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This document summarizes the key findings of the 4th Annual 2015 India Staffing Trends report. The top 3 staffing trends in India are: 1) Social professional networks have become the top source of quality hires for Indian staffing firms. 2) Growing new clients and being a strategic partner to existing clients are the top organizational priorities. 3) Online professional networks have become the top channel for promoting a firm's brand, surpassing firm websites and job boards. The report is based on a survey of 202 Indian staffing leaders and provides insights on topics like sourcing, branding, and the future of the staffing industry in India. It finds that social networks, passive recruiting
india_staffing_reports
- 1. 4th Annual Report 2015India Staffing Trends Build, engage, and recruit more by staying ahead of these industry changes
- 2. Introduction To win in2015, search & staffing leaders need to stay ahead of the latest trends. Technology advancements have begun to disrupt the staffing industry, setting the stage for a dynamic and exciting future. About this survey We surveyed 1,993 staffing leaders in 19 countries to understand what’s keeping them up at night and where they see the industry headed in 2015. In India, we surveyed 202 staffing leaders. Get a head start on 2015: tap into our insights and chart your course for success. 02 Introduction 03 Executive summary 04 Part 1: The staffing industry in 2015 08 Part 2: Sourcing 14 Part 3: Brand 18 Part 4: The future of staffing 2India Staffing Trends
- 3. Executive summary: 2015India staffing trends 3 must-know staffing trends to amplify your 2015 strategy 2 Sources of placements: Social professional networks have grown over 4 years to become the #1 source of quality hires for Indian staffing firms. 1 Organizational priorities: Acquiring new clients and being a strategic partner to clients are the top 2 organizational priorities. “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?” 45% 37% 34% 28% Growing our base of new clients Being a strategic partner to my clients Improving sourcing techniques Improving quality of hire % Agree “Think about your (talent acquisition organization's/ firm's)top priorities for the next 12 months. Which of the following choices would you consider to be the most important and least important areas of interest for your organization?” 3 Brand channels: Online professional networks become the top channel for promoting a firm’s brand; firm websites and job boards decline. 3India Staffing Trends 46% 63% 60% 66% 10% 30% 50% 70% 2011 2012 2013 2014 Social professional networks Internet job boards Internet resume databases Employee referral programs 62% 67% 72% 0% 20% 40% 60% 80% 2012 2013 2014 Online professional networks Our firm's website Friends/family, word of mouth Traditional Job Boards “Which channels or tools have you found most effective in promoting your business?”
- 4. Part 1: Thestaffing industry in 2015
- 5. Gap between hiringvolumes and budgets decrease Indian placement budgets and volume continue strong growth A whopping 81% of Indian staffing leaders project a placement budget increase. The gap between hiring volume and budget narrows. “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 88% 82% 86% 89% 76% 65% 64% 81% 20% 40% 60% 80% 100% 2011 2012 2013 2014 Hiring Budget Hiring Volume % with increase “What are the things that your competitors have done or may plan on doing that would make you most nervous?” 20% 28% 30% 22% 27% 27% 28% 30% Invest in new recruiting and/or sales tools (e.g. ATS, CRM, LinkedIn, etc.) Build and nurture strong talent pools or pipelines Learn to use social networking and social media more effectively Further invest in their existing recruiting and/or tools (e.g. ATS, job boards, LinkedIn, etc.) India Global Investments in recruiting tools, social media, and talent pipeline are the top competitive threats Significantly more Indian firms are concerned about their competition investing in existing/new recruiting tools. 5India Staffing Trends
- 6. Priorities: Top firmpriorities are growing new client base and being a strategic partner to clients Growing new client base and being a strategic partner to clients are top priorities Indian staffing firms prioritize improving quality of hire significantly more than global staffing firms do Small firms stay competitive by prioritizing client business development and brand Small staffing agencies are significantly more likely to prioritize business growth, efficiency building and brand. We define small agencies as organizations with fewer than 10 recruiters. “Think about your firm’s top priorities for the next 12 months. Which of the following choices would you consider to be the most important and least important areas of interest for your organization?” “Think about your firm’s top priorities for the next 12 months. Which of the following choices would you consider to be the most important and least important areas of interest for your organization?” Part 1: The Recruiting Industry in 2015 24% 20% 30% 46% 53% 26% 28% 34% 37% 45% Recruiting/sourcing highly- skilled talent for my firm Improving quality of hire Improving sourcing techniques Being a strategic partner to my clients Growing our base of new clients India Global 54% 40% 19% 1% 39% 31% 10% 8% Growing our base of new clients Improving sourcing techniques Investing in and measuring our firm's brand Mobile recruiting Small agencies Large agencies 6India Staffing Trends
- 7. Obstacles: Biggest obstaclein 2015 is offer made by the client Offer made by the client is the #1 obstacle Availability of quality talent and competition follow closely as top obstacles to recruiting talent. Smaller agencies grapple with small recruiting team sizes. Large agencies battle the skill set issue. “What are your firm's biggest obstacles to attracting the best talent?” Part 1: The Recruiting Industry in 2015 “What are your firm's biggest obstacles to recruiting talent?” 45% 60% 41% 39% 41% 48% Competition Availability of quality talent Offer made by my client (includes compensation, role, location, etc) India Global 7India Staffing Trends 34% 9% 13% 23% Recruiting team too small Recruiting team skills Small agencies Large agencies
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- 9. Top source forquality hires: Professional networks Social professional networks rise to become the top source for quality hires in India Social professional networks are the most important and fastest growing source of quality placements, closely followed by job boards. Referral programs making a comeback. “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?” Large agencies have taken to social professional networks slightly more than small agencies Large agencies use social professional networks to place high quality talent. Small firms are more likely to use ATS/internal candidate databases. 71% 22% 60% 29% Social professional networks ATS/internal candidate database Large agencies Small 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?” Part 2: Sourcing 9India Staffing Trends 46% 63% 60% 66% 10% 30% 50% 70% 2011 2012 2013 2014 Social professional networks Internet job boards Internet resume databases Employee referral programs
- 10. Sourcing: Social professionalnetworks and job boards provide best 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) Sources of hire for quality and quantity in India “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?” 54% of global staffing leaders believe they’re not doing a good job tracking return on investment on sources of placements. There’s lots of room for improvement. Part 2: Sourcing 10India Staffing Trends Internet resume databases Internet job boards Social Professional networks ATS/ internal candidate database Employee Referral programs Company career website General career fairs Print newspapers/ trade journals Company CRM system %mostsourceofquantityhires % most source of quality hires Best quality & quantity
- 11. Passive candidate recruiting:India at average levels A large majority of staffing firms recruit passive candidates. However, India lies at global average levels. Why passive candidate recruiting works Globally, 75% of professionals consider themselves “Passive.” Because availability of quality talent is the #2 obstacle to hiring for Indian firms, it’s important to consider this large passive talent pool. Use different sources to target passive versus active candidates, and have a different message for warm outreach. 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 reaching out to passive talent?” To some extent or very much so. Part 2: Sourcing United Kingdom 95% China 94% United States 91% Canada 89% Southeast Asia 88% Australia 87% India 87% Brazil 84% France 84% Nordics 82% Netherlands 72% 87% Global average 11India Staffing Trends
- 12. Number of placementsis the most valuable metric for staffing firms in India Client satisfaction, quality of placement and pipeline of placeable candidates aren’t far behind in importance. “What is the single most valuable metric that you use to track your recruiting team's performance today?” Part 2: Sourcing 7% 18% 28% 29% 15% 19% 24% 25% Pipeline of placeable candidates Quality of placement Client satisfaction Number of placements India Global 12India Staffing Trends 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). 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.
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- 14. Brand: It’s apriority and key to business growth Most firms value brand Most Indian staffing leaders agree that brand is a priority. However, brand resourcing and measurement are still catching up. Companies can get ahead by funding a proactive brand strategy and tracking its success. “Please indicate the extent to which you agree or disagree with the following statements as they relate to your firm’s brand.” Part 3: Talent Brand 78% 74% 72% 72% 53% 50% Our brand has a significant impact on our ability to grow our business Our brand is a top priority for our firm We will increase our marketing activities to improve our firm's brand Our brand has a significant impact on our ability to engage great talent Those responsible for our brand have enough resources to do it well We regularly measure the health of our brand in a quantifiable way % Agree Top 5 reasons agencies invest in their brand The number one reason Indian agencies invest in their brand is due to an increase in client demand. Indian agencies are more likely to cite this and “movement into new geographies or sectors where you haven't previously recruited” as a reason to invest in brand than global agencies. Global companies are more likely to invest to increase awareness. “For what reasons are you spending more on your firm’s brand this year?” Directed to leaders who report spending more on brand this year. 51% 40% 46% 36% 46% 36% 44% 49% 51% 57% Need to raise general awareness Increased competition Increased belief in the impact of our firm's brand Movement into new geographies or sectors where you haven't… Increase in client demand India Global 14India Staffing Trends
- 15. Brand: Top 4channels for promoting it Small and large agencies rely on online professional networks Both small and large agencies rely on social professional networks to promote their brand, likely due to its cost effectiveness. Large agencies differ significantly from small agencies in relying on public recognition and awards. Online professional networks grow as top channel 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?” Part 3: Talent Brand “Which channels or tools have you found most effective in promoting your business?” 68% 16% 78% 6% Online professional networks (e.g., LinkedIn) Public recognition/awards Large agencies Small agencies 15India Staffing Trends 62% 67% 72% 0% 20% 40% 60% 80% 2012 2013 2014 Online professional networks Our firm's website Friends/family, word of mouth Traditional Job Boards
- 16. Brand: Indian firmsare above average in prioritizing and acting on their brand Indian firms can remain competitive by investing in and managing their brand Southeast Asian and Indian firms lead the way in agency branding. Indian firms have an opportunity to amplify their brand by: Articulating your competitive advantage so clients and candidates know why you’re the best firm for their industry, function, career, etc. Using cost-effective social channels to make your brand known. Start with free LinkedIn tools like individual recruiter profiles, your company page, and attracting followers. Benchmarking your brand budget against other investments — is your brand funded in line with other priorities? Measuring your brand using metrics like Net Promoter Score (NPS) of your clients and placements, company followers, # recruiters with updated LinkedIn profiles. Part 3: Talent Brand Brand is a top priority for our organization Mycompanyhasabrandstrategy US UK Australia India Nordics Brazil Southeast Asia China Netherlands France Canada 16India Staffing Trends
- 17. Part 4: Thefuture of staffing 17
- 18. The future ofstaffing: Social professional networks and sourcing passive candidates Social professional networks and passive candidate recruiting are here to stay Global and Indian staffing leaders agree that social professional networks and passive candidate recruiting are long-term trends. Trend spotting: Expanding emerging markets and measuring quality of hires The Indian staffing and recruiting industry is looking at growth. Expanding into emerging markets, measuring quality of hires and using “big data” to predict, top the charts. “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 67% 52% 40% 39% 65% 59% 38% 32% Utilizing social and professional networks Finding better ways to source passive candidates Using an internal database to manage talent leads Boosting referral programs India Global 43% 42% 41% 38% 34% 35% 29% 31% 51% 31% Expanding into emerging markets Defining and measuring the quality of our hires Using "big data" for predicting future talent needs Improved candidate and job matching (personality fit, culture fit, etc.) Focusing on referrals as a primary source of talent India Global 18India Staffing Trends
- 19. 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 Global Recruiting Trends research, which had similar sampling criteria and methodology to 2014: – 2014 survey fielded August-September 2014 with 202 US respondents – 2013 survey fielded April-May 2013 with 292 US respondents – 2012 survey fielded May-July 2012 with 416 US respondents – 2011 survey fielded April-June 2011 with 376 US respondents Survey Sample Survey respondents are talent acquisition professionals who: – Work for a staffing firm – Represent an even mix of small, medium, and large firms – Have at least some authority in determining their company’s recruitment solutions budget – Focus exclusively on recruiting professional hires for clients 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: 185 USA: 202 Canada: 201 UK: 201 China: 100 Southeast Asia: 201 India: 202 Australia: 200 Nordics: 100 France: 200 Netherlands: 201 19India Staffing Trends
- 20. About LinkedIn Talent Solutions LinkedInTalent 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 20India Staffing Trends Discover additional insights: https://business.linkedin.com/talent-solutions/staffing-agencies Follow us on LinkedIn: www.linkedin.com/company/1337
- 21. About the authors SamGager 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. 21 India Staffing Trends Megha Nayak Associate Field Marketing Manager, LinkedIn Talent Solutions Megha plays enabler in helping talent leaders leverage the power of LinkedIn. Esther Cruz Insights and Content Marketing Manager, LinkedIn Talent Solutions Esther is passionate about connecting people and opportunities. She enjoys creating content and disruptive thought leadership for the talent industry.