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.
Kate Hastings, Global Director, Insights, LinkedIn
Rajeev Mendiratta, VP, Head Workforce Management and Oversees Operations, Wipro
Melissa Thompson, Executive Director, Citrix
Hannah West, Global Resourcing and Employer Brand Manager, AXA
Stephanie Bevegni, Content Marketing Manager, Talent Solutions, Linkedin
To truly influence business decisions, you need to know what’s top of mind among your peers. In this session, LinkedIn researchers reveal emerging recruiting trends, upcoming challenges and opportunities ahead worldwide. You'll also hear from talent acquisition leaders about these trends, and how they are using this data to become a true business partner in 2016 and beyond.
Check out the best of Talent Connect: http://bit.ly/1MBqz6m
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.
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.
Sourcing, talent brand, and future recruiting trends to amplify your 2015 strategy.
Download the full Global Recruiting Trends report: http://lnkd.in/2015recruitingtrends
Top 8 Recruiting Trends and Strategies for 2016 Talemetry
View this presentation here: https://youtu.be/tw3LifLsJvg
For 2016 and beyond, candidates for jobs will be in tight supply. This presentation outlines the top 8 trends and strategies that will affect whether recruiters succeed or fail in this new recruiting paradigm.
Kate Hastings, Global Director, Insights, LinkedIn
Rajeev Mendiratta, VP, Head Workforce Management and Oversees Operations, Wipro
Melissa Thompson, Executive Director, Citrix
Hannah West, Global Resourcing and Employer Brand Manager, AXA
Stephanie Bevegni, Content Marketing Manager, Talent Solutions, Linkedin
To truly influence business decisions, you need to know what’s top of mind among your peers. In this session, LinkedIn researchers reveal emerging recruiting trends, upcoming challenges and opportunities ahead worldwide. You'll also hear from talent acquisition leaders about these trends, and how they are using this data to become a true business partner in 2016 and beyond.
Check out the best of Talent Connect: http://bit.ly/1MBqz6m
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.
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.
Sourcing, talent brand, and future recruiting trends to amplify your 2015 strategy.
Download the full Global Recruiting Trends report: http://lnkd.in/2015recruitingtrends
Top 8 Recruiting Trends and Strategies for 2016 Talemetry
View this presentation here: https://youtu.be/tw3LifLsJvg
For 2016 and beyond, candidates for jobs will be in tight supply. This presentation outlines the top 8 trends and strategies that will affect whether recruiters succeed or fail in this new recruiting paradigm.
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
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.
Discover actionable insights on emerging Asia Pacific hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Developing a more strategic recruiting approach can help your institution overcome certain challenges, increase quality of hire, and save time and money.
Discover how Clemson University grew their passive candidate database, plus:
• Reduced the number of hiring steps by almost 50%
• Reduced require approvals from 11 to 2
• Reduced time to hire by 13 weeks
• Increased their social media following in one year by 68%
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and place top candidates. To learn more, visit us here: http://bit.ly/1SCcmY2
Currently, only 20% of a candidate’s decision on whether to apply to a company is based on the channels directed by the company itself. How do recruiters influence the 80% of messages outside of their control?
This presentation was from a joint event LinkedIn held with CEB where CEB's Practice Leader, Thomas Handcock, discussed the topic of 'Branding for Influence' from CEB’s research followed by one of LinkedIn's media solutions consultant's, Aoife Morehead, who went into this in further detail using real life examples.
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
Get ahead in 2015 with LinkedIn's latest insights on sourcing, talent brand, and future recruiting trends. Download the full report: http://lnkd.in/2015recruitingtrends
Global Trends in RPO and Talent Recruitment 2014 Kelly Services
The report is based on the views of senior hiring managers from small, medium and large organizations from the Americas, Europe, Middle East and Africa (EMEA), and the Asia Pacific (APAC) region. It provides a rare glimpse into the key decisions that will impact businesses, particularly focusing on their workforce needs and the challenges they face in attracting and retaining talent in an uncertain economic environment.
It also shines a light on the latest developments in the area of recruitment process outsourcing (RPO) and reveals where businesses are headed in adopting innovative solutions to the growing challenge of skills shortages.
Vidya Chandra, LinkedIn
Monica Lewis, LinkedIn
There's active talent, and there's passive talent. Right? Wrong. Candidate behavior has changed, and in today's world there's no such thing as active and passive. Today, 90% of candidates are open to hearing about new opportunities. But how do you get to those open candidates? What strategies do you need to adopt to capitalize on this trend, and how can that transform your hiring? Learn how you can tap into the new sector of open candidates to get access to more high quality talent, faster.
Session highlights:
How the talent of today finds their next career move, and what it means for you.
Discover the signals that candidates give when they interact with your company, your employees, and your opportunities.
Learn about how you can leverage LinkedIn to tap into these signals to get high quality talent, faster.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
The role of networking and social media tools during job search: an informati...John Mowbray
A 20 slides in 6 minutes presentation given by John Mowbray at Edinburgh Napier University's School of Computing PhD Conference, May 2016.
The presentation details progress so far with John's PhD study
Linkedin global recruiting trends report 2017Pierre Bernard
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.
21st Century Talent Management: The New Ways Companies Hire, Engage, and LeadJosh Bersin
How are world-class companies managing their people in 2014 and beyond? This detailed research-based presentation overviews the new solutions for talent acquisition, leadership development, engagement, building Millenial leadership and employee capability development.
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
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.
Discover actionable insights on emerging Asia Pacific hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Developing a more strategic recruiting approach can help your institution overcome certain challenges, increase quality of hire, and save time and money.
Discover how Clemson University grew their passive candidate database, plus:
• Reduced the number of hiring steps by almost 50%
• Reduced require approvals from 11 to 2
• Reduced time to hire by 13 weeks
• Increased their social media following in one year by 68%
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and place top candidates. To learn more, visit us here: http://bit.ly/1SCcmY2
Currently, only 20% of a candidate’s decision on whether to apply to a company is based on the channels directed by the company itself. How do recruiters influence the 80% of messages outside of their control?
This presentation was from a joint event LinkedIn held with CEB where CEB's Practice Leader, Thomas Handcock, discussed the topic of 'Branding for Influence' from CEB’s research followed by one of LinkedIn's media solutions consultant's, Aoife Morehead, who went into this in further detail using real life examples.
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
Get ahead in 2015 with LinkedIn's latest insights on sourcing, talent brand, and future recruiting trends. Download the full report: http://lnkd.in/2015recruitingtrends
Global Trends in RPO and Talent Recruitment 2014 Kelly Services
The report is based on the views of senior hiring managers from small, medium and large organizations from the Americas, Europe, Middle East and Africa (EMEA), and the Asia Pacific (APAC) region. It provides a rare glimpse into the key decisions that will impact businesses, particularly focusing on their workforce needs and the challenges they face in attracting and retaining talent in an uncertain economic environment.
It also shines a light on the latest developments in the area of recruitment process outsourcing (RPO) and reveals where businesses are headed in adopting innovative solutions to the growing challenge of skills shortages.
Vidya Chandra, LinkedIn
Monica Lewis, LinkedIn
There's active talent, and there's passive talent. Right? Wrong. Candidate behavior has changed, and in today's world there's no such thing as active and passive. Today, 90% of candidates are open to hearing about new opportunities. But how do you get to those open candidates? What strategies do you need to adopt to capitalize on this trend, and how can that transform your hiring? Learn how you can tap into the new sector of open candidates to get access to more high quality talent, faster.
Session highlights:
How the talent of today finds their next career move, and what it means for you.
Discover the signals that candidates give when they interact with your company, your employees, and your opportunities.
Learn about how you can leverage LinkedIn to tap into these signals to get high quality talent, faster.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
The role of networking and social media tools during job search: an informati...John Mowbray
A 20 slides in 6 minutes presentation given by John Mowbray at Edinburgh Napier University's School of Computing PhD Conference, May 2016.
The presentation details progress so far with John's PhD study
Linkedin global recruiting trends report 2017Pierre Bernard
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.
21st Century Talent Management: The New Ways Companies Hire, Engage, and LeadJosh Bersin
How are world-class companies managing their people in 2014 and beyond? This detailed research-based presentation overviews the new solutions for talent acquisition, leadership development, engagement, building Millenial leadership and employee capability development.
The LinkedIn Job Search Guide is your tactical toolkit for getting a job you love.
The LinkedIn Job Search Guide can be read one page at a time, one chapter at a time, or in entirety. The recommended tactics and tools were developed with U.S. job seekers in mind, however many of the strategies may be applied internationally.
Good luck with your job search and we hope that the following guide will put you in the driver’s seat as you develop your career.
Brands That Do: Building Behavior Brands
by Susan Machtiger and Jaime Prieto
The importance and meaning of brands is in a state of turbulence. We live in a fragmented media world amidst unprecedented consumer control and content overload. It has become apparent that those brands that do not matter to consumers will soon fade into absolute irrelevance. So, what matters to consumers? How brands behave. Consumers are telling us to stop making empty promises and start acting in new and different ways. In other words, we should be building brands that do things that matter to their customers. Most companies need to rethink how they build and care for their brands. This Red Paper shows them how.
Digital Trends in 2017: Making Business Impact in a Changing WorldEdelman
Edelman Digital's 2017 report focuses on what we see as the
growing considerations that will impact brands.
Based on changes we observed in 2016, we’ll explore areas such as paid, search, influencers, conversational technologies, B2B
and others.
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
With many recruiting teams facing resource challenges on a regular basis, how can you stay proactive and navigative hiring cycles?
This presentation covers:
- Challenges facing companies hiring at scale
- The 2016 Global Recruiting Trends to embrace these
- Tips and tricks to put you on the fast track of hiring at scale
Here's a snapshot of LinkedIn’s US Staffing Trends Report, revealing 3 industry insights to amplify your 2015 strategy. Download the full report: http://linkd.in/1uNWJo9
The recruiting industry is changing rapidly. To stay competitive and craft a proactive recruiting strategy you need to know how and why. In this free seminar, you will learn the latest Nordic trends and “must know” facts that will keep you ahead of the curve and make you invaluable to your organization.
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.
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.
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. Introduction
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.
3. Index
Introduction
Key takeaways
Quality of hire: The magic metric
Employee referrals: On the rise
02
04
07
11
Employer brand: A cross-functional priority
Retention and internal mobility: Time to align
Parting thoughts
Methodology
15
19
23
26
5. Most important trends
75%
Talent leaders continue to value quality of hire as the most important metric to track performance, and most organizations
are measuring it with employee turnover. This could be why employee retention has emerged as a top priority over the
next year. Also, employee referral programs are a key source of quality hires and are growing as a long-term play. Lastly,
talent acquisition is investing more in employer brand, and working with cross-functional partners more than ever.
Share these stats 5
* What is the single most valuable metric that you use to track your recruiting team’s performance today?
* What do you consider to be the three most essential and long-lasting trends in recruiting for professional roles?
* Over the next 12 months, which of the following would you consider to be the most important priorities for your organization?
* Please indicate the extent to which you agree with the following as they relate to your company’s employer brand.
39%
agree quality of hire
is the most valuable
metric for performance
32%
say employee retention
is a top priority over the
next 12 months
59%
are investing more in their
employer brand
compared to last year
26%
consider employee
referral programs to be a
long-lasting trend
6. 2011 2012 2013 2014 2015
Hiring volume increase
Hiring budget increase
0%
25%
50%
75%
100%
44%
62%
46%
63%
31%
46%
32%
42%40%
51%
Finding candidates in high demand talent pools
Compensation
Competition
46%
39%
43%
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 is a continuous struggle, and their aligned movement indicates that this trend
isn’t going away anytime soon. This imbalance prevents organizations from overcoming obstacles or transforming their
talent strategies.
Hiring volume vs. budget Obstacles to attracting top talent
8. 75%
Download the graph 8
measure quality of hire through
new hire performance evaluation50%
measure quality of hire through
turnover or retention statistics49%
measure quality of hire through
hiring manager satisfaction43%
* What is the single most valuable metric that you use to track your recruiting team’s performance today?
Most valuable metric
Quality of hire keeps the top spot
While the urgency to fill roles has made “time to fill” increase slightly, quality of hire continues to be the most valuable
performance KPI. Most companies are measuring quality of hire with feedback methodology (such as new hire
evaluations and hiring manager satisfaction), or a long-term methodology (employee retention).
44%
39%
25%
18%
28%
21%
Quality of hire Time to fill Hiring manager
satisfaction
2014 2015
44%
39%
25%
18%
28%
21%
Quality of hire Time to fill Hiring manager
satisfaction
2014 2015
44%
39%
25%
18%
28%
21%
Quality of hire Time to fill Hiring manager
satisfaction
2014 2015
25%
18%
28%
21%
Time to fill Hiring manager
satisfaction
014 2015
9. * In general how well does your organization measure quality of hire?
High = We are best in class / Very well
Low = Somewhat well / Not too well / Not at all / Don’t know
But leaders lack confidence in measuring quality
Talent leaders aren’t convinced that they’re measuring quality of hire effectively. Only 33% of respondents feel that their
methodologies are strong, and an even smaller 5% felt “best in class.” Therefore, there’s a lot of opportunity to improve
how you calculate and present quality of hire.
Read more on the blog 9
How well organizations feel they measure quality of hire
Leaders who think their companies measure ROI "best in class" or "very well"
China United
Kingdom
United
States
France IndiaBrazil MENA
33%
0%
100%
Global average
20%
23%
32% 34% 36%
43%
54%
10. 10
“
”
Tiffany Ballve
Global Recruiting Manager
Appian
I'm not sure there is a secret sauce that can be applied across industries or even from
company to company, but how we measure quality of hire is tenure and speed of
career trajectory -- meaning promotions.
We take hire dates, roles, source of hire, and all promotion data into consideration.
Using that, we are able to "quantify" who the rock stars are, and can draw
commonalities or trends across those top performers. This helps our recruiters and
sourcers hone in on those candidate profiles, and bring them into the company.
12. Social professional networks
Internet job boards
Employee referral programs
43%
32%
42%
Employee referral programs as the most
important source of hire
2013 2014 2015
26%
0%
20%
40%
Referrals grow as a key source of quality hires
75%
While social professional networks take the top spot in sources of quality hires, employee referrals has grasped the
attention of talent leaders worldwide. It’s likely because referred employees have a longer tenure (Jobvite Index) and
higher job performance (ERE). As a result, more leaders consider employee referrals to be an essential trend.
Download the graphs 12
Top sources of quality hires Long-lasting trends in recruiting
* Out of the quality hires your organization made in the past 12 months, which of the following were the most important sources?
* What do you consider to be the three most essential and long-lasting trends in recruiting for professional roles?
Employee referral programs
13. Opportunities ahead for referral programs
Since employee referrals are starting to emerge as a long-lasting trend, there’s a huge opportunity to get ahead and
strengthen programs. 39% of talent leaders rank high on using employee referrals, but only 8% truly feel “best in class”. No
matter where your country is on the scale, there’s still progress to be made.
* In general how well does your organization utilize employees for job referrals? Learn about LinkedIn Referrals 13
51%
53%
Leaders who think they utilize employees for referrals "best in class" or "very well"
France United
Kingdom
Australia China IndiaBrazil United
States
39%
0%
100%
Global average
19%
30% 32% 32%
43%
51%
65%
71%
How organizations utilize employee referrals
High = We are best in class / Very well
Low = Somewhat well / Not too well / Not at all / Don’t know
14. 14
“
”
Steve Klingensmith
Recruiting Manager
Booking.com
Employee referrals are the single most important thing we do in recruiting. It is the
number one source of good, quality hires. Unfortunately, most companies treat their
referral program like an HR program. If you really want to succeed with referrals, you
need to treat it like a marketing program.
Also, candidates are more likely to listen to their own network and their friends. Our
employees are the ones who can most accurately vouch for what it’s like to work here.
Employee referrals get us a lot further in the conversation than we otherwise would have.
16. 2012 2013 2014 2015
55%
62%
59%
25%
50%
75%
Employer brand is a top priority for our organization
We have a proactive employer brand strategy
We are investing more in our employer brand
compared to last year
The push for employer brand is paying off
75%
* 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? Download the graphs 16
How organizations value employer brand Most effective employer branding tools
2012 2013 2014 2015
61%
47%
68%
0%
50%
100%
Social media (e.g. Facebook, Twitter)
Online professional networks (e.g. LinkedIn)
Company websiteSocial media (e.g. Facebook Twitter)
Online professional networks (e.g. LinkedIn)
Company website
After a dip last year, employer brand re-emerges as a top priority. Also, spending on employer brand has significantly
increased over the past two years. As a result, organizations are creating more proactive strategies and using more
outbound channels, like online professional networks and social media.
17. 75%
* To what extent is talent acquisition at your company responsible for managing your company’s employer brand? Boost your employer brand 17
Employer brand ownership
Talent acquisition shares or contributes to
managing employer brand
Talent acquisition owns employer brand
2012 2013 2014 2015
39%
32%
0%
50%
100%
As organizations invest more in their employer brand, talent acquisition teams worldwide continue to share employer brand
efforts with cross-functional partners. And who are they partnering with the most? Their marketing departments. A strong
relationship with marketing will be key to employer brand excellence.
47%
say they share or
contribute to employer
branding with marketing
Partnership with marketing is crucial
18. 18
“
”
Adam Sunman
Employer Branding and Social Media Lead
Vodafone
Being Britain's most valuable brand, we have a really heavy emphasis on how we are
positioned. So when we overhauled our employer brand, we had to work very closely
with human resources, brand marketing and communications teams to ensure that we
were all aligned. For nearly a year, we met regularly to create an employer brand
framework and a launch plan to the markets.
When you're rolling out a talent brand across more than 25 countries, you need every
bit of help you can get. Marketing's vested interest in our employer brand refresh was
invaluable to our success. We also found it vital to work with the communications
teams, who ensured that the messaging was on point.
20. Very much so
To some extent
Not much/Not at all
Don’t know
29% 47% 22%
1%Employee retention
Internal hiring & transfers
32%
12%
Retention emerges as a top priority
75%
* 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? Get the graphs 20
Employee retention is top of mind among talent acquisition leaders. However, internal hiring (which helps address
employee retention) is significantly lower on the priority scale. Furthermore, less than one-third say that internal hiring is
central to their strategy. Those who are concerned about retention will prioritize internal recruiting.
Recruiting priorities Recruiting internal candidates
21. Time to focus on internal recruiting
75%
* Which of the following statements best describes your company's internal hiring / internal transfer efforts?
Ad-hoc internal
hiring process
A well-defined program
for advancement
opportunities
A well-defined
program for lateral
opportunities
Only proactive
employees take
part in program
No internal
hiring program
31% 24% 12% 11% 12%
Ad-hoc internal
hiring process
A well-defined program
for advancement
opportunities
A well-defined
program for lateral
opportunities
Only proactive
employees take
part in program
No internal
hiring program
31% 24% 12% 11% 12%
Since internal hiring isn’t a top priority, it’s somewhat disorganized. Currently, most internal hiring occurs on a case-by-
case basis with very few defined programs in place. 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.
Re-recruit your talent 21
22. 22
“
”
Purnima Kumar
Global Strategic Sourcing Director, Talent Acquisition
Accenture
To remain ahead of the game, it’s important to listen to and take care of your workforce.
At Accenture, we have we have invested millions of dollars in global employee training
and professional development.
One key program is our new holistic approach to performance management -
Performance Achievement - that encourages people to build on their strengths and
potential. Another important offering is our Careers Marketplace, in which employees
can see every open job opportunity and the specific skills needed for each position.
There are many programs designed to engage, develop and retain talent. You must be
passionate about your people and committed to enabling them to grow and succeed.
24. 39% 26% 38%
to
dates
Utilizing social and
professional networks
Employee referral programs Employer branding
26% 38%
d
rks
Employee referral programs Employer branding
28% 39%
Finding better ways to
source passive candidates
Utilizing social and
professional networks
Emplo
28% 39% 26%
Finding better ways to
source passive candidates
Utilizing social and
professional networks
Employee referral programs E
Recruiting trends to keep in mind
* What do you consider to be the three most essential and long-lasting trends in recruiting for professional roles? Get the graph 24
Looking ahead, there are certain areas that will continue to remain dominant, like social professional networks and
sourcing passive candidates. We also expect employer branding and employee referral programs to get stronger in 2016
and beyond. The common thread among all of these is the power of relationships – the relationships you have with your
candidates, cross-functional partners, and employees will pave the path to talent acquisition success.
25. Put these insights into action
75%
25
Download your country report. Get specific trends on a country level.
There are over 30 unique reports available.
Share the data. Present this report, or download all the graphs to
share these insights with your boss, CFO, team and direct reports.
1
2
3
Continue learning. Dig into certain topics by downloading ebooks
and tipsheets on employer brand, 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:
27. 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.
27
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
Get specific trends for your country. Download the reports
28. 28
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
29. 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 380 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
talent.linkedin.com
Connect with us on LinkedIn
www.linkedin.com/company/1337
29
30. Researchers
Sam Gager
Team Lead, Research
LinkedIn
30
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
Ryan Batty
Director of Marketing
LinkedIn
Afrodisia Cuevas
Research Associate
LinkedIn