Earlier this month over 500 talent acquisition professionals attended Talent Connect Australia (scroll down to see the highlights from Twitter).
The day was packed with speakers sharing their stories and tips for overcoming your most pressing recruiting challenges. In no particular order, here are seven challenges and their corresponding solutions:
What do global talent acquisition leaders say are their biggest obstacles to attracting great candidates? What are they most concerned their competitors might do? And which long-term industry trends are they most focused on?
These were just a few of the questions we set out to answer in our third annual Global Recruiting Trends survey, fielded in June and July this year. Over 3,000 corporate talent acquisition leaders from 15 countries weighed in, sharing their thoughts on recruiting budgets, hiring volume, the latest trends and more. Today, we’re releasing our findings across the Americas, with individual country reports now available for the US, Canada and Brazil.
Kansas City, MO-based Children’s Mercy Hospitals and Clinics is a regional leader in pediatric clinical care, research and academics. With more than 5000 employees including 600 pediatric specialists and more than 100 scientists and researchers, recruiting top caliber, often highly specialized, medical talent is of vital importance.
Following more than a decade with T-Mobile, Molly Weaver joined Children’s Mercy in 2009 and heads all talent acquisition activities. I spoke with her to learn more about the transformation she has brought about in their recruiting initiatives.
Last year I worked with the remarkable LinkedIn Research Network on a major survey of professionals’ job-hunting status. We refreshed the survey this year, and surprisingly, not much has changed: 83% of fully-employed respondents are not actively looking while only 17% are. Within a few percentage points, this is the same as last year.
The graph below summarizes the job-hunting status of the 4,550 respondents and what each group would look for if they were to switch jobs. Obviously, the less active the person, the more selective he or she was from a job needs standpoint.
Working with a global team across time zones, languages and cultures is challenging in any industry or function. Our top customers make it look easy.
At LinkedIn we’re fortunate to work with some of the world’s most innovative recruiting organizations, including Pfizer Inc. and Red Hat. Both companies were the subjects of a recent research bulletin by independent analyst firm Bersin & Associates, on best practices for rolling out LinkedIn Recruiting Solutions globally.