkedIn Recruiter LinkedIn Jobs NetworkEngage the world’s best passive talent Get your opportunities in front of the right candidates – passive and activeWork With Us Ads LinkedIn Career Pages Recruitment MediaTake advantage of traffic to Showcase your employment brand to Share your message with theyour employees’ profiles targeted professionals on LinkedIn professionals you care most about Recruiting Solutions 8
  9. 9. Additional resources1. Visit our passive candidate recruiting best practices center at – Tip sheets, infographics, interviews with top recruiters and more2. Subscribe to our blog: Follow us on Twitter: @HireOnLinkedIn4. Explore the world of LinkedIn Recruiting Solutions at Recruiting Solutions