ORGANIZATION NAME

Talent Solutions

2012 Recruiting Trends – India Snapshot

Methodology

May - July 2012

India: 255 Australia: 280

Canada: 299

France: 224

UK: 334

Spain: 100

Germany: 97

Netherlands: 226

Nordics: 113

Italy: 99

Surveyed 255 recruiting

professionals in India with a

LinkedIn profile.

All respondents:

work in a corporate HR/recruiting setting

represent an even mix of small, midsize

and large enterprises

have at least some budget authority

focus solely or significantly on recruitment

Brazil: 226

USA: 755

2

6 notable trends in India - summary

3

1. Hiring remains healthy

2. The (competitive) heat is on

3. Passive talent and pipelining remain essential

4. Quality of hire the name of the game

5. Employer branding the hot topic

6. Room to improve data-driven decision making

1. Hiring remains healthy

Among those who are hiring, over 50 percent seeing

volume increase in 2012

Hiring same

Hiring less

“Considering only full and part-time professional employees, how do you

expect the hiring volume across your organisation to change this year?”

5

11% 25%

22%

22%

68% 53%

0%

20%

40%

60%

80%

100%

2011 2012

15% 28%

35%

34%

50% 38%

0%

20%

40%

60%

80%

100%

2011 2012

Hiring more

Budget growth trending in line with hiring volume

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

6

11% 21%

28%

29%

62% 50%

0%

20%

40%

60%

80%

100%

2011 2012

14% 27%

45%

43%

41% 30%

0%

20%

40%

60%

80%

100%

2011 2012

Same

Decrease

Increase

2. The (competitive) heat is on

Biggest obstacles to attracting top talent

Competition 1 38% 1 41%

Compensation 2 38% 2 39%

Location 3 26% 4 25%

Lack of awareness or interest in our employment brand 4 24% 3 25%

Lack of awareness that we're hiring 5 14% 7 12%

Inability to effectively use data to improve our approach 6 14% 8 9%

Recruiting team too small 7 12% 5 15%

Recruiting team doesn't have the right tools/systems 8 12% 6 13%

Quality of talent currently at our company 9 7% 9 7%

Company performance 10 6% 10 6%

Recruiting team skills 11 4% 11 4%

Other 8% 11%

Top obstacles to attracting top talent in India reflect

highly competitive landscape

8

Chief competitive threats

Invest in employer brand

Improve their referral program

Invest in new recruiting tools

Recruiting leaders in India are most concerned their competitors

will…

Similarities between competitive threats and top long-

term trends; using social/professional networks leads

Top long-lasting trends

Utilising social and professional networks 1 35%

Boosting referral programs 2 35%

Upgrading employment branding 3 30%

Finding better ways to source passive candidates 4 26%

Measuring quality of hire more consistently 5 22%

Training recruiters and hiring managers 6 19%

Optimizing your career site 7 17%

Recruiting globally 8 17%

Reducing spend on staffing firms 9 16%

Ensuring jobs posted reach multiple sites 10 13%

Reducing dependence on traditional job boards 11 11%

Using employee blogs for recruiting 12 10%

10

Recruiting through the eyes of Indian talent acquisition

professionals

11

“Recruiting is…”

3. Passive talent and pipelining remain essential

65%

35%

Passive talent

Passive talent a focus

Passive talent not a focus

87%

13%

Pipelining talent

Engaged in pipelining talent

Not engaged in pipelining talent

Most believe in the importance of passive talent and

the practice of pipelining talent

13

4. Quality of hire the name of the game

Quality of hire is the single most important metric; cost

per hire more important in India than elsewhere

Single most important recruiting metric

Quality of hire 1 41% 1 45%

Time to fill 2 26% 3 21%

Cost per hire 3 16% 4 8%

Hiring manager satisfaction 4 16% 2 22%

Other 5 1% 5 3%

15

Fastest-falling source of quality hires is recruitment

agencies; social platforms, job boards up

Best sources for key quality hires Biggest YoY

changes

Employee referral programs 1 57% -4%

Internet job boards 2 46% +5%

Recruitment agencies 3 35% -10%

Internet resume databases 4 29% -3%

Social professional networks (e.g. LinkedIn) 5 25% +4%

College recruiting programs 6 21%

Internal hires 7 15%

Company career website 8 12%

Your ATS/internal candidate database 9 6%

General social media 10 5% +4%

Your CRM system 11 3%

Print newspapers/trade journals 12 3%

16

5. Employer branding is the hot trend

Employer brand seen as critical in hiring great talent

81% 83%

77% 69%

18

Agree that employer brand has

significant impact on ability

to hire great talent

Agree that employer brand is

a top priority for their

organisation

Despite the climate of ‘more with less’, companies

investing in employer branding

90% Increasing (58%) or

maintaining (32%) their

investment in employer

brand in 2012 91%

19

6. Room to improve data-driven decision making

India is ahead of the curve when it comes to regularly

measuring employer brand

50%

45%

33%

32%

21

Regularly survey candidates

to understand employer brand

position

Regularly measure the health

of employer brand in a

quantifiable way

Indian talent acquisition organisations lead the way in

leveraging data to make hiring decisions

62%

38%

26%

74%

22

Believe their organisation

utilises data well to make

hiring decisions

Believe they are average,

or poor at using data to

make hiring decisions

6 notable trends in India - summary

23

1. Hiring remains healthy. Despite global macroeconomic trends, hiring in India is relatively

strong. Over 50 percent say hiring volume is up from 2011; another 22 percent are hiring at

same rate. Budgets appear to be trending in line with hiring volume growth.

2. The (competitive) heat is on. Competition and compensation are cited as the biggest

obstacles to hiring top talent; respondents are most worried their competitors will invest in

employer branding, improve referral programs, and invest in new recruiting tools.

3. Passive talent and pipelining remain popular. 65 percent say passive talent is a focus,

and 87 percent do some form of talent pipelining.

4. Quality of hire the name of the game. 45 percent cite quality of hire as most critical metric;

internet job boards and social platforms including online professional networks are rising as

quality sources.

5. Employer branding the hot topic. 81 percent agree employer brand has a significant

impact on ability to hire great talent; 77 percent say it’s an organisational priority. And 90

percent are either increasing or maintaining employer brand investment.

6. Room to improve data-driven decision making. While India appears ahead of most other

countries, there is still room to improve data-driven decision-making. Half claim to regularly

measure employer brand, and 45 percent survey candidates. Almost 40 percent say they

are average or poor at using data to make hiring decisions.

Additional resources

http://talent.linkedin.com

24

On how to dial up your

recruiting impact on

LinkedIn

http://talent.linkedin.com/passivetalent On how to recruit

passive talent

On best practices in

employer branding http://talent.linkedin.com/employer-brand

Follow us @hireonlinkedin

Read our blog

See more research

http://lnkd.in/talent-blog

http://lnkd.in/hireonlinkedin

Sampling and methodology

Survey fielding occurred between late May and late July 2012

N=255 talent acquisition professionals located in India, who

– work in a corporate HR/Talent Acquisition department

– have at least some authority in determine their company’s recruitment solutions budget

– focus exclusively on recruiting, manage a recruiting team, or are HR generalists who spend

more than 25 percent of their time recruiting

Comparisons to 2011 data are taken from 2011 Global Hiring Trends research, which

fielded between late April and early June, 2011

– n=269 talent acquisition professionals with identical sampling criteria and methodology to 2012

Global numbers are reported as un-weighted

averages of corporate recruiter responses from the

following countries:

– Australia, Brazil, Canada, France, Germany, India,

Italy, Netherlands, Nordics (Norway, Sweden,

Denmark, Finland), Spain, UK, & US

Participants are members of LinkedIn who have

opted to participate in research studies. They were

selected based on information in their LinkedIn profile

and were contacted via email.