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Insights for recruiters on what talent wants in the UK

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Meet your presenter

2015 Talent Trends 4

Canada: 717 Germany: 739

China: 949

Brazil: 663

USA: 909

Mexico: 708

Belgium: 618

Nordics: 1749

UK: 738

Netherlands: 678

France: 679

Spain: 665

Italy: 691

Saudi Arabia: 760

South Africa: 766

Turkey: 711

UAE: 593

India: 906

Australia: 726

New Zealand: 667

Chile: 546

Malaysia: 631

Singapore: 542 Indonesia: 771

Hong Kong: 290

Japan: 675

Russia: 745

Taiwan: 366

What’s on the agenda?

• The talent landscape in 2015

• Talent behavior: Where they go to look for jobs

• Staffing and corporate recruitment: What talent really thinks

• What matters in that first conversation

• How to help clients ace the interview

• What matters in the final decision

• Conclusion

The talent landscape in 2015

The typical career path is

more fluid than ever.

Global in 2015 Active vs. Passive

Active talent is on the rise, and talent in the UK is more active than the global average

How would you classify your current job search status?

United Kingdom in 2015 Active vs. Passive

Passive candidates may be:

Reaching out to personal network

Open to talking to a recruiter

Completely satisfied; Don’t want to discuss

new opportunities

Active candidates may be:

Actively looking Casually looking a few times a week

Global in 2014 Active vs. Passive

25%

75%

Active

Passive 70%

30%

66%

34%

2015 Talent Trends 9

Active talent is not always unhappy talent

Job satisfaction for passive talent

Overall how satisfied are you with your current role?

Job satisfaction for active talent

Dissatisfied Neither satisfied

nor dissatisfied

Satisfied Dissatisfied Neither satisfied

nor dissatisfied Satisfied

Dissatisfied Neither satisfied

nor dissatisfied

11% 12%

76%

Satisfied Dissatisfied Neither satisfied

nor dissatisfied

30%

20%

48%

Satisfied

2015 Talent Trends 10

Passive talent around the world

49 – 59%

70 – 79%

60 – 69%

80 – 89%

Percentage of

passive talent

Talent behavior:

Step inside the mind of the candidate

The most popular channels to look for new opportunities

What channels do you use to look for new job opportunities?

What are candidates,

employees, and

clients saying about

your firm?

30%

31%

35%

48%

54%

55%

62%

Professional groups

Online advertising

Search engines

Company websites

Word of mouth

Social professional networks

Online job boards

2015 Talent Trends 13

Professionals are always improving their professional brands

Most common professional development activities in the UK vs. Global

What of the following activities have you participated in during the past month?

33%

35%

39%

38%

39%

29%

37%

37%

40%

40%

44%

48%

Explored professional developmentactivities

Updated profile on LinkedIn

Updated résumé

Networked for professional purposes

Researched job opportunities

Received a message from a recruiter

UK

Global

The first conversation:

Know what to say (and what not to say)

When in doubt, reach out

How interested are you in talking to an in-house corporate recruiter or a headhunter for a search and staffing firm about a new job opportunity?

Global: Talent’s interest in talking to a recruiter

Extremely, very or somewhat interested Not very or not at all

interested

UK: Talent’s interest in talking to a recruiter

78% 22%

74% 26%

Not very or not at all

interested Extremely, very or somewhat interested

Regardless of your level of interest, what are the most important pieces of information that an in-house

corporate recruiter or a headhunter for a search and staffing firm should include in their initial message to you?

First contact: What talent wants to know

33%

45%

52%

69%

64%

31%

45%

57%

71%

74%

The role's impact

The company's culture

Projected salary range

The roles's responsibilities

Why they contacted you specifically

UK

Global

The interview experience:

Set yourself or your clients up for success

Outside of your interview with your prospective manager and/or team, which

of the following are most important to you having a positive experience?

What matters to talent on interview day

83% say a negative interview

experience can change

their mind about a role or

company they once liked

39%

42%

47%

52%

54%

Having a conversation with leadership

Having clear logistics in advance

Experiencing culture

Receiving interview follow-up

Getting business questions answered

Stay connected after interview day

Don’t leave the candidate hanging

When talent in the U.K. wants to hear from you

of professionals want to

hear good news by phone 77%

of professionals want to

hear bad news by email 65% 36%

36%

42%

59%

Only to deny an offer

Periodically, even without news

Only to extend an offer

Whenever you have an update

The final decision:

Seal the deal

Convert more candidates into hires or placements

Top factors for talent in the U.K. when considering a job offer

of talent says being

contacted by their

prospective manager

can make them accept

a job offer faster

of talent says being

contacted by the

recruiter can make

them accept a job

offer faster

94%

89%

Which of the following are the three most important factors that would entice you to accept a new job opportunity?

15%

16%

16%

21%

24%

25%

26%

26%

33%

40%

Better office location

Increased job security

More influential role

More challenging work

Better professional development

Better place to work (culture)

Better fit for my skills

Opportunities for advancement

Better compensation

Better work / life balance

5 ways to start using this data today:

1. Invest in the right channels

2. Include the most impactful information in your initial message

3. Partner with hiring managers to build a great interview experience

4. Keep in touch consistently with candidates after the interview

5. Focus on the factors that matter most to talent when considering a job offer

2015 Talent Trends 22

Get the full Talent Trends 2015 report!

https://lnkd.in/dagSGiF

Questions?