GLOBAL RECRUITMENT TRENDS 2013 BRENDAN SWEENEY VP OF DEVELOPMENT, EMEA - CAREERBUILDER
GLOBAL RECRUITMENT TRENDS 2013BRENDAN SWEENEYVP OF DEVELOPMENT, EMEA - CAREERBUILDER
AGENDA
About CareerBuilder/About MeFactors Affecting RecruitmentMobile = MassiveGoogle/SEO
GLOBAL TRENDS ‘13
ABOUT CAREERBUILDER
Founded 1998 in US
Became #1 in market in 2006; began global expansion
Created data/consulting business in 2007/2008
Acquired 10 companies globally in last 6 years
Acquisition of EMSI and development of Talent Network SaaS furthers human capital solutions direction
45,000+ clients worldwide
1 US client made >30k hires from CB in 2012
ABOUT ME Joined CB March 1999 > 15 years in recruitment industry Held roles in marketing, sales, product, technologyCurrently VP of Development, EMEAResponsible for product and business developmentWork with employees, clients, candidates in 25+ countries
FACTORS AFFECTING RECRUITMENTGe
nera
tiona
lSh
ift
Transition to
Knowledge
Work
Stress Epidemic ConstantConnectivity
Globality
FACTORS AFFECTING RECRUITMENT
Generational Shift + Transition to Knowledge Work =
Talent GapStress Epidemic + Constant Connectivity =
Perpetual Openness to OffersTalent Gap + Perpetual Openness + Globality =
Never-ending War for Talent
GENERATIONAL SHIFT
GEN Y/MILLENNIALS
According to Wikipedia this generational trend is generally similar among the “Western World,” meaning North America, Europe, South America, and Oceania. Of course, many variations may exist within the regions.
GEN Y/MILLENNIALS - US EXAMPLE
GEN Y/MILLENNIALS
GEN Y/MILLENNIALS
SOURCE: Kelly Outsourcing and Consulting Group
GEN Y/MILLENNIALS
SOURCE: Flowtown/Pew Research
GEN Y/MILLENNIALS
SOURCE: Flowtown/Pew Research
GEN Y/MILLENNIALS
Members of Gen Y value connection and rely on networks.They seek dialogue and input regardless of location, rank or role. They search for meaning and the ability to excel—and they want to be rewarded when they’re heading in the right direction. They take personal responsibility for finding the information and people they need to do their jobThis makes for a big challenge for most traditional organizations and hierarchies
SOURCE: Kelly Outsourcing and Consulting Group 2012
SOURCE: CareerBuilder Survey
GEN Y/MILLENNIALS
Comfort with technology is increasing UX expectations
89 percent of tablet users…
59 percent of smartphone users….
83 percent of PC users...
expect a website to load in 3 seconds or less
https://blogs.akamai.com/2012/11/end-users-web-experience-expectations-just-keep-getting-higher.html
GEN Y/MILLENNIALSUK RETAILFR MEDIA US SOCIAL
Mar-Apr 2013 Examples
http://www.compuware.com/application-performance-management/web-site-benchmarks.html
CA MEDIA
GEN Y/MILLENNIALSWhat Won’t Work:
4 steps to send an application
Confusing for the candidates as they have to download a file (Warning message!?)
There’s no track of the candidates.
If they drop off at any point, no data is captured
GEN Y/MILLENNIALS What Does Work:
Simplified user experience
Reduced steps to apply
Clear communication
TRANSITION TO
KNOWLEDGE WORK
TRANSITION TO KNOWLEDGE WORK
SOURCE: Fred Nickols 2012
NATURE OF KNOWLEDGE WORK
Nearly half of employees (47%) work remotely or in some kind of flexible arrangement.
If you don’t have to go to the work, the work can go anywhere
SOURCE: Towers Perrin Global Workforce Study 2012
NATURE OF KNOWLEDGE WORK
India 2012 GDP Per Capita: $3.900Sachin Verma’s Equivalent Salary:$52.000
NATURE OF KNOWLEDGE WORK
Other early stage macro-trends: hyper-specialization, crowd-sourcing — are too new to assess with much accuracy.
Employers not watching and preparing for continuing, significant shifts in the structure, nature and organization of work will likely be the one left behind in the upcoming decades.
STRESS EPIDEMIC
STRESS EPIDEMIC
Globally, just 35% of full-time workers are highly engaged.
Five years of economic turmoil, nearly a decade of competing in a “flat” world and more than a decade of being connected 24/7 have taken their toll.
Employees everywhere — in recessionary as well as growth economies — express some level of concern about:
their financial and professional security their stress on the job their trust in their company’s leadership the support they receive from their managers and their ability to build their careers
SOURCE: Towers Perrin Global Workforce Study 2012
STRESS EPIDEMIC
39% are bothered by excessive pressure on the job
54% often worry about their future financial state
56% agree retirement security is more important
today than just a few years ago.
39% expect to retire somewhat or much later than
planned
SOURCE: Towers Perrin Global Workforce Study 2012
STRESS EPIDEMIC
More than half want to stay with their current employer until they retire, although 41% also noted they feel they would have to take a job elsewhere to advance in their career.
Attracting employees is now largely about security. Salary and job security top the list of what people want when considering a job, followed by opportunities to learn new skills and build a career, which are also routes to increased salary and long-term security.
~40% of respondents would trade a smaller salary increase or bonus for a guaranteed retirement benefit that doesn’t rise or fall with the market
SOURCE: Towers Perrin Global Workforce Study 2012
STRESS EPIDEMIC
Millennials report almost 2x the level of stress considered healthy
Over 40% of millennials say they’re having problems with anxiety, anger, irritability and depression
76% of millennials say work is their primary stressor
STRESS EPIDEMICThe delta between workload and resources continues…
STRESS EPIDEMIC
SOURCE: Corporate Executive Board CLC HR Performance Study
CONSTANTCONNECTIVITY
CONSTANT CONNECTIVITY
LinkedIn made it ok to post your resume publicly
High-demand candidates can expect a steady stream of offers
Facebook, Twitter, DoYouBuzz, About.me, many other avenues for building e-reputation allow candidates to extend reach
CONSTANT CONNECTIVITY
SOURCE: CareerBuilder
SOURCE: CareerBuilder
CONSTANT CONNECTIVITY
Today’s job seeker is:
Always open to receiving interest from employers
Routinely evaluating potential jobs and companies
Keen to research opportunities from a variety of perspectives, using multiple sources of information
GLOBALITY
GLOBALITY
The talent gap is a challenge for employers everywhere. To sustain economic growth, by 2030 the United States will need to add more than 25 million workers and Western Europe will need to add more than 45 million employees.
SOURCE: World Economic Forum – Global Talent Risk – 7 Responses
GLOBALITY
SOURCE: World Economic Forum – Global Talent Risk – 7 Responses
GLOBALITYMore than 6,000 hiring managers and human resource professionals in countries with the largest gross domestic product participated in the CareerBuilder survey.
SOURCE: CareerBuilder Global Hiring Survey 2013
GLOBALITY
SOURCE: CareerBuilder Global Hiring Survey 2013
GLOBALITY
Even China faces long-term talent shortages.
Number of those aged 60+ is expanding rapidly
Already 12.5% of population
By 2050 the 10 workers now supporting each senior citizen will fall to 2.5
GLOBALITY - SWEDEN
179th globally in population growth - .17%
190th globally in birth rate 10,24 births/1.000
44th globally in net migration rate: 1.65 migrant(s)/1,000
16th globally in median age - 42.2 – (or 211th youngest)
99% literacy
SOURCE: CIA World Factbook
GLOBALITY, TO ME, MEANS
You will lose some people/opportunities to places you don’t yet expectYou will gain some people/opportunities from places you don’t yet expectCompetition for the talent you have and are targeting is going to mandate
Casting the broadest net possible to find talentBuilding and maintaining a strong talent pipelineConstantly fine-tuning your brand to speak to generational needs
It is useful to think of local newspaper vs. Internet
GLOBALITY
SOURCE: World Economic Forum – Global Talent Risk – 7 Responses
MOBILE = MASSIVE
MOBILE = MASSIVESwedish Population:9.5MM
Mobile Subscriptions:13.7MM
≥ 140% Penetration
Source: http://mobithinking.com/country-guides-home/guide-mobile-web-sweden
MOBILE = MASSIVE
70% of SE mobile subscriptions are for data
In the first six months of 2012, Swedish people consumed 73,300 Terabytes of mobile data, which is 73 percent higher than a year before.
68 percent of all smartphone users in Sweden do not leave home without their smartphone. (GOOGLE)
Source: http://mobithinking.com/country-guides-home/guide-mobile-web-sweden
MOBILE = MASSIVE
From Jan 2012 to Sept 2012 – 16x growth of mobile job search
1 in 5 job searches is on a mobile device
4 out of 5 job seekers would search for a job, and
86% would apply for a job on their phone if possible
Jobseekers are platform agnostic. They have 4 screens and will move between devices and expect a seamless experience.
Times of day are more significant now people are accessing via different devices. Mobiles in morning, desktop in day, tablets in the evening.
98% move between devices to accomplish a task in the same day
Recruiters need to understand what the value is of each step in the process
SOURCE: Emma Frazer, Senior Industry Head for Recruitment at Google UK. Feb 2013SOURCE for 86% stat: simplyhired.com
MOBILE = MASSIVE
http://success.simplyhired.com/rs/simplyhired/images/TodaysJobSeekerReport_2012_US.pdf
With 86 percent of job seekers wanting to apply to jobs through their mobile devices, employers now face the challenge of creating an easy, streamlined application process in order to continue attracting top talent
MOBILE = MASSIVE
Source: Google
MOBILE = MASSIVE
Only 2% of F500 Offer Mobile Apply
Source: CareerBuilder Internal Research 2012
MOBILE = MASSIVE
12345678999
98% of F500 Have a Poor Mobile Apply Experience
MOBILE = MASSIVE
PDF??
MOBILE = MASSVEMobile Leaders
Offer Talent Network Option
MOBILE = MASSIVE Mobile Leaders Offer Talent
Network Option
SEO/GOOGLE
"SEO job postings on job board indeed.com have increased by 1900% in the last year and people with ‘SEO’ in their LinkedIn profile has increased by 112% over the last year.
226MM+ job searches on Google monthlyhttp://www.directemployers.org/2012/07/09/job-search-landscape-june-2012/
#1 destination for job seekers on the Internet/in the world today
Paul will cover in depth
SOURCE: conductor.com November 2012
WHAT ABOUT SOCIAL MEDIA?
2012 Survey of 1000 recruiters & HR professionals
92% of respondents reported that they either already use, or plan to use, social media to complement their recruiting needs
73% of those polled reported that they have made a successful hire through social media…
16% of job seekers credit social media (Facebook, Twitter, and LinkedIn combined) for their current job
32% of job seekers credit job boards
WHAT ABOUT SOCIAL MEDIA?
84 percent will read the company’s website
54 percent will research companies on social and professional networks
53 percent will read news about the company online
SUMMARY
Macro factors of globality + generational shift + nature of knowledge work + skills gap will increasingly pressure competition for candidates
Who candidates are and what they care about has changed drastically in the past 3-5 years
Clearly communicating how your workplace satisfies their needs is key to attracting top talent
Improving your visibility in Google puts you in best position on #1job search destination worldwide
If you haven’t started working on mobile recruitment yet you are at least 1 year behind
ONE SOLUTION WE’VE DEVELOPED
Our Talent Network has been designed to answer today’s recruitment challenges and opportunities
Increases Google VisibilityAND
Reduces Process Steps to Ensure Candidate Capture AND
Is completely mobile-responsive AND
Keeps your talent pipeline engaged AND
Provides global analytics for understanding trends
QUESTIONS?