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- 1. Nordic Recruiting Trends 3 Must-Know Talent Acquisition Trends for 2015 4th Annual Report
- 2. Introduction To win in 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 6,000 talent acquisition decision makers in 31 countries 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 Introduc,on 03 Execu,ve summary 04 Part 1: The recrui,ng industry in 2015 10 Part 2: Sourcing 20 Part 3: Talent brand 26 Part 4: The future of recrui,ng 30 Epilogue: More interes,ng data 2 Nordic Recrui,ng Trends
- 3. Executive summary: Nordic recruiting trends 3 must-know talent acquisition trends and predictions for 2015 1 Recruiting budgets and volumes differs more than ever before in the Nordic countries.! .! 2 Nordic and global talent acquisition leaders agree that sourcing skilled talent is the lynchpin of any successful recruiting organization! 3 The trend is speaking for itself; ! Social media and Online professional networks has increased around 20% each the last 3 years. “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?”! 3 Nordic Recrui,ng Trends H i r i n g Volume H i r i n g Budget 20% 40% 60% 80% 2011 2012 2013 2014 14% 24% 30% 49% 25% 23% 34% 46% 4. Improving sourcing 3. Pipelining talent 2. Improving quality of hire 1. Recrui,ng/ sourcing highly-‐ Global Nordic “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?”! 30% 35% 40% 45% 50% 55% 60% 65% 70% 75% 80% 2012 2013 2014 Company website Online professional networks (e.g., LinkedIn) Friends/family, word of mouth Social media (e.g., Facebook)
- 4. Part 1: The recruiting industry in 2015
- 5. ü Technology context and catalysts ü Organizational pressures and priorities ü Competitive threats Part 1: The recruiting industry in 2015 Hiring volumes and budgets buck the trend of stagnation, creating the biggest gap the Nordic ever had. With the highly increasing 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 Nordic Recrui,ng Trends
- 6. Organizational pressure Hiring volume and budgets heat up Nordic company hiring volumes and budgets buck the trend of stagnation, heating up for the first time in four years. As the gap widens between hiring volume and budgets in 2015, recruiting leaders must scale their operations, do more with less, and invest wisely.! 50% ! of Nordic 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.! “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?”! 45%! 32%! 39%! Hiring Volume, 62%! 29%! 31%! Hiring Budget, 42%! 0%! 20%! 40%! 60%! 80%! 2011! 2012! 2013! 2014! % Leaders With Volume or Budget Increase Part 1: The Recruiting Industry in 2015 6 Nordic Recrui,ng Trends
- 7. Organizational priorities: Recruiting leaders agree Sourcing is top priority Nordic and global talent acquisition leaders agree that sourcing skilled talent is the lynchpin of any successful recruiting organization. Improving the sourcing techniques is a much lower priority in the Nordic than the global survey pool.! ! Small and large companies don’t really differ Large and small companies recruit in pretty much the same way, with focus on the same things. 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 Nordic Recrui,ng Trends 14% 24% 30% 49% 25% 23% 34% 46% 4. Improving sourcing techniques 3. Pipelining talent 2. Improving quality of hire 1. Recrui,ng/sourcing highly-‐skilled talent Global Nordic 10% 8% 9% 9% Diversity recrui,ng Recrui,ng passive talent Small businesses Large companies
- 8. Competitive threats: Biggest obstacle to landing talent in 2015 is lack of awareness/Interest The biggest obstacle: Lack of awareness or interest in the company. Competition is no longer the biggest obstacle in the Nordic. The lack of awareness of/ or interest in our talent brand has increased meanwhile competition is becoming a smaller obstacle. ! Competition is lower in the Nordics than globally. Competitive pressures are less of a threat to Nordic companies than to global companies. Companies need to step up their recruiting game to win in a competitive market globally. But in the Nordic they really need to create a bigger interest in their brand as well. ! ! 20%! 30%! 40%! 50%! 2012! 2013! 2014! “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 Competition! Compensation! Lack of awareness of or interest in our talent brand! 8 Nordic Recrui,ng Trends 37% 46% 20% 40% 60% 80% Compe,,on Nordic Global
- 9. Competitive threats “What are the things that your competitors have done or may plan on doing that would make you most nervous?”! 52%! ! Of Nordic companies recruit passive talent.! Investing in their employer brand is the most nerve- racking for Nordic companies. Part 1: The Recruiting Industry in 2015 9 Nordic Recrui,ng Trends 4 years! ! Is the average length of time an employee stays at one company, according to Aug 2014 LinkedIn data.! 42%! ! of Nordic talent leaders say employer brand is a top priority for their company.! 29% 18% 29% 41% 27% 28% Invest in their employer brand Increase focus on passive talent Improve employee reten,on Nordic Global
- 10. Part 2: Sourcing
- 11. ü Top sources for quality and quantity ü Passive candidate recruitment ü Top recruiting metrics ü Mobile recruiting Nordic Recrui,ng Trends 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 gradually increasing and became the number 3 source of quality hires in the Nordics. Passive candidate recruiting is most popular in countries like US, China and India. Small businesses in the Nordic have also figured out how to poach passive talent. For 64% it’s important 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
- 12. Top source for quality hires: Professional networks Social professional networks and internet job boards are growing sources for quality Social professional networks are now increasing gradually. But not as fast as internet job boards. After down going trend in the last 3 years it increases with a whopping 23% from 2013 to 2014.! “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?”! US companies heavily reliant on social recruiting Compared to the Nordic countries, US companies source quality hires significantly more from social professional networks, and significantly less from search & staffing agencies. As international markets evolve, this trend is one worth watching. We in the Nordics have tended to follow US trends in the past.! “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 Nordic Recrui,ng Trends 12 0% 10% 20% 30% 40% 50% 60% 2011 2012 2013 2014 Social professional networks Employee referral programs Company career website Internet job boards Internal hires 33% 30% 38% 32% 46% 14% Social professional networks Search and staffing firms Nordic Global US
- 13. Top source for quantity: Company career sites Career sites produce highest quantity of hires Internet job boards currently produce the highest quantity of hires in Nordic companies. However, quantity doesn’t always equal quality. Recruiting leaders need to manage the application process to ensure they get a high quantity of quality hires.! “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 the Nordics channels for quantity of hire differ Social professional networks and referral programs are a lot lower in the Nordic than globally. Meanwhile career sites are more popular here for quantity of hires. ! How global channels for quantity of hire differ Globally, search and staffing firms is a source for significantly larger quantities of hires than in the Nordics. ! Part 2: Sourcing Nordic Recrui,ng Trends 13 15% 37% 11% 13% 18% 56% 35% Your ATS/ internal candidate database Internal hires Employee referral programs Internet resume databases Social professional networks Internet job boards Company career website 21% 27% 38% 11% 18% 35% Employee referrals Social professional networks Company career website Nordic Global 14% 20% 13% 14% Student recrui,ng Search & staffing firms Nordic Global
- 14. Passive candidate recruiting: US and China lead Passive candidate recruiting: The global breakdown Companies in the US and China are most aggressively recruiting passive candidates. Meanwhile the Nordics are falling far behind. ! Why passive candidate recruiting works Globally, 75% of professionals consider themselves “Passive.”! 75%! Passive! 25%! Active! Global Candidate Breakdown! Active candidate definition:! ü Actively looking! ü Casually looking a few times a week! ! Passive candidate definition:! ü Reaching out to personal network! ü Open to talking to a recruiter! ü 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! 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%! Part 2: Sourcing Nordic Recrui,ng Trends 14
- 15. Sourcing: Small businesses recruit differently Small businesses highly focused on passive talent Small businesses are significantly more likely to focus on passive candidate recruitment than large companies are. With fewer resources and less time, smart small businesses get scrappy and strategic, identifying passive candidates with the right skills and cultural fit.! “To what extent does your recruiting organization focus on hiring passive talent?”! Sources of quality hires differ for small businesses Small businesses are more reliant on internet job boards and slightly less reliant on internal hires than their large company counterparts are. With less time and fewer internal candidates, 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 Nordic Recrui,ng Trends 15 39% 58% 38% 54% Internal hires Internet job boards Large companies Small businesses 64% 41% Focus to some extent or greatly on passive candidate recruitment Large companies Small businesses
- 16. Sourcing: Quality is most valuable hiring metric Quality of hire is most valuable metric Global and Nordic recruiting leaders agree that quality of hire is the most valuable metric for measuring recruiting team performance. ! ! “What is the single most valuable metric that you use to track your recruiting team's performance today?”! Small businesses highly value quality of hire In the Nordic, small businesses value quality of hire more than large companies do. Large companies value Hiring manager satisfaction as a performance metric significantly more than small businesses do.! “What is the single most valuable metric that you use to track your recruiting team's performance today?”! Nordic Recrui,ng Trends 16 Part 2: Sourcing 18% 25% 44% 34% 8% 48% Hiring manager sa,sfac,on Time to fill Quality of hire Nordic Global 25% 3% 56% 41% 13% 41% Hiring manager sa,sfac,on Time to fill Quality of hire Large companies Small businesses
- 17. Sourcing: Quality of hire measured by Hiring manager satisfaction Manager satisfaction is top way to measure quality of hire Quality of hire is widely considered the holy grail of recruiting metrics. Today, global and Nordic recruiting leaders mainly differs on the impact new hire performance evaluation has. How ever the top 3 ways to measure quality of hire are the same in the Nordics as the Global results . ! Part 2: Sourcing Company size impacts how quality is measured In the Nordic, large companies favor turnover and retention as a quality of hire metric while small businesses favor hiring manager satisfaction. ! “What metrics does your organization use to track quality of hire?”! “What metrics does your organization use to track quality of hire?”! Nordic Recrui,ng Trends 17 52% 40% 51% 31% 48% 45% New hire performance evalua,on Hiring manager sa,sfac,on Turnover/reten,on Nordic Global 31% 53% 34% 31% 44% 54% New hire performance evalua,on Hiring manager sa,sfac,on Turnover/reten,on Large companies Small businesses
- 18. Sourcing: The continued rise of mobile Candidate mobile behaviors rising globally Global recruiting leaders agree that candidate mobile job seeking behavior is on the rise. We believe this will continue 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.! 18%! 16%! 30%! 28%! 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?”! 20%! 20%! 38%! 34%! Our job postings are mobile-optimized! Our career site is mobile- optimized! 2013! 2014! 90%! 70%! 66%! 75%! Part 2: Sourcing Nordic Recrui,ng Trends 18
- 19. Part 3: Talent brand
- 20. ü How companies priori,ze and act ü Channels for promo,ng talent brand ü 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.! Nordic Recrui,ng Trends 20 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! 1Eda Gultekin, What’s the Value of Your Employment Brand?, http://lnkd.in/valueofEB (December 1, 2011).!
- 21. 77% 60% 45% 80% 43% 23% "Our employer brand has a significant impact on our ability to hire great talent" "Employer brand is a top priority for our organiza,on" "Those responsible for our employer brand have enough resources to do it well" US Nordics Talent brand: Companies prioritize it & their actions are beginning to catch up Talent brand has significant impact, but the Nordics needs to have priority that follows Nordic and US recruiting leaders agree that employer brand significantly impacts their ability to hire top talent. In the Nordic it is clear that their actions and priority have to start catching up. Companies can get ahead of the competition by creating a proactive talent brand strategy. Even though it’s proven significant impact (80% agree), only 23% of the once responsible are getting enough resources, half of the people in compresence with the US. The Nordics “top priority” is a third less than US companies. We have some caching up to do.! “Please indicate the extent to which you agree or disagree with the following statements as they relate to your company’s employer brand.” 80% of Nordic Talent Acquisition leaders say talent brand has a significant impact on their ability to hire great talent. ! Part 3: Talent Brand Nordic Recrui,ng Trends 21
- 22. 20% 40% 60% 80% 2012 2013 2014 Employer brand is a top priority Employer brand has a significant impact on our ability to hire great talent We regularly measure the health of our employer brand in a quan,fiable way We measure our employer brand rela,ve to our compe,tors for talent Talent brand: Companies prioritize it & their actions are beginning to catch up Talent brand prioritized with action to follow Nordic recruiting leaders agree that talent brand is a priority that impacts their ability to hire top talent. Their actions are now beginning to catch up. Companies can get ahead of the competition by 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.” 27% Lag between prioritization and action! 80% of Nordic Talent Acquisition leaders say talent brand has a significant impact on their ability to hire great talent. ! Part 3: Talent Brand 22 Nordic Recrui,ng Trends
- 23. Talent brand: Nordic companies are in the top Nordic companies are among the best in the world Nordic companies are in the worlds top 2 when it comes to prioritizing and proactively managing their talent brand. ! Hong Kong! Nordics! Belgium! Netherlands! Brazil! Spain! United Kingdom! France!Mexico! China! United States! Australia! Italy! MENA! Canada! Southeast Asia! India! 30%! 40%! 60% 65%! Talent brand is a top priority for our organization! Mycompanyhasaproactivetalentbrandstrategy! 23 Nordic Recrui,ng Trends Part 3: Talent Brand
- 24. Talent brand: Top 4 channels for promoting it Professional networks are in the top for large companies Even though the social medias are growing the fastest in total, the use among lager companies are overrepresented by the online professional networks. Such as LinkedIn. ! Fastest growing channel for talent brand The trend is speaking for it self; Social media and Online professional networks has increased around 20% each the last 3 years. Both company website and word of mouth has a down going trend in total. Social media and Online professional networks is catching up, and they are doing so in a very fast pace. “Which channels or tools have you found most effective in spreading your employer brand?” Asked leaders who are responsible for employer brand.! 24 Nordic Recrui,ng Trends Part 3: Talent Brand 30% 35% 40% 45% 50% 55% 60% 65% 70% 75% 80% 2012 2013 2014 Company website Online professional networks (e.g., LinkedIn) Friends/family, word of mouth Social media (e.g., Facebook) 56% 44% 54% 62% Social media (e.g., Facebook, Twiier) Online professional networks (e.g., LinkedIn) Large companies Small businesses
- 25. Talent brand: What’s the return on investment? Reasons to invest in talent brand Global and Nordic companies agree on the top 5 reasons for investing in talent brand. These reasons form the foundation of a good business case to secure talent brand resources.! ROI of talent brand For companies that say talent brand is a top priority, according to Sept 2014 LinkedIn survey data: Candidates are 2X more likely to consider working there Candidates’ NPS score of your company is 20% higher: 67 vs 45 “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 Nordic Recrui,ng Trends Part 3: Talent Brand 39% 42% 50% 41% 49% 33% 22% 56% 22% 56% Difficulty recrui,ng quality candidates Increased compe,,on Need to raise general awareness Planned increase in hiring Increased belief in the impact of employer brand Nordic Global Company priori,zes talent brand Company doesn’t Priori,ze talent brand
- 26. Part 4: The future of recruiting
- 27. ü Top long-lasting trends ü 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 Nordic and US 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: Predic,ng the Future of Recrui,ng 27 Nordic Recrui,ng Trends
- 28. The future: Professional networks and improved candidate & job matching are in the cards Social and professional networks are here to stay Global and Nordic 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, especially in the Nordics.! “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: Predic,ng the Future of Recrui,ng 28 Nordic Recrui,ng Trends 33% 26% 37% 34% 42% 48% Upgrading employer branding Sourcing passive candidates Social and professional networks Nordic Global 46% 53% 35% 63% Recrui,ng becoming more like marke,ng Improved candidate and job matching Nordic Global
- 29. Top trend for selected geographies- The Nordics are following the US 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 Nordic Recrui,ng Trends Nordics: ! Improved candidate and job matching !
- 30. Epilogue: More interesting data 1. Student Recruiting 2. Data Driven Recruiting
- 31. Student and recent grad recruitment: Most global and Nordic companies do it Most companies globally recruit students Although student and recent grad recruiting isn’t a top priority globally, most companies do 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.”! 79%! 21%! Global companies! Recruit students and young professionals! Don't recruit students and young professionals! More large than small companies in the Nordics recruit students Even though both large and small companies recruit students it’s a big difference between how many of the two. There are a whopping 37% of small companies that don’t recruit students at all.! Epilogue: Student Recrui,ng 31 Nordic Recrui,ng Trends 87% 13% Large Nordic companies 63% 37% Small Nordic companies Recruit students and young Don't recruit students and young
- 32. Student recruitment: Nordic companies - below average Nordic companies recruit students below average rate The Nordic are 3 % bellow the global average when it comes to percentage of companies that recruit students. For Italian companies, student recruiting is practically essential.! “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! Competition is main obstacle to recruiting students Nordic and global companies struggle primarily with competition when recruiting students. That could be one of the main reasons why small companies struggle more. No matter who you recruit, competition will be a major obstacle so get ready to compete. ! “What are the biggest obstacles you face in attracting young professionals to your company?”! Epilogue: Student Recrui,ng 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 Nordic Recrui,ng Trends 15% 20% 29% 31% 36% 17% 15% 27% 17% 34% Lack of awareness that we're hiring young professionals Loca,on Lack of awareness of or interest in our employer brand Compensa,on Compe,,on Nordic Global
- 33. A company with a long- term strategic vision! Good relationship with your superiors! Internal transfer opportunities! Values employees contributions! Job security! Good relationship with your colleagues! A place I would be proud to work! Challenging work! Flexible work arrangements! Strong employee development! Ability to make an impact! Culture that fits my personality! Strong career path! Good work/life balance! Excellent compensation & benefits! 0% 10% 20% 30% 40% 50% 60% 70% 0% 10% 20% 30% 40% 50% 60% 70% Recruiting leaders are fairly aligned with what young professionals want in a job 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! Whatyoungprofessionalswantinajob! 33 Nordic Recrui,ng Trends
- 34. Talent analytics: Most companies don’t use data well 59% of Nordic talent leaders don’t think their organization is using data well to understand talent acquisition effectiveness. Quite few if you look at result to the left.! “How well do you think your organization uses data to understand (talent acquisition/recuiting) effectiveness and opportunities?”! Nordic companies don’t use data well Recruiting leaders need to strengthen their talent analytics capabilities to stay ahead. The Nordics are down in last place together with France and Germany. An astounding 15% bellow the 24% average.! 24%! Global ! Average! Epilogue: Talent analy,cs 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%! Global companies use data mainly for workforce and succession planning “In general, which of the following areas do you believe your organization uses data effectively to better understand talent acquisition effectiveness and opportunities?”! 34 Nordic Recrui,ng Trends 57% 54% 50% Long-‐term workforce planning Leadership development, succession planning Nordic Global 83%
- 35. Survey sampling and methodology 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 71 respondents ! – 2013 survey fielded April-May 2013 with 118 Nordic respondents! – 2012 survey fielded May-July 2012 with 113 Nordic respondents ! – 2011 survey fielded April-June 2011 with 136 Nordic 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 Nordic Recrui,ng Trends
- 36. About LinkedIn Talent Solutions 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: hip://www.slideshare.net/LinkedInNordic Follow us on Twitter: @LinkedInSverige Follow us on You Tube: youtube.com/user/LITalentSolutions! Discover additional insights: Talent.linkedin.com! Follow us on LinkedIn: www.linkedin.com/company/1337! 36 Nordic Recrui,ng 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.! 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. ! Malin Lundell! Nordics Marketing Manager, LinkedIn Talent Solutions ! ! ! Malin is passionate about marketing, Social Media and people.! She loves creating stories with data to serve the talent industry and thought leadership in the Nordics. ! 37 Nordic Recrui,ng Trends