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India
Recruiting Trends 2016
Introduction
To truly influence business decisions, you
need to understand where the industry is
going. This annual report ...
Index
02
04
07
10
13
16
19
22
Introduction
Key takeaways
Quality of hire: The magic metric
Employee referrals: On the rise...
Key Takeaways
Most important trends
75%
* What is the single most valuable metric that you use to track your recruiting team’s performan...
2011 2012 2013 2014 2015
Hiring volume increase
Hiring budget increase
0%
25%
50%
75%
100%
63%
76%
71%
78%
50%
57%
50%
53%...
Quality of hire:
The magic metric
* What is the single most valuable metric that you use to track your recruiting team’s performance today?
* What metrics d...
* In general how well does your organization measure quality of hire? Read more on the blog 9
Leaders who think their comp...
Employee referrals:
On the rise
20132011 2012 2014 2015
43%
55%
42%
0%
50%
100%
Employee referral programs Internet job boards Social professional network...
India leads usage of referral programs
* In general how well does your organization utilize our employees for job referral...
Employer brand:
Shared responsibility
75%
Download the graphs 14
* Please indicate the extent to which you agree with the following as they relate to your compa...
Talent acquisition owns employer brand
Talent acquisition shares or contributes to
managing employer brand
2012 2013 2014 ...
Retention and
internal mobility:
Time to align
29%
47%
22%
Very much so
To some extent
Not much/Not at all
Don’t know
28% 45% 25%
2%
*Figures may not add to 100% due to ...
75%
Time to focus on internal hiring
* Which of the following statements best describes your company's internal hiring / i...
Parting Thoughts
Recruiting trends that are here to stay.
75%
* What do you consider to be the three most essential and long-lasting trends...
Put these insights into action
75%
21
1
2
3
Download the global report. Visit our website to download the global
report an...
Methodology
About this report
We surveyed 3,894 talent acquisition decision makers who work in a corporate HR department and have some...
24
US: 200
Canada: 305
Mexico: 150
South East Asia: 300
Brazil: 231
China: 200
Australia /
New Zealand: 300
South Africa: ...
About LinkedIn Talent Solutions
LinkedIn Talent Solutions offers a full range of recruiting solutions to help organization...
Researchers
Sam Gager
Team Lead, Research
LinkedIn
26
Erin Stites
Research Consultant
LinkedIn
Kate Hastings
Global Insigh...
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Recruiting Trends 2016

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Recruiting Trends 2016

  1. 1. India Recruiting Trends 2016
  2. 2. Introduction To truly influence business decisions, you need to understand where the industry is going. This annual report uncovers recruiting trends in India that will move your organization forward, and help position yourself 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.
  3. 3. Index 02 04 07 10 13 16 19 22 Introduction Key takeaways Quality of hire: The magic metric Employee referrals: On the rise Employer brand: A cross-functional priority Retention & internal mobility: Time to align Parting thoughts Methodology
  4. 4. Key Takeaways
  5. 5. Most important trends 75% * What is the single most valuable metric that you use to track your recruiting team’s performance today? * Out of the quality hires your organization made in the past 12 months, which of the following were the most important sources? * To what extent is the talent acquisition function at your company responsible for managing employer brand? * Over the next 12 months, which of the following would you consider to be the most important priorities for your organization? With growing business optimism in India, business leaders are looking for quality talent to deliver rapid and sustainable growth. It comes as no surprise, that talent leaders use quality of hire tops as the most valuable performance metric. To attract quality hires, organizations are heavily using employee referral programs. Companies are also putting more focus on employer brand, making it a shared responsibility between talent acquisition and cross-functional partners. And since talent leaders want to keep the talent they worked so hard to recruit, employee retention has emerged as a top priority. 39% agree quality of hire is the most valuable performance metric 36% say employee retention is a top priority over the next 12 months 37% either share or contribute to employer branding 55% say that employee referral programs are the top source of quality hires Share these stats 5
  6. 6. 2011 2012 2013 2014 2015 Hiring volume increase Hiring budget increase 0% 25% 50% 75% 100% 63% 76% 71% 78% 50% 57% 50% 53% 62% 68% Finding candidates in high demand talent pools Compensation Competition 40% 32% 38% Biggest challenges 75% Send these stats to your CFO 6 * How do you expect the hiring volume across your organization to change in 2016 versus 2015? * How has your organization’s budget for recruiting / talent acquisition solutions changed from 2015 to 2014? * What are your company’s biggest obstacles to attracting the best talent? The gap between hiring volume and budget has significantly widened this past year. While hiring volumes remain stagnant, the budget for recruiting solutions has dropped. This means that talent leaders have to do more with less. Hiring volume vs. budget Obstacles to attracting top talent  
  7. 7. Quality of hire: The magic metric
  8. 8. * What is the single most valuable metric that you use to track your recruiting team’s performance today? * What metrics does your organization use to track quality of hire? 75% 75% Download the graph 8 measure quality of hire through new hire performance evaluation50% measure quality of hire through time to productivity45% measure quality of hire through turnover or retention statistics43% Most valuable metric Measuring quality of hire Quality of hire keeps the top spot While the urgency to fill roles caused “time to fill” to grow to this past year, quality of hire continues to be the most valuable performance KPI. Most companies measure quality of hire with performance indicators, like new hire performance evaluation and time to productivity. Quality of hire Time to fill Hiring manager satisfaction Cost per hire 2014 2015 39% 46% 26% 12% 31% 13% 13%13% Quality of hire Time to fill Hiring manager satisfaction Cost per hire 2014 2015 39% 46% 26% 12% 31% 13% 13%13%
  9. 9. * In general how well does your organization measure quality of hire? Read more on the blog 9 Leaders who think their companies measure quality of hire "best in class" or "very well" Australia/ NZ China SE Asia MENA India 33% 0% 100% Global average 19% 20% 39% 43% 54% India leaders confidently measure quality of hire High = We are best in class / Very Well Low = Somewhat well / not too well / not at all How well organizations feel they measure quality of hire While most talent leaders aren’t convinced they are measuring quality of hire effectively, those in India are feeling the most confident.
  10. 10. Employee referrals: On the rise
  11. 11. 20132011 2012 2014 2015 43% 55% 42% 0% 50% 100% Employee referral programs Internet job boards Social professional networks About LinkedIn Recruiter 11* Out of the quality hires your organization made in the past 12 months, which of the following were the most important sources? say employee referrals are an essential and long-lasting trend41% say social professional networks are an essential and long-lasting trend40% Top sources of quality hires Referrals are the top source of quality hires Employee referrals re-emerges as the top source of quality hires. Social professional networks continue to stay steady. Not only do talent leaders see employee referrals and social networks as top sources of quality hires, they also see them as long-lasting trends.
  12. 12. India leads usage of referral programs * In general how well does your organization utilize our employees for job referrals? 51% 53% Leaders who think they utilize employees for referrals "best in class" or "very well" Australia/ NZ China MENA SE Asia India 39% 0% 100% Global average 32% 32% 43% 55% 65% High = We are best in class / Very Well Low = Somewhat well / Not too well / Not at all / Don’t know How organizations utilize employee referrals While most countries don’t utilize their own employees for recruiting new hires, India is leveraging their employees extremely well. Strong relationships with employees and their networks will help organizations identify and source quality talent. About LinkedIn Referrals 12
  13. 13. Employer brand: Shared responsibility
  14. 14. 75% Download the graphs 14 * Please indicate the extent to which you agree with the following as they relate to your company’s employer brand? * Which channels or tools have you found most effective in spreading your employer brand? 2012 2013 2014 2015 62% 63% 52% 0% 50% 100% Social media (e.g. Facebook, Twitter) Company website Online professional networks (e.g. LinkedIn) 2012 2013 2014 2015 72% 78% 65% 0% 50% 100% Brand has a significant impact on our ability to hire great talent Employer brand is a top priority for our organization We have a unified employer brand that feels right for our company The push for employer brand is paying off How organizations value employer brand Most effective employer branding tools Employer brand grows as a priority, and as a result, organizations are creating a unified strategy. While the top employer brand channels may be down trending, social professional networks continue to be the best tool.
  15. 15. Talent acquisition owns employer brand Talent acquisition shares or contributes to managing employer brand 2012 2013 2014 2015 41% 37% 0% 50% 100% 75% * To what extent is talent acquisition at your company responsible for managing your company’s employer brand? Employer brand ownership Partnership with marketing is crucial As leadership pays more attention to employer brand, it becomes a more shared responsibility. Therefore, talent acquisition is working with cross-functional partners, usually marketing. A strong relationship with marketing will power talent brand excellence. Boost your talent brand 15 43% Say they share or contribute to employer branding with marketing
  16. 16. Retention and internal mobility: Time to align
  17. 17. 29% 47% 22% Very much so To some extent Not much/Not at all Don’t know 28% 45% 25% 2% *Figures may not add to 100% due to rounding. Employee retention Recruiting highly-skilled talent Internal hiring & transfers 36% 5% 31% Get the graphs 17 * Over the next 12 months, which would you consider to be the most important priorities for your organization? * To what extent does your company recruit the internal candidates? Employee retention emerges as a top priority Employee retention is top of mind with talent leaders. However, internal hiring (which helps address employee retention) is significantly lower on the priority scale. Furthermore, less than one-quarter aren’t recruiting internally at all. Leaders who are truly concerned about retention will start to prioritize internal recruiting. Recruiting priorities Recruiting internal candidates
  18. 18. 75% Time to focus on internal hiring * Which of the following statements best describes your company's internal hiring / internal transfer efforts? A well-defined program for advancement opportunities Ad-hoc internal hiring process A well-defined program for lateral opportunities Internal hiring program is not run by talent acquisition group No internal hiring program 32% 24% 15% 13% 9% Re-recruit your talent 18 Since internal hiring isn’t a top priority, there is no standard approach. While the majority of organizations have a well- defined program for career advancement, a large number of internal hiring occurs on a case-by-case basis. Even 13% say internal hiring isn’t even run by talent acquisition. Not only should talent leaders formalize the internal recruiting process, but recruiters should maintain relationships with candidates post-hire and keep them in their long-term pipeline.
  19. 19. Parting Thoughts
  20. 20. Recruiting trends that are here to stay. 75% * What do you consider to be the three most essential and long-lasting trends in recruiting for professional roles? Get the graphs 20 Employee referral programs Utilizing social and professional networks Employer branding Measuring quality of hire Internal hiring/transfers 41% 40% 34% 22% 21% Looking ahead, there are certain areas that will continue to remain dominant, like social professional networks and measuring quality of hire. We also expect employee referral programs, employer branding and internal hiring to get stronger in 2016 and beyond. The common thread among all these is the power of relationships – the relationships you have with your potential candidates, cross-functional partners, and employees will pave the path to success.
  21. 21. Put these insights into action 75% 21 1 2 3 Download the global report. Visit our website to download the global report and see what’s trending worldwide. Share the data. Present this report, or download all the graphs here to share these insights with your boss, CFO, team and direct reports. Continue learning. Dig into certain topics by download ebooks and tip sheets on talent brand measurement, strategic sourcing, and more. Now that you have the data, use it to plan for the future. Set yourself up for success by incorporating these trends and insights into your strategies. Start planning for next year, get buy-in from leadership and your team, and show off your strengths by using the data today:
  22. 22. Methodology
  23. 23. About this report We surveyed 3,894 talent acquisition decision makers who work in a corporate HR department and have some authority in their company’s recruitment solutions budget. These individuals focus exclusively on recruiting, manage a recruiting team, or are HR generalists. These survey respondents are LinkedIn members who opted to participate in research studies. They were selected based on information in their LinkedIn profile and contacted via email. We also compared historical Global Recruiting Trends research taken from 2011 – 2014, which had similar sampling criteria and methodology. 23 Survey fielded August – September 4,125 global respondents2014 Survey fielded August – September 3,379 global respondents2013 Survey fielded May – July 3,028 global respondents2012 Survey fielded April – June 3,263 global respondents2011 Learn what’s trending around the globe. Download the report
  24. 24. 24 US: 200 Canada: 305 Mexico: 150 South East Asia: 300 Brazil: 231 China: 200 Australia / New Zealand: 300 South Africa: 123 India: 298 Nordics: 87 Italy: 199 MENA: 180 UK: 405 Spain: 180 Germany: 200France: 200 Benelux: 225
  25. 25. About LinkedIn Talent Solutions LinkedIn Talent Solutions offers a full range of recruiting solutions to help organizations of all sizes find, engage, and attract the best talent. Founded in 2003, LinkedIn connects the world’s professionals to make them more productive and successful. With over 350 million members worldwide, including executives from every Fortune 500 company, LinkedIn is the world’s largest professional network. Subscribe to our Blog talent.linkedin.com/blog Check out our Slideshare slideshare.net/linkedin-talent-solutions Follow us on twitter @hireonlinkedin See our videos on YouTube youtube.com/user/LITalentSolutions Additional insights [need shortlink for https://business.linkedin.com/talent- solutions/ms/build-engage-recruit-staffing/home] Connect with us on LinkedIn www.linkedin.com/company/1337 25
  26. 26. Researchers Sam Gager Team Lead, Research LinkedIn 26 Erin Stites Research Consultant LinkedIn Kate Hastings Global Insights Director LinkedIn Nathan Gordon Research Associate LinkedIn Authors   Stephanie Bevegni Marketing Manager LinkedIn Lydia Abbot Marketing Associate LinkedIn Afrodisia Cuevas Research Associate LinkedIn

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