ORGANIZATION NAME
Talent Solutions
2012 Recruiting Trends – India 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 255 recruiting
professionals in India 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 India - summary
3
1. Hiring remains 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. Room to improve data-driven decision making
1. Hiring remains healthy
Among those who are hiring, over 50 percent seeing
volume increase in 2012
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
11% 25%
22%
22%
68% 53%
0%
20%
40%
60%
80%
100%
2011 2012
15% 28%
35%
34%
50% 38%
0%
20%
40%
60%
80%
100%
2011 2012
Hiring more
Budget growth trending in line with hiring volume
“How has your organisation's budget for recruiting solutions changed from last year?”
6
11% 21%
28%
29%
62% 50%
0%
20%
40%
60%
80%
100%
2011 2012
14% 27%
45%
43%
41% 30%
0%
20%
40%
60%
80%
100%
2011 2012
Same
Decrease
Increase
2. The (competitive) heat is on
Biggest obstacles to attracting top talent
Competition 1 38% 1 41%
Compensation 2 38% 2 39%
Location 3 26% 4 25%
Lack of awareness or interest in our employment brand 4 24% 3 25%
Lack of awareness that we're hiring 5 14% 7 12%
Inability to effectively use data to improve our approach 6 14% 8 9%
Recruiting team too small 7 12% 5 15%
Recruiting team doesn't have the right tools/systems 8 12% 6 13%
Quality of talent currently at our company 9 7% 9 7%
Company performance 10 6% 10 6%
Recruiting team skills 11 4% 11 4%
Other 8% 11%
Top obstacles to attracting top talent in India reflect
highly competitive landscape
8
Chief competitive threats
Invest in employer brand
Improve their referral program
Invest in new recruiting tools
Recruiting leaders in India are most concerned their competitors
will…
Similarities between competitive threats and top long-
term trends; using social/professional networks leads
Top long-lasting trends
Utilising social and professional networks 1 35%
Boosting referral programs 2 35%
Upgrading employment branding 3 30%
Finding better ways to source passive candidates 4 26%
Measuring quality of hire more consistently 5 22%
Training recruiters and hiring managers 6 19%
Optimizing your career site 7 17%
Recruiting globally 8 17%
Reducing spend on staffing firms 9 16%
Ensuring jobs posted reach multiple sites 10 13%
Reducing dependence on traditional job boards 11 11%
Using employee blogs for recruiting 12 10%
10
Recruiting through the eyes of Indian talent acquisition
professionals
11
“Recruiting is…”
3. Passive talent and pipelining remain essential
65%
35%
Passive talent
Passive talent a focus
Passive talent not a focus
87%
13%
Pipelining talent
Engaged 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; cost
per hire more important in India than elsewhere
Single most important recruiting metric
Quality of hire 1 41% 1 45%
Time to fill 2 26% 3 21%
Cost per hire 3 16% 4 8%
Hiring manager satisfaction 4 16% 2 22%
Other 5 1% 5 3%
15
Fastest-falling source of quality hires is recruitment
agencies; social platforms, job boards up
Best sources for key quality hires Biggest YoY
changes
Employee referral programs 1 57% -4%
Internet job boards 2 46% +5%
Recruitment agencies 3 35% -10%
Internet resume databases 4 29% -3%
Social professional networks (e.g. LinkedIn) 5 25% +4%
College recruiting programs 6 21%
Internal hires 7 15%
Company career website 8 12%
Your ATS/internal candidate database 9 6%
General social media 10 5% +4%
Your CRM system 11 3%
Print newspapers/trade journals 12 3%
16
5. Employer branding is the hot trend
Employer brand seen as critical in hiring great talent
81% 83%
77% 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
90% Increasing (58%) or
maintaining (32%) their
investment in employer
brand in 2012 91%
19
6. Room to improve data-driven decision making
India is ahead of the curve when it comes to regularly
measuring employer brand
50%
45%
33%
32%
21
Regularly survey candidates
to understand employer brand
position
Regularly measure the health
of employer brand in a
quantifiable way
Indian talent acquisition organisations lead the way in
leveraging data to make hiring decisions
62%
38%
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 trends in India - summary
23
1. Hiring remains healthy. Despite global macroeconomic trends, hiring in India is relatively
strong. Over 50 percent say hiring volume is up from 2011; another 22 percent are hiring at
same rate. Budgets appear to be trending in line with hiring volume growth.
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
employer branding, improve referral programs, and invest in new recruiting tools.
3. Passive talent and pipelining remain popular. 65 percent say passive talent is a focus,
and 87 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;
internet job boards and social platforms including online professional networks are rising as
quality sources.
5. Employer branding the hot topic. 81 percent agree employer brand has a significant
impact on ability to hire great talent; 77 percent say it’s an organisational priority. And 90
percent are either increasing or maintaining employer brand investment.
6. Room to improve data-driven decision making. While India appears ahead of most other
countries, there is still room to improve data-driven decision-making. Half claim to regularly
measure employer brand, and 45 percent survey candidates. Almost 40 percent say they
are average or poor at using data to make hiring decisions.
Additional resources
http://talent.linkedin.com
24
On how to dial up your
recruiting impact on
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=255 talent acquisition professionals located in India, 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=269 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.
Top Related