India Recruiting Trends

3 Must-Know Talent Acquisition Trends for 2015

4th Annual Report
Introduction 02 Introduction
To win in 2015, talent acquisition and business leaders
need to stay ahead of the latest recruiting trends.
Companies and institutions are under pressure to find top
talent at lower costs while competing with big brands and
03 Executive summary
promising start-ups. The recruiting industry is undergoing
pockets of disruption. Social media and digital marketing
are becoming the new norm in how we recruit. With
innovative recruiting technologies and techniques emerging
04 Part 1: The recruiting industry in 2015
almost every day, we are witnessing the democratization of
recruiting. Any company – big or small – can now find high
quality talent at scale with the right tools and strategy. Read
on to understand how you can get ahead of these recruiting 10 Part 2: Sourcing
trends in 2015.

20 Part 3: Talent brand

About this survey
We surveyed more than 4125 talent acquisition leaders
26 Part 4: The future of recruiting
globally including 300+ in India across 14 industries to
understand what’s keeping them up at night and where they
see the industry going in 2015. Get a head start on 2015:
tap into our insights on the largest survey of talent
acquisition leaders in the world and chart your course for
30 Epilogue: More interesting data
success.

India Recruiting Trends 2

 Executive summary: India Recruiting Trends
3 must-know talent acquisition trends and predictions for 2015
1 Recruiting volumes and 2 Social recruiting grows for 3 Employer brands get socially
budgets increase in tandem quality hires - Recruiters’ use of social engaged- Professional networks are the
indicating an overall positive sentiment professional networks as a source of top most channel to spread the employer
in organizations on recruiting. quality hires closes gap with internet job brand story. Online professional networks
boards and employee referrals. replace traditional channels like company
website and word of mouth.

100% 75% 75%

69%
80% 78%
65%
71% 55% 64%
Hiring Volume
60% 53% 57% 55%
44%
50% 53%
35%
50% Hiring Budget 36%
40% 45%
25%
21%
20% 15% 35%
2012 2013 2014 2011 2012 2013 2014 2012 2013 2014

Employee referral programs Company website

Internet job boards Online professional networks (e.g., LinkedIn)
Social professional networks Social media (e.g., Facebook)
“Considering only full and part-time Recruitment agencies Friends/family, word of mouth
professional employees, how do you
expect the hiring volume across your Internet resume databases
organization to change this year?”
“Think about the key quality hires that your
“How has your organization's budget for organization made in the past 12 months.
recruiting solutions changed from last Which of the following were the most
year?” important sources for those key positions?”
India Recruiting Trends 3
Part 1: The recruiting industry in 2015
 Part 1: The Recruiting Industry in 2015

Part 1: The recruiting

industry in 2015
Hiring volumes and budgets are perfectly poised for growth on an upward
swing. With the gap between budgets and hiring, talent acquisition
leaders must be poised to scale their operations. Doing more with less is
 Technology context more important now than ever before. Competition and compensation
and catalysts continue to be the top obstacles for attracting talent, forcing recruiting
leaders to get smart and use data-driven techniques in their pursuit of top
talent. Companies small and large face their own unique challenges in
 Organizational recruiting, and therefore must play to their own competitive advantages.
budgets and priorities Broader technology advancements have also begun to disrupt the talent
industry, setting the stage for a dynamic and exciting future for recruiting.

 Competitive threats
Advancement Implication for Talent Acquisition
The accessibility and connectedness of professionals online has
Social Media made talent more findable than ever – and is leveling the playing
field.
Targeted advertising based on profile demographics and online
behavior is trickling from marketing into recruiting. With pin point
Digital Marketing
accuracy, companies can find the right candidate by segmenting
and targeting talent with the most relevant job opportunities.
With the meteoric rise of mobile devices globally, job candidates
Mobile are increasingly researching opportunities and companies in a
mobile-optimized format.
Adaptive algorithms can now match jobs with job seekers based
Machine
on real-time behavioral feedback (i.e. viewing a job, clicking to
Learning
apply).
As data storage, processing, and transmission become cheaper,
“Big Data”
talent acquisition leaders have begun to use this data for both
Analytics
strategic and tactical business decisions.

India Recruiting Trends 5

 Part 1: The Recruiting Industry in 2015

Organizational budgets
Hiring volume and budgets increase
Riding on optimism in the Indian market, hiring volume and budgets
increase in tandem, after a period of stagnation.

% Leaders With Volume or Budget Increase

100%

78%
65%
80% Hiring Volume
71% Of Indian CXOs believe that overall
53%
57% staffing levels are increasing,
60%
according to a Sept 2014 LinkedIn
50%
50%
Economic Confidence Outlook
40% Hiring Budget study. The C-suite is in touch with
the talent pulse of their companies.
20%

0%
2012 2013 2014

“Considering only full and part-time professional employees, how do you expect the hiring
volume across your organization to change this year?”

“How has your organization's budget for recruiting solutions changed from last year?”

India Recruiting Trends 6

 Part 1: The Recruiting Industry in 2015

Organizational priorities: Recruiting leaders agree

Sourcing is top priority Small and large companies differ
Indian and global talent acquisition leaders agree that sourcing Small companies having to do more with less, prioritize training
skilled talent is the lynchpin of any successful recruiting employees to be brand ambassadors and optimizing sourcing
organization. Top 4 priorities remain the same this year. techniques. Large Indian companies are significantly more likely
Investing in employer brand, measuring employer brand and to prioritize data analytics in recruiting and diversity hiring . We
recruiting passive talent have grown in priority. define small businesses as organizations with 500 or fewer
. people.

1. Recruiting/sourcing highly- 40% 36%

Improving sourcing
skilled talent 46% techniques 26%

37% Training employees as 17%

2. Improving quality of hire company brand
34%
ambassadors 4%

3. Improving sourcing 30%

5%
techniques Data analytics in recruiting
25% 16%

23% 5%
4. Employee referral Diversity recruiting
12% 15%

India Global Small businesses Large companies

“Think about your talent acquisition organization's top priorities “Think about your talent acquisition organization's top priorities
for 2014. Which of the following choices would you consider to for 2014. Which of the following choices would you consider to
be the most important areas of interest for your organization?” be the most important areas of interest for your organization?”

India Recruiting Trends 7

 Part 1: The Recruiting Industry in 2015

Competitive threats: Biggest obstacles to landing

talent are compensation and competition
The two C’s of compensation and competition Location and data are obstacles for Indian recruiting
continue to heat up talent war in India leaders
Lack of awareness or interest in employer brand is a rapidly Indian leaders consider location of work a challenge compared to
growing challenge for companies. global peers. The inability to use data driven recruiting effectively,
to find the perfect hire, is a bigger challenge in India.

50% India Global

40%

45%
Compensation 30%
40% 32%
Competition
35% 25%
20% 21%
Location
30%
Lack of awareness 15%
10%
25% or interest in
employer brand
20% 0%
2012 2013 2014 Location Inability to use data for
hiring
“What are your company's biggest obstacles to attracting the best “What are your company's biggest obstacles to attracting the best
talent?” talent?”
India Recruiting Trends 8
 Part 1: The Recruiting Industry in 2015

Competitive threats
Top activities by competition that make Indian recruiters
most nervous are- investment in employment brand,
proactive recruiting and employee retention

Turning threats to advantages

32%
Invest in their employer brand
• Build a great talent brand by
29% investing time, effort and
resources in online and offline
channels, coupled with internal
initiatives on making the
31% organization a great place to
Improve employee retention work. Hence, creating brand
29% ambassadors of existing
employees and ensuring
retention of top talent.
• Move away from a transactional
Proactively build talent pools/ 20% approach to hiring by getting
pipelines proactive and building relevant
21% talent pipelines.

India Global

“What are the things that your competitors have done or

may plan on doing that would make you most nervous?”
India Recruiting Trends 9
Part 2: Sourcing
 Part 2: Sourcing

Part 2: Sourcing
 Top sources for Just as a championship sports team is defined by its players and
coaches, a successful company is defined by its talent. But where are
quality and quantity companies finding talent today?

 Passive candidate In 2015, sourcing just isn’t what it used to be. Recruiters’ use of social
professional networks was the fastest growing source of quality hires
recruitment
and is now one of the top 3 sources. Passive candidate recruiting is
popular not only in the India, but also in economic powerhouse
 Top recruiting metrics countries like China and US. Wiley Indian small businesses have also
figured out how to poach passive talent. For many, it’s central to their
recruiting strategy. Passive talent accounts for a whopping 75% of all
 Mobile recruiting professionals worldwide.

As candidates become increasingly mobile, companies are also

embracing mobile recruiting. The mobile revolution is in full swing in
the talent industry, and will continue to be a big theme in 2015.

India Recruiting Trends 11

 Part 2: Sourcing

Top source for quality hires: Social professional

networks grow in importance
Rapid adoption of social professional networks Indian companies beat global peers at finding quality
as a source of quality hires talent on social professional networks
Social professional networks close the gap with traditional Employee referral programs continue to be a key source for quality
sourcing channels like internet job boards and employee hires. The ability of social professional networks to identify
referrals, while zooming past recruitment agencies. employee connections helps recruiters fast track the hiring process.

75%
52%
44%
55% 38%
33%
44%
35%
36%
25%
21%
15%
2011 2012 2013 2014
Employee referral Social professional
Employee referral programs programs networks
Internet job boards
India Global
Social professional networks
Recruitment agencies
Internet resume databases

“Think about the key quality hires that your organization (placed/made) in “Think about the key quality hires that your organization (placed/made) in the
the past 12 months. Which of the following were the most important past 12 months. Which of the following were the most important sources for
sources for those key positions?” those key positions?” India Recruiting Trends 12
 Part 2: Sourcing

Top source for quantity: Internet job boards

Internet job boards account for major hirers How Indian channels differ for quantity of hire
Internet job boards produce the highest quantity of hires for Indian Internet resume databases, employee referral programs and
companies while the usage of internet resume databases remains recruitment agencies are more popular in India compared to
constant. Social professional networks is the fastest growing global peers.
channel for quantity of hires for Indian companies.

Internet resume 47%

databases 26%
Internet job boards 56%
Employee referral 35%
programs 21%

27%
Internet resume databases 47% Recruitment agencies
20%
India Global

Employee referral programs 35%

How global channels differ for quantity of hire
Indian companies have significantly less internal hires and
use the corporate website for recruitment far less than
global counterparts.
Social professional networks 29%
24%
Company career website
38%

Recruitment agencies 27% 16%

Internal hires
29%
“How significant were each of the following as a source of white collar
professional (candidates placed by/hires for) your organization in the past 12 India Global
months?”
India Recruiting Trends 13
 Part 2: Sourcing
Sourcing: There are a handful of sources
that provide both quality and quantity
5 sources of hire for quality and quantity
60%

Best quality & quantity

Employee referral programs

47%
% Most important Source of Quality Hire

Social
professional Internet job
networks-2015 boards

Social professional
networks-2014
Of Indian talent leaders believe they’re
Recruitment agencies not doing enough to track return on
Internet resume databases investment for channels of hire.
0% 90%

Company career website

One can’t manage what one does not
measure. As hiring requirements and
Internal hires budgets ramp-up, it is time Indian
recruiters started tracking key
ATS/ internal candidate database
Print/Trade journals Student/Youth recruiting programs
recruiting metrics via online and
automated tools, on a regular basis.
General social media
General career fairs
Diversity recruiting programs
Company CRM
0%

% Major Source of Quantity of Hires (Top 2)

“How significant were each of the following as a source of white collar professional hires for your
organization in the past 12 months?” (>15% quantity of hires)

“Think about the key quality hires that your organization (placed/made) in the past 12 months.
Which of the following were the most important sources for those key positions?”
India Recruiting Trends 14
 Part 2: Sourcing

Passive candidate recruiting: India in global top 3

Passive candidate recruiting: The global breakdown Why passive candidate recruiting works
Companies in the US and China are most aggressively recruiting Globally, 75% of professionals consider themselves “Passive”
passive candidates. There is an increase in Indian companies yet only 61% of companies consider recruiting passive talent.
reaching out to passive candidates via proactive sourcing.

China 83% Global Candidate Breakdown

United States 72%
India 69% 25%
Spain 68% Active
Brazil 67%
Southeast Asia 65% 75%
Mexico 63% 61% Passive
Hong Kong 60% Global
South Africa 60% Average
MENA 59%
“How would you describe your job search status?”
Canada 58% Source: LinkedIn’s Talent Trends 2014 study
United Kingdom 57% Active candidate definition:
Germany 54%  Actively looking
Italy 53%  Casually looking a few times a week
Nordics 51%
Passive candidate definition:
France 51%
 Reaching out to personal network
Australia 49%  Open to talking to a recruiter
Netherlands 48%  Completely satisfied; Don’t want to
Belgium 41% move

“To what extent does your recruiting organization focus on hiring passive talent?” India Recruiting Trends 15
 Part 2: Sourcing

Sourcing: Small businesses are agile recruiters

Small business do more with less Small businesses are more geared for mobile
Small businesses largely use recruiting channels that can be
recruiting
run in-house. They use company career websites and student Small businesses display greater agility in new age recruiting by
recruiting programs vs. recruitment agencies like larger having career websites optimized for mobile when compared to
companies. With less time and fewer internal people and large companies.
positions, small business recruiting leaders need to find ways
to help talent find them.

26%
Company career website 44%
15% Our career site is
mobile optimized
28%
24%
Recruitment agencies
35%
27%
Our job postings are
Student recruiting 14% mobile optimized
programs 30%
6%

Small businesses Large companies Small businesses Large companies

“Think about the key quality hires that your organization (placed/made) in the To what extent do you agree or disagree with the following statements related to
past 12 months. Which of the following were the most important sources for mobile recruiting? We define mobile recruiting as finding job candidates through
those key positions?” mobile phone and tablet-optimized career pages, job postings, and recruitment
tools.
India Recruiting Trends 16
 Epilogue: Talent analytics

Sourcing: Quality is the most valuable hiring metric

Quality of hire is most valuable metric Small businesses value quality of hire
Recruitment metrics remain the same across geographies. Small businesses in India value “Quality of Hire” while large
Quality of hire is used to gauge hiring success. companies value “time to fill” more than small businesses.
The cost of hire is of equal importance to both large and
small businesses.

46% 41%
Quality of hire
Quality of hire
44%
53%

26%
Time to fill
31%
Time to fill
25%
20%

13% 13%
Cost per hire Cost per hire
8% 12%

India Global Large companies Small businesses

“What is the single most valuable metric that you use to track your recruiting “What is the single most valuable metric that you use to track your recruiting
team's performance today?” team's performance today?”

India Recruiting Trends 17

 Epilogue: Talent analytics

Sourcing: New hire performance indicates quality

New hire performance evaluation is the top way to Smaller companies favor Time to productivity
measure quality of hire
Quality of hire is widely considered the holy grail of recruiting In India, large companies favor new hire performance
metrics. Indian recruiters place significantly higher emphasis on evaluation as a quality indicator. Small businesses, with
time to productivity compared to global peers. Time to need for speed, favor time to productivity.
productivity is almost as important as new hire performance
evaluation.

56% New hire performance 59%

New hire performance
evaluation
evaluation 52% 52%

51%
53% Time to productivity
Time to productivity
56%
25%

48%
47% Turnover/retention
Turnover/retention 47%
51%

India Global Large companies Small businesses

“What metrics does your organization use to track quality of hire?” “What metrics does your organization use to track quality of hire?”

India Recruiting Trends 18

 Part 2: Sourcing

Sourcing: The continued rise of mobile

Candidate mobile behaviors rising in India Companies invest in mobile
Indian recruiting leaders agree that candidate mobile job Companies are up to the challenge and investing in mobile
seeking behavior is on the rise. We believe, this will strategies, optimizing their job postings and career sites for
increase further in 2015. mobile.

41%
35%
31% 28%
25% 24%
22%
20%

Candidates view Candidates apply via Our job postings are Our career site is mobile-
opportunities on mobile mobile mobile-optimized optimized

2013 2014 2013 2014

“To what extent do you agree or disagree with the following statements “To what extent do you agree or disagree with the following statements
related to mobile recruiting?” related to mobile recruiting?”

India Recruiting Trends 19

Part 3: Talent brand
 Part 3: Talent Brand

Part 3: Talent brand

What’s a talent brand and why does it matter? It’s what talent thinks,
feels, and shares about your company as a place to work. A strong
talent brand reduces cost per hire by up to 50% and lowers turnover
rates by 28%.1
 How companies
prioritize and act As recruiting evolves to be more like marketing, recruiting leaders are
embracing the idea of talent brand. Their actions are now beginning to
catch up to their beliefs. Recruiting leaders can get ahead of the
 Channels for promoting competition by acting quickly to invest and create a proactive talent
talent brand brand strategy. To learn more, check out LinkedIn’s Employer Brand
Playbook.
 Why companies invest
Marketing Recruiting
Segment Determine the types of people that fit your open jobs

Target Prioritize and pursue high priority candidates

Create a narrative and message for the company’s

Position
talent brand to acquire and retain priority candidates

Product The job and work environment

Price Employee salary and benefits

Outbound: Job postings, public relations

Promotion Inbound: Build relationships with talent communities,
social, digital, and content marketing
Place of
Job boards, social networks, email
distribution

1Eda Gultekin, What’s the Value of Your Employment Brand?, India Recruiting Trends 21
http://lnkd.in/valueofEB (December 1, 2011)
 Part 3: Talent Brand
Talent brand: Companies understand
its impact
Talent brand has impact but needs to be prioritized
Indian recruiting leaders agree that talent brand matters in attracting
and hiring top talent. Companies can get ahead of competition by
78%
telling a compelling employer story and creating a proactive talent
brand strategy. Of Indian professionals surveyed for
the Talent Trends report 2014 say
that the company reputation as a
great place to work or having great
people or being prestigious is
80% important while considering a job.

60%

40%
2012 2013 2014
79%
Employer brand is a top priority Of Indian Talent Acquisition leaders
say talent brand has a significant
Employer brand significantly impacts hiring quality impact on their ability to hire great
talent.
We regularly survey new hires to understand brand position

We measure our employer brand relative to our competitors

“Please indicate the extent to which you agree or disagree with the following
statements as they relate to your company’s employer brand.” India Recruiting Trends 22
 Part 3: Talent Brand

Talent brand: Indian companies in the top quadrant

65%

Indian companies rank high

My company has a proactive talent brand strategy

South Africa
Indian companies rank high when it comes to
prioritizing and managing their talent brand. India
Creating a great talent brand can help Indian
Brazil
companies immensely since Mexico US SE Asia
1. Lack of awareness is a key recruiting obstacle
in India. Employer branding will help UK MENA
companies draw quality candidates in a
Spain Australia
competitive environment, versus a post and
pray approach.
25% China 75%
2. The biggest competition nightmare for Indian
Belgium Canada
companies is investment in employer brand. A
proactive approach will help save the day.
3. Investing in and measuring talent brand is one Germany France
of the increasingly important priorities for Nordics
Indian companies. It is a question of “When?” Italy
rather than “Why?”. Hong Kong
Netherlands

35%

Talent brand is a top priority for our organization

India Recruiting Trends 23

 Part 3: Talent Brand

Talent brand: Top 4 channels of promotion

Fastest growing channel for talent brand How small business tell their Talent story
In India, online professional networks are the fastest growing Small business use social media and other online channels to
and topmost channel for promoting talent brands. promote their Talent brand while large companies gun for
industry awards, ride on PR efforts and print ads to position
themselves as an employer of choice.

75%
70% 69% 47%
Social media (e.g.,
65% Facebook, Twitter)
64%
60% 62%
55%
50% 53%
45%
40% Public recognition/awards 46%
35% (e.g. 'Best Places to
30% Work') 34%
2012 2013 2014

Company website Large companies Small businesses

Online professional networks (e.g., LinkedIn)
Social media (e.g., Facebook) “Which channels or tools have you found most effective in spreading your
Friends/family, word of mouth employer brand?” Asked leaders who are responsible for employer brand.
India Recruiting Trends 24
 Part 3: Talent Brand

Talent brand: What’s the return 3 Reasons to invest in talent

on investment? brand:

Reasons to invest in a talent brand

Global and Indian companies agree on the top 5 reasons for investing in How much you can reduce
a talent brand. These reasons form the foundation of a good business
case to secure talent brand resources. 50% your cost per hire1

60%
Planned increase in hiring
41%

Increased competition
54% 28% How much you can reduce
your employee turnover1

42%

Increased belief in the 52% % of talent acquisition

impact of employer brand 49% leaders who say talent
75% brand significantly impacts
their ability to hire great
Need to raise general 43% talent
awareness 50%

Difficulty recruiting quality 37%

candidates 39%

India Global 1Eda Gultekin, What’s the Value of Your Employment

Brand?, hhtp://lnkd.in/valueofEB (December1, 2011).
“For what reasons are you spending more on employer brand this year?”
Directed to leaders who report spending more on employer brand this year.
India Recruiting Trends 25
Part 4: The future of recruiting
 Part 4: Predicting the Future of Recruiting

Part 4: The future of

recruiting
 Top long-lasting Now it’s time to test the wisdom of crowds. Looking in their crystal
balls, talent acquisition leaders predict what the future of recruiting
trends will look like. They also attempt to trend spot new, up-and-coming
recruitment practices.
 Top up-and-coming
Amazingly, both Global and Indian talent acquisition leaders are in
trends
sync on the future of recruiting. They believe that social professional
networks and better matching of candidates with jobs will be the new
norm in 5 to 10 years. Given how rapidly recruiting has evolved in
only 4 short years, perhaps change will come sooner than we think.

India Recruiting Trends 27

 Part 4: Predicting the Future of Recruiting

The future: Professional networks and boosting

referral programs top the list
Social and professional networks are here to stay Trend spotting: Candidate and job matching
Global recruiting leaders agree: Social and professional Candidate and job matching could reshape the recruiting
networks are the most essential and long-lasting trend in industry.
recruiting.

Improved candidate and job

39% 58%
Utilizing social and matching (personality fit,
professional networks culture fit, etc.) 53%
37%

Focusing on referrals as a 41%

31% primary source of talent
Boosting referral programs 24%
17%
Defining and measuring hire 38%
quality 33%
Upgrading employer
27%
branding 33% Using 'big data' for 35%
predicting future talent
needs 27%
India Global India Global
“What do you consider to be the three most essential and long-lasting trends “Which of the following new and upcoming trends do you think will play a
in recruiting for professional roles?” significant role in shaping the recruiting industry for the next 5 to 10 years?”

India Recruiting Trends 28

 Top up and coming trend varies by region
Top trend for selected geographies

Belgium:
Remote Workforce
options

Germany, Italy,
Netherlands China:
Recruiting becoming Using “big data” to predict
more like marketing future talent needs

USA, Canada, Mexico & Brazil

Improved candidate & job matching

Australia, India,
South Africa:
Improved candidate
& job matching

India Recruiting Trends 29

Epilogue: More interesting data
1. Student Recruiting
2. Data Driven Recruiting
 Epilogue: Student Recruiting

Student and recent grad recruitment: Most global

and Indian companies do it
Most companies globally recruit students Most large and small Indian companies recruit
Although student and recent grad recruiting isn’t a top
students
priority globally, most companies recruit students as part of The majority of large and small Indian companies also
their overall talent acquisition strategy. Don’t miss out on recruit from the student and recent grad talent pool.
this trend.

Large Indian companies

Global companies
12%

21%

88%

Small Indian companies

79%
16%

Recruit students and young professionals

Don't recruit students and young professionals 84%

“To what extent does your company recruit young professionals? We're
defining 'young professionals' as anyone who is 0-3 years out of school.” Recruit students and young professionals
Don't recruit students and young professionals
India Recruiting Trends 31
 Epilogue: Student Recruiting

Student recruitment: India in global top 5

86% of Indian companies are into student Compensation is the main obstacle to recruiting
recruitment students
Large and small Indian companies recruit students. Indian companies struggle with compensation when recruiting
students. Lack of awareness in the face of competition could
add to recruiting woes.

Italy 90%
Spain 87%
43%
Mexico 87% Compensation
Brazil 87% 31%

India 86%
France 85% 30%
Belgium 83% Competition
36%
South Africa 82%
Southeast Asia 82%
Canada 80% Lack of awareness of or 30%
United States 80%
79% interest in our employer
Global brand 29%
Germany 78%
Average
China 78%
Nordics 76% 28%
Hong Kong 73% Location
United 20%
72%
Kingdom
MENA 71% India Global
Netherlands 71%
Australia 64% “What are the biggest obstacles you face in attracting young
professionals to your company?”
“To what extent does your company recruit young professionals? We're
defining 'young professionals' as anyone who is 0-3 years out of school.” India Recruiting Trends 32
Recruiting leaders are fairly aligned with what
young professionals want in a job
Young Professionals value more Young Professionals value as much Young Professionals value less
than what recruiting leaders think as what recruiting leaders think than what recruiting leaders think
70%

Excellent
compensation
60%
& benefits
What young professionals want in a job

Good work/
life balance
50%
Strong career path
Good relationship with A place I would be Challenging work
40% your colleagues proud to work
Strong employee
Values employees development
Job security
30% contributions
Culture that fits
Good relationship Ability to make
my personality
with your superiors an impact
20%
A Co. with a long-term Flexible work
strategic vision arrangements

10%
Internal transfer
opportunities
0%
0% 10% 20% 30% 40% 50% 60% 70%

What talent acquisition leaders think young professionals want in a job

India Recruiting Trends 33

 Epilogue: Talent analytics

Talent analytics: India leads data driven recruiting

Indian talent leaders believe they use data Indian companies use data mainly for long-
effectively term workforce planning

India 53%
MENA 43%
Southeast Asia 39%
Long-term workforce 67%
Brazil 32%
Mexico 30% planning
57%
United States 29%
South Africa 25%
24%
Global 58%
Canada 21% Urgent need of a specific
Average
China 18% type of talent
Spain 17% 45%
United Kingdom 17%
Italy 16% 53%
Hong Kong 15% Leadership development,
Australia 13% succession planning
54%
Netherlands 12%
Belgium 12%
France 9% India Global
Nordics 9%
Germany 9%
“In general, which of the following areas do you believe your
organization uses data effectively to better understand talent acquisition
“How well do you think your organization uses data to understand (talent
effectiveness and opportunities?”
acquisition/recuiting) effectiveness and opportunities?”
India Recruiting Trends 34
Survey sampling and methodology
Survey Sample Data Comparisons
 Survey respondents are talent acquisition  Global comparisons are reported as un-weighted averages from the
professionals who: noted countries
– Work in a corporate HR department  Historical data comparisons are taken from 2011, 2012 and 2013
– Have at least some authority in determining their
company’s recruitment solutions budget Recruiting Trends research, which had similar sampling criteria and
– Focus exclusively on recruiting, manage a methodology to 2014
recruiting team, or are HR generalists who – 2014 survey fielded August-September 2014 with 304 Indian
spend more than 25% of their time recruiting. respondents
 Survey respondents are members of LinkedIn who – 2013 survey fielded April-May 2013 with 274 Indian respondents
have opted to participate in research studies. They – 2012 survey fielded May-July 2012 with 255 Indian respondents
were selected based on information in their LinkedIn – 2011 survey fielded April-June 2011 with 269 Indian respondents
profile and contacted via email.

Nordics: 71
Netherlands: 182

Belgium: 77 Germany: 203

Canada: 300
UK: 400 France: 200 China: 201
USA: 406
Spain: 203 Italy: 205 Hong Kong: 51

MENA: 184 Southeast Asia: 385

Mexico: 151 India: 304

Brazil: 198
Australia: 274
South Africa: 130
India Recruiting Trends 35
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India Recruiting Trends

About the authors

Sam Gager Rachel Bowley Megha Nayak Pooja Chhabria

Research Consultant, Research Associate, Associate Field Marketing Strategist,
LinkedIn Talent LinkedIn Talent Marketing Manager, APAC
Solutions Solutions LinkedIn Talent
Solutions

Sam is an experienced Rachel is a statistically Megha is a part of Pooja Chhabria

researcher on savvy number cruncher the trade marketing works on marketing
LinkedIn’s Insights and researcher. She team in India. She campaigns and
team. He and his powers the insights plays enabler in programs for the
colleagues uncover LinkedIn generates from helping talent APAC region. She
data-driven insights its data. leaders leverage the leverages customer
from LinkedIn’s power of LinkedIn. insights to drive
proprietary data. maximum reach and
impact for LinkedIn
Talent Solutions

India Recruiting Trends 37