SlideShare a Scribd company logo

Canada Recruiting Trends 2012 | English

•
•
LinkedIn Talent Solutions
LinkedIn Talent Solutions

Click through to see the top corporate recruiting trends for Canada in 2012. Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT Tweet with us: http://bit.ly/HireOnLinkedIn

1 of 25
Download to read offline

1

Recruiting Solutions 2012 Recruiting Trends – Canada Snapshot ORGANIZATION NAME

2

Methodology All respondents:  work in a corporate HR/recruiting setting Surveyed 299 recruiting  represent an even mix of small, midsize and large enterprises professionals in Canada  have at least some budget authority with a LinkedIn profile.  focus solely or significantly on recruitment May - July 2012 Nordics: 113 Netherlands: 226 UK: 334 Canada: 299 Germany: 97 Spain: 100 France: 224 USA: 755 Italy: 99 Australia: 280 Brazil: 226 India: 255 2

3

6 notable trends in Canada - 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, over 40 percent seeing volume increase in 2012 100% 100% 80% 41% Hiring more 80% 38% 46% 50% 60% 60% Hiring same 34% 40% 42% 40% 41% 35% 20% Hiring less 20% 28% 13% 18% 15% 0% 0% 2011 2012 2011 2012 “Considering only full and part-time professional employees, how do you expect the hiring volume across your organization to change this year?” 5

6

Budget growth almost in line with hiring growth 100% 100% 37% 30% 80% 38% Increase 80% 41% 60% 60% Same 43% 40% 49% 44% 40% 45% 20% Decrease 20% 27% 13% 19% 14% 0% 0% 2011 2012 2011 2012 “How has your organization's budget for recruiting solutions changed from last year?” 6

7

2. The (competitive) heat is on

8

Top Canadian obstacles to attracting top talent reflect highly competitive landscape Biggest obstacles to attracting top talent Competition 1 48% 1 41% Compensation 2 41% 2 39% Lack of awareness or interest in our employer brand 3 24% 3 25% Location 4 23% 4 25% Recruiting team too small 5 16% 5 15% Recruiting team doesn't have the right tools/systems 6 14% 6 13% Lack of awareness that we're hiring 7 12% 7 12% Inability to effectively use data to improve our approach 8 9% 8 9% Quality of talent currently at our company 9 7% 9 7% Recruiting team skills 10 6% 11 4% Company performance 11 5% 10 6% Other 10% 11% 8

9

Chief competitive threats Recruiting leaders in Canada are most concerned their competitors will…  Learn to use social networking and social media more effectively  Build and nurture strong talent pools or pipelines  Invest in employer brand

10

Similarities between competitive threats and top long- term trends Top long-lasting trends Utilizing social and professional networks 1 41% Finding better ways to source passive candidates 2 38% Upgrading employment branding 3 27% Training recruiters and hiring managers 4 24% Boosting referral programs 5 22% Optimizing your career site 6 20% Recruiting globally 7 18% Measuring quality of hire more consistently 8 17% Reducing dependence on traditional job boards 9 15% Revitalizing corporate jobs/career sites 10 12% Using CRM technology to manage talent leads 11 12% Reducing spend on staffing firms 12 12% 10

11

Recruiting through the eyes of Canadian 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 21% 40% 60% 79% 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 40% 1 45% Time to fill 2 28% 3 21% Hiring manager satisfaction 3 25% 2 22% Other 4 4% 5 3% Cost per hire 5 3% 4 8% 15

16

Fastest-rising source of quality hires: company career site; Fastest falling: legacy job boards, internal hires Biggest YoY Best sources for key quality hires changes Company career website 1 44% +11% Employee referral programs 2 39% +4% Internal hires 3 39% -7% Social professional networks (e.g. LinkedIn) 4 31% +4% Internet job boards 5 30% -7% Recruitment agencies 6 17% -5% Your ATS/internal candidate database 7 12% Internet resume databases 8 12% College recruiting programs 9 9% General career fairs 10 7% Your CRM system 11 4% Print newspapers/trade journals 12 3% 16

17

5. Employer branding is the hot trend

18

Employer brand seen as critical in hiring great talent 88% 83% Agree that employer brand has significant impact on ability to hire great talent 75% 69% Agree that employer brand is a top priority for their organization 18

19

Despite the climate of ‘more with less’, companies investing in employer branding – especially in Canada Increasing (53%) or 99% maintaining (46%) their investment in employer brand in 2012 91% 19

20

6. Data-driven decision making is Achilles heel

21

Despite its importance, measurement of employer brand inconsistent Regularly measure the health 35% 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 organization 28% utilizes data well to make hiring decisions 26% Believe they are average, 72% or poor at using data to make hiring decisions 74% 22

23

6 notable trends in Canada - summary 1. Hiring surprisingly healthy. Despite macro trends, hiring in Canada is relatively strong. Over 40 percent say hiring volume up from 2011; another 42 percent hiring at same rate. Budgets appear to be trending roughly in line. 2. The (competitive) heat is on. Competition and compensation are cited as biggest obstacles to hiring top talent; respondents are most worried their competitors will learn to use social platforms more effectively, pipeline talent, and invest in employer branding. 3. Passive talent and pipelining remain essential. 60 percent say passive talent is a focus, and almost 80 percent do some form of talent pipelining. 4. Quality of hire the name of the game. 40 percent cite quality of hire as most critical metric; career sites, employee referrals, and professional networks are rising as quality sources. 5. Employer branding the hot topic. 88 percent agree employer brand has a significant impact on ability to hire great talent; 75 percent say it’s an organizational priority. And an incredible 99 percent are either increasing or maintaining employer brand investment. 6. Data-driven decision making is Achilles heel. Despite the importance of employer branding, 35 percent regularly measure, and only 25 percent survey candidates. Only 28 percent 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 COMING SOON 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=299 talent acquisition professionals located in Canada, who – work in a corporate HR/Talent Acquisition department – have at least some authority in determine their company’s 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=290 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.

More Related Content

Canada Recruiting Trends 2012 | English

  • 1. Recruiting Solutions 2012 Recruiting Trends – Canada Snapshot ORGANIZATION NAME
  • 2. Methodology All respondents:  work in a corporate HR/recruiting setting Surveyed 299 recruiting  represent an even mix of small, midsize and large enterprises professionals in Canada  have at least some budget authority with a LinkedIn profile.  focus solely or significantly on recruitment May - July 2012 Nordics: 113 Netherlands: 226 UK: 334 Canada: 299 Germany: 97 Spain: 100 France: 224 USA: 755 Italy: 99 Australia: 280 Brazil: 226 India: 255 2
  • 3. 6 notable trends in Canada - 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
  • 5. Among those who are hiring, over 40 percent seeing volume increase in 2012 100% 100% 80% 41% Hiring more 80% 38% 46% 50% 60% 60% Hiring same 34% 40% 42% 40% 41% 35% 20% Hiring less 20% 28% 13% 18% 15% 0% 0% 2011 2012 2011 2012 “Considering only full and part-time professional employees, how do you expect the hiring volume across your organization to change this year?” 5
  • 6. Budget growth almost in line with hiring growth 100% 100% 37% 30% 80% 38% Increase 80% 41% 60% 60% Same 43% 40% 49% 44% 40% 45% 20% Decrease 20% 27% 13% 19% 14% 0% 0% 2011 2012 2011 2012 “How has your organization's budget for recruiting solutions changed from last year?” 6
  • 7. 2. The (competitive) heat is on
  • 8. Top Canadian obstacles to attracting top talent reflect highly competitive landscape Biggest obstacles to attracting top talent Competition 1 48% 1 41% Compensation 2 41% 2 39% Lack of awareness or interest in our employer brand 3 24% 3 25% Location 4 23% 4 25% Recruiting team too small 5 16% 5 15% Recruiting team doesn't have the right tools/systems 6 14% 6 13% Lack of awareness that we're hiring 7 12% 7 12% Inability to effectively use data to improve our approach 8 9% 8 9% Quality of talent currently at our company 9 7% 9 7% Recruiting team skills 10 6% 11 4% Company performance 11 5% 10 6% Other 10% 11% 8
  • 9. Chief competitive threats Recruiting leaders in Canada are most concerned their competitors will…  Learn to use social networking and social media more effectively  Build and nurture strong talent pools or pipelines  Invest in employer brand
  • 10. Similarities between competitive threats and top long- term trends Top long-lasting trends Utilizing social and professional networks 1 41% Finding better ways to source passive candidates 2 38% Upgrading employment branding 3 27% Training recruiters and hiring managers 4 24% Boosting referral programs 5 22% Optimizing your career site 6 20% Recruiting globally 7 18% Measuring quality of hire more consistently 8 17% Reducing dependence on traditional job boards 9 15% Revitalizing corporate jobs/career sites 10 12% Using CRM technology to manage talent leads 11 12% Reducing spend on staffing firms 12 12% 10
  • 11. Recruiting through the eyes of Canadian 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 21% 40% 60% 79% 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 40% 1 45% Time to fill 2 28% 3 21% Hiring manager satisfaction 3 25% 2 22% Other 4 4% 5 3% Cost per hire 5 3% 4 8% 15
  • 16. Fastest-rising source of quality hires: company career site; Fastest falling: legacy job boards, internal hires Biggest YoY Best sources for key quality hires changes Company career website 1 44% +11% Employee referral programs 2 39% +4% Internal hires 3 39% -7% Social professional networks (e.g. LinkedIn) 4 31% +4% Internet job boards 5 30% -7% Recruitment agencies 6 17% -5% Your ATS/internal candidate database 7 12% Internet resume databases 8 12% College recruiting programs 9 9% General career fairs 10 7% Your CRM system 11 4% Print newspapers/trade journals 12 3% 16
  • 17. 5. Employer branding is the hot trend
  • 18. Employer brand seen as critical in hiring great talent 88% 83% Agree that employer brand has significant impact on ability to hire great talent 75% 69% Agree that employer brand is a top priority for their organization 18
  • 19. Despite the climate of ‘more with less’, companies investing in employer branding – especially in Canada Increasing (53%) or 99% maintaining (46%) their investment in employer brand in 2012 91% 19
  • 20. 6. Data-driven decision making is Achilles heel
  • 21. Despite its importance, measurement of employer brand inconsistent Regularly measure the health 35% 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 organization 28% utilizes data well to make hiring decisions 26% Believe they are average, 72% or poor at using data to make hiring decisions 74% 22
  • 23. 6 notable trends in Canada - summary 1. Hiring surprisingly healthy. Despite macro trends, hiring in Canada is relatively strong. Over 40 percent say hiring volume up from 2011; another 42 percent hiring at same rate. Budgets appear to be trending roughly in line. 2. The (competitive) heat is on. Competition and compensation are cited as biggest obstacles to hiring top talent; respondents are most worried their competitors will learn to use social platforms more effectively, pipeline talent, and invest in employer branding. 3. Passive talent and pipelining remain essential. 60 percent say passive talent is a focus, and almost 80 percent do some form of talent pipelining. 4. Quality of hire the name of the game. 40 percent cite quality of hire as most critical metric; career sites, employee referrals, and professional networks are rising as quality sources. 5. Employer branding the hot topic. 88 percent agree employer brand has a significant impact on ability to hire great talent; 75 percent say it’s an organizational priority. And an incredible 99 percent are either increasing or maintaining employer brand investment. 6. Data-driven decision making is Achilles heel. Despite the importance of employer branding, 35 percent regularly measure, and only 25 percent survey candidates. Only 28 percent 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 COMING SOON 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=299 talent acquisition professionals located in Canada, who – work in a corporate HR/Talent Acquisition department – have at least some authority in determine their company’s 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=290 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.