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LinkedIn India recruiting trends for 2015!
The document discusses key talent acquisition trends in India for 2015 based on a survey of over 4,000 talent leaders globally including 300 in India. Some of the main trends highlighted include: - Hiring volumes and budgets are increasing in India indicating positive sentiment among organizations. - Social recruiting is growing as a source of quality hires, with professional networks like LinkedIn closing the gap with job boards and referrals. - Employer brands are getting more engaged on professional networks, which are replacing traditional channels like company websites. - Sourcing skilled talent remains the top priority for recruiting leaders in India and globally. Compensation and competition are the biggest obstacles to attracting talent.
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LinkedIn India recruiting trends for 2015!
- 1. India Recruiting Trends3 Must-Know Talent Acquisition Trends for 2015 4th Annual Report
- 2. Introduction To winin 2015, talent acquisition and business leaders need to stay ahead of the latest recruiting trends. Companies and institutions are under pressure to find top talent at lower costs while competing with big brands and promising start-ups. The recruiting industry is undergoing pockets of disruption. Social media and digital marketing are becoming the new norm in how we recruit. With innovative recruiting technologies and techniques emerging almost every day, we are witnessing the democratization of recruiting. Any company – big or small – can now find high quality talent at scale with the right tools and strategy. Read on to understand how you can get ahead of these recruiting trends in 2015. About this survey We surveyed more than 4125 talent acquisition leaders globally including 300+ in India across 14 industries to understand what’s keeping them up at night and where they see the industry going in 2015. Get a head start on 2015: tap into our insights on the largest survey of talent acquisition leaders in the world and chart your course for success. 02 Introduction 03 Executive summary 04 Part 1: The recruiting industry in 2015 10 Part 2: Sourcing 20 Part 3: Talent brand 26 Part 4: The future of recruiting 30 Epilogue: More interesting data 2 India Recruiting Trends
- 3. Executive summary: IndiaRecruiting Trends 3 must-know talent acquisition trends and predictions for 2015 1 Recruiting volumes and budgets increase in tandem indicating an overall positive sentiment in organizations on recruiting. 2 Social recruiting grows for quality hires Recruiters’ use of social professional networks as a source of quality hires closes the gap with internet job boards and employee referrals. 3 Employer brands get socially engaged Professional networks are the topmost channel to spread the employer brand story. Online professional networks replace traditional channels like company website and word of mouth. “Considering only full and part-time professional employees, how do you expect the hiring volume across your organization to change this year?” “How has your organization's budget for recruiting solutions changed from last year?” “Think about the key quality hires that your organization made in the past 12 months. Which of the following were the most important sources for those key positions?” 3 India Recruiting Trends 20% 40% 60% 80% 100% 2012 2013 2014 15% 35% 55% 75% 2011 2012 2013 2014 Employee referral programs Internet job boards Social professional networks Recruitment agencies Internet resume databases 35% 45% 55% 65% 75% 2012 2013 2014 Company website Online professional networks (e.g., LinkedIn) Social media (e.g., Facebook) Friends/family, word of mouth Hiring Budget Hiring Volume
- 4. Part 1: Therecruiting industry in 2015
- 5. Technology context andcatalysts Organizational pressures and priorities Competitive threats Part 1: The recruiting industry in 2015 Hiring volumes and budgets are perfectly poised for growth on an upward swing. With the widening gap between budgets and hiring, talent acquisition leaders must be poised to scale their operations. Doing more with less is more important now than ever before. Competition and compensation continue to be the top obstacles for attracting talent, forcing recruiting leaders to get smart and use data-driven techniques in their pursuit of top talent. Companies small and large face their own unique challenges in recruiting, and therefore must play to their own competitive advantages. Broader technology advancements have also begun to disrupt the talent industry, setting the stage for a dynamic and exciting future for recruiting. Advancement Implication for Talent Acquisition Social Media The accessibility and connectedness of professionals online has made talent more findable than ever – and is leveling the playing field. Digital Marketing Targeted advertising based on profile demographics and online behavior is trickling from marketing into recruiting. With pin point accuracy, companies can find the right candidate by segmenting and targeting talent with the most relevant job opportunities. Mobile With the meteoric rise of mobile devices globally, job candidates are increasingly researching opportunities and companies in a mobile-optimized format. Machine Learning Adaptive algorithms can now match jobs with job seekers based on real-time behavioral feedback (i.e. viewing a job, clicking to apply). “Big Data” Analytics As data storage, processing, and transmission become cheaper, talent acquisition leaders have begun to use this data for both strategic and tactical business decisions. Part 1: The Recruiting Industry in 2015 5 India Recruiting Trends
- 6. Organizational pressure Hiringvolume and budgets increase Riding on optimism in the Indian market, hiring volume and budgets increase in tandem, after a period of stagnation. “Considering only full and part-time professional employees, how do you expect the hiring volume across your organization to change this year?” “How has your organization's budget for recruiting solutions changed from last year?” Part 1: The Recruiting Industry in 2015 6 India Recruiting Trends 53% 57% 78% 50% 50% 71% 0% 20% 40% 60% 80% 100% 2012 2013 2014 % Leaders With Volume or Budget Increase Hiring Budget Hiring Volume 65% Of Indian CXOs believe that overall staffing levels are increasing, according to a Sept 2014 LinkedIn Economic Confidence Outlook study. The C-suite is in touch with the talent pulse of their companies.
- 7. Organizational priorities: Recruitingleaders agree Sourcing is top priority Indian and global talent acquisition leaders agree that sourcing skilled talent is the lynchpin of any successful recruiting organization. While top priorities remain the same this year, investing in employer brand, measuring employer brand and recruiting passive talent have grown in priority in 2015. . Small and large companies differ Small companies having to do more with less, prioritize training employees to be brand ambassadors and optimizing sourcing techniques. While large Indian companies are significantly more likely to prioritize data analytics in recruiting and diversity hiring . We define small businesses as organizations with 500 or fewer people. “Think about your talent acquisition organization's top priorities for 2014. Which of the following choices would you consider to be the most important areas of interest for your organization?” “Think about your talent acquisition organization's top priorities for 2014. Which of the following choices would you consider to be the most important areas of interest for your organization?” Part 1: The Recruiting Industry in 2015 7 India Recruiting Trends 12% 25% 34% 46% 23% 30% 37% 40% 4. Employee referral 3. Improving sourcing techniques 2. Improving quality of hire 1. Recruiting/sourcing highly- skilled talent India Global 15% 16% 4% 26% 5% 5% 17% 36% Diversity recruiting Data analytics in recruiting Training employees as company brand ambassadors Improving sourcing techniques Small businesses Large companies
- 8. 20% 25% 30% 35% 40% 45% 50% 2012 2013 2014 Competitive threats: Biggest obstacles to landing talent are compensation and competition The two C’s of compensation and competition continue to heat up talent war in India Lack of awareness or interest in employer brand is a rapidly growing challenge for companies. Location and data are obstacles for Indian recruiting leaders Indian leaders consider location of work a challenge compared to global peers. The inability to use data driven recruiting effectively, to find the perfect hire, is a bigger challenge in India. “What are your company's biggest obstacles to attracting the best talent?” “What are your company's biggest obstacles to attracting the best talent?” Part 1: The Recruiting Industry in 2015 Compensation Competition Location 8 India Recruiting Trends 32% 21% 25% 15% 0% 10% 20% 30% 40% Location Inability to use data for hiring India Global Lack of awareness or interest in employer brand
- 9. Competitive threats “Whatare the things that your competitors have done or may plan on doing that would make you most nervous?” Top activities by competition that make Indian recruiters most nervous are- investment in employment brand, proactive recruiting and employee retention Part 1: The Recruiting Industry in 2015 9 Turning threats to advantages •Build a great talent brand by investing time, effort and resources in online and offline channels, coupled with internal initiatives on making the organization a great place to work. Hence, creating brand ambassadors of existing employees and ensuring retention of top talent. •Move away from a transactional approach to hiring by getting proactive and building relevant talent pipelines. India Recruiting Trends 21% 29% 29% 20% 31% 32% Proactively build talent pools/ pipelines Improve employee retention Invest in their employer brand India Global
- 10.
- 11. Top sources forquality and quantity Passive candidate recruitment Top recruiting metrics Mobile recruiting 11 Part 2: Sourcing Just as a championship sports team is defined by its players and coaches, a successful company is defined by its talent. But where are companies finding talent today? In 2015, sourcing just isn’t what it used to be. Recruiters’ use of social professional networks was the fastest growing source of quality hires and is now one of the top 3 sources. Passive candidate recruiting is popular not only in the India, but also in economic powerhouse countries like China and US. Wiley Indian small businesses have also figured out how to poach passive talent. For many, it’s central to their recruiting strategy. Passive talent accounts for a whopping 75% of all professionals worldwide. As candidates become increasingly mobile, companies are also embracing mobile recruiting. The mobile revolution is in full swing in the talent industry, and will continue to be a big theme in 2015. Part 2: Sourcing India Recruiting Trends
- 12. Top source forquality hires: Social professional networks grow in importance Rapid adoption of social professional networks as a source of quality hires Social professional networks close the gap with traditional sourcing channels like internet job boards and employee referrals, while zooming past recruitment agencies. “Think about the key quality hires that your organization (placed/made) in the past 12 months. Which of the following were the most important sources for those key positions?” Indian companies beat global peers at finding quality talent on social professional networks Employee referral programs continue to be a key source for quality hires. The ability of social professional networks to identify employee connections helps recruiters fast track the hiring process. “Think about the key quality hires that your organization (placed/made) in the past 12 months. Which of the following were the most important sources for those key positions?” Part 2: Sourcing 12 India Recruiting Trends 52% 44% 33% 38% Employee referral programs Social professional networks India Global 15% 35% 55% 75% 2011 2012 2013 2014 Employee referral programs Internet job boards Social professional networks Recruitment agencies Internet resume databases
- 13. Top source forquantity: Internet job boards Internet job boards account for major hirers Internet job boards produce the highest quantity of hires for Indian companies while the usage of internet resume databases remains constant. Social professional networks is the fastest growing channel for quantity of hires for Indian companies. “How significant were each of the following as a source of white collar professional (candidates placed by/hires for) your organization in the past 12 months?” How Indian channels differ for quantity of hire Internet resume databases, employee referral programs and recruitment agencies are more popular in India compared to global peers. How global channels differ for quantity of hire Indian companies have significantly less internal hires and use the corporate website for recruitment far less than global counterparts. Part 2: Sourcing 13 India Recruiting Trends 27% 29% 35% 47% 56% Recruitment agencies Social professional networks Employee referral programs Internet resume databases Internet job boards 20% 21% 26% 27% 35% 47% Recruitment agencies Employee referral programs Internet resume databases India Global 29% 38% 16% 24% Internal hires Company career website India Global
- 14. Sourcing: There area handful of sources that provide both quality and quantity “How significant were each of the following as a source of white collar professional hires for your organization in the past 12 months?” (>15% quantity of hires) “Think about the key quality hires that your organization (placed/made) in the past 12 months. Which of the following were the most important sources for those key positions?” 47% Of Indian talent leaders believe they’re not doing enough to track return on investment for channels of hire. One can’t manage what one does not measure. As hiring requirements and budgets ramp-up, it is time Indian recruiters started tracking key recruiting metrics via online and automated tools, on a regular basis. Part 2: Sourcing 14 India Recruiting Trends % Most important Source of Quality Hire Employee referral programs Internet job boards Social professional networks-2015 Social professional networks-2014 Internet resume databases Recruitment agencies Company career website Internal hires Best quality & quantity ATS/ internal candidate database Student/Youth recruiting programs General social media Diversity recruiting programs Company CRM General career fairs Print/Trade journals 60% 0% 90% 0% % Major Source of Quantity of Hires (Top 2) 5 sources of hire for quality and quantity
- 15. Passive candidate recruiting:India in global top 3 Passive candidate recruiting: The global breakdown Companies in the US and China are most aggressively recruiting passive candidates. There is an increase in Indian companies reaching out to passive candidates via proactive sourcing. Why passive candidate recruiting works Globally, 75% of professionals consider themselves “Passive” yet only 61% of companies consider recruiting passive talent. 75% Passive 25% Active Global Candidate Breakdown Active candidate definition: Actively looking Casually looking a few times a week Passive candidate definition: Reaching out to personal network Open to talking to a recruiter Completely satisfied; Don’t want to move “How would you describe your job search status?” Source: LinkedIn’s Talent Trends 2014 study “To what extent does your recruiting organization focus on hiring passive talent?” 61% Global Average Part 2: Sourcing 15 India Recruiting Trends China 83% United States 72% India 69% Spain 68% Brazil 67% Southeast Asia 65% Mexico 63% Hong Kong 60% South Africa 60% MENA 59% Canada 58% United Kingdom 57% Germany 54% Italy 53% Nordics 51% France 51% Australia 49% Netherlands 48% Belgium 41%
- 16. Sourcing: Small businessesare agile recruiters Small businesses are more geared for mobile recruiting Small businesses display greater agility in new age recruiting by having career websites optimized for mobile when compared to large companies. To what extent do you agree or disagree with the following statements related to mobile recruiting? We define mobile recruiting as finding job candidates through mobile phone and tablet-optimized career pages, job postings, and recruitment tools. Small business do more with less Small businesses largely use recruiting channels that can be run in-house. They use company career websites and student recruiting programs vs. recruitment agencies like larger companies. With less time and fewer internal people and positions, small business recruiting leaders need to find ways to help talent find them. “Think about the key quality hires that your organization (placed/made) in the past 12 months. Which of the following were the most important sources for those key positions?” Part 2: Sourcing 16 India Recruiting Trends 6% 35% 15% 14% 24% 26% Student recruiting programs Recruitment agencies Company career website Small businesses Large companies 30% 44% 27% 44% Our job postings are mobile optimized Our career site is mobile optimized Small businesses Large companies
- 17. Sourcing: Quality isthe most valuable hiring metric Quality of hire is most valuable metric Recruitment metrics remain the same across geographies. Quality of hire is used to gauge hiring success. Epilogue: Talent analytics “What is the single most valuable metric that you use to track your recruiting team's performance today?” Small businesses value quality of hire Small businesses in India value “Quality of Hire” while large companies value “time to fill” more than small businesses. The cost of hire is of equal importance to both large and small businesses. “What is the single most valuable metric that you use to track your recruiting team's performance today?” 17 India Recruiting Trends 8% 25% 44% 13% 26% 46% Cost per hire Time to fill Quality of hire India Global 12% 20% 53% 13% 31% 41% Cost per hire Time to fill Quality of hire Large companies Small businesses
- 18. Sourcing: New hireperformance indicates quality New hire performance evaluation is the top way to measure quality of hire Quality of hire is widely considered the holy grail of recruiting metrics. Indian recruiters place significantly higher emphasis on time to productivity compared to global peers. Time to productivity is almost as important as new hire performance evaluation. Epilogue: Talent analytics Smaller companies favor Time to productivity In India, large companies favor new hire performance evaluation as a quality indicator. While small businesses, with need for speed, favor time to productivity. “What metrics does your organization use to track quality of hire?” “What metrics does your organization use to track quality of hire?” 18 India Recruiting Trends 51% 25% 52% 47% 53% 56% Turnover/retention Time to productivity New hire performance evaluation India Global 47% 56% 52% 48% 51% 59% Turnover/retention Time to productivity New hire performance evaluation Large companies Small businesses
- 19. Sourcing: The continuedrise of mobile Candidate mobile behaviors rising in India Indian recruiting leaders agree that candidate mobile job seeking behavior is on the rise. We believe, this will increase further in 2015. Companies invest in mobile Companies are up to the challenge and investing in mobile strategies, optimizing their job postings and career sites for mobile. 25% 24% 28% 35% Our job postings are mobile-optimized Our career site is mobile- optimized 2013 2014 “To what extent do you agree or disagree with the following statements related to mobile recruiting?” “To what extent do you agree or disagree with the following statements related to mobile recruiting?” 22% 20% 41% 31% Candidates view opportunities on mobile Candidates apply via mobile 2013 2014 Part 2: Sourcing 19 India Recruiting Trends
- 20. Part 3: Talentbrand
- 21. How companies prioritizeand act Channels for promoting talent brand Why companies invest Part 3: Talent brand What’s a talent brand and why does it matter? It’s what talent thinks, feels, and shares about your company as a place to work. A strong talent brand reduces cost per hire by up to 50% and lowers turnover rates by 28%.1 As recruiting evolves to be more like marketing, recruiting leaders are embracing the idea of talent brand. Their actions are now beginning to catch up to their beliefs. Recruiting leaders can get ahead of the competition by acting quickly to invest and create a proactive talent brand strategy. To learn more, check out LinkedIn’s Employer Brand Playbook. 21 Part 3: Talent Brand Marketing Recruiting Segment Determine the types of people that fit your open jobs Target Prioritize and pursue high priority candidates Position Create a narrative and message for the company’s talent brand to acquire and retain priority candidates Product The job and work environment Price Employee salary and benefits Promotion Outbound: Job postings, public relations Inbound: Build relationships with talent communities, social, digital, and content marketing Place of distribution Job boards, social networks, email India Recruiting Trends 1Eda Gultekin, What’s the Value of Your Employment Brand?, http://lnkd.in/valueofEB (December 1, 2011)
- 22. 40% 60% 80% 2012 2013 2014 Employer brand is a top priority Employer brand significantly impacts hiring quality We regularly survey new hires to understand brand position We measure our employer brand relative to our competitors Talent brand: Companies understand its impact Talent brand has impact but needs to be prioritized Indian recruiting leaders agree that talent brand matters in attracting and hiring top talent. Companies can get ahead of competition by telling a compelling employer story and creating a proactive talent brand strategy. “Please indicate the extent to which you agree or disagree with the following statements as they relate to your company’s employer brand.” 79% Of Indian Talent Acquisition leaders say talent brand has a significant impact on their ability to hire great talent. Part 3: Talent Brand 22 India Recruiting Trends 78% Of Indian professionals surveyed for the Talent Trends report 2014 say that the company reputation as a great place to work or having great people or being prestigious is important while considering a job.
- 23. Talent brand: Indiancompanies in the top quadrant Indian companies rank high Indian companies rank high when it comes to prioritizing and managing their talent brand. Creating a great talent brand can help Indian companies immensely since 1.Lack of awareness is a key recruiting obstacle in India. Employer branding will help companies draw quality candidates in a competitive environment, versus a post and pray approach. 2.The biggest competition nightmare for Indian companies is investment in employer brand. A proactive approach will help save the day. 3.Investing in and measuring talent brand is one of the increasingly important priorities for Indian companies. It is a question of “When?” rather than “Why?”. 23 Part 3: Talent Brand India Recruiting Trends Talent brand is a top priority for our organization My company has a proactive talent brand strategy US UK Australia India Nordics Germany Spain Italy Brazil SE Asia China Netherlands France Canada MENA Belgium Hong Kong Mexico South Africa 35% 65% 25% 75%
- 24. Talent brand: Top4 channels of promotion How small business tell their Talent story Small business use social media and other online channels to promote their Talent brand while large companies gun for industry awards, ride on PR efforts and print ads to position themselves as an employer of choice. Fastest growing channel for talent brand In India, online professional networks are the fastest growing and topmost channel for promoting talent brands. “Which channels or tools have you found most effective in spreading your employer brand?” Asked leaders who are responsible for employer brand. 24 Part 3: Talent Brand India Recruiting Trends 30% 35% 40% 45% 50% 55% 60% 65% 70% 75% 2012 2013 2014 Company website Online professional networks (e.g., LinkedIn) Social media (e.g., Facebook) Friends/family, word of mouth 34% 62% 46% 47% Public recognition/awards (e.g. 'Best Places to Work') Social media (e.g., Facebook, Twitter) Large companies Small businesses
- 25. Talent brand: What’sthe return on investment? Reasons to invest in a talent brand Global and Indian companies agree on the top 5 reasons for investing in a talent brand. These reasons form the foundation of a good business case to secure talent brand resources. 3 Reasons to invest in talent brand: “For what reasons are you spending more on employer brand this year?” Directed to leaders who report spending more on employer brand this year. 25 How much you can reduce your cost per hire1 Part 3: Talent Brand India Recruiting Trends 39% 50% 49% 42% 41% 37% 43% 52% 54% 60% Difficulty recruiting quality candidates Need to raise general awareness Increased belief in the impact of employer brand Increased competition Planned increase in hiring India Global 50% 75% 28% How much you can reduce your employee turnover1 % of talent acquisition leaders who say talent brand significantly impacts their ability to hire great talent 1Eda Gultekin, What’s the Value of Your Employment Brand?, hhtp://lnkd.in/valueofEB (December1, 2011).
- 26. Part 4: Thefuture of recruiting
- 27. Top long-lasting trends Top up-and-coming trends Part 4: The future of recruiting Now it’s time to test the wisdom of crowds. Looking in their crystal balls, talent acquisition leaders predict what the future of recruiting will look like. They also attempt to trend spot new, up-and-coming recruitment practices. Amazingly, both Global and Indian talent acquisition leaders are in sync on the future of recruiting. They believe that social professional networks and better matching of candidates with jobs will be the new norm in 5 to 10 years. Given how rapidly recruiting has evolved in only 4 short years, perhaps change will come sooner than we think. Part 4: Predicting the Future of Recruiting 27 India Recruiting Trends
- 28. The future: Professionalnetworks and boosting referral programs top the list Social and professional networks are here to stay Global recruiting leaders agree: Social and professional networks are the most essential and long-lasting trend in recruiting. Trend spotting: Candidate and job matching Candidate and job matching could reshape the recruiting industry. “What do you consider to be the three most essential and long-lasting trends in recruiting for professional roles?” “Which of the following new and upcoming trends do you think will play a significant role in shaping the recruiting industry for the next 5 to 10 years?” Part 4: Predicting the Future of Recruiting 28 India Recruiting Trends 33% 17% 37% 27% 31% 39% Upgrading employer branding Boosting referral programs Utilizing social and professional networks India Global 27% 33% 24% 53% 35% 38% 41% 58% Using 'big data' for predicting future talent needs Defining and measuring hire quality Focusing on referrals as a primary source of talent Improved candidate and job matching (personality fit, culture fit, etc.) India Global
- 29. Top trend forselected geographies Top up and coming trend varies by region Australia, India, South Africa: Improved candidate & job matching USA, Canada, Mexico & Brazil Improved candidate & job matching Belgium: Remote Workforce options China: Using “big data” to predict future talent needs Germany, Italy, Netherlands Recruiting becoming more like marketing 29 India Recruiting Trends
- 30. Epilogue: More interestingdata 1.Student Recruiting 2.Data Driven Recruiting
- 31. Student and recentgrad recruitment: Most global and Indian companies do it Most companies globally recruit students Although student and recent grad recruiting isn’t a top priority globally, most companies recruit students as part of their overall talent acquisition strategy. Don’t miss out on this trend. “To what extent does your company recruit young professionals? We're defining 'young professionals' as anyone who is 0-3 years out of school.” Most large and small Indian companies recruit students The majority of large and small Indian companies also recruit from the student and recent grad talent pool. 88% 12% Large Indian companies Epilogue: Student Recruiting 31 India Recruiting Trends 84% 16% Small Indian companies Recruit students and young professionals Don't recruit students and young professionals 79% 21% Global companies Recruit students and young professionals Don't recruit students and young professionals
- 32. Student recruitment: Indiain global top 5 86% of Indian companies are into student recruitment Large and small Indian companies recruit students. “To what extent does your company recruit young professionals? We're defining 'young professionals' as anyone who is 0-3 years out of school.” 79% Global Average Compensation is the main obstacle to recruiting students Indian companies struggle with compensation when recruiting students. Lack of awareness in the face of competition could add to recruiting woes. “What are the biggest obstacles you face in attracting young professionals to your company?” Epilogue: Student Recruiting Italy 90% Spain 87% Mexico 87% Brazil 87% India 86% France 85% Belgium 83% South Africa 82% Southeast Asia 82% Canada 80% United States 80% Germany 78% China 78% Nordics 76% Hong Kong 73% United Kingdom 72% MENA 71% Netherlands 71% Australia 64% 32 India Recruiting Trends 20% 29% 36% 31% 28% 30% 30% 43% Location Lack of awareness of or interest in our employer brand Competition Compensation India Global
- 33. Recruiting leaders arefairly aligned with what young professionals want in a job 33 India Recruiting Trends A Co. with a long-term strategic vision Culture that fits my personality Excellent compensation & benefits Strong career path Job security Flexible work arrangements Ability to make an impact Challenging work A place I would be proud to work Strong employee development Values employees contributions Good relationship with your colleagues Good relationship with your superiors Internal transfer opportunities Good work/ life balance 0% 10% 20% 30% 40% 50% 60% 70% 0% 10% 20% 30% 40% 50% 60% 70% What talent acquisition leaders think young professionals want in a job Young Professionals value more than what recruiting leaders think Young Professionals value as much as what recruiting leaders think Young Professionals value less than what recruiting leaders think What young professionals want in a job
- 34. Talent analytics: Indialeads data driven recruiting “How well do you think your organization uses data to understand (talent acquisition/recuiting) effectiveness and opportunities?” Indian talent leaders believe they use data effectively 24% Global Average Epilogue: Talent analytics India 53% MENA 43% Southeast Asia 39% Brazil 32% Mexico 30% United States 29% South Africa 25% Canada 21% China 18% Spain 17% United Kingdom 17% Italy 16% Hong Kong 15% Australia 13% Netherlands 12% Belgium 12% France 9% Nordics 9% Germany 9% Indian companies use data mainly for long- term workforce planning 54% 45% 57% 53% 58% 67% Leadership development, succession planning Urgent need of a specific type of talent Long-term workforce planning India Global “In general, which of the following areas do you believe your organization uses data effectively to better understand talent acquisition effectiveness and opportunities?” 34 India Recruiting Trends
- 35. Survey sampling andmethodology Data Comparisons Global comparisons are reported as un-weighted averages from the noted countries Historical data comparisons are taken from 2011, 2012 and 2013 Recruiting Trends research, which had similar sampling criteria and methodology to 2014 –2014 survey fielded August-September 2014 with 304 Indian respondents –2013 survey fielded April-May 2013 with 274 Indian respondents –2012 survey fielded May-July 2012 with 255 Indian respondents –2011 survey fielded April-June 2011 with 269 Indian respondents Survey Sample Survey respondents are talent acquisition professionals who: –Work in a corporate HR department –Have at least some authority in determining their company’s recruitment solutions budget –Focus exclusively on recruiting, manage a recruiting team, or are HR generalists who spend more than 25% of their time recruiting. Survey respondents are members of LinkedIn who have opted to participate in research studies. They were selected based on information in their LinkedIn profile and contacted via email. Brazil: 198 USA: 406 Canada: 300 UK: 400 China: 201 Southeast Asia: 385 India: 304 Australia: 274 Spain: 203 Nordics: 71 Italy: 205 France: 200 Germany: 203 Netherlands: 182 MENA: 184 Mexico: 151 South Africa: 130 Hong Kong: 51 Belgium: 77 35 India Recruiting Trends
- 36. About LinkedIn TalentSolutions 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 300 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/ Follow us on Slideshare: slideshare.net/linkedin-talent-solutions Follow us on Twitter: @hireonlinkedin Follow us on You Tube: youtube.com/user/LITalentSolutions Discover additional insights: Talent.linkedin.com Follow us on LinkedIn: www.linkedin.com/company/1337 India Recruiting Trends
- 37. About the authors Sam Gager Research Consultant, LinkedIn Talent Solutions Sam is an experienced researcher on LinkedIn’s Insights team. He and his colleagues uncover data-driven insights from LinkedIn’s proprietary data. Rachel Bowley Research Associate, LinkedIn Talent Solutions Rachel is a statistically savvy number cruncher and researcher. She powers the insights LinkedIn generates from its data. Megha Nayak Associate Field Marketing Manager, LinkedIn Talent Solutions Megha is a part of the trade marketing team in India. She plays enabler in helping talent leaders leverage the power of LinkedIn. Pooja Chhabria Marketing Strategist, APAC Pooja Chhabria works on marketing campaigns and programs for the APAC region. She leverages customer insights to drive maximum reach and impact for LinkedIn Talent Solutions 37 India Recruiting Trends