Winning in 2015: Be Ahead of Talent Trends | Talent Connect San Francisco 2014
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The document discusses key recruiting trends for 2015, highlighting themes such as the need for growth preparation, the significance of career-centric online media, and the importance of mobile recruiting. It emphasizes improving employer branding and candidate-job matching as essential strategies. It also presents insights from LinkedIn's data on recruiters' expectations and behaviors in the increasingly competitive talent landscape.
Winning in 2015: Be Ahead of Talent Trends | Talent Connect San Francisco 2014
- 1. #intalent Winning in 2015 Planning for the latest talent trends Luke Baxter Director of Insights LinkedIn
- 2. #intalent On stage today Luke Baxter Director of Insights LinkedIn Eileen Raymond Executive Director, Recruiting KPMG
- 3. #intalent Today’s session Review top recruiting trends from LinkedIn surveys and data Share ideas for building these trends into your 2015 planning Discussion with Eileen Raymond, KPMG All sources LinkedIn surveys or data unless otherwise stated
- 4. #intalent Five themes to build into your 2015 plan Based on LinkedIn research and data analysis 1 Start preparing for growth and investment in 2015 2 Career-centric online media are core to the sourcing mix 3 Employer branding viewed as important but resourcing still lags 4 Recruiting is now truly moving mobile 5 Improved candidate and job matching expected to reshape recruiting
- 5. #intalent Five themes to build into your 2015 plan Based on LinkedIn research and data analysis 1 Start preparing for growth and investment in 2015 2 Career-centric online media are core to the sourcing mix 3 Employer branding viewed as important but resourcing still lags 4 Recruiting is now truly moving mobile 5 Improved candidate and job matching expected to reshape recruiting
- 6. #intalent Talent acquisition set to intensify… Percent of recruiters projecting an increase in 2015 Hiring Volume Recruiting Budget 75 50 25 0 2011 2012 2013 2014
- 7. #intalent Talent acquisition set to intensify… Percent of recruiters projecting an increase in 2015 Hiring Volume Recruiting Budget 75 50 25 0 2011 2012 2013 2014
- 8. #intalent …and most markets are optimistic Percent of recruiters projecting hiring increase in 2015 Brazil NAMER APAC Europe 80 70 60 50 40 30 2011 2012 2013 2014
- 9. #intalent …and most markets are optimistic Percent of recruiters projecting hiring increase in 2015 Brazil NAMER APAC Europe 80 70 60 50 40 30 2011 2012 2013 2014
- 10. #intalent The global economy is expected to pick up speed … strengthening to 3.4 and 3.5 percent in 2015 and 2016, respectively. High-income economies will contribute about half of global growth in 2015 and 2016, compared with less than 40 percent in 2013. World Bank Global Economic Prospects, June 2014
- 11. #intalent Preparing to grow and compete for talent in 2015 Practical points to consider in your planning • Ensure your executive team is fully informed about increasing market demand and competition for top talent • Apply LinkedIn data to quantify talent pools, supply-demand dynamics and trends Visit our ‘Insights’ booth to learn more • Build your team capability, ensure that budgets include training and tools to equip your team for success
- 12. #intalent Five themes to build into your 2015 plan Based on LinkedIn research and data analysis 1 Start preparing for growth and investment in 2015 2 Career-centric online media are core to the sourcing mix 3 Employer branding viewed as important but resourcing still lags 4 Recruiting is now truly moving mobile 5 Improved candidate and job matching expected to reshape recruiting
- 13. #intalent Top trends from ‘2014 Recruiting Trends’ Percent of recruiters ranking these ‘long lasting’ trends in top 3 Trend Percent Utilizing social and professional networks 37% Upgrading employer branding 33% Finding better ways to source passive candidates 26% Being a strategic talent advisor to the business 19% Boosting referral programs 17%
- 14. #intalent Professional networks now an established source Percent ranking each source of hire in top 4 for ‘quality hires’ Job boards Social professional networks RPO's/Staffing Employee referrals 45 40 35 30 25 20 2011 2012 2013 2014
- 15. #intalent ‘Career-centric’ online media are core sources College recruiting Company career website CRM system Referral programs Diversity recruiting programs General career fairs General social media Internal hires Internet job boards Internet resume databases Print/trade journals Other RPO’s, contingency & staffing agencies Social professional networks ATS/internal candidate database 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% 0% 10% 20% 30% 40% 50% 60% 70% 80% Quantity of hires Quality hires in key positions
- 16. #intalent ‘Career-centric’ online media are core sources College recruiting Company career website CRM system Referral programs Diversity recruiting programs General career fairs General social media Internal hires Internet job boards Internet resume databases Print/trade journals Other RPO’s, contingency & staffing agencies Social professional networks ATS/internal candidate database 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% 0% 10% 20% 30% 40% 50% 60% 70% 80% Quantity of hires Quality hires in key positions
- 17. #intalent LinkedIn’s talent ecosystem continues to scale 700 600 500 400 300 200 100 0 350 300 250 200 150 100 50 0 Q2 2011 Q2 2012 Q2 2013 Q2 2014 Average open jobs (000s) LinkedIn Members (millions) Members
- 18. #intalent LinkedIn’s talent ecosystem continues to scale 700 600 500 400 300 200 100 0 350 300 250 200 150 100 50 0 Q2 2011 Q2 2012 Q2 2013 Q2 2014 75M new members in the past 12 months Average open jobs (000s) LinkedIn Members (millions) Jobs Members
- 19. #intalent Maximizing value from online sources in 2015 Practical points to consider in your planning • Adopt a clear ROI methodology to allow optimization across sources (value not cost!) • Align experience across jobs, company website, and LinkedIn • Focus efforts on ‘career-centric’ sites, rather than broad-appeal audiences • Ensure jobs are optimized for distribution, and written to work with search and recommendation engines
- 20. #intalent Five themes to build into your 2015 plan Based on LinkedIn research and data analysis 1 Start preparing for growth and investment in 2015 2 Career-centric online media are core to the sourcing mix 3 Employer branding viewed as important but resourcing still lags 4 Recruiting is now truly moving mobile 5 Improved candidate and job matching expected to reshape recruiting
- 21. Clear case for increased investment in employer brand #intalent Percent of recruiters saying that ‘employer brand’ … 100 75 50 25 0 has significant impact on hiring is a top priority has enough resources is measured 43% 36% 75% 56%
- 22. #intalent Reach of jobs vs. employer branding touchpoints Jobs 1 person who viewed a job at the company prior to being hired Followers Career Page 1.4 people were following the company or viewed the career page prior to being hired
- 23. #intalent 76% of job applicants viewed an employee’s profile in 6 months prior
- 24. #intalent Boosting employer brand investment in 2015 Practical points to consider in your planning • Benchmark budgets against other talent, HR, and business investments—is employer brand funded in line with importance? • Leverage your employees as ambassadors, their profiles are another branding touchpoint • Create a systematic content program to populate company page and followers’ feeds
- 25. #intalent Five themes to build into your 2015 plan Based on LinkedIn research and data analysis 1 Start preparing for growth and investment in 2015 2 Career-centric online media are core to the sourcing mix 3 Employer branding viewed as important but resourcing still lags 4 Recruiting is now truly moving mobile 5 Improved candidate and job matching expected to reshape recruiting
- 26. #intalent 64% of job seekers use LinkedIn on their mobile device
- 27. #intalent In 2014, recruiters got serious about mobile Percent of recruiters agreeing with these statements 75% 50% 25% 0% A lot of candidates learn about our opportunities on mobile devices* Our career site is optimized for mobile Our job postings are optimized for mobile We have already seen a lot of candidates apply for our positions through mobile devices
- 28. #intalent In 2014, recruiters got serious about mobile Percent of recruiters agreeing with these statements 20% 38% 75% 50% 25% 0% A lot of candidates learn about our opportunities on mobile devices* Our career site is optimized for mobile Our job postings are optimized for mobile We have already seen a lot of candidates apply for our positions through mobile devices ▲90%
- 29. #intalent In 2014, recruiters got serious about mobile Percent of recruiters agreeing with these statements 38% 20% 20% 34% 75% 50% 25% 0% A lot of candidates learn about our opportunities on mobile devices* Our career site is optimized for mobile Our job postings are optimized for mobile We have already seen a lot of candidates apply for our positions through mobile devices ▲90% ▲70%
- 30. #intalent In 2014, recruiters got serious about mobile Percent of recruiters agreeing with these statements 38% 34% 20% 20% 18% 30% 75% 50% 25% 0% A lot of candidates learn about our opportunities on mobile devices* Our career site is optimized for mobile Our job postings are optimized for mobile We have already seen a lot of candidates apply for our positions through mobile devices ▲90% ▲70% ▲66%
- 31. #intalent In 2014, recruiters got serious about mobile Percent of recruiters agreeing with these statements ▲90% ▲70% ▲66% ▲75% 38% 34% 30% 28% 20% 20% 18% 16% 75% 50% 25% 0% A lot of candidates learn about our opportunities on mobile devices* Our career site is optimized for mobile Our job postings are optimized for mobile We have already seen a lot of candidates apply for our positions through mobile devices
- 32. Good news: optimizing for mobile is easier than ever #intalent Practical points to consider in your planning • Compose job postings for mobile: easily scannable, engaging, concise • Have hiring managers ‘test’ on their phones, end-to-end • Optimize downstream flows, such as company careers site and apply flow
- 33. #intalent Five themes to build into your 2015 plan Based on LinkedIn research and data analysis 1 Start preparing for growth and investment in 2015 2 Career-centric online media are core to the sourcing mix 3 Employer branding viewed as important but resourcing still lags 4 Recruiting is now truly moving mobile 5 Improved candidate and job matching expected to reshape recruiting
- 34. #intalent Different countries see a different future… Top ‘upcoming’ trend for selected geographies Belgium Remote workforce options Germany, Italy, Netherlands Recruiting becoming more like marketing Australia, India, South Africa Improved candidate & job matching USA, Canada, Mexico & Brazil Improved candidate & job matching China Using “big data” to predict future talent needs
- 35. #intalent …but matching candidate to jobs has global appeal Improved candidate and job matching Improved candidate and job matching Improved candidate and job matching Recruiting becoming more like marketing Recruiting becoming more like marketing Improved candidate and job matching Improved candidate and job matching Improved candidate and job matching Improved candidate and job matching Using "big data" for predicting future talent needs Recruiting becoming more like marketing Recruiting becoming more like marketing Recruiting becoming more like marketing Improved candidate and job matching Using "big data" for predicting future talent needs Using in-house marketing to advertise our employee experience Recruiting becoming more like marketing Focusing on referrals as a primary source of talent Using "big data" for predicting future talent needs Improved candidate and job matching Defining and measuring the quality of our hires Defining and measuring the quality of our hires Proving ROI for our recruiting tools Defining and measuring the quality of our hires Improved candidate and job matching Proving ROI for our recruiting tools Defining and measuring the quality of our hires Proving ROI for our recruiting tools Proving ROI for our recruiting tools Recruiting becoming more like marketing Upcoming Trend #1 Upcoming Trend #2 Upcoming Trend #3 USA UK Nordics Germany France Spain Australia India Brazil China
- 36. #intalent …but matching candidate to jobs has global appeal Improved candidate and job matching Improved candidate and job matching Improved candidate and job matching Recruiting becoming more like marketing Recruiting becoming more like marketing Improved candidate and job matching Improved candidate and job matching Improved candidate and job matching Improved candidate and job matching Using "big data" for predicting future talent needs Recruiting becoming more like marketing Recruiting becoming more like marketing Recruiting becoming more like marketing Improved candidate and job matching Using "big data" for predicting future talent needs Using in-house marketing to advertise our employee experience Recruiting becoming more like marketing Focusing on referrals as a primary source of talent Using "big data" for predicting future talent needs Improved candidate and job matching Defining and measuring the quality of our hires Defining and measuring the quality of our hires Proving ROI for our recruiting tools Defining and measuring the quality of our hires Improved candidate and job matching Proving ROI for our recruiting tools Defining and measuring the quality of our hires Proving ROI for our recruiting tools Proving ROI for our recruiting tools Recruiting becoming more like marketing Upcoming Trend #1 Upcoming Trend #2 Upcoming Trend #3 USA UK Nordics Germany France Spain Australia India Brazil China #1 Improved candidate and job matching
- 37. #intalent LinkedIn matching: right jobs, right talent, right time Your Jobs Profiles on LinkedIn Reach passive candidates across multiple channels LinkedIn Matching Engine New Opportunity Recommendations xyzCo Careers at xyzCo Multiple delivery channels to all members Over half of all job views on LinkedIn come through these recommended channels
- 38. #intalent Matching is core to mobile experience Jobs are front and center in the feed on LinkedIn Mobile Quickly view, save and apply to jobs all on mobile
- 39. LinkedIn helps candidates become more informed before they apply #intalent Applicants can prioritize best jobs for their skills Job seekers get profile and skills comparisons to other applicants for a given role
- 40. #intalent Does it work? What we’ve heard from our users Hiring managers say… It is a more directly targeted audience …loved that it also matched my posting with likely candidates Surprisingly more targeted than a lot of niche sites Job seekers say… The app provides good matches for my skillset The opportunity to view my strengths against other applicants The features that show information about other applicants are very helpful
- 41. Planning for a world of better job-candidate matching • Use industry-standard titles and keywords to ensure your jobs are targeted optimally • Analyze historical hires and performance to identify patterns and profile attributes of high quality candidates • Track quality of applicants by source, compare matching environments to untargeted sites #intalent Practical points to consider in your planning
- 42. #intalent US Recruiting Trends Report: Oct 27th Global Recruiting Trends Report: Nov 12th LinkedIn’s 4th Annual Recruiting Trends Report
- 43. #intalent Three thoughts to take into 2015 planning Inspire your team to make data-driven business cases for investment in talent, employer brand, 1 and capabilities 2 Quantify total ROI of each online channel… can be a complex analysis, but essential for planning 3 Mobile is a question of ‘what’ and ‘how’, not ‘if’
- 44. Winning in the Marketplace: KPMG & LinkedIn Eileen Raymond Executive Director, US Experienced Hire Recruiting October 22, 2014 #intalent
- 45. #intalent KPMG Overview In the United States 1,800 We link our functional, operational and technology consulting capabilities with deep expertise in audit, risk, regulatory, tax and M&A issues to help address clients’ most complex problems Partners 25,000+ Professionals 89 Offices 50 States Operational $6B In Revenue Around the world 9,000+ Partners 155,000 Professionals 700+ Offices 156 Countries Operational $23B In Revenue Employer of Choice Audit Tax Advisory
- 46. #intalent Our Clients Have a Broad, Diverse Set of Needs ASSIST the world’s largest organizations COMPANIES WE SERVE We have relationships with more than... 70% 1,200 S&P Global firms 400 U.S. FORTUNE 500 firms
- 47. #intalent Social Media is a Cornerstone of our Recruiting Strategy Attract Integrate Engage Measure Job Distribution SEO & PPC Email & RSS Referrals Viral Marketing Talent Community Career Site Social Media Talent Community Repeat Visitors Applicant Tracking System Talent Pipeline Candidate Capture • Candidate Experience • Social Job Matcher • LinkedIn Network Identifier • Job Postings • Virtual Career Fairs Virtual Career Fair • Visitor Intelligence • Keyword Rankings • Source Tracking • Campaign Tracking • Social Network Monitoring • Mobile Visitors • Cost Per Applicant & Source
- 48. #intalent We Are Maximizing LinkedIn’s Suite of Offerings Talent Directs InMails Work With Us Ads Corporate/Careers Pages LI Recruiter Seats Talent Brand Index/Talent Flows Sponsored Updates Job Slots KPMG Assets
- 49. #intalent We Are Leveraging Mobile & LinkedIn to Engage Talent us-jobs.kpmg.com
- 50. #intalent We Are Leveraging LinkedIn with KPMG Employees KPMG launched a rebrand of our Employee Referral Program – Stellar Connections. The key message to our employees is to leverage their LinkedIn network to find referrals. The Results: • 32% increase in employee referral hires • 34% increase in employee participation
- 51. #intalent Results: 45% of FY14 Hires were Influenced by LinkedIn 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% 2008 2009 2010 2011 2012 2013 2014