Jan 23, 2017
Today’s Presenters
Carmen BryantDirector, Employer Insights, [email protected]
Tim DillonDirector of Workforce Solutions, [email protected]
"The secret of my success
is that we have gone to exceptional lengths to hire the best people in the world."
Steve Jobs, Apple
#indeedinsights
"Our people are our greatest asset. And we are constantly trying to attract and retain high-quality talent."
Cathy Engelbert, Deloitte
#indeedinsights
"The biggest category of mistakes we've made is in hiring. Over the past 11 years, bad hires cost the company well over $100 million dollars."
Tony Hsieh, Zappos
#indeedinsights
"The biggest category of mistakes we've made is in hiring. Over the past 11 years, bad hires cost the company well over $100 million dollars."
Tony Hsieh, Zappos
"Human Resources isn’t a thing we do. It’s the thing that runs our business."
Steve Wynn, Wynn Hotel
Employer survey
Nationwide survey of 1,000
recruitment professionals.
Survey conducted online April 6-10,
2015.
Job seeker surveys
Survey was conducted online within the US by
Harris Poll and Decipher Research on
behalf of Indeed from March 15-17, 2016 and
March 16-22, 2016 among a total of 8,100 adults ages
18 and older.
Indeed conducted two comprehensive talent studies
9% 12%have conducted a full job search in the last two years
Source: Indeed job seeker study conducted by Harris Poll and Decipher/FocusVision
It turns out that 91% of people say that they are either actively looking or open to a new job
Not looking and not open
#indeedinsights
9%
Never look at job opportunities
76%
Look at job opportunities at least monthly
And an even greater percentage say they actively look at job opportunities
Source: Indeed job seeker study conducted by Decipher/FocusVision #indeedinsights
91%
Look at job opportunities
18-34
35-44
45-54
90%
84%
75%
55-64
65+
68%
62%
High school or less76%
Some college
College grad
81%
86%
People who actively look at job opportunities are younger and more educated
Sources: Indeed survey conducted by Harris Poll (Base=Employed or not employed but looking: 18-34, n=779; 35-44, n=426; 45-54, n=427; 55-64, n=486; 65+, n=175); High school or less, n= 592; Some college, n= 720; College graduate or higher, n= 981) #indeedinsights
Source: Indeed job seeker study conducted by Decipher/FocusVision
Visiting an online job search site is the #1 activity for people hired
#indeedinsights
Visited an online job site or job board 55%
Visited company career sites
Used a mobile job search app
Visited an online professional social networking site
52%
45%
25%
95%of employed adults hired within the past year took an action to find a job 6 months prior to being hired
Accepted help from a recruiter 17%
59%
A large percentage of people have job alerts that bring new listings to them
Source: Indeed job seeker study conducted by Harris Poll and Decipher/FocusVision
52% 49% 40%
Workers subscribe tojob alerts
College Graduates or higher
Between the ages of 18-34
Household Earnings $100K+
#indeedinsights
91%
85%
Say “highly skilled workers are more likely to be keeping an eye out on new
employment opportunities”
Say that “people are always keeping an eye on the job market”
Talent professionals see this every day
#indeedinsights
Poll Question #2What percentage of candidates look at job opportunities on Indeed within 91 days of being hired at a new job?
65% 50%
Of people who make $100K-$110K look at new jobs again within 28 days of being
hired
And our research shows that starting a new job barely changes people’s job search behavior
Source: Indeed Data
Of candidates look at new jobs again on Indeed within 91 days of being hired
#indeedinsights
The sociology of job searchTruly passive candidates are rarer than you might think
Younger, highly educated candidates are more likely to be active
Online job search is the #1 activity for people who get hired
Job search is never-ending: most new hires look for jobs again within 91 days
#indeedinsights
Candidates must make at least 7 major decisions before they become an
employee with your company
#indeedinsights
The Career Decision Making Process
01Consider a
change
02
Consider your company06
Accept the offer
07Appear at new job
03Consider a
position
05Commit to the process
04
Apply
#indeedinsights
After family and health, career events have the biggest impact on stress and happiness
#indeedinsights
20 Change in residence
65
23 Trouble with boss
36 Change to a different line of work
40 Pregnancy 50 Marriage 63 Death of a close family member
29 Child leaving home
Career Changes
Other Life Changes
0
20 Change in working hours or conditions
45 Retirement
30 Foreclosure of mortgage or loan
29 Change in responsibilities
at work
47 Dismissal from work
Source: Holmes and Rahe Stress Scale #indeedinsights
The Problem: Research shows that most people will overestimate risks associated with a change
Probability of failureBenefit of change Choosinga Job
#indeedinsights
Research Observation #3Career changes are major life changes
and change takes a lot of work
#indeedinsights
The forces against career change are incredibly strong
Career changes are high stress
We underestimate
the potential benefits
Making a career change is hard work
1. Consider a change
We overestimate thechance of failure
#indeedinsights
26% When I see posts about an interesting company or job
19% When I feel dissatisfied with my current job
21% When I feel discouraged about my current job situation
18% When I feel stressed about money
10% When I don’t get recognized for an accomplishment at work
Source: Indeed survey conducted by Harris Poll
People look for jobs when they are inspired by new opportunities or disillusioned with their current work
Career changes are high stress
We overestimate the chance of failure
We underestimate the potential benefits
Making a career change is hard
1. Consider a change
#indeedinsights
The Career Decision Making Process
01Consider a
change
02
Consider your company06
Accept the offer
07Appear at new job
03Consider a
position
05Commit to the process
04
Apply
#indeedinsights
8% none
Good pay / compensation
Good location
Flexible hours
75%
52%
51%
92% would be attracted by:
Benefits
Meaningful work
49%
46%
43%
Company reputation
Clear path for advancement
Good fit for my family
38%
34%
33%
Company mission/vision 22% Source: Indeed survey conducted by Harris Poll (Base=Employed or not employed but looking , n=2,213 )
Work environment
18-34
35-44
45-54
51%
40%
43%
55-64
65+
41%
52%
High school or less39%
Some college
College grad or higher
45%
52%
Generational and life-stage differences in the importanceof “meaningful work”
Selected meaningful work as factor that would most attract them to a job
Source: Indeed survey conducted by Harris Poll (Base=Employed or not employed but looking , n=2,293 )
Source: Indeed job seeker study conducted by Decipher/FocusVision
Candidates believe it’s important to direct their own job search
#indeedinsights
79%agree or strongly agree
“When deciding whether or not to accept a job offer, it’s important to me that I’ve looked around at other opportunities first.”
72%
“If a recruiter or a friend proactively contacted me about a position I would consider other available jobs as well (rather than only consider that specific position).”
agree or strongly agree
Even candidates believe they will be more successful if they actively look at new opportunities
Source: Indeed job seeker study conducted by Decipher/FocusVision #indeedinsights
60%
Think they would be more successful in a job they found on their own versus one they got from a recruiter or company that contacted them.
of employed adults
The psychology of job searchCareer changes involve a stressful, multistep psychological process
For passive candidates, the psychological obstacles to change are enormous
Active candidates, by definition, are ready for change
Candidates prefer to be in control of their job search so that they find the best fit
#indeedinsights
There have never been more ways to recruit talent
Social Recruiting
Talent Marketplaces
Staffing Firm
Employer Brand
Campaign
Job Search
ReferralProfessional
Profile
#indeedinsights
The candidate applies firstInbound
You contacted the candidates first
Outbound
But they all fall into two basic approaches
#indeedinsights
People finding you in job
search
Referrals who apply
Career fairs
Responses to job postings
Applications from social
recruiting
Visitors to your career site
Inbound candidates apply to your jobs
Inbound
People finding you in job
search
Referrals who apply
Career fairs
Responses to job postings
Applications from social
recruiting
Visitors to your career site
#indeedinsights
The candidate applies first
Outbound candidates respond to your recruiters
You contacted the candidates first
Outbound
Contacting people through Indeed Resume
Contacting people via LinkedIn
Contacting people in a resume database
Referrals that you call
#indeedinsights
Companies that fully measure cost per hire find additional reasons why outbound recruiting is more
expensive
Labor intensive
Low candidate response rates to inquiries
Low offer acceptance rates
Long lead times
Uncertain cultural fit
Time-consuming to overcome psychological barriers to change
#indeedinsights
1. Some roles get too many applications to screen
2. Some roles are hard to quickly fill
3. Difficult to control who applies
4. Some open roles need to be kept confidential
5. Resume often don’t provide enough data to find best candidates
Inbound recruiting has its challenges as well
#indeedinsights
Sequence investments to maximize quality and minimize cost
Inbound first Outbound if
neededFree Inbound
Paid Inbound
Outbound
#indeedinsights
In the era of search, you control your talent
Job titles
Job descriptions
Career site
Apply process
Company reviews
5 key levers to shape your talent pipeline with search
Source: The Polling Company (n=1,000) #indeedinsights
Science and the future of recruitingWe’re looking for thoughtful, well-rounded front-end engineers to join our team. If you’re the right one for us,
you love the Web, take great pride in your work, think of coding as more than just a job, and have a
few great projects to show off. You can take a concept and transform it into an awesome Web-based experience with your own technical and UI/UX
expertise.
Write great job descriptions that draw talent and perform well in search
Spotify job posting
#indeedinsights
Science and the future of recruitingWe’re looking for thoughtful, well-rounded front-end
engineers to join our team. If you’re the right one for us, you love the Web, take great pride in your work,
think of coding as more than just a job, and have a few great projects to show off. You can take a concept and transform it into an awesome Web-based experience
with your own technical and UI/UX expertise.
Write great job descriptions that draw talent and perform well in search
#indeedinsightsSpotify job posting
Make it easy for candidates to browse and apply on mobile devices
Source: Indeed Data
#indeedinsights
68% Use mobile
Don’t use mobile
32%
Science and the future of recruiting
Be careful not to lose good candidates to overly complex application processes
50.0%
0 5 10 20 30 40 45+
90%
80%
70%
60%
50%
40%
30%
20%
10%
0
Redu
ctio
n in
App
licat
ions
16.5% 17.2%
44.1%50.0%
70.8%
88.7%
# of online screener questionsSource: Indeed Data #indeedinsights
#indeedinsights
Your brand determines your candidates
Say reviews impactwhere they apply
Increase in apply ratewhen employer reviews
are available
Say company reputation hasa big impact on decision to
accept a job
Source: Redshift Research Study for Indeed
Series1%
20%40%60%80%
100%
Science and the future of recruiting
Airbnb recognized that their candidate experience needed an overhaul
1. What do we want them to know?
2. What do we want them to feel?
3. What does rejection look like at this stage?
4. What makes this stage uniquely Airbnb?
Storyboarding Exercise | Mapped experience end-to-end
#indeedinsights
Recruiting technology will continue to evolve to look more like marketing technologyUsing technology to get great at matching applicants and opportunities
Website and Landing Page
Lead Capture
Predictive Scoring
Marketing Automation
CRM
Performance Analytics
Marketing Technology Platform
Career Site
Apply
Screening
Candidate Marketing Automation
Candidate CRM
Talent Performance Analytics
Recruiting Technology Platform
1. Sequence recruiting tactics
2. Shape your candidate pipeline
3. Build a brand that brings talent to you
4. Optimize candidate experience
5. Build an inbound recruiting platform
#indeedinsights
Q&A
Carmen BryantDirector, Employer Insights, [email protected]
Tim DillonDirector of Workforce Solutions, [email protected]