LinkedIn recently published its its its new study on 2015 Talent Search / Recruitment Trends
To do this, LinkedIn surveyed 20,000 professionals, including 1,600 from Canada and the United States, in order to better understand their attitudes and behaviors at each stage of the job search. Here is a summary.
3 key indicators for attracting and recruiting candidates in Canada and the US
1. 70% of people on LinkedIn are passive talents (therefore not actively looking for a job)
2. A large proportion of workers turn to personal contacts (65%), job boards (62%) and professional social networks (61%) to find employment opportunities.
3. Better employment conditions (56%), a better work / life balance (34%) and a better working environment (24%) are among the main factors that will influence the choice of new opportunities.
An actively seeking worker is not necessarily an unhappy worker
Indeed, only 30% of active researchers are dissatisfied with their current job. As for passive workers, this figure drops to 11%.
Professionals constantly seek to improve their notoriety and reputation
Both active and passive talents invest time to develop their notoriety and increase future career opportunities. To do this, here are the activities carried out: 45% look for job opportunities, 45% do professional networking, 43% keep / update their CV, 40% contact companies corresponding to their interests and 39% exchange with a recruiter.
The most popular ways used to search for new job opportunities:
Word of mouth: 65%
Job posting website: 62%
Professional social networks: 61%
Business website: 54%
Professional groups: 35%
Search Engines: 31%
Internet advertising: 20%
Corporate recruiters VS external recruiters
71% of talents are interested in being contacted by a corporate recruiter while 61% are interested in being contacted by an external recruiter.
First contact: What workers want to know
Here's what people want to know in their first conversation about a job opportunity:
Why specifically contacted this person: 73%
The nature / responsibilities of the position: 72%
Salary scale: 60%
Company culture: 47%
The company's mission: 34%
The interview: the focal point of a job search
83% of people say that a bad interview experience can change their opinion about the job or the employer.
87% say that a positive interview experience can change their opinion about the position or the employer.
77% of people say the interview is extremely important or very important in their final decision whether or not to take the job.
Post-interview follow-up: a much appreciated gesture
94% of candidates want to have a follow-up after interview and here is when candidates like to be kept informed after the interview:
In new developments: 63%
Periodically, even without novelty: 49%
Only when making an offer: 47%
Only to inform them that a candidate is not selected: 44%
In addition, 77% of applicants prefer to hear the good news by phone while 65% prefer to receive the bad news by email
The main factors considered in a job offer
Better compensation: 56%
Better work / life balance: 34%
Better corporate culture: 24%
Advancement opportunities: 24%
A better match in terms of skills: 22%
Better professional development: 20%
Better geographic location: 17%
More stimulating work: 17%
Better job security: 16%
A role with more influence: 15%
The salary issue: how people compare / assess their salary
According to their perception / evaluation of the position: 60%
Based on a percentage vs. the last position held: 49%
Discussion with colleagues: 40%
Internet research: 30%
Government statistics: 12%
To read the full report, I invite you to this link and download the report.
