Global talent trend
Divyanshu Rai
Senior Talent Acquisition Specialist | Automation, specializing in AI Sourcing, Candidate Engagement, & Data-Driven Hiring | Innovating Candidate Engagement using AI-Powered Talent Acquisition
Insights for the modern recruiter on what talent wants around the world.
Introduction
The typical career path is more fluid than ever. Today, talent is staying more connected, informed, and open to new opportunities throughout their professional lives.?
Read this report, and step inside the mind of talent at every stage of the job search journey. Armed with this data, you will have a blueprint for successfully attracting, engaging, and hiring within this modern and dynamic talent pool.
Executive summary
Three key insights you should know to attract and recruit great talent around the world.
Active talent is on the rise around the world
Professionals around the world are more actively exploring job opportunities than they were last year. According to Bersin by Deloitte, job seeker confidence and employee mobility tend to rise as the global economy improves.?
Global in 2020 Global in 2021
Active vs. Passive Active vs. Passive
Active talent is not always unhappy talent
Passive talent tends to be highly satisfied, whereas active talent feels a healthy mix of satisfied and dissatisfied in their current role.
To successfully recruit satisfied talent, leverage the data in this report to build an unforgettable candidate experience and strengthen your relationships with talent.
The passive talent around the world
If you hire in multiple countries, this map is for you. The more passive a country’s talent pool is, the more you must catch talent’s attention with your talent brand and proactively reach out with new opportunities.
Countries with unusual levels of active and passive talent
Globally, only 30% of professionals are actively job searching. However, this varies significantly between countries due to economic and cultural factors.
Whether you’re recruiting active or passive talent, setting clear hiring priorities and encouraging your employees to share company opportunities with their personal networks will help you stand out as an organization and find the talent you need.
Talent behavior?
Professionals are always improving their professional brands
Both active and passive talent spend time on activities to strengthen their professional brand and increase their future career opportunities.
Tip:
Almost 4 in 10 professionals are researching new jobs and networking every month, even though only 30% are actively looking for a new job.
As talent is increasingly keeping one eye open for their next opportunity, make sure your organization is consistently building a positive reputation as a great place to work.
Top countries where talent uses social professional networks to discover new opportunities?
In our increasingly social world, social professional networks are among the top ways professionals discover new opportunities. Below are the countries where talent most leverages social professional networks to find jobs.
The first conversation
When in doubt, reach out
The next time you hesitate to reach out to talent, remember that a vast majority of professionals, both active and passive, are interested in hearing from you.
First contact: What talent wants to know
When you first reach out to professionals about a new job opportunity, be sure to explain the job role responsibilities and why they are a good fit for the role.
Tip:
Using LinkedIn InMail? Most people read their InMails on the go, so grab their attention by only including information they care about in your first InMail.
Knowing what is essential (and what isn’t) will earn you a higher InMail acceptance rate and talent’s attention.
Three essential InMail tips from LinkedIn
领英推荐
The interview experience
The interview is a pivotal point in the job search journey
No matter how well you pitch a job, nearly all professionals are still unsure about the job and company when they show up for the interview.
Getting the interview right will win you top talent, while getting it wrong can hurt your recruiting efforts.
83% of talent say a negative interview experience can change their mind about a role or company they once liked.
87% of talent say a positive interview experience can change their mind about a role or company they once doubted.
53% of talent say the most important interview is with their prospective manager.
The interview experience has a major impact on talent’s final decision to join your company
Talent speaks loud and clear—the interview experience is a major factor in whether talent joins your organization or continues along their job search journey.
Tip:
If you are losing candidates after the interview phase, then pull your team, hiring managers, and partners in HR together to brainstorm how to work together to create a positive and memorable experience for every candidate you interview.
What matters most to global talent during the interview experience
The war for talent is on. To stand out as an organization and attract great talent, make sure you deliver what matters most during the interview experience.
Stay connected after interview day
Don’t go quiet after the interview day has passed. Candidates want to hear from you after the interview and receive updates about the progress of their application.
When talent around the world wants to hear from you
Tip:
77% of professionals want to hear good news by phone.
65% of professionals want to hear bad news by email.
Exceed talent’s expectations
The organizations that win top talent know how to surprise and delight candidates throughout the job search journey—from the first InMail through the offer letter.
Offering interview feedback to talent is a simple way to leave a positive impression and show you care about their success, whether or not they become your next hire.
It’s not always about the money
Compensation is the top factor in whether talent around the world accepts a new opportunity—but not all countries believe it’s the most crucial factor.
Other factors that matter more than compensation
Negotiating salary: Talent trusts their instincts
Most professionals rely on their own judgment to determine a fair salary, so be open and honest about why you’re offering a certain compensation package.
Tip:
Set realistic expectations and answer questions honestly about a job’s responsibilities and workload so candidates can determine a salary range that feels fair to them.
The goal of any salary negotiation is to offer a fair price, maintain an open mind, and above all, make the candidate feel valued.
What frustrates talent most about the job search journey?
Recruiting is like getting married with only meeting your future spouse a few times. I'd like to see multi-day hands-on working interviews to really see whether there's a good fit.
Empty promises, buzzword-based recruiting, and calling me after 6 PM. It's tough to not receive feedback after an interview.
How else will I know how to improve?
Too much mystery. More upfront information could save both parties a lot of time.
It's frustrating to not feel heard. I'd like recruiters to understand my unique skills and what I'm looking for in my new role before pitching me a job.
The process takes so long! Speeding up the application process would make me a lot happier.?
Conclusion
I hope this article has given you new insights into what talent wants throughout the job search journey and provided you with a few ideas to incorporate into your recruiting approach.
Here are five ways to start using the data in this report today:
I'm confident that doing so will yield stronger candidate relationships and ultimately better, happier hires.