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Must-Know Staffing Trends for 2015
2015 Southeast Asia Staffing Trends Build, engage and recruit more by staying ahead of these industry trends
Introduction To win in 2015, search & staffing leaders need to stay ahead of the latest staffing trends. Broader technology advancements have also begun to disrupt the talent industry, setting the stage for a dynamic and exciting future for the staffing industry.
About this survey We surveyed 1,993 staffing decision makers in 19 countries to understand whats keeping them up at night and where they see the industry headed in 2015. Get a head start on 2015: tap into our insights and chart your course for success.
02 Introduction
03 Executive summary
04 Part 1: The staffing industry in 2015
08 Part 2: Sourcing
14 Part 3: Brand
18 Part 4: The future of staffing
2 Southeast Asia Staffing Trends
Executive summary: Southeast Asia staffing trends
3 must-know talent acquisition trends and predictions for 2015
1 Sourcing: Social professional networks are by far the #1 source of quality hires for staffing firms.
2 Brand: Most firms prioritise the need to build their brand. Now their actions are beginning to catch up.
Think about the key quality hires that your organisation made in the past 12 months. Which of the following were the most important sources for those key positions?
77%
78%
56%
53%
Our brand has asignificant impact onour ability to engage
great talent
Our brand has asignificant impact onour ability to grow our
business
Those responsible forour brand have enoughresources to do it well
We regularly measurethe health of our brandin a quantifiable way
% Agree
Please indicate the extent to which you agree or disagree with the following statements as they relate to your firm's brand.
3 The Future: Passive candidate sourcing and social professional networks expected to shape the future.
62%
61%
43%
59%
65%
32%
Finding better ways tosource passive
candidates
Utilising social andprofessional networks
Boosting referralprograms
SEA Global
What do you consider to be the three most essential and long-lasting trends in recruiting for professional roles?
3
36%
38%
51%
66%
0% 20% 40% 60% 80%
2014
Social professional networks
Internet job boards
Employee referral programs
Your ATS/internal candidatedatabase
Southeast Asia Staffing Trends
Part 1: The staffing industry in 2015
Internal pressure and external threats Southeast Asia hiring volume and budgets remain healthy A whopping 76% of Southeast Asian staffing leaders project that their hiring volumes for full-time employees will increase this year. The gap between Southeast Asian hiring volumes and budgets remains wide. Staffing leaders must scale and invest wisely.
Considering only full and part-time professional employees, how do you expect the hiring volume across your organisation to change this year?
How has your organisation's budget for recruiting solutions changed from last year?
Part 1: The Recruiting Industry in 2015
79% 76%
42%
61%
20%
40%
60%
80%
100%
2013 2014
Hiring Budget
Hiring Volume
% with increase
What are the things that your competitors have done or may plan on doing that would make you most nervous?
22%
24%
25%
28%
25%
27%
27%
29%
Invest in their firms brand
Hire recruiters tostrengthen their team
Improve their clientexperience
Build and nurture strongtalent pools or pipelines
SEA Global
Talent pipelines, social media, and client experience are the top competitive threats More Southeast Asian companies are concerned about talent pipelining and client experiences than global companies are.
5 Southeast Asia Staffing Trends
Priorities: Top priorities are growing new client base and being a strategic partner Client business development and being a strategic partner to clients are top priorities Southeast Asian staffing firms prioritise growing their client base and becoming a strategic partner as a top priority in 2015.
Boutique and large firms differ globally Small staffing agencies are significantly more likely to prioritise new clients and recruiting passive talent. We define small agencies as organisations with fewer than 10 recruiters.
Think about your firms top priorities for the next 12 months. Which of the following choices would you consider to be the most important and least important areas of interest for your organisation?
Think about your firms top priorities for the next 12 months. Which of the following choices would you consider to be the most important and least important areas of interest for your organisation?
Part 1: The Recruiting Industry in 2015
20%
24%
30%
46%
53%
23%
27%
32%
42%
50%
Improving quality of hire
Recruiting/sourcing highly-skilled talent for my firm
Improving sourcingtechniques
Being a strategic partner tomy clients
Growing our base of newclients
SEA Global
50%
19%
56%
25%
Growing our base ofnew clients
Recruiting passivetalent
Large agencies Small agencies
6 Southeast Asia Staffing Trends
Obstacles: Biggest obstacle to landing talent in 2015 is availability of quality talent Availability of quality talent is #1 obstacle Competition is the number one obstacle Southeast Asian companies face in attracting top talent, outstripping compensation.
Competition is obstacle for significantly more large firms than for boutique firms Competitive pressures are more of a threat to large firms than to boutique firms. Offers made by clients is also viewed as a threat to more large than small firms, although the difference is less significant.
What are your firm's biggest obstacles to attracting the best talent?
Part 1: The Recruiting Industry in 2015
What are your firm's biggest obstacles to recruiting talent?
41%
45%
60%
47%
49%
57%
Offer made by my client(includes compensation,
role, location, etc)
Competition
Availability of quality talent
SEA Global
42%
49%
Competition
Large agencies Small agencies
7 Southeast Asia Staffing Trends
Part 2: Sourcing
8
Top source for quality hires: Professional networks Social professional networks are the top source for quality hires Social professional networks are the most important source of quality placements. Get ahead of this trend by tapping into social professional networks for quality placements.
Think about the key quality hires that your organisation (placed/made) in the past 12 months. Which of the following were the most important sources for those key positions?
Large and small staffing agencies are equally reliant on social recruiting globally Large agencies are more apt to use internet resume databases to place high quality talent with their clients. As smaller agencies gain increased access to data and information, this difference is one worth watching.
38%
32%
46%
14%
Social professionalnetworks
Internet resumedatabases
Large agencies Small agencies
Think about the key quality hires that your organisation (placed/made) in the past 12 months. Which of the following were the most important sources for those key positions?
Part 2: Sourcing
9 Southeast Asia Staffing Trends
36%
38%
51%
66%
0% 20% 40% 60% 80%
2014
Social professional networks
Internet job boards
Employee referral programs
Your ATS/internal candidate database
Top source for quality hires: Professional networks Social professional networks are a major source for quality hires in Southeast Asia Staffing agencies are currently utilising social professional networks as a major source for the quantity of placements around the globe. Job boards and candidate databases are fairly close behind.
Think about the key quality hires that your organisation placed in the past 12 months. Which of the following were the most important sources for those key positions? Showing % with over 15% of hires.
Part 2: Sourcing
38%
50%
51%
15% 40% 65%
2014
Social professional networks
Internet job boards
Internet Resume Databases
56%
54%
53%
42%
31%
26%
24%
58%
46%
44%
34%
22%
20%
19%
Social professional networks
Internet job boards
Your ATS/ internal candidatedatabase
Internet resume databases
Company CRM system
Company career website
Employee referral programs
Large Agencies Small Agencies
Large staffing agencies are more engaged With the exception of social professional networks, large staffing agencies are more likely to utilise all sources for professional placements.
10 Southeast Asia Staffing Trends
Sourcing: There are a handful of sources that provide both quality and quantity
How significant were each of the following as a source of white collar professional hires for your organisation in the past 12 months? (>15% quantity of hires)
5 sources of hire for quality and quantity globally
Think about the key quality hires that your organisation (placed/made) in the past 12 months. Which of the following were the most important sources for those key positions?
54% of global staffing leaders believe theyre not doing a good job tracking return on investment on sources of hire. Theres lots of room for improvement. As the gap between hiring volume and budgets widens, its time to invest in and optimise the sources that return both the best quality and quantity of candidates.
Part 2: Sourcing
Company career website
Company CRM system
Employee referral
programs
General career fairs
General social media
Job boards Internet resume
databases
Other Print
Social professional
networks
ATS/ internal candidate database
Best quality & quantity
11 Southeast Asia Staffing Trends
Passive candidate recruiting: Southeast Asia above average Southeast Asia is above average for % of staffing firms that recruit passive candidates
Why passive candidate recruiting works Globally, 75% of professionals consider themselves Passive.
75% Passive
25% Active
Global Candidate Breakdown
Active candidate definition: Actively looking Casually looking a few times a week Passive candidate definition: Reaching out to personal network Open to talking to a recruiter Completely satisfied; Dont want to move
How would you describe your job search status? Source: LinkedIns Talent Trends 2014 study
To what extent does your recruiting organisation focus on reaching out to passive talent? To some extent or very much so.
Part 2: Sourcing
United Kingdom 95%
China 94%
United States 91%
Canada 89%
Southeast Asia 88%
Australia 87%
India 87%
Brazil 84%
France 84%
Nordics 82%
Netherlands 72%
87% Global average
12 Southeast Asia Staffing Trends
Sourcing: Number of placements is most valuable hiring metric Number of placements is most valuable metric for staffing firms Client satisfaction and quality of placement are also important metrics staffing firms use to evaluate performance.
What is the single most valuable metric that you use to track your recruiting team's performance today?
Large agencies are about scale while small agencies are about satisfaction Globally large agencies tend to judge themselves on the number of placements. Smaller agencies tend to be more focused on client satisfaction.
What is the single most valuable metric that you use to track your recruiting team's performance today?
Part 2: Sourcing
18%
28%
29%
18%
24%
33%
Quality ofplacement
Clientsatisfaction
Number ofplacements
SEA Global
32%
26%
18%
27%
30%
17%
Number ofplacements
Clientsatisfaction
Quality ofplacement
Large Agencies Small agencies
13 Southeast Asia Staffing Trends
Part 3: Brand
14
Brand: Its a priority and top reasons to invest Brand is a key driver to hiring top talent Global staffing leaders agree that brand is a priority that impacts their ability to hire top talent. Their actions are now beginning to catch up. Companies can get ahead of the competition by creating a proactive brand strategy.
Please indicate the extent to which you agree or disagree with the following statements as they relate to your firms brand.
Part 3: Talent Brand
70%
58%
48%
37%
Our brand has asignificant impact on our
ability to grow ourbusiness
My company has a brandstrategy
Those responsible for ourbrand have enough
resources to do it well
We regularly measure thehealth of our brand in a
quantifiable way
% Agree
Top 4 reasons agencies invest in their brand The number one reason Southeast Asian agencies invest in their brand is due to increased competition. Southeast Asian agencies are more likely to cite this as a reason than global companies.
For what reasons are you spending more on your firms brand this year? Directed to leaders who report spending more on brand this year.
46%
51%
46%
40%
45%
49%
49%
54%
Increased belief in the impactof our firm's brand
Need to raise generalawareness
Increase in client demand
Increased competition
SEA Global
15 Southeast Asia Staffing Trends
Brand: Top 4 channels for promoting it Small agencies rely on word of mouth while large agencies tend to rely on public recognition Small agencies tend to take the friends and family approach to building and promoting their brand. Large agencies are 2X more likely to rely on public recognition awards.
Fastest growing channel for promoting agency brands is online professional networks In Southeast Asia, online professional networks are the fastest growing channels for promoting a staffing agencys brand.
Which channels or tools have you found most effective in promoting your business?
Part 3: Talent Brand
58% 63%
0%
20%
40%
60%
80%
2013 2014
Online professional networks (e.g., LinkedIn)Our firm's websiteFriends/family, word of mouthTraditional Job Boards
Which channels or tools have you found most effective in promoting your business?
30%
16%
43%
8%
Friends/family, word ofmouth
Publicrecognition/awards
Large agencies Small agencies
16 Southeast Asia Staffing Trends
Brand: Southeast Asian companies are on top in prioritising and acting on their brand
Southeast Asian companies are on top when it comes to prioritising and acting on brand Agencies in Southeast Asia and India are leaders in branding. Get ahead of the competition today by prioritising and investing in your brand.
Part 3: Talent Brand
Brand is a top priority for our organisation
My
com
pany
has
a b
rand
stra
tegy
US UK
Australia India
Nordics
Brazil
Southeast Asia
China
Netherlands
France
Canada
17 Southeast Asia Staffing Trends
Part 4: The future of staffing
18
The future: Professional networks and improved candidate & job matching are in the cards Passive candidate recruiting and social professional networks are here to stay Global and Southeast Asian staffing leaders believe that passive candidate recruiting and social professional networks are here to stay. SEA firms believe in the importance of referral programs significantly more than their global counterparts
Trend spotting: Candidate and job matching Candidate and job matching could reshape the recruiting industry. SEA firms believe that expanding into emerging markets is a key strategy for staffing firms of the future compared to their global peers.
What do you consider to be the three most essential and long-lasting trends in recruiting for professional roles?
Which of the following new and upcoming trends do you think will play a significant role in shaping the recruiting industry for the next 5 to 10 years?
Part 4: Predicting the Future of Recruiting
62%
61%
43%
59%
65%
32%
Finding better ways tosource passive
candidates
Utilising social andprofessional networks
Boosting referralprograms
SEA Global
51%
42%
40%
30%
51%
35%
33%
31%
Improved candidate andjob matching
Expanding into emergingmarkets
Recruiting becoming morelike marketing
Using "big data" forpredicting future talent
needs
SEA Global
19 Southeast Asia Staffing Trends
Survey sampling and methodology Data Comparisons Global comparisons are reported as un-weighted averages from the noted
countries Historical data comparisons are taken from 2011, 2012 and 2013 Global
Recruiting Trends research, which had similar sampling criteria and methodology to 2014:
2014 survey fielded August-September 2014 with 201 SEA respondents
2013 survey fielded April-May 2013 with 24 SEA respondents
Survey Sample Survey respondents are talent acquisition professionals who:
Work for a staffing firm Represent an even mix of small, medium, and large
firms Have at least some authority in determining their
companys recruitment solutions budget Focus exclusively on recruiting professional hires for
clients Survey respondents are members of LinkedIn who have
opted to participate in research studies. They were selected based on information in their LinkedIn profile and contacted via email.
Brazil: 185
USA: 202
Canada: 201
UK: 201 China: 100
Southeast Asia: 201 India: 202
Australia: 200
Nordics: 100
France: 200
Netherlands: 201
20 Southeast Asia Staffing Trends
About LinkedIn Talent Solutions LinkedIn Talent Solutions offers a full range of recruiting solutions to help organisations of all sizes find, engage, and attract the best talent. Founded in 2003, LinkedIn connects the worlds professionals to make them more productive and successful. With over 300 million members worldwide, including executives from every Fortune 500 company, LinkedIn is the worlds largest professional network.
Subscribe to our Blog: talent.linkedin.com/blog/
Follow us on Slideshare: slideshare.net/linkedin-talent-solutions
Follow us on Twitter: @hireonlinkedin
Follow us on YouTube: youtube.com/user/LITalentSolutions
Follow us on LinkedIn: www.linkedin.com/company/1337
21 Southeast Asia Staffing Trends
Discover additional insights:
https://business.linkedin.com/talent-solutions/staffing-agencies
http://talent.linkedin.com/blog/http://www.slideshare.net/linkedin-talent-solutionshttp://www.slideshare.net/linkedin-talent-solutionshttp://www.slideshare.net/linkedin-talent-solutionshttp://www.slideshare.net/linkedin-talent-solutionshttp://www.slideshare.net/linkedin-talent-solutionshttp://www.slideshare.net/linkedin-talent-solutionshttps://twitter.com/HireOnLinkedInhttps://twitter.com/HireOnLinkedInhttp://www.youtube.com/user/LITalentSolutionshttp://www.youtube.com/user/LITalentSolutionshttp://www.linkedin.com/company/1337https://business.linkedin.com/talent-solutions/staffing-agencies
About the authors
Sam Gager Research Consultant, LinkedIn Talent Solutions Sam is an experienced researcher on LinkedIns Insights team. He and his colleagues uncover data-driven insights from LinkedIns proprietary data.
Lynette Pathy Field Marketing Specialist, LinkedIn Talent Solutions Lynette is an avid fan of great content and really enjoys helping talent professionals be successful by driving content to the Southeast Asian talent industry.
Esther Cruz Insights and Content Marketing Manager, LinkedIn Talent Solutions Esther is passionate about connecting people and opportunities. She enjoys creating content and disruptive thought leadership for the talent industry.
Ryan Batty Director of Marketing, LinkedIn Talent Solutions Ryan believes in the power of great storytelling to convey meaningful ideas. He leads a team of marketers capturing and sharing insights, ideas and stories to serve the talent industry.
22 Southeast Asia Staffing Trends
Slide Number 1Slide Number 2Slide Number 3Part 1: The staffing industry in 2015Slide Number 5Slide Number 6Slide Number 7Part 2: SourcingSlide Number 9Slide Number 10Slide Number 11Slide Number 12Slide Number 13Part 3: BrandSlide Number 15Slide Number 16Slide Number 17Part 4: The future of staffingSlide Number 19Slide Number 20Slide Number 21Slide Number 22