Why read this ?
In order to plan for the future, you need to understand where
you stand compared to your peers. The goal of this report
is exactly that -- to help talent leaders like you benchmark
against teams across the globe when it comes to the most
important recruiting metrics and trends.
About this survey
This report is based on the survey responses of nearly 4,000
corporate talent acquisition leaders across 35 countries. All
respondents are at the manager level or higher.
Change the perception and reality of talent acquisition from a necessary cost of doing business to an ROI force to be reckoned with.
You will learn about the strategic importance of the four fundamental processes: competency management, pre-employment testing, interviewing and onboarding and how each plays a role in engaging candidates who’ll continue to enhance your business.
What is HR analytics and how it is done? Along with Survey on 41 individuals from different organizations with an experience of about 6 months to 27 years.
Agile recruiting: Optimizing your Talent Acquisition Operating ModelBeamery
The agile management methodology brings concrete, measurable improvements to the companies who use it, from better stakeholder management and clearer priorities to faster delivery and go-to-market times. In recruiting specifically, it means a better way to prioritize hiring projects, improved visibility for both recruiters and hiring managers, and overall a more efficient, iterative recruiting process.
We've invited Mitzi Shafar, an experienced talent acquisition leader and currently lead partner at Talent Collective, to tell us more about the agile recruiting methodology.
Change the perception and reality of talent acquisition from a necessary cost of doing business to an ROI force to be reckoned with.
You will learn about the strategic importance of the four fundamental processes: competency management, pre-employment testing, interviewing and onboarding and how each plays a role in engaging candidates who’ll continue to enhance your business.
What is HR analytics and how it is done? Along with Survey on 41 individuals from different organizations with an experience of about 6 months to 27 years.
Agile recruiting: Optimizing your Talent Acquisition Operating ModelBeamery
The agile management methodology brings concrete, measurable improvements to the companies who use it, from better stakeholder management and clearer priorities to faster delivery and go-to-market times. In recruiting specifically, it means a better way to prioritize hiring projects, improved visibility for both recruiters and hiring managers, and overall a more efficient, iterative recruiting process.
We've invited Mitzi Shafar, an experienced talent acquisition leader and currently lead partner at Talent Collective, to tell us more about the agile recruiting methodology.
The HR Technology Market: Trends and Disruptions for 2018Josh Bersin
This presentation describes the direction and trend for HR Technology in 2018, by Josh Bersin. It shows how the core HR market has evolved, the emergence of "systems of productivity" as the next major trend, the use of AI, and how applications like recruitment, wellbeing, feedback, and performance management are going through radical change.
Now a days every organization has HR Software but some of those don't know how AI will help to Human resource tasks.
You are may be already aware about what is AI but here we have explained about how Artificial Intelligence help to HR (Human resource) to make simplify task.
Stratechi HR & Org Strategy Presentation Template by McKinsey Alum.pdfStratechi.com
Visit https://www.stratechi.com/hr-strategy-template/ to download the 186-page HR & Org Strategy PowerPoint template created by an Ex-McKinsey consultant. The deck has HR & organizational strategy storylines, ideas for initiatives, ready-to-go slides, professional graphics, charts, and icons. Includes important HR & org slides such as org design, org charts, employee journey, headcount charts and maps, SHCM initiatives, culture, job career ladders, headcount reduction, org consolidation, total compensation, medical & fringe benefits, HR budget, goals, KPIs, talent acquisition funnel, HCM platform, HRIS, stock options, team initiatives, values, mission, scorecards, employee engagement, core competencies, change management, and many charts, worksheets, and other templates.
During first 90 days…meet all senior leadership, hiring managers, and peers.
Gain a better understanding of the successes and challenges they are experiencing regarding talent acquisition.
Discuss and determine expectations, accountability, and what everyone’s role is within the hiring process.
Educate leadership and hiring managers on recruiting tactics and employment branding.
Be a great listener, win respect, build confidence, be proactive, and show reliability.
Discuss with various individuals if the current process has been effective, what strategies are successful, what changes need to be made, and where the company needs to be in the future.
Who is involved with recruiting, have individuals been trained to interview and hire, is the candidate experience consistent, what sourcing strategies are currently in place, etc.
Conduct a needs analysis (current and future openings- 3/6/9/12 months ahead).
Establish search “kickoff calls” with hiring managers.
During first 90 days…develop a nationwide talent acquisition strategy, recruiting process flow map, candidate sourcing strategy, and make sure there is consistency and standardization throughout the process.
HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune. This presentation covers aspects like:
1. Core concepts, terminologies & buzzwords
- Business Intelligence, Analytics
- Big Data, Cloud, SaaS
2. Analytics
- Types, Domains, Tools…
3. HR Analytics
- Why? What is measured?
- How? Predictive possibilities…
4. Case studies
5. HR Analytics org structure & delivery model
A STUDY TO REDUCE EMPLOYEE ATTRITION IN IT INDUSTRIESIAEME Publication
The research project entitled ‘Reduction of Employee Attrition’ is an attempt to understand the opinion and attitudes of the various categories of employees of IT sector towards the reduction of employee attrition in the organisations. Employee attrition is a serious issue, especially in today’s knowledge-driven marketplace where employees are the most important human capital assets, attrition directly or indirectly impacts on organization’s competitive advantage.
"If there is one thing I have learned from working on Machine Learning problems in the People/HR space, it is this: define and structure your problem up front!"
Keith McNulty
HR Transformation-The Digitization Impact: The Future is NowManish Mohan Misra
Business Environment is massively impacted by VUCA, Technology & New workforce. New business models are fast emerging and are totally different from the current ones. The new dynamics will require HR to undergo a metamorphosis in order to deliver value. The Future of HR is NOW.
Artificial Intelligence: threat or opportunity for HR? Tom Haak
At HR Innovation Day 2017, in Leipzig, Tom Haak of the HR Trend Institute, gave a presentation on HR and Artificial Intelligence. These are the slides he used.
This presentation discusses:
1. Background on Artificial Intelligence (AI)
2. How is reshaping Human Resources practices and processes, with emphasis on talent acquisition and learning & development.
3. New skills that HR professionals need in this new ERA
Three insights that will define your recruiting strategy in 2017 | Talent Con...LinkedIn Talent Solutions
Harry Dhebar, LinkedIn
Reuben Obaidullah, LinkedIn
Allison Schnidman, LinkedIn
Join us to discuss Talent Acquisition trends that will shape 2017, so you can plan for the future. We’ll look back into 2016, discuss the current role of the TA team, and explore where TA is going next year. The goal of this presentation is to help talent leaders like you benchmark yourself against teams across the globe - by reviewing the most important metrics from our most recent Global Recruiting Trends survey. We will outline what global TA leaders had to say about their teams, their business and what matters to them in 2017 and beyond.
Key highlights:
Learn what your TA peers are planning for in 2017.
Benchmark yourself against your peers on key metrics.
Understand the importance of employer brand to your overall strategy.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
The HR Technology Market: Trends and Disruptions for 2018Josh Bersin
This presentation describes the direction and trend for HR Technology in 2018, by Josh Bersin. It shows how the core HR market has evolved, the emergence of "systems of productivity" as the next major trend, the use of AI, and how applications like recruitment, wellbeing, feedback, and performance management are going through radical change.
Now a days every organization has HR Software but some of those don't know how AI will help to Human resource tasks.
You are may be already aware about what is AI but here we have explained about how Artificial Intelligence help to HR (Human resource) to make simplify task.
Stratechi HR & Org Strategy Presentation Template by McKinsey Alum.pdfStratechi.com
Visit https://www.stratechi.com/hr-strategy-template/ to download the 186-page HR & Org Strategy PowerPoint template created by an Ex-McKinsey consultant. The deck has HR & organizational strategy storylines, ideas for initiatives, ready-to-go slides, professional graphics, charts, and icons. Includes important HR & org slides such as org design, org charts, employee journey, headcount charts and maps, SHCM initiatives, culture, job career ladders, headcount reduction, org consolidation, total compensation, medical & fringe benefits, HR budget, goals, KPIs, talent acquisition funnel, HCM platform, HRIS, stock options, team initiatives, values, mission, scorecards, employee engagement, core competencies, change management, and many charts, worksheets, and other templates.
During first 90 days…meet all senior leadership, hiring managers, and peers.
Gain a better understanding of the successes and challenges they are experiencing regarding talent acquisition.
Discuss and determine expectations, accountability, and what everyone’s role is within the hiring process.
Educate leadership and hiring managers on recruiting tactics and employment branding.
Be a great listener, win respect, build confidence, be proactive, and show reliability.
Discuss with various individuals if the current process has been effective, what strategies are successful, what changes need to be made, and where the company needs to be in the future.
Who is involved with recruiting, have individuals been trained to interview and hire, is the candidate experience consistent, what sourcing strategies are currently in place, etc.
Conduct a needs analysis (current and future openings- 3/6/9/12 months ahead).
Establish search “kickoff calls” with hiring managers.
During first 90 days…develop a nationwide talent acquisition strategy, recruiting process flow map, candidate sourcing strategy, and make sure there is consistency and standardization throughout the process.
HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune. This presentation covers aspects like:
1. Core concepts, terminologies & buzzwords
- Business Intelligence, Analytics
- Big Data, Cloud, SaaS
2. Analytics
- Types, Domains, Tools…
3. HR Analytics
- Why? What is measured?
- How? Predictive possibilities…
4. Case studies
5. HR Analytics org structure & delivery model
A STUDY TO REDUCE EMPLOYEE ATTRITION IN IT INDUSTRIESIAEME Publication
The research project entitled ‘Reduction of Employee Attrition’ is an attempt to understand the opinion and attitudes of the various categories of employees of IT sector towards the reduction of employee attrition in the organisations. Employee attrition is a serious issue, especially in today’s knowledge-driven marketplace where employees are the most important human capital assets, attrition directly or indirectly impacts on organization’s competitive advantage.
"If there is one thing I have learned from working on Machine Learning problems in the People/HR space, it is this: define and structure your problem up front!"
Keith McNulty
HR Transformation-The Digitization Impact: The Future is NowManish Mohan Misra
Business Environment is massively impacted by VUCA, Technology & New workforce. New business models are fast emerging and are totally different from the current ones. The new dynamics will require HR to undergo a metamorphosis in order to deliver value. The Future of HR is NOW.
Artificial Intelligence: threat or opportunity for HR? Tom Haak
At HR Innovation Day 2017, in Leipzig, Tom Haak of the HR Trend Institute, gave a presentation on HR and Artificial Intelligence. These are the slides he used.
This presentation discusses:
1. Background on Artificial Intelligence (AI)
2. How is reshaping Human Resources practices and processes, with emphasis on talent acquisition and learning & development.
3. New skills that HR professionals need in this new ERA
Three insights that will define your recruiting strategy in 2017 | Talent Con...LinkedIn Talent Solutions
Harry Dhebar, LinkedIn
Reuben Obaidullah, LinkedIn
Allison Schnidman, LinkedIn
Join us to discuss Talent Acquisition trends that will shape 2017, so you can plan for the future. We’ll look back into 2016, discuss the current role of the TA team, and explore where TA is going next year. The goal of this presentation is to help talent leaders like you benchmark yourself against teams across the globe - by reviewing the most important metrics from our most recent Global Recruiting Trends survey. We will outline what global TA leaders had to say about their teams, their business and what matters to them in 2017 and beyond.
Key highlights:
Learn what your TA peers are planning for in 2017.
Benchmark yourself against your peers on key metrics.
Understand the importance of employer brand to your overall strategy.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Employer marketing has become a mature strategy focusing on both internal and external branding, using modern techniques to emphasize the authenticity of your employer brand story. These are 10 trends as applied by some Belgian employers.
What are the benefit needs of your employees? Do you have mulitple generations in your workforce? What can you do to offset the increasing cost of healthcare for your employees?
These are a few of the questions that will be answered in this presentation geared for HR and Employee Benefits Brokers.
Follow our mantra of sending the right message, to the right person, at the right time, with the right frequency as a framework for your email marketing strategy.
Love reading comics? You're not the only one. What about these stories about super-beings keep our eyes glued to the pages and our minds salivating for more? We explore in this deck how comic writers use these storytelling techniques and how you can apply it in your presentation.
To truly influence business decisions, you
need to understand where the industry is
going. This 5th annual report uncovers
worldwide recruiting trends that will move
your organization forward, and help position
you as a strategic business partner.
Truly influence business decisions with emerging recruiting trends worldwide.
Learn top recruiting priorities, upcoming challenges and opportunities ahead in LinkedIn’s annual report.
To truly influence business decisions, you need to understand where the industry is going. This 5th annual report uncovers worldwide recruiting trends that will move your organization forward, and help position you as a strategic business partner.
What’s more interesting is a renewed emphasis on relationships, which is a critical factor in talent acquisition. Learn how this theme ties into the top priorities, upcoming challenges and opportunities ahead in 2016 and beyond.
Global recruiting trends 2016 by LinkedIn Pierre Bernard
To truly influence business decisions, you need to understand where the industry is going. This 5th annual report uncovers worldwide recruiting trends that will move your organization forward, and help position you as a strategic business partner.
What’s more interesting is a renewed emphasis on relationships, which is a critical factor in talent acquisition. Learn how this theme ties into the top priorities, upcoming challenges and opportunities ahead in 2016 and beyond.
We surveyed 2,604 talent acquisition leaders who work in a small or mid-sized corporate HR department in 35 different countries. All
respondents are at the manager level or higher and have some authority in their company’s recruitment solutions budget. These survey
respondents are LinkedIn members who were selected based on information in their LinkedIn profile and contacted via email.
Global Recruiting Trends
The talent acquisition industry is changing rapidly. To stay competitive and craft a proactive recruiting strategy you need to know how and why. In this report, you will learn the latest trends and “must know” facts that will keep you ahead of the curve and make you invaluable to your organization.
You’ll learn the top 5 trends:
• Quality Hires: Fastest growing sources of quality hires
• Talent Brand: Competitive advantages (and threats!)
• Data: Metrics you can use tomorrow to measure recruiting success
• Talent Retention: Stop your top talent from walking out the door
• Mobile Recruiting: Navigate the frontier
Subscribe to our Blog: talent.linkedin.com/blog/
Follow us on SlideShare: slideshare.net/linkedin-talent-solutions
Follow us on Twitter: @hireonlinkedin
Discover additional insights: talent.linkedin.com
Follow LinkedIn: linkedin.com/company/linkedin
Click through excerpts of LinkedIn's report on recruiting trends across Spain.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Similar to Linkedin global recruiting trends report 2017 (20)
Pour vous accompagner dans votre évolution au sein de Saint-Gobain Distribution Bâtiment France, nous disposons de différents outils : entretiens annuels, people reviews, parcours personnalisés. Nous vous offrons les moyens de prendre en main votre carrière.
Les tendances 2016 du recrutement en FrancePierre Bernard
To truly influence business decisions, you need to understand where the industry is going. This annual report uncovers recruiting trends in France that will move your organization forward, and position you as a strategic business partner.
What’s more interesting is a renewed emphasis on relationships, which is a critical factor in talent acquisition. Learn how this theme ties into the top priorities, upcoming challenges and opportunities ahead in 2016 and beyond.
Impact d'une mauvaise marque employeur pour les entreprisesPierre Bernard
L’étude a été réalisée par ICM Unlimited en août 2015 auprès d’un échantillon national représentatif de 1 000 travailleurs français à plein temps (392 hommes et 698 femmes).
Cette étude révèle les critères de la marque employeur qui comptent pour les candidats. Et le coût engendré si elle est peu séduisante
Alignez votre marque consommateur et votre marque employeur : un facteur de c...Pierre Bernard
Adopter une approche commune de votre marque consommateur & marque employeur a des avantages significatifs sur LinkedIn et constituer un facteur de croissance.
Les tendances du Recrutement en France en 2016Pierre Bernard
Ce rapport annuel révèle les tendances du recrutement en France. Il vous donnera un aperçu des axes forts à retenir pour construire votre stratégie 2016 et positionner votre entreprise comme un employeur de choix.
L’étude aborde notamment l’importance de structurer l’approche et l’expérience candidat, de bien connaître ses cibles et de communiquer efficacement sur les bons canaux en fonction des profils recherchés.
Les perspectives de carrière sont plus ouvertes que jamais. Les talents d’aujourd’hui sont davantage connectés, informés et ouverts aux nouvelles opportunités qui s’offrent à eux tout au long de leur vie professionnelle. Ce rapport vous propose de vous mettre dans la peau des talents, à chaque étape de leur recherche d’emploi. Fort de ces données, vous disposerez d’un cadre pour attirer les talents de ce vivier dynamique et moderne, prendre contact avec eux et optimiser vos chances de les recruter.
ConnectIn 2015 - 5 idées qui changent le monde du recrutementPierre Bernard
Chaque année, ConnectIn est une occasion de vous retrouver, et de regrouper la communauté des Ressources Humaines qui s’intéresse à cet outil qu’est LinkedIn, une communauté qui a envie de networker.
L’année dernière, LinkedIn avait fait des propositions autour de thématiques portées le plus souvent par les collaborateurs. L’innovation aujourd’hui, c’est de donner la parole à un certain nombre de professionnels sur des sujets transverses : la diversité, le recrutement par affinités, les émotions, l’actualité de LinkedIn, ou encore l’Audace POUR SE SURPASSER.
Guide pour un profil LinkedIn complet et plus visiblePierre Bernard
L’usage des réseaux sociaux, et l’accélération des échanges qu’ils permettent, s’inscrit comme une véritable tendance de fond dans la vie des entreprises.
Parmi ces réseaux, la distinction entre motivations personnelles et professionnelles est de plus en plus marquée. Ainsi, la dernière
étude LinkedIn - TNS révèle que 65% des inscrits sur les réseaux sociaux partagent des informations business.
Encourager ses collaborateurs à échanger ouvre de nouvelles perspectives de communication et offre à l’entreprise autant d’ambassadeurs contribuant positivement à sa marque employeur.
Pour les employés, c’est une occasion de valoriser leurs
compétences, leur rôle au sein de l’entreprise et auprès de leur réseau.
Etude CSA - LinkedIn : La transformaton du métier RH à l'heure des réseaux so...Pierre Bernard
D’après une étude réalisée par Linkedin et CSA auprès de près de 400 responsables RH dont 108 DRH, la fonction RH a évolué pour 88% d’entre eux en une fonction stratégique dans les domaine de l’empreinte sociétale et de la performance économique . Les professionnels notent également à 69% un impact sur la stratégie de marque.
La complexification de la législation sociale, l’exigence de la direction générale, l’accélération technologique via le développement d’outils numériques et l’utilisation croissante des réseaux sociaux professionnels ont profondément bouleversé la fonction.
Les trois enjeux d’avenir pour les DRH sont la gestion des talents, le management des hommes et la gestion des compétences (GEC).
Hausse de l’utilisation des réseaux sociaux professionnels
Les responsables RH interrogés utilisent à 69% Linkedin semaine (20% chaque Matin, dont 36% dans le secteur High Tech télécom). Parmi les fonctionnalités les plus utilisées à 55%, la messagerie et les groupes.
Ils sont par ailleurs 58% à reconnaître aux Réseaux Sociaux Professionnels un rôle actif dans la promotion de la marque employeur, 50% dans la culture de l’innovation de l’entreprise et 46% de lien social entre les collaborateurs.
Etude LinkedIn - EY : La révolution des métiers Pierre Bernard
Le travail a été continuellement déconstruit et reconstruit à travers les siècles : sa durée, sa productivité, sa rémunération ou sa localisation ont été sans cesse repensées, transformant en conséquence les métiers et les compétences. La mondialisation des échanges et le développement des technologies numériques ont achevé de bouleverser le temps, l’espace et les modalités du travail qui, du salarié à l’auto-entrepreneur, a désormais mille visages.
Aujourd’hui, cette transformation du travail impose aux entreprises de repenser leur organisation, leurs modes de management, les relations avec leurs salariés. Face au foisonnement des enjeux commerciaux, techniques, réglementaires, sociaux, elles disent aussi manquer de compétences adéquates, alors que les niveaux d’éducation sont plus élevés que jamais.
Forts de notre expertise dans l’accompagnement des entreprises, il nous a semblé indispensable d’examiner ce qui apparaît aujourd’hui comme une véritable révolution des métiers et des compétences, et l’impact que cette révolution peut avoir sur les organisations et sur la relation employeur-employé.
A partir d’une vaste enquête menée dans sept pays différents, nous avons étudié les attentes des employeurs et l’équilibre des compétences disponibles d’un continent à l’autre. Au-delà de l’observation de tendances, il s’agit de partager des pistes de réflexion autour des enjeux pour l’entreprise et des nouvelles relations employeur-employé. Le travail s’inscrit ainsi naturellement dans le cadre de la mission que nous avons choisie pour notre entreprise : Building a better working world.
Pour les professionnels qui souhaitent un changement de carrière, la période que nous traversons en France est intéressante. L’économie continue de vaciller dans cette partie du monde, ce qui rend les transitions de carrière difficiles pour 1 professionnel sur 4 à la recherche d’un nouvel emploi.
Ceci étant dit, pour tous ceux qui souhaitent faire évoluer leur carrière, nous sommes dans une ère de transparence jamais égalée. Le nombre de postes visibles en ligne
est plus important et le contexte disponible (informations sur l’entreprise, sa culture
et l’équipe, y compris le responsable de recrutement) n’a jamais été aussi riche.
Parallèlement, le secteur de l’acquisition de talents s’est doté de nouveaux outils et
a revisité ses processus afin de rechercher de façon pro-active les professionnels convenant le mieux à un poste, plutôt que d’attendre que les bons candidats viennent à lui. Tout ceci a un impact sur la manière dont les professionnels trouvent des opportunités de carrière et dont ils les envisagent.
C’est dans ce contexte que nous vous présentons le Talent Trends 2014 pour la France.
À propos de cette enquête
Nous avons mené une enquête auprès de 28 millions de professionnels en France pour apporter un éclairage sur les attitudes en matière de recherche d’emploi, de satisfaction
au travail et d’évoluation des carrières dans le monde entier (et pour vous permettre de comprendre et d’attirer les meilleurs professionnels dans votre entreprise).
Ce rapport sur la France s’inscrit dans une enquête mondiale portant sur 26 pays et concernant 18 000 professionnels membres de LinkedIn. Pour la répartition par pays, reportez-vous à l’annexe détaillée.
En tant que plus grand réseau de professionnels sur Internet avec plus de 300 millions de membres**, LinkedIn est le meilleur ami du recruteur moderne (Avril 2014). LinkedIn offre aux recruteurs l’accès à plus de talents que n’importe quelle autre source, ainsi que les outils, la technologie et les données dont ils ont besoin pour communiquer avec eux.
Ce manuel vous expliquera tout ce que vous devez savoir pour utiliser LinkedIn dans votre recrutement moderne. Nous vous offrirons de nombreux conseils sur l’art du recrutement sur LinkedIn, tels que la façon de rédiger une description de poste ou un InMail efficace.
Nous parlerons de la technologie, des données et des outils qui vous feront économiser du temps et de l’argent. Enfin, nous vous montrerons comment mesurer vos actions pour déterminer ce qui fonctionne. Il ne vous reste plus qu’à y apporter votre empreinte personnelle.
2. Global Recruiting Trends Report | 2
1 Why read this?
2 Top 5 takeaways
3 How recruiting leaders perceive their teams
4 Key benchmarks and metrics to monitor
5 Where teams spend their budgets
6 The impact of employer branding
7 Looking ahead: Recruiting in 2020
8 Next steps
What’s in this report
3. Global Recruiting Trends Report | 3
In order to plan for the future, you need to understand where
you stand compared to your peers. The goal of this report
is exactly that -- to help talent leaders like you benchmark
against teams across the globe when it comes to the most
important recruiting metrics and trends.
This report is based on the survey responses of nearly 4,000
corporate talent acquisition leaders across 35 countries. All
respondents are at the manager level or higher.
Why read this?
About this survey
4. Global Recruiting Trends Report | 4
Top 5 takeaways
Talent acquisition has a prominent
seat at the executive table.
Recruiters will be even busier this year
and are focusing on quality of hire.
Budgets go to traditional tactics, but
branding tops investment wish list.
Effective employer brand
messaging focuses on culture
and career growth.
Diversity, screening automation,
and data are key future trends.
1 2 3
4 5
Talent leaders feel confident that
their department is helping define the
future of their company. Over 83%
of them say talent is the number one
priority in their organization.
56% of leaders say that their team’s
hiring volume will increase and in order
to measure success they are focusing
on how long a new hire stays at the
company, hiring manager satisfaction,
and time to fill.
While nearly 70% of recruiting
budgets are spent on job boards,
recruiting tools, and staffing agencies,
talent leaders identify employer
branding as the #1 area where they
wish they could invest more.
Over 80% of leaders acknowledge
that employer branding has a
significant impact on their ability to
hire talent. Candidates reveal that
companies can pique their interest
if they talk about career growth,
company culture, and challenges.
Automating the screening and hiring
process in order to eliminate human bias
and time limitations will shape the future
of recruiting. Big enterprises focus more
on harnessing big data.
6. Global Recruiting Trends Report | 6Global Recruiting Trends Report | 6
Recruiting departments
play a crucial role in the
company’s future
The recruiting organization is not the flashiest department. It doesn’t directly bring in
revenue or create game-changing products. Yet, it is the quiet enabler behind these
company successes and this has not gone unnoticed. Talent and HR leaders have gained
a prominent spot at the C-suite table, driving decisions about the future of the company.
83% 83% 75%
Talent is #1 priority
at their company
They meet with
the C-suite regularly
Their team is key
to the company’s
workforce planning
Talent and HR leaders say that:
7. Global Recruiting Trends Report | 7
How will the size of your recruiting team change over the next year?
Stay the same Increase Decrease
Most recruiting teams won’t
grow this year
Despite the importance of recruiting, most leaders foresee that their team size won’t increase. This
means that as the hiring volume rises, recruiters need to get creative and automate their workflow.
The recruiting teams that are growing are focusing mostly on finding full life cycle recruiters and
employer branding specialists, indicating the increasing importance of the company’s image.
61% 32% 5%
What roles would you like
to hire for on your team?
Recruiter
Employer branding specialist
Sourcer
HR generalist
Recruiting coordinator
33%
26%
25%
24%
19%
9. Global Recruiting Trends Report | 9
Hiring volume will increase
for many companies
While the global numbers are very positive, this is the first time in five years when the
year-over-year growth is slowing down. This subtle cooling of the job market reflects
hiring slowdown in Brazil, China, and parts of Europe.
How do you expect your hiring volume to change over the next year?
2012 2013 2014 2015 2016
56%
60%
45%
39%
61%
% of recruiters who say their hiring volume will increase
10. Global Recruiting Trends Report | 10
How hiring volume will increase
across the globe in 2017
Brazil40%
Australia
Southeast Asia
45%
62%
France
U.S.
UK
Mexico
India
China
Germany
50%
58%
58%
67%
76%
50%
61%
11. Global Recruiting Trends Report | 11
Quality of hire and time to hire
are still the true north metrics
When it comes to measuring performance, recruiters focus on metrics that have a lasting
impact on the business. That is why different aspects of quality of hire (length of stay, hiring
manager satisfaction) dominate the list. It’s worth noting that larger companies selected time
to hire as their top metric, while businesses with under 200 employees overwhelmingly picked
length of time a new hire stays.
What are the top three ways you measure success in your role?
What is your average
time to hire?
The length of time new
hires stay at the company
Time to hire: the time it
takes to fill a job requisition
The satisfaction of the
hiring managers
1 2 3
< 1 month
1-2 months
3-4 months
30%
50%
17%
12. Global Recruiting Trends Report | 12
Sales, operations, and engineering
are the highest priority roles to fill
The demand for sales, operations and engineering talent is so prevalent that recruiting teams have to start thinking more strategically about
how to find and recruit these talent pools. Relying on data to pinpoint locations where the supply of talent is higher than the demand is a
crucial first step. Another successful tactic is targeting each of these functions with highly customized employer branding content.
What are the highest priority roles to fill at your company?
Sales
EngineeringOperations Information
technology
Business
development
1 2 4 53
Learn more:
How LinkedIn’s talent pool reports can guide you where and how to recruit
13. Global Recruiting Trends Report | 13
Employee referrals are the top
source of quality hires
The stats below illustrate the rise and reign of employee referrals. It’s no surprise that more and
more companies are starting to develop programs like these, given that referred employees are
faster to hire, perform better, and stay longer in the company.
What are your top channels for quality hires?
48%
46%
40%
34%
28%
Learn more:
Why employee referrals are the best way to hire | How to post a job on LinkedIn
Employee referrals
Third-party website or online job boards
Social professional networks
A third-party recruiter/staffing firm
Internal hires
14. Global Recruiting Trends Report | 14
Differentiating from the competition
is a top concern for recruiters
When your team is strapped for resources and dealing with intense competition, focus on initiatives that can bring you
scale. One of the most effective ways to do that and differentiate from your competitors is to work on your employer
brand. Craft messaging that is the right blend between what your target candidates are looking for and the unique value
proposition of your company.
What are the top challenges your team is facing?
Limited
budget
Small recruiting
team
Workforce
planning
High turnover in
my company
57%
Competition
for talent
Learn more:
Read the 2016 Talent Trends Report to find what candidates rank as most important in a job
35% 27% 27% 23%
16. Global Recruiting Trends Report | 16
2012 2013 2014 2015 2016
Compared to last year, more
recruiting budgets will stay flat
Fewer recruiting teams will be enjoying bigger budgets this year -- in fact, one out of two teams will have to
deal with a flat budget. This is yet another reason to think about investing your team’s time in initiatives and
tools which will bring you scale and allow for automation of time-consuming tasks.
How do you expect your organization’s budget to change over the next year?
52%
37%
42%
30%
31%
44%
47%47%
44%
41%
Stay the same Increase
17. Global Recruiting Trends Report | 17
The percentage of leaders globally who say
their budgets will increase in 2017
Brazil29%
Southeast Asia54%
France
U.S.
Canada
India
China
Germany
Netherlands
UK
24%
33%
26%
63%
46%
41%
30%
31%
South Africa45%
18. Global Recruiting Trends Report | 18
Most teams invest their budgets in
job postings and staffing agencies
Despite recruiters sharing that employee referrals are the top source of quality hires, very little budget gets
allocated to referral programs. Same with employer branding – described as one of the most important trends,
it is one the last places where teams invest. The bulk of the team’s budget goes to more traditional tactics like
posting jobs and staffing agencies.
What is the current breakdown of your recruiting budget?
Job boards/advertising
Recruitment agency costs
Recruiting Tools
(e.g. sourcing, screening, ATS, CRM)
Employee referral program
Employer branding
Recruiting events
Other
30%
22%17%
9%
8%
8%
8%
19. Global Recruiting Trends Report | 19
If money weren’t a constraint, talent
leaders would invest in branding and tools
Given the opportunity, most leaders would prioritize investing in long-term strategic plays like branding, tools, candidate experience,
and upskilling their teams, instead of some of the short-term needs that they currently resource. Below is a great list of big bets you
can explore in 2017.
If you had unlimited budget, where would you invest?
New technology Better sourcing
tools
Candidate
experience
Training for
recruiters
39% 38% 30% 29%
Employer branding
53%
21. Global Recruiting Trends Report | 21
While leaders under-invest in
employer branding, they do
appreciate its impact
Most teams spend only a small portion of their budgets on employer branding. Yet, the stat below
shows that leaders overwhelmingly believe in its importance. One reason for this paradox is that
employer branding ROI is hard to measure and most teams cannot show a direct correlation
between a stronger candidate pipeline and their branding efforts.
of talent leaders agree
that employer brand has a
significant impact on their
ability to hire great talent80%
22. Global Recruiting Trends Report | 22
Partnering with marketing is
the key to employer branding
As many recruiting teams are struggling with resourcing employer branding, they look to their
marketing partners for support. This usually includes joint ownership of social media channels and
asset production, and is more typical for larger companies. This partnership also accounts for the
reason why many companies have up to five people managing their employer brand.
Who manages your company’s employer brand?
How many people manage
your employer brand?
No one
Someone part time
1-5
More than 5
9%
13%
52%
19%
Recruiting collaborates with marketing/comms
Recruiting is primarily responsible
Recruiting has little or no involvement
Company doesn’t do employer branding
36%
20%
30%
10%
23. Global Recruiting Trends Report | 23
Company culture messaging
is effective at grabbing
candidates’ attention
Both candidates and recruiters are on the same page company culture is crucial when it comes to
standing out from other employers. However, aside from culture, candidates are more interested in
hearing about the company’s long-term vision and fun perks over its reputation.
Recruiters:
What do you think attracts candidates
to your company?
Candidates:
What information would be helpful when
considering a potential employer?*
*Source: LinkedIn Talent Trends 2016 Report
1 Culture and values
2 Perks and benefits
1 Company culture
2 Company reputation
3 Challenging work 3 Mission and vision
24. Global Recruiting Trends Report | 24
What swayed you to accept your current company’s job offer?*
45% 44% 44%
However, if you want candidates
to accept your job offer, focus on
career growth
Employer branding should not focus only on company culture and perks. When candidates have to give
their final answer on a job offer, the deciding factor for them is how your company would impact their career
advancement and how stimulating the job will be (both financially and intellectually). This is a great reminder
that your employer branding messaging should vary, depending on the priorities of your audience.
Better compensation/
benefits
Opportunities for
career advancement
Challenging work
*Source: LinkedIn Talent Trends 2016 Report
25. Global Recruiting Trends Report | 25
The company’s website and social
media are top ways to promote
and measure your brand
Most teams generate awareness by relying on their website and LinkedIn. Measuring the effectiveness
of their efforts is more challenging, and that’s where aside from web and social metrics, teams get more
creative by looking at internal survey data and best employer awards.
What are the best channels for you to build an
employer brand?
What are the top ways you measure your
employer brand?
36%61%
34%55%
32%40%
28%35%
25%31%
Traffic to my company’s career websiteMy company’s career site
Survey on current employee perceptionsLinkedIn
Social media engagementThird-party website or job board
Top employer rank listsFacebook
Number of social media followersCampus recruiting
27. Global Recruiting Trends Report | 27
Diversity, automation, and focus on
mission are key trends for the future
Given that recruiters report limited headcount and budget, while hiring demands are growing, it makes sense that automation is
top of mind for the industry. Automation would increase the speed of screening candidates, minimize human bias, and help assess
soft skills more precisely. Many companies are also interested in diversity and purpose initiatives as a way to differentiate from
competitors and boost engagement. Large companies are driving the focus on big data, listing it as their #1 trend.
Recruiting more
diverse candidates
Innovative
interviewing tools
Soft skills
assessments
Company mission as
a differentiator
Using big data
What are the top trends that will shape the recruiting industry in the next few years?
37% 35% 34% 33% 29%
28. Global Recruiting Trends Report | 28
Find out more about the candidates’ perspective:
Talent Trends 2016 Report: Data on How Candidates Want to be Recruited
See what it takes to engage the candidate end-to-end:
Modern Recruiter’s Guide: The Candidate’s Journey on LinkedIn
Learn how to build and promote your employer brand:
The Employer Branding Playbook
1
2
3
Next steps
Dig deeper into the topics uncovered by this report and learn more about LinkedIn:
29. Global Recruiting Trends Report | 29Global Recruiting Trends Report | 29
Survey methodology
We surveyed 3,973 talent acquisition decision makers who work in a corporate HR department, are at the manager level or higher
and have some authority in their company’s recruitment solutions budget. These survey respondents are LinkedIn members who were
selected based on information in their LinkedIn profile and contacted via email.
We also compared historical Global Recruiting Trends research taken from 2012 – 2015, which had similar sampling criteria and
methodology: in previous waves we surveyed 1-2K corporate talent acquisition decision makers who are at the manager level or higher.
Company size:
Seniority:
39%
27%
34%
Small
200 or fewer employees
Large
>1000 employees
Medium
201-1000 employees
ManagerVP/CXO
Partner/Owner
Director
64%
17%
11%
9%
Industry:
25% Professional Services
13% Technology
11% Retail and Consumer Products
7% Architecture and Engineering
7% Financial Services and Insurance
7% Government / Education / Nonprofit
7% Manufacturing / Industrial
7% Healthcare and Pharmaceutical
6% Aero / Auto / Transport
3% Oil and Energy
30. Global Recruiting Trends Report | 30
US 377
Canada 326
Nordics 112
Australia 159
South East Asia 412
South Africa 104
Brazil 331
India 351
Italy 153
MENA 170
Spain 149
France 283
China 278
Mexico 126
UK 299
Germany 124
Belgium 72 Netherlands 147
Geographical distribution of the
survey sample
31. Global Recruiting Trends Report | 31
About LinkedIn Talent Solutions
Attract, engage, and recruit the best talent using the world’s largest professional network.
LinkedIn Talent Solutions helps you source talent, post jobs, build your employer brand and
create a stellar referral program.
Visit our website
Read our blog
Follow us on Facebook
Connect with us on LinkedIn
See our videos on YouTube
Follow us on Twitter
Check out our SlideShare
32. Global Recruiting Trends Report | 32
Authors
Allison Schnidman
Senior Market Research Manager
Maria Ignatova
Global Content Marketing Lead
Lorraine Hester
Market Research Manager
Lydia Abbot
Associate Content Marketing Manager
Peer Pluntke
Research Associate
Research Editorial
Thanks to Esther Cruz and Andrew Freed.