The typical career path is more fluid than ever. Today, candidates are staying more connected, informed and open to new opportunities throughout their professional lives. View this presentation to step inside the mind of candidates at every stage of the job search journey. Armed with this data, you will have a blueprint for successfully attracting, engaging, and hiring within this modern and dynamic talent pool. You'll learn: Key insights you should know to attract and recruit great talent in the UK How to get the interview right, which will help win you top talent Tactics on how to increase candidate acceptance rates by knowing what matters to them and what doesn't

1. 1
Insights for recruiters on what talent wants in the UK

2. Housekeeping notes:
Everyone on the line is muted by default.
Please type questions into the chat box on the right-hand side of the
screen.
Use #TalentTrends to share learnings from today’s webinar!
The recording will be sent via email after the webinar.

3. 3
Meet your presenter

4. 2015 Talent Trends 4
Canada: 717
Germany: 739
China: 949
Brazil: 663
USA: 909
Mexico: 708
Belgium: 618
Nordics: 1749
UK: 738
Netherlands: 678
France: 679
Spain: 665
Italy: 691
Saudi Arabia: 760
South Africa: 766
Turkey: 711
UAE: 593
India: 906
Australia: 726
New Zealand: 667
Chile: 546
Malaysia: 631
Singapore: 542 Indonesia: 771
Hong Kong: 290
Japan: 675
Russia: 745
Taiwan: 366

5. What’s on the agenda?
• The talent landscape in 2015
• Talent behavior: Where they go to look for jobs
• Staffing and corporate recruitment: What talent really thinks
• What matters in that first conversation
• How to help clients ace the interview
• What matters in the final decision
• Conclusion

6. The talent landscape in 2015

7. The typical career path is
more fluid than ever.

8. Global in 2015
Active vs. Passive
Active talent is on the rise, and talent in the UK is more
active than the global average
How would you classify your current job search status?
United Kingdom in 2015
Active vs. Passive
Passive candidates may be:
 Reaching out to personal network
 Open to talking to a recruiter
 Completely satisfied; Don’t want to discuss
new opportunities
Active candidates may be:
 Actively looking
 Casually looking a few times a week
Global in 2014
Active vs. Passive
25%
75%
Active
Passive
70%
30%
66%
34%

9. 2015 Talent Trends 9
Active talent is not always unhappy talent
Job satisfaction for passive talent
Overall how satisfied are you with your current role?
Job satisfaction for active talent
Dissatisfied Neither satisfied
nor dissatisfied
Satisfied Dissatisfied Neither satisfied
nor dissatisfied
Satisfied
Dissatisfied Neither satisfied
nor dissatisfied
11% 12%
76%
Satisfied Dissatisfied Neither satisfied
nor dissatisfied
30%
20%
48%
Satisfied

10. 2015 Talent Trends 10
Passive talent around the world
49 – 59%
70 – 79%
60 – 69%
80 – 89%
Percentage of
passive talent

11. Talent behavior:
Step inside the mind of the candidate

12. The most popular channels to look for new opportunities
What channels do you use to look for new job opportunities?
What are candidates,
employees, and
clients saying about
your firm?30%
31%
35%
48%
54%
55%
62%
Professional groups
Online advertising
Search engines
Company websites
Word of mouth
Social professional networks
Online job boards

13. 2015 Talent Trends 13
Professionals are always improving their professional brands
Most common professional development activities in the UK vs. Global
What of the following activities have you participated in during the past month?
33%
35%
39%
38%
39%
29%
37%
37%
40%
40%
44%
48%
Explored professional development
activities
Updated profile on LinkedIn
Updated résumé
Networked for professional purposes
Researched job opportunities
Received a message from a recruiter
UK
Global

14. The first conversation:
Know what to say (and what not to say)

15. When in doubt, reach out
How interested are you in talking to an in-house corporate recruiter or a headhunter for a search and staffing firm about a new job opportunity?
Global: Talent’s interest in talking to a recruiter
Extremely, very or somewhat interested Not very or not at all
interested
UK: Talent’s interest in talking to a recruiter
78% 22%
74% 26%
Not very or not at all
interested
Extremely, very or somewhat interested

16. Regardless of your level of interest, what are the most important pieces of information that an in-house
corporate recruiter or a headhunter for a search and staffing firm should include in their initial message to you?
First contact: What talent wants to know
33%
45%
52%
69%
64%
31%
45%
57%
71%
74%
The role's impact
The company's culture
Projected salary range
The roles's responsibilities
Why they contacted you specifically
UK
Global

17. The interview experience:
Set yourself or your clients up for success

18. Outside of your interview with your prospective manager and/or team, which
of the following are most important to you having a positive experience?
What matters to talent on interview day
83%
say a negative interview
experience can change
their mind about a role or
company they once liked
39%
42%
47%
52%
54%
Having a conversation with leadership
Having clear logistics in advance
Experiencing culture
Receiving interview follow-up
Getting business questions answered

19. Stay connected after interview day
Don’t leave the candidate hanging
When talent in the U.K. wants to hear from you
of professionals want to
hear good news by phone77%
of professionals want to
hear bad news by email65%36%
36%
42%
59%
Only to deny an offer
Periodically, even without news
Only to extend an offer
Whenever you have an update

20. The final decision:
Seal the deal

21. Convert more candidates into hires or placements
Top factors for talent in the U.K. when considering a job offer
of talent says being
contacted by their
prospective manager
can make them accept
a job offer faster
of talent says being
contacted by the
recruiter can make
them accept a job
offer faster
94%
89%
Which of the following are the three most important factors that would entice you to accept a new job opportunity?
15%
16%
16%
21%
24%
25%
26%
26%
33%
40%
Better office location
Increased job security
More influential role
More challenging work
Better professional development
Better place to work (culture)
Better fit for my skills
Opportunities for advancement
Better compensation
Better work / life balance

22. 5 ways to start using this data today:
1. Invest in the right channels
2. Include the most impactful information in your initial message
3. Partner with hiring managers to build a great interview experience
4. Keep in touch consistently with candidates after the interview
5. Focus on the factors that matter most to talent when considering a job offer
2015 Talent Trends 22

23. Get the full Talent Trends 2015 report!
https://lnkd.in/dagSGiF

24. Questions?