Australia Corporate Recruiting Trends 2012 Slide Version
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Transcript of Australia Corporate Recruiting Trends 2012 Slide Version
ORGANIZATION NAME
Talent Solutions
2012 Recruiting Trends – Australia Snapshot
Methodology
May - July 2012
India: 255 Australia: 280
Canada: 299
France: 224
UK: 334
Spain: 100
Germany: 97
Netherlands: 226
Nordics: 113
Italy: 99
Surveyed 280 recruiting professionals in Australia with a LinkedIn profile.
All respondents: work in a corporate HR/recruiting setting represent an even mix of small, midsize
and large enterprises have at least some budget authority focus solely or significantly on recruitment
Brazil: 226
USA: 755
2
6 notable trends in Australia - summary
3
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
1. Hiring surprisingly healthy
Among those who are hiring, growth slowed slightly from 2011 – but majority still say volume up or flat
Hiring same
Hiring less
“Considering only full and part-time professional employees, how do you expect the hiring volume across your organisation to change this year?”
5
2011 20120%
20%
40%
60%
80%
100%
15%30%
33%
35%
51%35%
2011 20120%
20%
40%
60%
80%
100%
15%28%
35%
34%
50%38%Hiring more
Budget growth roughly in line with hiring volume growth
“How has your organisation's budget for recruiting solutions changed from last year?”
6
2011 20120%
20%
40%
60%
80%
100%
16%32%
38%
41%
46%27%
2011 20120%
20%
40%
60%
80%
100%
14%27%
45%
43%
41%30%
Same
Decrease
Increase
2. The (competitive) heat is on
Biggest obstacles to attracting top talent
Competition 1 54% 1 41%
Compensation 2 42% 2 39%
Lack of awareness or interest in our employer brand 3 26% 3 25%
Location 4 19% 4 25%
Recruiting team doesn't have the right tools/systems 5 13% 6 13%
Inability to effectively use data to improve our approach 6 13% 8 9%
Recruiting team too small 7 11% 5 15%
Quality of talent currently at our company 8 8% 9 7%
Lack of awareness that we're hiring 9 6% 7 12%
Recruiting team skills 10 6% 11 4%
Company performance 11 5% 10 6%
Other 12% 11%
Top obstacles to attracting top talent in Australia reflect highly competitive landscape
8
Chief competitive threats
Build and nurture strong talent pools or pools or pipelines
Invest in their employer brand Learn to use social networking and social media more
effectively
Recruiting leaders in Australia are most concerned their competitors will…
Better passive candidate recruiting tops the list of long-lasting industry trends
Top long-lasting trends
Finding better ways to source passive candidates 1 40%
Utilising social and professional networks 2 36%
Recruiting globally 3 25%
Boosting referral programs 4 24%
Training recruiters and hiring managers 5 22%
Upgrading employment branding 6 21%
Optimizing your career site 7 20%
Using CRM technology to manage talent leads 8 19%
Reducing dependence on traditional job boards 9 18%
Reducing spend on staffing firms 10 15%
Measuring quality of hire more consistently 11 15%
Using mobile for recruiting 12 12%
10
Recruiting through the eyes of Australian talent acquisition professionals
11
“Recruiting is…”
3. Passive talent and pipelining remain essential
58%
42%
Passive talentPassive talent a focus
Passive talent not a focus
81%
19%
Pipelining talentEngaged in pipelining talent
Not engaged in pipelining talent
Most believe in the importance of passive talent and the practice of pipelining talent
13
4. Quality of hire the name of the game
Quality of hire is the single most important metric for corporate recruiters; cost per hire surprisingly low on list
15
Single most important recruiting metric
Quality of hire 1 45% 45% Hiring manager satisfaction 2 26% 22% Time to fill 3 19% 21% Cost per hire 4 8% 8% Other 5 2% 3%
Fastest-rising source of quality hires: social professional networks; Fastest falling: legacy job boards
Best sources for key quality hires Biggest YoY changes
Internet job boards 1 51% -8%
Internal hires 2 43%
Employee referral programs 3 39%
Company career website 4 35% +6%
Recruitment agencies 5 35% -4%
Social professional networks (e.g. LinkedIn) 6 23% +10%
Your ATS/internal candidate database 7 9%
Print newspapers/trade journals 8 8%
Your CRM system 9 5%
General career fairs 10 4% +2%
College recruiting programs 11 4%
Internet resume databases 12 3%
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5. Employer branding is the hot trend
Employer brand seen as critical in hiring great talent
91% 83%
73% 69%18
Agree that employer brand has significant impact on ability
to hire great talent
Agree that employer brand is a top priority for their
organisation
Despite the climate of ‘more with less’, companies investing in employer branding
96%Increasing (61%) or
maintaining (35%) their investment in employer
brand in 201291%
19
6. Data-driven decision making is Achilles heel
Despite employer brand importance, measurement is inconsistent – especially candidate surveys
33%
25%
33%
32%21
Regularly survey candidates to understand employer brand
position
Regularly measure the health of employer brand in a
quantifiable way
In general, talent acquisition must become more data-driven in order to lead the business
21%
79%
26%
74%22
Believe their organisation utilises data well to make
hiring decisions
Believe they are average, or poor at using data to
make hiring decisions
6 notable recruiting trends in Australia - summary
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1. Hiring surprisingly healthy. Despite macro trends, Australian hiring is relatively strong. 70 percent are either seeing increased (35 percent) or steady (35 percent) hiring volume compared to 2011. Budget growth is roughly in line.
2. The (competitive) heat is on. Competition and compensation are cited as the biggest obstacles to hiring top talent; respondents are most worried their competitors will invest in pipelining talent, employer branding, and using social platforms more effectively.
3. Passive talent and pipelining remain popular. 58 percent say passive talent is a focus, and over 80 percent do some form of talent pipelining.
4. Quality of hire the name of the game. 45 percent cite quality of hire as most critical metric; online professional networks and career sites are rising as quality sources.
5. Employer branding the hot topic. 91 percent agree employer brand has a significant impact on ability to hire great talent; almost three-quarters say it’s an organisational priority. And 96 percent are either increasing or maintaining employer brand investment.
6. Data-driven decision making is Achilles heel. Despite the importance of employer branding, only 33 percent regularly measure, and only 25 percent survey candidates. Only one in five say they use data well to make hiring decisions.
Additional resources
http://talent.linkedin.com
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On how to dial up your recruiting impact on LinkedIn
http://talent.linkedin.com/passivetalent On how to recruit passive talent
On best practices in employer branding http://talent.linkedin.com/employer-brand
Follow us @hireonlinkedin
Read our blog
See more research
http://lnkd.in/talent-blog
http://lnkd.in/hireonlinkedin
Sampling and methodology Survey fielding occurred between late May and late July 2012 N=280 talent acquisition professionals located in Australia, 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=227 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.