Businesses need to be more proactive in attracting talent
Australia’s pool of passive job seekers – meaning they are currently employed and will need to be coaxed into new positions – is currently among the highest in the world.
LinkedIn found that 78 per cent of Australians that responded to its survey described themselves as passive candidates.
In contrast Australian businesses were among the poorest performers in the world when it came to courting passive candidates. Only 49 per cent of Aussie companies surveyed indicated that they were chasing passive candidates compared to 83 per cent in China, 72 per cent in the US and 69 per cent in India.
This is part of a longer-term recruitment trend that is seeing Australian companies focus more actively on trying to find candidates that are a better cultural fit for the company.
Courting passive job seekers could be more difficult. “Sometimes it takes a little bit longer trying to hire a passive candidate but you get higher quality and better retention over time,” says Scott.
LinkedIn global recruiting trends
- Hiring budgets are higher
Hiring volume increased seven per cent from 2013 to 48 per cent in 2014, whilst hiring budgets increased eight per cent from 2013 to 34 per cent in 2014.
- Lift your game Australia
In recruiting passive candidates Australia only recruits at 49 per cent, below the 61 per cent global average.
- Diversity programs still less than ideal
Diversity recruitment programs are lagging in Australian with 64 per cent of recruiters acknowledging they do not use a diversity program – though it is up five per cent from 2013 and is 14 per cent higher than the global response.
- Mobile optimisation for job recruitment on the rise
Job postings that are optimised for mobile is 38 per cent [in 2013 it was 20 per cent]. The trend for Aussie candidates searching jobs using mobiles is ahead of the global result.
- Top three priorities for talent acquisition in 2015
Recruiting highly-skilled talent is a 45 per cent priority; improving quality of hires is 38 per cent and workforce planning is 30 per cent.
- Company brand remains a priority
Employer brand has a significant impact on their ability to hire great talent at 77 per cent.
- Online most effective for promoting company brand
Company websites came in as the most effective at 76 per cent, followed by word of mouth at 59 per cent, with online professional networks coming in next at 56 per cent.
- Trends shaping the future of recruitment
Improved job matching (personality and culture fit) scored 59 per cent; recruiting trends becoming more like marketing scored 41 per cent, and attention to defining and measuring the quality of hires, 39 per cent.