Australia Corporate Recruiting Trends 2012 際際滷 Version
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The survey found that: 1. Hiring in Australia remained surprisingly healthy in 2012, with a majority of recruiters reporting hiring volumes were up or flat compared to 2011. 2. Competition for top talent was high, with competition and compensation being the top obstacles to attracting talent. 3. Most recruiters believed passive talent and pipelining of candidates remained essential recruiting strategies. 4. Quality of hire was considered the most important recruiting metric.
Australia Corporate Recruiting Trends 2012 際際滷 Version
- 1. Talent Solutions 2012 Recruiting Trends Australia Snapshot ORGANIZATION NAME
- 2. Methodology All respondents: work in a corporate HR/recruiting setting Surveyed 280 recruiting represent an even mix of small, midsize and large enterprises professionals in Australia have at least some budget authority with a LinkedIn profile. focus solely or significantly on recruitment May - July 2012 Nordics: 113 UK: 334 Netherlands: 226 Canada: 299 Germany: 97 France: 224 Spain: 100 Italy: 99 USA: 755 India: 255 Australia: 280 Brazil: 226 2
- 3. 6 notable trends in Australia - summary 1. Hiring surprisingly healthy 2. The (competitive) heat is on 3. Passive talent and pipelining remain essential 4. Quality of hire the name of the game 5. Employer branding the hot topic 6. Data-driven decision making is Achilles heel 3
- 4. 1. Hiring surprisingly healthy
- 5. Among those who are hiring, growth slowed slightly from 2011 but majority still say volume up or flat 100% 100% 80% 35% 80% 38% Hiring more 50% 51% 60% 60% 35% Hiring same 34% 40% 40% 33% 35% 20% Hiring less 20% 30% 28% 15% 15% 0% 0% 2011 2012 2011 2012 Considering only full and part-time professional employees, how do you expect the hiring volume across your organisation to change this year? 5
- 6. Budget growth roughly in line with hiring volume growth 100% 100% 27% 30% 80% 46% Increase 80% 41% 60% 60% 41% Same 43% 40% 40% 38% 45% 20% Decrease 20% 32% 27% 16% 14% 0% 0% 2011 2012 2011 2012 How has your organisation's budget for recruiting solutions changed from last year? 6
- 7. 2. The (competitive) heat is on
- 8. Top obstacles to attracting top talent in Australia reflect highly competitive landscape Biggest obstacles to attracting top talent Competition 1 54% 1 41% Compensation 2 42% 2 39% Lack of awareness or interest in our employer brand 3 26% 3 25% Location 4 19% 4 25% Recruiting team doesn't have the right tools/systems 5 13% 6 13% Inability to effectively use data to improve our approach 6 13% 8 9% Recruiting team too small 7 11% 5 15% Quality of talent currently at our company 8 8% 9 7% Lack of awareness that we're hiring 9 6% 7 12% Recruiting team skills 10 6% 11 4% Company performance 11 5% 10 6% Other 12% 11% 8
- 9. Chief competitive threats Recruiting leaders in Australia are most concerned their competitors will Build and nurture strong talent pools or pools or pipelines Invest in their employer brand Learn to use social networking and social media more effectively
- 10. Better passive candidate recruiting tops the list of long-lasting industry trends Top long-lasting trends Finding better ways to source passive candidates 1 40% Utilising social and professional networks 2 36% Recruiting globally 3 25% Boosting referral programs 4 24% Training recruiters and hiring managers 5 22% Upgrading employment branding 6 21% Optimizing your career site 7 20% Using CRM technology to manage talent leads 8 19% Reducing dependence on traditional job boards 9 18% Reducing spend on staffing firms 10 15% Measuring quality of hire more consistently 11 15% Using mobile for recruiting 12 12% 10
- 11. Recruiting through the eyes of Australian talent acquisition professionals Recruiting is 11
- 12. 3. Passive talent and pipelining remain essential
- 13. Most believe in the importance of passive talent and the practice of pipelining talent Passive talent Pipelining talent Passive talent a focus Engaged in pipelining talent Passive talent not a focus Not engaged in pipelining talent 19% 42% 58% 81% 13
- 14. 4. Quality of hire the name of the game
- 15. Quality of hire is the single most important metric for corporate recruiters; cost per hire surprisingly low on list Single most important recruiting metric Quality of hire 1 45% 45% Hiring manager satisfaction 2 26% 22% Time to fill 3 19% 21% Cost per hire 4 8% 8% Other 5 2% 3% 15
- 16. Fastest-rising source of quality hires: social professional networks; Fastest falling: legacy job boards Biggest YoY Best sources for key quality hires changes Internet job boards 1 51% -8% Internal hires 2 43% Employee referral programs 3 39% Company career website 4 35% +6% Recruitment agencies 5 35% -4% Social professional networks (e.g. LinkedIn) 6 23% +10% Your ATS/internal candidate database 7 9% Print newspapers/trade journals 8 8% Your CRM system 9 5% General career fairs 10 4% +2% College recruiting programs 11 4% Internet resume databases 12 3% 16
- 17. 5. Employer branding is the hot trend
- 18. Employer brand seen as critical in hiring great talent 91% 83% Agree that employer brand has significant impact on ability to hire great talent 73% 69% Agree that employer brand is a top priority for their organisation 18
- 19. Despite the climate of more with less, companies investing in employer branding Increasing (61%) or 96% maintaining (35%) their investment in employer brand in 2012 91% 19
- 20. 6. Data-driven decision making is Achilles heel
- 21. Despite employer brand importance, measurement is inconsistent especially candidate surveys Regularly measure the health 33% of employer brand in a quantifiable way 33% Regularly survey candidates 25% to understand employer brand position 32% 21
- 22. In general, talent acquisition must become more data- driven in order to lead the business Believe their organisation 21% utilises data well to make hiring decisions 26% Believe they are average, 79% or poor at using data to make hiring decisions 74% 22
- 23. 6 notable recruiting trends in Australia - summary 1. Hiring surprisingly healthy. Despite macro trends, Australian hiring is relatively strong. 70 percent are either seeing increased (35 percent) or steady (35 percent) hiring volume compared to 2011. Budget growth is roughly in line. 2. The (competitive) heat is on. Competition and compensation are cited as the biggest obstacles to hiring top talent; respondents are most worried their competitors will invest in pipelining talent, employer branding, and using social platforms more effectively. 3. Passive talent and pipelining remain popular. 58 percent say passive talent is a focus, and over 80 percent do some form of talent pipelining. 4. Quality of hire the name of the game. 45 percent cite quality of hire as most critical metric; online professional networks and career sites are rising as quality sources. 5. Employer branding the hot topic. 91 percent agree employer brand has a significant impact on ability to hire great talent; almost three-quarters say its an organisational priority. And 96 percent are either increasing or maintaining employer brand investment. 6. Data-driven decision making is Achilles heel. Despite the importance of employer branding, only 33 percent regularly measure, and only 25 percent survey candidates. Only one in five say they use data well to make hiring decisions. 23
- 24. Additional resources On how to recruit http://talent.linkedin.com/passivetalent passive talent On how to dial up your recruiting impact on http://talent.linkedin.com LinkedIn On best practices in http://talent.linkedin.com/employer-brand employer branding Read our blog http://lnkd.in/talent-blog See more research http://lnkd.in/hireonlinkedin Follow us @hireonlinkedin 24
- 25. Sampling and methodology Survey fielding occurred between late May and late July 2012 N=280 talent acquisition professionals located in Australia, who work in a corporate HR/Talent Acquisition department have at least some authority in determine their companys recruitment solutions budget focus exclusively on recruiting, manage a recruiting team, or are HR generalists who spend more than 25 percent of their time recruiting Comparisons to 2011 data are taken from 2011 Global Hiring Trends research, which fielded between late April and early June, 2011 n=227 talent acquisition professionals with identical sampling criteria and methodology to 2012 Global numbers are reported as un-weighted averages of corporate recruiter responses from the following countries: Australia, Brazil, Canada, France, Germany, India, Italy, Netherlands, Nordics (Norway, Sweden, Denmark, Finland), Spain, UK, & US Participants are members of LinkedIn who have opted to participate in research studies. They were selected based on information in their LinkedIn profile and were contacted via email.