WHERE PEOPLE ARE AND WHAT DO THEY WANT AN INSIGHT INTO RECRUITMENT BEST PRACTICES. Rowan O Grady, Hays Canada President

Transcription

1 WHERE PEOPLE ARE AND WHAT DO THEY WANT AN INSIGHT INTO RECRUITMENT BEST PRACTICES Rowan O Grady, Hays Canada President

2 PRESENTER Rowan O Grady Hays Canada President rowan@hays.com

3 DIVIDER SLIDE WHERE PEOPLE ARE Technology How to Who is responsible? WHAT PEOPLE WANT Compensation & benefits Career progression Company culture 3

4 WHERE PEOPLE ARE: ABOUT THE GUIDE 1,000 respondents: Hiring managers, HR, Recruiters and Candidates EMPLOYERS TOP RECRUITMENT CHALLENGES: #1: CANDIDATE/SKILLS SHORTAGE #2: SALARY LEVELS #3: LOW COMPANY PROFILE (AS EMPLOYER OF CHOICE)

5 DIVIDER SLIDE HOW EMPLOYERS ARE RECRUITING VIA DIGITAL 5

6 DIGITAL RECRUITMENT 3 KEY ELEMENTS

7 RECRUITMENT IS A JOINT VENTURE ACROSS STAKEHOLDERS 63% Of organizations today have an internal recruitment team. Responsible for hiring 80.0% 70.0% 60.0% 50.0% 40.0% 30.0% 20.0% 10.0% 0.0% Effectiveness of Recruitment Strategies? 7

8 TECHNOLOGY HAS NOT BEEN FULLY EMBRACED YET Application process Website 40% Mobile friendly Employers making it easier/more accessible for candidates to apply.

9 MOST ARE AWARE OF THE IMPORTANCE OF SOCIAL MEDIA Channels employers use to recruit Recruitment agency Association/membershi Generic job boards University/college Niche/specialized job Mainstream media Social Media 0% 20% 40% 60% 80% Employers dedicated career pages None We have a dedicated Organization LinkedIn Careers Page Unsure Twitter Job Feed Facebook Careers Page YouTube Career Channel Google+ Career Page Instagram Career Account Pinterest Career Account 0% 10% 20% 30% 40% Social media company following: 31% Following % Following % Following Growth plans:

10 RECRUITMENT IS 1 OF MANY MESSAGES What best describes reason for growing social following? #1 Promoting your product/service #2 Raise awareness as an employer of choice All reasons why companies want to grow their following: Brand awareness of product/service Increasing customer/consumer followers Brand awareness as employer of choice Driving people to your organization's website Candidate recruitment Driving sales Customer feedback/reviews To keep up with current trends 0% 20% 40% 60% 80%

11 DIVIDER SLIDE THE DIGITAL DILEMMA 11

12 RECRUITMENT IS TOUGH AND IT S GETTING TOUGHER Factors that hinder the success of organizations internal recruitment strategy 77% The number of unqualified applicants you get per ad Our organization has very specific requirements/roles are concerned with how social media can have a negative impact on people s perception of their brand Cost of posting jobs to find candidates Too many job board options - don't know where to post Our internal recruitment budget isn't large enough to be effective I do not believe we face any challenges with our internal recruitment strategies Our competitors have very strong internal recruitment strategies 0% 10% 20% 30% 40% 50% 60% 64% are concerned with how social media channels will negatively affect their ability to recruit

13 COMPANY NETWORKS ARE DOMINATED BY CUSTOMERS 70% Of Accounting & Finance employers rank the quality of their recruitment pool mediocre to poor

14 OR

15 ENGAGING THE PASSIVE CANDIDATE IS THE GOAL 10% Of candidates are ACTIVE at any one time + 90% = are passive Need to engage with 100% How often organizations engage with content as an employer of choice Never Less than 1/month Monthly Daily Weekly Multiple times/day 0% 5% 10% 15% 20% 25% 30% 35% 15

16 OR OR

17 DIGITAL DILEMMA To recruit in the digital space requires a longterm, high quality and quantity, employer brand content strategy, targeted at the right audience of both passive and active candidates, separate from product and service related messages, on the right channels.

18 DIVIDER SLIDE DEVELOPING YOUR CONTENT PLAN WHAT PEOPLE WANT 18

19 PEOPLE ARE OPEN TO MOVING Are they happy in their current role? 11% 7% Only 48% satisfied 18% Very Dissatisfied Dissatisfied 37% Neutral 27% Satisfied Very Satisfied Are they considering leaving their current role? 14% 8% 25% 78% are open to opportunities Highly Likely Likely Neutral 24% 29% Unlikely Highly Unlikely

20 WHAT DO FINANCE & ACCOUNTING PROFESSIONALS WANT? SALARY Vs BENEFITS Vs CAREER Vs COMPANY CULTURE

21 COMPENSATION Presenter's name & Date users: Go View Header & Footer to edit text / 2007 users: Go Insert Header & Footer to edit text 21

22 COMPENSATION IS THE MOST IMPORTANT FACTOR BUT PEOPLE WILL COMPROMISE Performance incentives a major factor 40% Would take a reduction in comp (up to 10%) for their ideal job 60% Would take a 20%+ cut to their salary, if offered a performance related bonus (= increase of 10%) #1 Benefit Canadians want is performance related bonuses IMPROVE PRODUCTIVITY AND RETENTION THROUGH INCENTIVISING COMPENSATION VIA YOUR BENEFIT OFFERINGS

23 BENEFITS Presenter's name & Date users: Go View Header & Footer to edit text / 2007 users: Go Insert Header & Footer to edit text 23

24 BENEFITS: WORK-LIFE BALANCE A MUST FLEXIBLE WORK OPTIONS OPTIONAL? Vacation a major factor 60% 75% 45% Would take a reduction in comp, seniority level + benefits, for 2+ weeks of vacation Are unwilling to accept less vacation as part of a new role Are unwilling to give up flexible work options for their ideal job opportunity IMPROVE WORK-LIFE BALANCE WITHOUT HAVING TO TAKE STAFF OUT OF THE OFFICE THROUGH FLEXIBLE OR WORK FROM HOME OPTIONS

25 CAREER PROGRESSION Presenter's name & Date users: Go View Header & Footer to edit text / 2007 users: Go Insert Header & Footer to edit text 25

26 CAREER GROWTH IS MOST IMPORTANT AFTER SALARY Canadian s career aspirations 16% 3% 9% 60% 7% Have aspirations of mid to senior management 40% 25% C-Suite/President Senior Management Middle Management Sole Proprietor/Incorporated Seniority level is not important BUT 75% Of companies don t have a succession plan Other

27 THE AMBITION CONTRADICTION 60% company Of professionals would take a step down in terms of seniority level for a role with the right compensation, benefits and culture. What is most important to Canadians career progression? 89% 11% Career Status #1 Most important factor to professional development is New Challenges Professional development

28 IS THERE OPPORTUNITY IN THE AMBITION CONTRADICTION? TRADITIONALLY Career Progression = Promotion Status/Recognition Increased responsibility Increased salary ALTERNATE VIEW? Career Progression = Change Change in role Variety to day-to-day New challenges/projects POTENTIAL BENEFITS Increased satisfaction/motivation Improved retention Less pressure on succession planning Fewer salary increases

29 RAISING YOUR PROFILE ENSURING TOP EMPLOYERS FIND YOU Presenter's name & Date users: Go View Header & Footer to edit text / 2007 users: Go Insert Header & Footer to edit text 29

30 BECOMING A HOT CANDIDATE Building a searchable digital profile Creating a brand that is consistent from digital to print to in person Getting noticed

31 BUILDING A SEARCHABLE DIGITAL PROFILE Optimizing your social media profiles Having a candidate profile on all channels SEO + SELLING Keeping your profiles up to date & fresh Having a positive professional voice

32 CREATING A BRAND THAT IS CONSISTENT FROM DIGITAL TO PRINT TO IN PERSON DIGITAL Use your social media profiles to provide a holistic view of your professional profile & accomplishments specific to the specialism or industry you are targeting. PRINT Use your resume to showcase your expertise through only promoting the experience & accomplishments relevant to the role. IN PERSON Use your meeting to sell why you re the right match for the role & employer.

33 GETTING NOTICED Connect with your target employers Follow your target organizations ENGAGEMENT Engage with their content Be proactive

34 SNEAK PEAK EMPLOYERS OUTLOOK 2016 Presenter's name & Date users: Go View Header & Footer to edit text / 2007 users: Go Insert Header & Footer to edit text 34

35 HAYS CANADA 2016 SALARY GUIDE WHAT ARE ACCOUNTING & FINANCE EMPLOYERS SAYING SO FAR Business activity Economic outlook 30% 57% Increase Decrease Stay the same 23% 24% Stengthening Static Weakening 13% 53% 60% 50% Salary change Hiring plans 40% 34% 30% 20% 50% Increase Decrease 10% Remain the same 0% >10% 6% to 10% We will have a salary freeze 0% 3% to 6% < 3% 17% 35

36 KEY FINDINGS EMPLOYERS ARE USING THE SAME NETWORK TO BUILD AWARENESS OF THEIR PRODUCTS AND TO RECRUIT THERE IS A CLEAR AWARENESS OF THE NEED TO EMBRACE SOCIAL MEDIA AS A RECRUITMENT TOOL EMPLOYERS ARE PRIMARILY USING THE JOB OPPORTUNITY ITSELF AS THE CORE CONTENT TO RECRUIT/BUILD EMPLOYER BRAND WHAT IS IMPORTANT TO TOP CANDIDATES ISN T NECESSARILY THE MOST OBVIOUS RECOMMENDATIONS DEFINE YOUR EMPLOYER VALUE PROPOSITION DEVELOP A CONTENT PLAN BUILD A NETWORK OF YOUR CANDIDATE TARGET AUDIENCE WITH THE SUPPORT OF DIGITAL TOOLS

37 REQUEST A COPY: hays.ca/research #WHATCOULDYOUBE