3 Nordic Staffing Trends to Amplify Your 2015 Strategy
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LinkedIn’s newly released 2015 Nordic Staffing Trends report reveals 3 insights to amplify your 2015 strategy: - The top sources of quality hires for staffing firms - How firms prioritise, budget, and measure their brand - What staffing leaders predict will shape the future of recruiting
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3 Nordic Staffing Trends to Amplify Your 2015 Strategy
- 1. 2015 Nordic Staffing Trends Based on LinkedIn’s newly released 4th annual survey #hiretowin
- 3. 20% 40% 60% 80% 2012 2013 2014 Percent of staffing leaders projecting an increase in next 12 months 74% of Nordic staffing leaders predict placement volume increases in 2015. Staffing leaders must scale and invest wisely. #hiretowintalent.linkedin.com
- 4. Based on LinkedIn’s 2015 Staffing Trends research 3 Staffing trends to amplify your 2015 plan 2 The top ROI sources are social professional networks & job boards 1 Brand is a priority with actions to follow 3 Better candidate & job matching is expected to reshape recruiting #hiretowintalent.linkedin.com
- 5. Based on LinkedIn’s 2015 Staffing Trends research 3 Staffing trends to amplify your 2015 plan 2 The top ROI sources are social professional networks & job boards 1 Brand is a priority with actions to follow 3 Better candidate & job matching is expected to reshape recruiting #hiretowintalent.linkedin.com
- 6. 6 Why brand matters for getting placements and prospects Source: . Alex Hisaka, Survival of the Fittest: How Today’s Enterprise Buyers Have Evolved (http://lnkd.in/dV_QnP3), (July 21, 2014).
- 7. #1Viewing member profiles is the #1 activity on LinkedIn #hiretowin
- 8. 76% of job applicants viewed an employee’s LinkedIn profile 6 months prior to applying for a job posted by that company #hiretowin
- 9. Percent of staffing leaders saying that their brand… Firms value their brand but their actions are still catching up 70% 58% 48% 37% 0% 25% 50% 75% 100% Our brand has a significant impact on our ability to grow our business My company has a brand strategy Those responsible for our brand have enough resources to do it well We regularly measure the health of our brand in a quantifiable way #hiretowintalent.linkedin.com
- 10. % selecting as most effective channel for promoting brand 10 Online professional networks and friends and family grow as top channels for promoting firm brands 0% 20% 40% 60% 80% 2012 2013 2014 Online professional networks Our firm's website Friends/family, word of mouth Traditional Job Boards #hiretowintalent.linkedin.com
- 11. % selecting as most effective channel for promoting brand 11 Boutique firms rely more on word of mouth while large firms rely more on public recognition & awards 30% 16% 43% 8% Friends/family, word of mouth Public recognition/awards Large agencies Small agencies #hiretowin*Small agencies = 1-10 recruiters
- 12. Build, invest in, and measure your firm’s brand in 2015 Next steps for your strategic planning 1. Articulate your competitive advantage so clients and candidates know why you’re the best firm for their industry, function, career. 2. Use cost-effective social channels to make your brand known. Start with free LinkedIn tools like individual recruiter profiles, your company page, and attracting followers. 3. Benchmark your brand budget against other investments — is your brand funded in line with other priorities? 4. Measure your brand using metrics like Net Promoter Score (NPS) of your clients and placements, company followers. #hiretowintalent.linkedin.com
- 13. Based on LinkedIn’s 2015 Staffing Trends research 3 Staffing trends to amplify your 2015 plan 2 The top ROI sources are social professional networks & job boards 1 Brand is a priority with actions to follow 3 Better candidate & job matching is expected to reshape recruiting #hiretowintalent.linkedin.com
- 14. % ranking as top metric for tracking team performance Number of placements is most valuable performance metric 17% 23% 40% 0% 10% 20% 30% 40% 50% Quality of placements Client satisfaction Number of placements #hiretowintalent.linkedin.com
- 15. % ranking as top obstacle Availability of quality talent is top obstacle to recruiting 48% 31% 55% 0% 20% 40% 60% Offer made by my client (includes compensation, role, location, etc.) Competition Availability of quality talent 71% #hiretowintalent.linkedin.com
- 16. Number of placements: Top sources Qualityofplacements:Topsources #hiretowin There are a handful of sources that provide both quality and quantity Company career website Company CRM system Employee referral programs General career fairs General social media Job boards Internet CV databases Other Print Social professional networks ATS/ internal candidate database
- 17. Number of placements: Top sources Qualityofplacements:Topsources #hiretowin There are a handful of sources that provide both quality and quantity Company career website Company CRM system Employee referral programs General career fairs General social media Job boards Internet CV databases Other Print Social professional networks ATS/ internal candidate database
- 18. Extract value from top ROI sources in 2015 Next steps for your strategic planning 1. Arm yourself with data to stay competitive. Use LinkedIn’s free Talent Pool reports on SlideShare to size your target market and understand talent supply & demand. 2. Consider different search tactics for passive vs active candidates (i.e. Boolean search strings, indirect search, conceptual search, etc) 3. Craft tailored messages to target candidates so you can attract them after you find them. Understand what would motivate them to switch jobs. 4. Define what ROI means for your firm and measure it across your sources of placements. #hiretowintalent.linkedin.com
- 19. Based on LinkedIn’s 2015 Staffing Trends research 3 Staffing trends to amplify your 2015 plan 2 The top ROI sources are social professional networks & job boards 1 Brand is a priority with actions to follow 3 Better candidate & job matching is expected to reshape recruiting #hiretowintalent.linkedin.com
- 20. Improved candidate and job matching Improved candidate and job matching Improved candidate and job matching Improved candidate and job matching Improved candidate and job matching Improved candidate and job matching Improved candidate and job matching Expanding into emerging markets Improved candidate and job matching Improved candidate and job matching Expanding into emerging markets Recruiting becoming more like marketing Defining and measuring quality of hire Expanding into emerging markets Using "big data" for predicting future talent needs Defining and measuring quality of hire Expanding into emerging markets Defining and measuring quality of hire Using "big data" for predicting future talent needs Expanding into emerging markets Recruiting becoming more like marketing Remote workforce options Focusing on referrals Remote workforce options Focusing on referrals Recruiting becoming more like marketing Focusing on referrals Using “big data” for predicting future talent needs Recruiting becoming more like marketing Recruiting becoming more like marketing Upcoming Trend #1 Upcoming Trend #2 Upcoming Trend #3 USA Canada Brazil UK France Nordics Australia India China SE Asia #hiretowin Top up-and-coming trends for selected geographies Different countries see a different future talent.linkedin.com
- 21. Improved candidate and job matching Improved candidate and job matching Improved candidate and job matching Improved candidate and job matching Improved candidate and job matching Improved candidate and job matching Improved candidate and job matching Expanding into emerging markets Improved candidate and job matching Improved candidate and job matching Expanding into emerging markets Recruiting becoming more like marketing Defining and measuring quality of hire Expanding into emerging markets Using "big data" for predicting future talent needs Defining and measuring quality of hire Expanding into emerging markets Defining and measuring quality of hire Using "big data" for predicting future talent needs Expanding into emerging markets Recruiting becoming more like marketing Remote workforce options Focusing on referrals Remote workforce options Focusing on referrals Recruiting becoming more like marketing Focusing on referrals Using “big data” for predicting future talent needs Recruiting becoming more like marketing Recruiting becoming more like marketing Upcoming Trend #1 Upcoming Trend #2 Upcoming Trend #3 USA Canada Brazil UK France Nordics Australia India China SE Asia #hiretowin Top up-and-coming trends for selected geographies But improved candidate and job matching has global appeal #1 Improved candidate & job matching talent.linkedin.com
- 22. Prepare for better job & candidate matching 1. Accelerate your job views with industry- standard keywords & by using the right channels + tactics for promoting jobs 2. Illustrate the opportunity to matched candidates, not just the job (i.e. share culture, team, company info). Next steps for your strategic planning #hiretowintalent.linkedin.com
- 23. Based on LinkedIn’s 2015 Staffing Trends research 3 Next steps for your 2015 plan 2 Extract more value from high ROI sources: Social professional networks & job boards, that address both active and passive professionals 1 Stay ahead of your competition by building, investing in, and measuring your firm’s brand 3 Prepare for a world of better candidate & job matching by keyword optimising your jobs and craft the best message for each candidate #hiretowintalent.linkedin.com
- 24. 2015 Nordic Staffing Trends Newly released! https://lnkd.in/nordicstaffingtrends2015 #hiretowin
- 25. 25 #hiretowin Use LinkedIn’s Free Talent Pool Reports to understand the supply and demand of your target talent URL: LNKD.IN/PLAN Or for more Talent Pools ask your LinkedIn contact
- 26. Upcoming events and resources #hiretowintalent.linkedin.com Build, Engage, Recruit for Staffing Professionals: Take a look at our new site which is full of resources to help your firm on their social recruiting journey. 2015 Global Recruiting Trends. Visit this page for more 2015 Staffing Trends, including US and Netherlands. https://business.linkedin.com/talent-solutions/resources/recruiting- tips/global-recruiting-trends-home
- 27. LinkedIn matches right jobs, right talent, right time Your Jobs Profiles on LinkedIn LinkedIn Matching Engine Reach passive & active candidates across multiple channels xyzCo Careers at xyzCo Multiple delivery channels to all members Recommendations > 50% of all job views on LinkedIn come through recommendations #hiretowintalent.linkedin.com
- 28. 25% 35% 45% 55% 65% 75% 2011 2012 2013 2014 Social professional networks Internet job boards Your ATS/ internal candidate database Internet resume databases Percent ranking as major (<15%) source of placements The top sources for number of placements has shifted over the past four years #hiretowintalent.linkedin.com
- 29. 10% 30% 50% 70% 2011 2012 2013 2014 Social professional networks Internet job boards Your ATS/internal candidate database Internet resume databases Percent ranking as a top 4 source of quality placements The top sources for quality placements has also shifted #hiretowintalent.linkedin.com
Hinweis der Redaktion
- - Welcome all to our webcast: 2015 Nordic Staffing Trends - You are muted by default, please type your questions into chat and we will answer them in the end - After the webcast, we will send you a link to presentation & recording - Take survey???
- Markus Svard is a Customer Success Consultant here at LinkedIn. Markus ensures that clients experience success. His ambition is to consult customer organizations into becoming more profitable.
- Rising placements: Sign of a good economy However, lagging budgets This gap between placement volumes and budgets means staffing leaders must scale and invest wisely. Let’s explore some strategies staffing leaders can employ in 2015 to scale and invest wisely. 74% of Nordic staffing leaders project a placement volume increase. The gap between Nordic placement volumes and budgets remains wide. Staffing leaders must scale and invest wisely. “Considering only full and part-time professional employees, how do you expect the volume of candidates placed by your organisation to change this year?” “How has your organisation's budget for recruiting solutions changed from last year?”
- Brand: Most Nordic firms prioritise the need to build their brand. Now their actions are beginning to catch up. The Future: Online professional networks rise to become the top channel for promoting a firm’s brand while firm websites and job boards decline. Sourcing: Social professional networks have grown over 4 years to become the top source of quality placements for Nordic staffing firms.
- Define brand: - Your reputation - What talent and business prospects think about working with your firm Let’s explore why brand is important, what staffing leaders think about it, and how you can improve yours
- Some reasons why brand and reputation matter In this age of social media, people trust consumer reviews and what other people are saying: 75% Think about your own behavior for deciding what restaurant to go to, or which laptop to buy – you do a ton of online research on Yelp, Amazon Before a prospect or candidate ever starts working with or talking to your firm, they’ll do their research: 57% Your brand helps placements and prospects understand what your firm is about, and what your best in class at Why don’t 97% of cold calls work? Historically head hunters just had a phone number and a script. That didn’t work so well. Now with LinkedIn & social media, you can find people through warm 1st, 2nd, and 3rd degree connections You know a candidate’s background and can have a meaningful conversation Never need to have a cold call anymore. Every call can be a warm call. Ultimately, this data shows that your brand will help you close deals with both placements and prospects
- Let’s look at what LinkedIn platform data from over 300m members says about brand #1 activity isn’t applying to jobs, not reading content, but browsing profiles Your employees are extensions of your firm’s brand Opportunity for them to be brand ambassadors for your firm
- More LinkedIn platform data about the importance of brand Placements are doing their research on your firm and their target companies Make sure your employees are representing the firm well as brand ambassadors
- Let’s take a look at what our survey data of staffing leaders tells us about brand Analogy: Exercise Opportunity for firms to get ahead: Have a proactive brand strategy, resource it, and measure the impact -- Brand: Most Nordic firms prioritise the need to build their brand. Now their actions are beginning to catch up. “Please indicate the extent to which you agree or disagree with the following statements as they relate to your firm's brand.” Brand: It’s a priority and focus area for investment Brand prioritised globally with action to follow Most Nordic staffing leaders agree that brand is a priority. Brand resourcing and measurement are still catching up. Companies can get ahead of the competition by creating a proactive brand strategy and tracking its success.
- Over the past 3 years, we asked Nordic staffing leaders to select the most effective channels for promoting their brand List top 4 Growth of online and offline word of mouth Increase in website, Sharp decline in job boards Takeaway: - Firm leaders agree these are the most effective channels for promoting brand, so use them to grow your brand - Check out online and offline word of mouth channels – some of the most inexpensive and also effective ways to promote your brand -- Traditional job boards has taken a huge dip in the last year Brand: Top 4 channels for promoting it Professional networks & word of mouth grow as top channels for promoting brand Firm websites and traditional job boards are steadily declining as effective sources for promoting firm brands. “Which channels or tools have you found most effective in promoting your business?”
- Takeaway: - For small firms, makes sense to amplify offline word of mouth using cost effective online social media For large firms, it’s great you’re using PR and awards – use social media to get the word out about your recognition & awards. Status updates, company updates. -- Globally, small agencies rely on word of mouth Small agencies around the world tend to take the friends and family approach to building and promoting their brand. Large agencies are 2X more likely to rely on public recognition awards. “Which channels or tools have you found most effective in promoting your business?”
- Your talent pools are hanging out on LinkedIn 1. Brand = Your differentiator, “what’s in it for me” for clients and placements 2. Profiles = Opportunity to make connections. Tips on profiles. 3. Free & paid tools; marketing partnerships 4. Explain metrics, Reco surveymonkey, Understand sources of placement, Company followers. Ppl who follow are 70% more likely
- In our survey, we asked staffing leaders what they thought were the most valuable performance metrics Wanted to understand how firms measure success and ROI Turns out they measure it primarily by number of placements Other metrics in survey choices: Cost per hire Time to fill Quality of hire Hiring manager satisfaction Costs involved in search execution Time to placement Quality of placement Duration of placement Client satisfaction Number of placements Candidate submittals Pipeline of placeable candidates Volume of Referrals Other, please specify -- Number of placements is most valuable metric for UK staffing firms Client satisfaction and quality of placement are also important metrics staffing firms use to evaluate performance “What is the single most valuable metric that you use to track your team’s recruiting performance today?”
- When we asked staffing leaders in the survey what their top obstacles to recruiting were, availability of quality talent turned out to be #1 -- Availability of quality talent is #1 obstacle The biggest challenge for Nordic firms in 2015 is shallow talent pools making it difficult to attract top talent, offers made by firm’s clients and followed by competition. “What are your firm's biggest obstacles to recruiting talent?”
- Since placement quality and quantity were the top obstacles and performance metrics for staffing leaders, we wanted to see which placement sources ranked highest by these two standards We asked staffing leaders to select top sources for quality, then top sources for quantity We then plotted their answers on this chart
- Found that the top sources for quality and quantity are social professional networks, job boards, internet CV databases and ATS/internal candidates database Make sure you’re extracting as much value as you can from these sources Remember that they target different professionals Job boards & others: Active (25%) Social professional networks: Active and passive (100%) -- Sourcing: There are a handful of sources that provide both quality and quantity “How significant were each of the following as a source of white collar professional candidates placed by your organisation in the past 12 months?” (>15% quantity of hires) 4 top sources of hire for quality and quantity globally “Think about the key quality hires that your organisation placed in the past 12 months. Which of the following were the most important sources for those key positions?” 54% of global staffing leaders believe they’re not doing a good job tracking return on investment on sources of hire. This is a key area for improvement. As the gap between hiring volume and budgets widens, it’s time to invest in and optimise the sources that return both the best quality and quantity of candidates.
- A search you did in 2011 might’ve yielded 40 candidates while now a search yields 400. Know how to harness that data with these next steps on sourcing. Plan internal resources, be consultative with your business partners / clients Diverse search strategy. Most are good at Boolean, but get good at other tactics. Define indirect and conceptual search. Every search works, but also excludes qualified people. Use LinkedIn as a vehicle – Building a meaningful connection = more business Lots of staffing leaders know they need to track sources, but things are fast-paced. Tracking can become 2nd priority.
- Definitely check out our Talent Pool reports on SlideShare. There are over a thousand for many regions and functions, and best of all, they’re completely free! Now that we’ve explored brand and sourcing trends, let’s dive into the future of recruiting.
- Lots of varied up-and-coming trends in staffing in different countries and regions
- Takeaway: Relevancy in recruiting will be important in 2015
- How you can take advantage of this: Right candidate, right job, right time. Take advantage of the virality of the network. Jobs will be served to professionals, active and passive. Optimize your posts. What else about this job is enticing? 2015: Adopt these
- - All insights we presented are in this 2015 Nordic Staffing Trends report - Download the report to review these insights and dig deeper into what’s happening in your industry - Use this link - Q&A - We will send a link to presentation & recording - Lastly, remember to take our survey
- LinkedIn brings relevancy by matching the right jobs with the right talent at the right time
- When we look at how top sources for quantity of placements over time, we see that things have shifted -- Top source for quantity: Professional networks Social professional networks are a major source for quantity of hires ATSs/internal candidate databases and internet CV databases are on the decline, potentially because these databases are static whereas social professional networks are not. “Think about the key quality hires that your organisation placed in the past 12 months. Which of the following were the most important sources for those key positions?” Showing % with over 15% of hires.
- When we look at how top sources for quality placements over time, most sources remain flat while social professional networks has grown signifcantly Takeaway: Make sure you’re taking advantage of social professional networks It addresses 100% of the talent pool – actives and passives -- Top source for quality hires: Professional networks Social professional networks rise to become the top source for quality placements Social professional networks are the most important and fastest growing source of quality placements, doubling over the past 4 years. Other sources remain relatively flat, with employee referral programs increasing slightly. “Think about the key quality hires that your organisation placed in the past 12 months. Which of the following were the most important sources for those key positions?”