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US talent trends for 2012 |
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Written by EBO Editor
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Wednesday, 01 February 2012 09:09 |
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Taleo Report Links Aging National Workforce, Lack of Corporate Training and Development to Mounting US Critical Skills Shortages
"Social Recruiting" Continues to Drive Corporate Hiring
DUBLIN, CA -- (MARKET WIRE) -- 01/30/12 -- Taleo Corporation (NASDAQ: TLEO), the global leader of SaaS-based Talent Management solutions, today released a report summarizing the 2011 business climate and related talent management trends for 2012. After an extremely challenging and unpredictable 2011, businesses today operate in a market of thinner margins, lighter demand, credit and liquidity challenges and an uncertain outlook going into 2012. Talent decisions have taken on increased importance in the face of these challenges as companies failing to effectively manage the flow of critical talent are risking their growth and in some cases even their survival. Social networks, on the other hand, are growing increasingly important in the endeavor to identify new talent. Trends highlighted in the report include:
Continued economic uncertainty will increase focus on existing talent to drive growth and innovation.
The potential for recession and the debt crisis in Europe, as well as significantly reduced US government spending, suggests rough seas ahead. Yet corporate profits remain high and recent economic figures show early signs of growth in the US. In response, leading organizations are striving to be more agile and prepare for every eventuality. A key strategy will be to deepen the awareness and understanding of existing organizational talent.
As very few businesses expect to increase their workforce in 2012, they will rely more heavily on developing their current workforce for critical roles rather than hiring external talent. In evaluating whether they have the right people in the right positions to drive growth, many employers are finding that they lack the necessary data, processes, culture, and technology to deliver true insight into their most valuable company asset -- employees. This lack of 'talent intelligence' will hold companies back and limit growth until it is addressed.
Taleo anticipates a key area of focus in 2012 will be on building out talent profiles. While talent management programs have historically focused on executives and senior management, 2012 will see a shift to include line managers and rank-and-file employees as businesses seek to better leverage talent throughout their organizations.
Significant increases in social recruiting.
The use of professional networks for sourcing will continue to expand as the rapid adoption of social and professional networks like Facebook and LinkedIn continue their exponential growth, impacting businesses on a number of different levels. While both networks will grow in importance, Facebook will emerge as a cornerstone sourcing tool in the battle to attract Millennials and blue collar workers.
With an ability to present up-to-date company information, job postings, discussion forums, videos, and all forms of rich content in a social network with 150 million US subscribers, Facebook's rise as a social recruiting pillar is inevitable. Corporate career sites will continue to lessen in importance as candidates leverage networks to find information on prospective employers rather than traditional channels, and budgets will continue to shift significantly toward social media.
An aging population and a lack of investment in training and development will result in continuing skills shortages.
Taleo anticipates increased friction between businesses' global ambitions for expansion and varying quality and quantity of local labor. In the US, labor participation rates among younger workers continue to fall while rates among older workers rise. In the short-term, this skews the balance of the workforce toward more experienced, more expert workers. In the mid to long-term, this lack of investment and hiring of younger workers is going to exacerbate talent shortages related to boomer retirements. Smart companies are looking to rebalance their mix of new hires to focus more on emerging and potential talent.
"As the era of economic uncertainty continues, the ability to collect talent data, gain insight, and make informed decisions about people and processes will become increasingly important," said Dave Wilkins, vice president of Taleo Research. "US business leaders are becoming more involved in the definition of talent management system requirements and even the selection process, triggering a dramatic increase in the adoption of solutions that satisfy their data, analysis, and reporting demands. For these companies, talent data and processes will be held in the same regard as critical business data and processes."
The Taleo report underscores the fact that organizations are looking to maximize the value of their people given the global economic climate and the potential for serious systemic shock. With an ability to consider the complete talent picture, leading companies will be able to hire and retain highly-engaged talent regardless of macro-economic forces, enabling greater organizational continuity and teamwork during periods of growth or recession. View the report by going to: http://www.taleo.com/researchpaper/us-talent-trends-2012.
About Taleo
Taleo (NASDAQ: TLEO) helps organizations improve the performance of their business by unlocking the power of their people. Taleo is the only company to provide industry leading solutions in every category of Talent Management. Through its cloud-based platform, Taleo optimizes recruiting, performance management, learning and compensation -- and integrates them all so managers have the insights they need to achieve Talent Intelligence. Customers also plug into Taleo's unique Talent Grid community to harness proven best practices, millions of candidates, and Taleo-ready partner solutions. From small and medium sized businesses to large enterprises, more than 5,000 organizations rely on Taleo every day to pursue growth, innovation and customer success.
Forward-looking Statements
This release contains forward-looking statements, including statements regarding the demand for and benefits from the use of Taleo's solutions and general economic conditions. Any forward-looking statements contained in this press release are based upon Taleo's historical performance and its current plans, estimates and expectations and are not a representation that such plans, estimates, or expectations will be achieved. These forward-looking statements represent Taleo's expectations as of the date of this press release. Subsequent events may cause these expectations to change, and Taleo disclaims any obligation to update the forward-looking statements in the future. These forward-looking statements are subject to known and unknown risks and uncertainties that may cause actual results to differ materially. Further information on potential factors that could affect actual results is included in Part II, Item 1A of Taleo's Quarterly Report on Form 10-Q, as filed with the SEC on November 9, 2011, and in other reports filed by Taleo with the SEC.
Source: Taleo Corporation |
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NEW RESEARCH FINDINGS: EBI's 2011 Employer Branding Global Research Study |
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Written by EBO Editor
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Monday, 17 October 2011 11:27 |
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Media Release
17 October 2011
For immediate release
For information on how to obtain a copy of the full report please click here for the publisher's website>
 Executives now challenging HR and Marketing for responsibility of the Employer Brand strategy
In an era of social media dominance where employer branding continues to develop around the world, HR and Marketing are now being challenged by Executives for control of the Employer Brand strategy in new survey findings from Employer Brand International. The global research study surveyed more than 1700 organizations worldwide.
The study found Executives are taking more responsibility for the employer brand strategy with a 13% increase over the past two years at the same time HR departments solely responsible for the strategy has declined by 12%. Interestingly, in Russia more Executives are responsible for the strategy than the HR department highlighting that leaders in emerging markets are taking a more strategic approach and aligning employer branding to organizational strategy compared to companies who were early adopters in the USA and UK.
Companies who invest in developing their employer brand can expect an increase in employee engagement and ease in attracting candidates with 38% of companies rating them as the main benefits of their employer brand strategy, according to a wide-ranging global survey from Employer Brand International. The study released today also found the rush by companies to shift expenditure into social media to build online communities they can recruit from and engage with, has resulted in a 209% increase since 2009 in social media usage by companies to communicate their employer brand.
Employer Brand International Chairman and CEO Brett Minchington said, “The research shows how far employer branding has evolved over the past three years, especially in emerging markets such as Russia and Poland. The findings underscores how important it was for companies to take a strategic approach to managing the employer brand, clearly define their strategy, develop relevant metrics and allocate sufficient resources to the most effective initiatives."
Whilst job growth has slowed in many markets around the world since the global financial crisis in 2008, companies continue to invest in their employer brand with 33% of companies planning to increase their investment in 2011/2012.
Whilst the survey found employer branding continues to climb higher on the leadership agenda many organizations lack the capability to leverage their employer brand due to the absence of a clearly defined strategy. The survey found only 14% of companies has developed a clear strategy for their employer brand. Understandably, respondents also said having a clearly defined strategy is the key to achieving their employer brand strategy.
Similar to EBI’s first global benchmark study in 2009, the importance of strong leadership and engaging leadership is a key ingredient to the success of the employer brand strategy. If you can’t engage leaders in South Africa in employer branding it’s game over with 87% of companies reporting CEO engagement is critical to achieving employer branding objectives.
Career development (86%), corporate reputation and culture (84%) and work environment (84%) are the most important attributes a company can promote when trying to attract talent to their organization. The research supports the populist view that intangibles are now responsible for the majority of contribution to shareholder value.
Companies are relying on a range of metrics to measure the success of their employer branding investments, with 38% tracking retention rates. Some 33% of respondents are tracking employee engagement, 29% record the quality of hire and 27% measure the cost per hire. A company’s ranking in a ‘best place to work’ survey or similar awards programs was number eleventh on the list with only 15% of companies using it as a metric to measure their return on investment.
Other key findings of the global study include:
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84% of companies believe a clearly defined strategy is the key to achieving employer branding objectives
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71% of employees say obtaining an adequate budget is their number 1 challenge in managing an employer brand
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59% of companies leverage their career website for communicating the employer brand
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55% of employees believe it’s important other people want to work for their employer
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44% of companies use social media to enhance their employer brand
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18% of marketing departments are responsible for the employer brand strategy
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Defining the employer value proposition (EVP) is most the effective initiative (9% of respondents), whereas the emerging practice of talent pool development is ranked number 16 at 2%
Having trained leaders in more than 35 cities around the world since 2007 Minchington said, “The most successful strategies are reported by companies that are using a hybrid approach with teams of HR, marketing or communications with strong links to external partners completing the team. The 10% growth in employer brand manager listings in the past two years also suggests many companies are now creating specific functions to manage their strategy. The future looks bright for employer branding professionals.”
For further information, including how to obtain a copy of the full report please visit Publisher's website>
The global launch presentation of the research findings were presented in Moscow at the Employer Branding & Engagement Summit hosted by EBI and HeadHunter click here for details>
Respondent profile
CEO/Managing Director (8%), Executive (6%), General Manager (4%), Vice President (2%), Senior manager (18 %) Managers (23%) Supervisor (9%), Team leader (5%), Officer (11%) Administrator (3%), Other (9%).
Total Responses
1789
Countries
Asia (124 respondents), Australia (294), Europe/UK (544), New Zealand (42), Poland (54), Russia (231), South Africa (68), South American (12), Turkey (114), UAE (16), Ukraine (138), USA/Canada (152).
About Employer Brand International
EBI provides research, advisory and thought leadership in employer branding through strategic consulting, conferences/training, publications, research and global think-tanks. EBI’s expert services are provided through an international network of expert employer brand Senior Associates. EBI’s Global Advisory Board consists of leading corporate professionals and academics from around the world. For more information, please visit www.employerbrandinternational.com
Infographic
To view the infographic with global survey findings please click here>
For media inquiries please contact
Andrea Fielding, Global Relationship Manager, Employer Brand International
This e-mail address is being protected from spambots. You need JavaScript enabled to view it
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Links
Events
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2012 Employer Branding World Series Summit - London, UK 21 March 2012 click here>
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2012 Employer Branding & Talent Management Summit - Milan, Italy 31 May 2012 click here>
Publications
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"Employer Brand Leadership-A Global Perspective" click here>
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Employer Brand Managers' Handbook-2011 International Edition click here>
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Google is the world’s most attractive employer |
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Written by EBO Editor
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Monday, 03 October 2011 16:40 |
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Stockholm, September 29th 2011— Based on the preferences of over 160,000 career seekers, with a business or engineering background from the world´s 12 largest economies (based on nominal GDP), Universum releases the global talent attraction index: “The World’s Most Attractive Employers 2011”. The index, split in the business category – preferences from business career seekers - and engineering category – preferences from engineering career seekers - reveals the current level of attractiveness that companies have as employers – and therefore their potential to lead the world of tomorrow.
On the Business index, Google repeats the win for the third consecutive year, with KPMG keeping its second place and with PwC overtaking Ernst & Young to secure a podium finish.
“The talent market for business career seekers is being dominated by the professional services firms, known for being great places to launch a career, and by companies that offer a new working culture in a dynamic environment. For the last 3 years we have been seeing Google leading the pack and it will take a strong player with a clear talent strategy to steal this number one spot”, says Lovisa Öhnell, head of Research and Consulting at Universum.
On the Engineering index, again Google finds the way to the top spot for the third consecutive year, but now with IBM in the second position, relegating Microsoft to the 3rd spot on what seems to be a very strong competition for talent in the software industry – a battle that is being won by American companies.
“The software industry is highly dependent on its human capital, hence the efforts to attract and retain the brightest minds in the world. There’s a new working-culture paradigm today – the relaxed & creative office - and part of it we owe to this industry. Generation Y feels very comfortable working in this new environment and it’s clearly reflected in the attractiveness of the software industry.” says Carlo Duraturo, Global Account Director at Universum.
World’s Top 10—Business
1. Google (1)
2. KPMG (2)
3. PwC (4)
4. Ernst & Young (3)
5. Deloitte (5)
6. Microsoft (7)
7. Procter & Gamble (6)
8. J.P. Morgan (9)
9. Apple (18)
10. Goldman Sachs (10)
World’s Top 10—Engineering
1. Google (1)
2. IBM (3)
3. Microsoft (2)
4. BMW (5)
5. Intel (6)
6. Sony (4)
7. Apple (10)
8. General Electric (7)
9. Siemens (8)
10. Procter & Gamble (9)
The index reveals some dramatic trends
1. American Multinationals have a competitive advantage
American multinationals are still dominating both rankings with 28 companies from the Business index headquartered in the US (a rise from 24 in 2010); and with 26 in the Engineering index (also a rise from 24 in 2010). Germany is the second most represented country with 6 companies in the Business index and 8 in the Engineering index. The podium in the Business index is completed by The Netherlands and Switzerland with 3 companies each and by The Netherlands with 3 in the Engineering index.
“The power of the German, Swiss and Dutch industry is visible not only by the global market share that they have conquered but also in the high-quality talent they are able to attract. In fact, I dare to say that the German, Dutch and Swiss competitiveness are a combination of great talent, strong management and the focus on quality. Interesting to see that companies from both Switzerland and the Netherlands are represented despite the fact that these two markets are not part of the world’s 12 largest economies – a sign that it doesn’t require big domestic markets to create global companies”, says Nelly Riggenbach-Hasler, Universum’s Director for Europe
2. Financial organizations are on the rise in the Engineering index while IT gains ground in the Business
Financial organizations such as J.P. Morgan, Goldman Sachs and Morgan Stanley are becoming more attractive to engineering career seekers while traditional IT companies such as Apple, Intel and IBM gain talent share in the business ranking.
“This new trend reveals that the war for talent is now conducted in a broader scale and companies are tapping into talent pools that they have not considered before. This is also a result of the increased complexity of companies, with finance companies basing their activity in robust computer systems and big technological companies needing more and more to find good marketing and sales people to gain market share.”, says Claes Peyron, Universum´s Director for Northern Europe.
3. Financial organizations are losing attractiveness amongst business career seekers
Apart from J.P Morgan that still manages to attract more talent in 2011, other financial organizations are underperforming in what could be considered their niche market. UBS falls 5 places, Bank of America/Merrill Lynch and Credit Suisse lose 2 positions. Morgan Stanley and Deutsche Bank take a smaller hit and climb down 1 place. Goldman Sachs and Citi manage to keep last year’s position.
4. Automotive rises in the Engineering index
After some troubled years when it comes to financial performance, the automotive industry is gaining attraction amongst engineering career seekers with BMW, Volkswagen, Ford Motor Company, Toyota and General Motors securing places in the top 20. Daimler has performed outstandingly, climbing up the ladder an amazing 32 places compared to last year.
5. The World of work/life balance and the “Me” brand
For career seekers in both Business and Engineering the most attractive attribute a company can offer is work/life balance.
“There’s a generational gap – while Baby boomers and the generation X were highly focused on working hard to achieve materials gains, generation Y is looking for a more balanced life while still wanting to achieve these gains. They seem to be aspiring for what their parents missed” says Cecilia Dahlström, Global Marketing Director at Universum.
Engineering career seekers are also looking for companies that offer a creative and dynamic work environment and, a sign of turbulent economic times, a secure employment. Business career seekers are looking for professional training and development and good prospects for high future earnings, “a clear sign of the ‘Me’ brand – career seekers want to develop themselves in a way that every day is another step in increasing their employability and prospects for a better and balanced career”, adds Ms. Dahlström.
“In a world where top performing employees are becoming a scarce commodity, finding the right people is critical for business success. At a time when low birth and death rates are significantly shifting world demographics, the dilemmas of the 21st century are not only ‘Who will make up the workforce?’, yet more importantly ‘Who will own it?- Multinational corporations are increasingly aware of the current and future challenges of a shrinking workforce. To counter problems in securing their talent pipeline requires a talent attraction and employer branding strategy”, advised Petter Nylander, Universum’s CEO.
World’s Top 50—Business
1. Google (1)
2. KPMG (2)
3. PwC (4)
4. Ernst & Young (3)
5. Deloitte (5)
6. Microsoft (7)
7. Procter & Gamble (6)
8. J.P. Morgan (9)
9. Apple (18)
10. Goldman Sachs (10)
11. Sony (13)
12. The Coca-Cola Company (8)
13. L'Oréal (11)
14. BMW (12)
15. Johnson & Johnson (14)
16. IBM (19)
17. McKinsey & Company (16)
18. Morgan Stanley (17)
19. Nestlé (21)
20. IKEA (23)
21. Deutsche Bank (20)
22. The Boston Consulting Group (15)
23. adidas (24)
24. Bank of America / Merrill Lynch (22)
25. Unilever (26)
26. General Electric (27)
27. LVMH (incl. Louis Vuitton, Moët Hennessy, Dior, Sephora) (39)
28. Accenture (25)
29. Citi (29)
30. PepsiCo (28)
31. Kraft Foods (32)
32. Bain & Company (33)
33. Credit Suisse (31)
34. Hewlett-Packard (37)
35. UBS (30)
36. American Express (35)
37. Volkswagen (38)
38. Intel (44)
39. Siemens (new)
40. Heineken (34)
41. 3M (new)
42. Toyota (41)
43. Nokia (42)
44. Shell (40)
45. Esso / ExxonMobil (43)
46. Dell (45)
47. Ford Motor Company (47)
48. Pfizer (46)
49. Cisco (48)
50. Daimler (new)
World’s Top 50—Engineering
1. Google (1)
2. IBM (3)
3. Microsoft (2)
4. BMW (5)
5. Intel (6)
6. Sony (4)
7. Apple (10)
8. General Electric (7)
9. Siemens (8)
10. Procter & Gamble (9)
11. Johnson & Johnson (12)
12. Hewlett-Packard (13)
13. Cisco (11)
14. Volkswagen (17)
15. The Coca-Cola Company (15)
16. Shell (14)
17. Ford Motor Company (20)
18. Toyota (18)
19. Esso / ExxonMobil (16)
20. General Motors (23)
21. Accenture (24)
22. L'Oréal (29)
23. McKinsey & Company (26)
24. Oracle (31)
25. Nokia (27)
26. 3M (21)
27. Nestlé (19)
28. BP (28)
29. Schlumberger (30)
30. Goldman Sachs (34)
31. Dell (22)
32. Daimler (new)
33. IKEA (35)
34. Philips (25)
35. Bayer (39)
36. J.P. Morgan (41)
37. Pfizer (32)
38. Deloitte (40)
39. Bosch (33)
40. Kraft Foods (38)
41. Unilever (42)
42. The Boston Consulting Group (36)
43. adidas (43)
44. Lenovo (44)
45. BASF (45)
46. Morgan Stanley (50)
47. PepsiCo (new)
48. Ericsson (new)
49. ABB (new)
50. Heineken (48)
In parenthesis is the company’s position in 2010.
About Universum
Universum is an international company which specialises in the field of employer branding . Founded in 1988, its goal was to improve communication between students and the employers who want to recruit them. Today, Universum’s mission is to help employers excel in recruitment and retention by ensuring improvements to their employer brand. Universum delivers a full range of services in research, strategic consulting and communication solutions that enable employers to better understand, attract and retain current and future ideal employees. Universum is a trusted partner to 1,200 clients, including many Fortune 500 companies, and co-operates with 1,500 universities worldwide to conduct research on the career and employer preferences of top talent. Last year, Universum surveyed over 450,000 students and professionals worldwide. For more information, go to www.universumglobal.com |
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Infographic - EBI Employer Branding Global Study |
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Written by EBO Editor
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Wednesday, 14 September 2011 12:43 |
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We're pleased to release the findings of Employer Brand International's 2011 Employer Branding Global Study.
A copy of the media release can be viewed by clicking here>
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UK: Average of 83 graduates chasing every job |
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Written by EBO Editor
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Friday, 01 July 2011 09:10 |
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AGR research shows unprecedented competition for job vacancies
Graduate vacancies and starting salaries are on the rise but university leavers face unprecedented competition for jobs, according to latest figures from the Association of Graduate Recruiters (AGR).
The number of graduate vacancies are predicted to increase by 2.6 per cent this year, following a surge of 8.9 per cent in 2010, signalling a “sustained recovery of the graduate recruitment market,” said the AGR.
But the number of graduates applying for each vacancy now averages 83 – the highest number ever recorded by the AGR’s report. By comparison, the average number of graduate applications per job opportunity was 69 in 2010, 49 in 2009 and 31 in 2008.
To read the full article please click here> |
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