A survey of 299 Canadian recruiting professionals found that despite macroeconomic trends, hiring in Canada remains relatively strong, with over 40% seeing an increase in hiring volume from 2011. Competition for talent and employer branding are key priorities. While passive talent sourcing and talent pipelining are important, consistent measurement of recruiting metrics like employer brand is lacking. Quality of hire is the most important metric but data-driven decision making remains a challenge for most organizations.
Click through to see the top corporate recruiting trends for Canada in 2012.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
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Click through to see the top corporate recruiting trends for the U.S. in 2012.
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
Click through to see the top corporate recruiting trends for Australia in 2012.
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
Click through to see the top corporate recruiting trends for India in 2012.
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
Career development in the canadian workplace, national business survey employ...CERIC
Employer Size Analysis
CERIC’s latest analysis of its National Business Survey presents a breakdown of results by employer size—fewer than 10 employees, 10 to 49 employees, 50 to 99 employees, 100 to 499 employees, and more than 500 employees—and points to differing views on the labour market, training obligations and soft skills.
Click through to see the top corporate recruiting trends for Canada in 2012.
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
Click through to see the top corporate recruiting trends for the U.S. in 2012.
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
Click through to see the top corporate recruiting trends for Australia in 2012.
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
Click through to see the top corporate recruiting trends for India in 2012.
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
Career development in the canadian workplace, national business survey employ...CERIC
Employer Size Analysis
CERIC’s latest analysis of its National Business Survey presents a breakdown of results by employer size—fewer than 10 employees, 10 to 49 employees, 50 to 99 employees, 100 to 499 employees, and more than 500 employees—and points to differing views on the labour market, training obligations and soft skills.
The Social Software and Business Value: The Case for Talent AcquisitionHuman Capital Media
For the last several years, companies such as Google, Amazon.com and Wal-Mart have become masters of data analytics and social outreach. They leverage data on consumer buying behaviors and social interactions to drive business decisions at all levels of the organization. Now we are looking at managing our hiring candidate pools with the same level of analysis and engagement. The clear line that used to separate how we interacted with our customers and how we interacted with our prospective employees has faded away. Join Stacey Harris, vice president of research for Brandon Hall Group, as she shares recent research and key practices in expanding your talent pools and leveraging social software to improve talent acquisition efforts.
Key takeaways include:
Understanding the social software space for talent acquisition.
Key practices in widening talent pools.
Tips for building a strong business case for social talent acquisition.
Las aerolíneas y las compañías vinculadas al desarrollo aeroespacial son por lejos las compañías más atractivas para trabajar. Esto de acuerdo a una encuesta aplicada por Randstad en 12 países alrededor del mundo.
Exclusive research by PersonnelToday.com and Cezanne Software on Global HRTony_Flanagan
UK companies are more at risk of missing talent opportunities than organisations in the US and Western Europe due to not managing succession planning on a global basis.
Less than half (47%) of UK-based international companies manage succession planning globally, compared to 69% of organisations based in Western Europe or North America.
This is according to exclusive research by Personnel Today and international HR software company Cezanne, which also found that 27% of UK organisations not conducting succession planning across their global offices would like to do so in the future.
For more information on the findings, you must read the full report.
Shows the importance of conducting employee opinion surveys.
Companies lose $350 billion a year because of employee disengagement. Disengaged employees impact your business' productivity, level of innovation, and ultimately the bottom line.
Many firms struggle to find top talent. This ins't a new problem, but solving it can be an enigma. The talent is out there, learn how to break the code and find more than your fair share.
New eBook on the business case for Recruitment Process Outsourcing.
Earn Your Place at the Top With an HR Master’s Degree.
With HR employment projected to grow 22% by 2018*, now is the time to set yourself up for success in a flourishing field. Complement your experience with a Master of Science in Human Resource Development degree – now offered online from Villanova University, ranked the #1 Regional University in the North for nearly two decades by U.S. News & World Report. Empower yourself with today’s best HR practices through guidance from the same accomplished instructors who teach Villanova’s acclaimed campus-based HR master’s program.
The Social Software and Business Value: The Case for Talent AcquisitionHuman Capital Media
For the last several years, companies such as Google, Amazon.com and Wal-Mart have become masters of data analytics and social outreach. They leverage data on consumer buying behaviors and social interactions to drive business decisions at all levels of the organization. Now we are looking at managing our hiring candidate pools with the same level of analysis and engagement. The clear line that used to separate how we interacted with our customers and how we interacted with our prospective employees has faded away. Join Stacey Harris, vice president of research for Brandon Hall Group, as she shares recent research and key practices in expanding your talent pools and leveraging social software to improve talent acquisition efforts.
Key takeaways include:
Understanding the social software space for talent acquisition.
Key practices in widening talent pools.
Tips for building a strong business case for social talent acquisition.
Las aerolíneas y las compañías vinculadas al desarrollo aeroespacial son por lejos las compañías más atractivas para trabajar. Esto de acuerdo a una encuesta aplicada por Randstad en 12 países alrededor del mundo.
Exclusive research by PersonnelToday.com and Cezanne Software on Global HRTony_Flanagan
UK companies are more at risk of missing talent opportunities than organisations in the US and Western Europe due to not managing succession planning on a global basis.
Less than half (47%) of UK-based international companies manage succession planning globally, compared to 69% of organisations based in Western Europe or North America.
This is according to exclusive research by Personnel Today and international HR software company Cezanne, which also found that 27% of UK organisations not conducting succession planning across their global offices would like to do so in the future.
For more information on the findings, you must read the full report.
Shows the importance of conducting employee opinion surveys.
Companies lose $350 billion a year because of employee disengagement. Disengaged employees impact your business' productivity, level of innovation, and ultimately the bottom line.
Many firms struggle to find top talent. This ins't a new problem, but solving it can be an enigma. The talent is out there, learn how to break the code and find more than your fair share.
New eBook on the business case for Recruitment Process Outsourcing.
Earn Your Place at the Top With an HR Master’s Degree.
With HR employment projected to grow 22% by 2018*, now is the time to set yourself up for success in a flourishing field. Complement your experience with a Master of Science in Human Resource Development degree – now offered online from Villanova University, ranked the #1 Regional University in the North for nearly two decades by U.S. News & World Report. Empower yourself with today’s best HR practices through guidance from the same accomplished instructors who teach Villanova’s acclaimed campus-based HR master’s program.
Everything I Knew about the College Job Hunt Was WRONG - And Here's How You C...LinkedIn Higher Education
Some things work in the student job search – and some don't. LinkedIn recruitment staffer Andrew Kung was in your shoes last year and now he's here to help you sort out what will get you a job – and what will just waste your time.
Want more tips? Check out: http://bit.ly/collegejobtips
My books- Hacking Digital Learning Strategies http://hackingdls.com & Learning to Go https://gum.co/learn2go
Resources at http://shellyterrell.com/classmanagement
The reality for companies that are trying to figure out their blogging or content strategy is that there's a lot of content to write beyond just the "buy now" page.
From HR Leader to Business Leader: 7 StrategiesTo Achieve Maximum Impact In Your Organization - MEGA session Presentation given by Jennifer McClure - President, Unbridled Talent LLC at the 2012 SHRM Annual Conference in Atlanta, GA
At MREC 2012, LinkedIn’s Leela Srinivasan presented observations from data and surveys on the movement towards mobile recruiting.
Read Leela’s blog post, “3 Reasons You Can No Longer Ignore Mobile Recruiting” http://linkd.in/GzWEOL
Learn more about LinkedIn Talent Solutions: http://linkd.in/18uJpZ1
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Paradigm shift - Building a new talent management model to boost growthEY
Nearly five years after the financial crisis erupted, a sustained global economic recovery remains elusive. Nothing less than a fundamental change in thinking is required to tackle the talent shortfall.
http://www.ey.com/GL/en/Issues/Driving-growth/Growing-Beyond---Paradigm-Shift---Overview
Our Growing Beyond program explores opportunities across expanding into new markets, finding new ways to innovate & implementing new approaches to talent.
www.ey.com/growingbeyond
Social is the future of recruiting. At the Jobvite Future of Social Recruiting in Atlanta, Georgia, Jobvite executives and customers discussed how social recruiting is changing the way we source and hire candidates. In these presentations, by Dan Finnigan, David Lahey, Bill Glenn, Alex Putman and Michael Nigro, you will learn everything you need to know about social and the future of recruiting.
Career development in the canadian workplace location breakdownCERIC
In an effort to understand the state of career development in the Canadian workplace, CERIC commissioned Environics Research Group to survey 500 employers in the fall of 2013. The survey charts new territory with an in-depth look at the response of Canadian business to youth unemployment, the business view on just how real skills shortages are in this country, and insights on exactly how business is recruiting and training talent today.
Among the questions that will be answered: In a world of LinkedIn, are resumes obsolete? What is the gap between what Canadian businesses want of young workers compared to what they actually bring to the job? And what kind of support are companies providing for career development today?
cPrime's latest Agile Meetup discussion will center around methods for how to monitor and validate the performance of agile.
Many firms that have been doing agile can not determine how or if it has had an impact on the company. Agile expert, Jeff Howey will discuss ways to evaluate agile performance. Join our webinar to learn how to identify the benefits of agile and uncover the differences between companies that exhibit "agile-like" behavior and highly functioning teams.
Innovation is on everyone’s mind today. Though who is really accountable for innovation in an organization? Is there a department or function who is responsible? Or innovation is everyone’s business?
To address some of these, we at ideacomb, conducted a survey of HR and talent management professionals across North America during April-May 2012. The topic of the survey was “Can effective Talent management drive Innovation?”. Do HR & Talent management professionals see they have an important role in fostering the culture of innovation?
Presentation given by Jodie Slaughter, FASAE and Jodie Slaughter, FASAE President and Founding Partner, McKinley Advisors and
Michelle Mason, CAE, FASAE, CQIA
Managing Director, ASQ
at ASAE Annual Meeting 2012
Member Models and Their Relation toValue in a Time of Change
2. Methodology All respondents:
work in a corporate HR/recruiting setting
Surveyed 299 recruiting represent an even mix of small, midsize
and large enterprises
professionals in Canada have at least some budget authority
with a LinkedIn profile. focus solely or significantly on recruitment
May - July 2012
Nordics: 113
Netherlands: 226
UK: 334
Canada: 299
Germany: 97
Spain: 100 France: 224
USA: 755
Italy: 99
Australia: 280
Brazil: 226 India: 255
2
3. 6 notable trends in Canada - summary
1. Hiring surprisingly healthy
2. The (competitive) heat is on
3. Passive talent and pipelining remain essential
4. Quality of hire the name of the game
5. Employer branding the hot topic
6. Data-driven decision making is Achilles heel
3
5. Among those who are hiring, over 40 percent seeing
volume increase in 2012
100% 100%
80% 41% Hiring more 80% 38%
46% 50%
60% 60%
Hiring same
34%
40% 42% 40%
41% 35%
20% Hiring less 20%
28%
13% 18% 15%
0% 0%
2011 2012 2011 2012
“Considering only full and part-time professional employees, how do you
expect the hiring volume across your organization to change this year?”
5
6. Budget growth almost in line with hiring growth
100% 100%
37% 30%
80% 38% Increase 80% 41%
60% 60%
Same 43%
40%
49% 44% 40%
45%
20% Decrease 20%
27%
13% 19% 14%
0% 0%
2011 2012 2011 2012
“How has your organization's budget for recruiting solutions changed from last year?”
6
8. Top Canadian obstacles to attracting top talent reflect
highly competitive landscape
Biggest obstacles to attracting top talent
Competition 1 48% 1 41%
Compensation 2 41% 2 39%
Lack of awareness or interest in our employer brand 3 24% 3 25%
Location 4 23% 4 25%
Recruiting team too small 5 16% 5 15%
Recruiting team doesn't have the right tools/systems 6 14% 6 13%
Lack of awareness that we're hiring 7 12% 7 12%
Inability to effectively use data to improve our approach 8 9% 8 9%
Quality of talent currently at our company 9 7% 9 7%
Recruiting team skills 10 6% 11 4%
Company performance 11 5% 10 6%
Other 10% 11%
8
9. Chief competitive threats
Recruiting leaders in Canada are most concerned their
competitors will…
Learn to use social networking and social media more
effectively
Build and nurture strong talent pools or pipelines
Invest in employer brand
10. Similarities between competitive threats and top long-
term trends
Top long-lasting trends
Utilizing social and professional networks 1 41%
Finding better ways to source passive candidates 2 38%
Upgrading employment branding 3 27%
Training recruiters and hiring managers 4 24%
Boosting referral programs 5 22%
Optimizing your career site 6 20%
Recruiting globally 7 18%
Measuring quality of hire more consistently 8 17%
Reducing dependence on traditional job boards 9 15%
Revitalizing corporate jobs/career sites 10 12%
Using CRM technology to manage talent leads 11 12%
Reducing spend on staffing firms 12 12%
10
11. Recruiting through the eyes of Canadian talent
acquisition professionals
“Recruiting is…”
11
13. Most believe in the importance of passive talent and
the practice of pipelining talent
Passive talent Pipelining talent
Passive talent a focus Engaged in pipelining talent
Passive talent not a focus Not engaged in pipelining talent
21%
40%
60%
79%
13
15. Quality of hire is the single most important metric for
corporate recruiters; cost per hire surprisingly low on list
Single most important recruiting metric
Quality of hire 1 40% 1 45%
Time to fill 2 28% 3 21%
Hiring manager satisfaction 3 25% 2 22%
Other 4 4% 5 3%
Cost per hire 5 3% 4 8%
15
16. Fastest-rising source of quality hires: company career
site; Fastest falling: legacy job boards, internal hires
Biggest YoY
Best sources for key quality hires changes
Company career website 1 44% +11%
Employee referral programs 2 39% +4%
Internal hires 3 39% -7%
Social professional networks (e.g. LinkedIn) 4 31% +4%
Internet job boards 5 30% -7%
Recruitment agencies 6 17% -5%
Your ATS/internal candidate database 7 12%
Internet resume databases 8 12%
College recruiting programs 9 9%
General career fairs 10 7%
Your CRM system 11 4%
Print newspapers/trade journals 12 3%
16
18. Employer brand seen as critical in hiring great talent
88% 83%
Agree that employer brand has
significant impact on ability
to hire great talent
75% 69%
Agree that employer brand is
a top priority for their
organization
18
19. Despite the climate of ‘more with less’, companies
investing in employer branding – especially in Canada
Increasing (53%) or
99% maintaining (46%) their
investment in employer
brand in 2012
91%
19
21. Despite its importance, measurement of employer
brand inconsistent
Regularly measure the health
35% of employer brand in a
quantifiable way 33%
Regularly survey candidates
25% to understand employer brand
position 32%
21
22. In general, talent acquisition must become more data-
driven in order to lead the business
Believe their organization
28% utilizes data well to make
hiring decisions 26%
Believe they are average,
72% or poor at using data to
make hiring decisions 74%
22
23. 6 notable trends in Canada - summary
1. Hiring surprisingly healthy. Despite macro trends, hiring in Canada is relatively strong.
Over 40 percent say hiring volume up from 2011; another 42 percent hiring at same rate.
Budgets appear to be trending roughly in line.
2. The (competitive) heat is on. Competition and compensation are cited as biggest
obstacles to hiring top talent; respondents are most worried their competitors will learn to
use social platforms more effectively, pipeline talent, and invest in employer branding.
3. Passive talent and pipelining remain essential. 60 percent say passive talent is a focus,
and almost 80 percent do some form of talent pipelining.
4. Quality of hire the name of the game. 40 percent cite quality of hire as most critical metric;
career sites, employee referrals, and professional networks are rising as quality sources.
5. Employer branding the hot topic. 88 percent agree employer brand has a significant
impact on ability to hire great talent; 75 percent say it’s an organizational priority. And an
incredible 99 percent are either increasing or maintaining employer brand investment.
6. Data-driven decision making is Achilles heel. Despite the importance of employer
branding, 35 percent regularly measure, and only 25 percent survey candidates. Only 28
percent say they use data well to make hiring decisions.
23
24. Additional resources
On how to recruit
http://talent.linkedin.com/passivetalent
passive talent
On how to dial up your
recruiting impact on http://talent.linkedin.com
LinkedIn
On best practices in
COMING SOON
employer branding
Read our blog http://lnkd.in/talent-blog
See more research http://lnkd.in/hireonlinkedin
Follow us @hireonlinkedin
24
25. Sampling and methodology
Survey fielding occurred between late May and late July 2012
N=299 talent acquisition professionals located in Canada, 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=290 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.