3 Nordic Staffing Trends to Amplify Your 2015 Strategy

2015 Nordic Staffing TrendsBased on LinkedIn’s newly released 4th annual survey

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2012 2013 201420%

40%

60%

80%

Percent of staffing leaders projecting an increase in next 12 months

74% of Nordic staffing leaders predict placement volume increases in 2015. Staffing leaders must scale and invest wisely.


Based on LinkedIn’s 2015 Staffing Trends research

3 Staffing trends to amplify your 2015 plan

2 The top ROI sources are social professional networks & job boards

1 Brand is a priority with actions to follow

3 Better candidate & job matching is expected to reshape recruiting


Siobhan Ward

Brand : Re check this point - in the report







6

Why brand matters for getting placements and prospects

Source: . Alex Hisaka, Survival of the Fittest: How Today’s Enterprise Buyers Have Evolved (http://lnkd.in/dV_QnP3), (July 21, 2014).

#1Viewing member profiles is the #1

activity on LinkedIn

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76%of job applicants viewed an

employee’s LinkedIn profile 6 months prior to applying for a job posted by that company

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Percent of staffing leaders saying that their brand…

Firms value their brand but their actions are still catching up

0%

25%

50%

75%

100%

70%

58%

48%

37%


% selecting as most effective channel for promoting brand

10

Online professional networks and friends and family grow as top channels for promoting firm brands

2012 2013 20140%

20%

40%

60%

80%

Online professional networks

Our firm's website

Friends/family, word of mouth

Traditional Job Boards


% selecting as most effective channel for promoting brand

11

Boutique firms rely more on word of mouth while large firms rely more on public recognition & awards

Friends/family, word of mouth

Public recognition/awards

30%

16%

43%

8%

Small agencies Large agencies

#hiretowin*Small agencies = 1-10 recruiters

Build, invest in, and measure your firm’s brand in 2015 Next steps for your strategic planning

1. Articulate your competitive advantage so clients and candidates know why you’re the best firm for their industry, function, career.

2. Use cost-effective social channels to make your brand known. Start with free LinkedIn tools like individual recruiter profiles, your company page, and attracting followers.

3. Benchmark your brand budget against other investments — is your brand funded in line with other priorities?

4. Measure your brand using metrics like Net Promoter Score (NPS) of your clients and placements, company followers.








% ranking as top metric for tracking team performance

Number of placements is most valuable performance metric

Quality of placements

Client satisfaction

Number of placements

0% 10% 20% 30% 40% 50%

17%

23%

40%


% ranking as top obstacle

Availability of quality talent is top obstacle to recruiting

Offer made by my client (in-cludes compensation, role,

location, etc.)

Competition

Availability of quality talent

0% 20% 40% 60%

48%

31%

55% 71%


Number of placements: Top sources

Qua

lity

of p

lace

men

ts: T

op s

ourc

es

#hiretowin

There are a handful of sources that provide both quality and quantity

16%17%

29%

2%

7%

43%

Internet CV databases

4%3%

67%

41%

Number of placements: Top sources

Qua

lity

of p

lace

men

ts: T

op s

ourc

es

#hiretowin

There are a handful of sources that provide both quality and quantity

16%17%

29%

2%

7%

43%

Internet CV databases

4%3%

67%

41%

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, etc)

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.








Improved candidate and job

matching


matching


matching


matching


matching


matching


matching

Expanding into

emerging markets


matching


matching

Expanding into

emerging markets

Recruiting becoming more like marketing

Defining and

measuring quality of

hire

Expanding into

emerging markets

Using "big data" for

predicting future talent needs

Defining and


hire

Expanding into

emerging markets

Defining and


hire



Expanding into

emerging markets


Remote workforce

options

Focusing on referrals

Remote workforce

options




Using “big data” for




UpcomingTrend #1

UpcomingTrend #2

UpcomingTrend #3

USA Canada Brazil UK France Nordics Australia India China SE Asia

#hiretowin

Top up-and-coming trends for selected geographies

Different countries see a different future

talent.linkedin.com


matching


matching


matching


matching


matching


matching


matching

Expanding into

emerging markets


matching


matching

Expanding into

emerging markets


Defining and


hire

Expanding into

emerging markets



Defining and


hire

Expanding into

emerging markets

Defining and


hire



Expanding into

emerging markets


Remote workforce

options


Remote workforce

options




Using “big data” for




UpcomingTrend #1

UpcomingTrend #2

UpcomingTrend #3

USA Canada Brazil UK France Nordics Australia India China SE Asia

#hiretowin

Top up-and-coming trends for selected geographies

But improved candidate and job matching has global appeal

#1Improved candidate & job matching

talent.linkedin.com

Prepare for better job & candidate matching

1. Accelerate your job views with industry-standard keywords & by using the right channels + tactics for promoting jobs

2. Illustrate the opportunity to matched candidates, not just the job (i.e. share culture, team, company info).

Next steps for your strategic planning



3 Next steps for your 2015 plan

2 Extract more value from high ROI sources: Social professional networks & job boards, that address both active and passive professionals

1 Stay ahead of your competition by building, investing in, and measuring your firm’s brand

3 Prepare for a world of better candidate & job matching by keyword optimising your jobs and craft the best message for each candidate


2015 Nordic Staffing TrendsNewly released!

https://lnkd.in/nordicstaffingtrends2015

#hiretowin

https://lnkd.in/nordicstaffingtrends2015

25#hiretowin

Use LinkedIn’s Free Talent Pool Reports to understand the supply and demand of your target talentURL: LNKD.IN/PLAN Or for more Talent Pools ask your LinkedIn contact

Siobhan Ward

Should I update this to an example of Software Developers in the Nordics region? Would you be able to show me how to search and get a screen shot of this?

Upcoming events and resources


Build, Engage, Recruit for Staffing Professionals: Take a look at our new site which is full of resources to help your firm on their social recruiting journey.

2015 Global Recruiting Trends. Visit this page for more 2015 Staffing Trends, including US and Netherlands. https://business.linkedin.com/talent-solutions/resources/recruiting-tips/global-recruiting-trends-home

https://lnkd.in/BER

https://business.linkedin.com/talent-solutions/resources/recruiting-tips/global-recruiting-trends-home

https://business.linkedin.com/talent-solutions/resources/recruiting-tips/global-recruiting-trends-home

LinkedIn matches right jobs, right talent, right time

Your Jobs

Profiles on LinkedIn

LinkedInMatching Engine

Reach passive & active candidates across multiple channels

xyzCo

Careers at xyzCo

Multiple delivery channels to all members

Recommendations

> 50%of all job views on

LinkedIn come through recommendations


2011 2012 2013 201425%

35%

45%

55%

65%

75%

Social professional networks

Internet job boards

Your ATS/ internal candidate database

Internet resume databases

Percent ranking as major (<15%) source of placements

The top sources for number of placements has shifted over the past four years


Siobhan Ward

Should I change these to Nordic stats or leave as they are?

2011 2012 2013 201410%

30%

50%

70%

Social professional networks

Internet job boards

Your ATS/internal candidate database

Internet resume databases

Percent ranking as a top 4 source of quality placements

The top sources for quality placements has also shifted


Siobhan Ward

Should I change these to Nordic stats or leave as they are?