The Recruiting Industry Overview in 2015

March 5, 201510:50 am1185 views

A report from LinkedIn Talent Solution recently reveals 2015 global recruiting trends. “We surveyed 4,125 talent recruiting decision makers in 31 countries to understand where the industry is headed and how you can chart your course for success in 2015,” they said.

Based on the largest survey of talent acquisition leaders in the world, HR professionals need to know the recruiting industry overview in 2015. The finding concluded the recruiting budgets and volumes buck the trend of stagnation, heating up for the first time in 4 years.


In fact, hiring volumes and budgets heat up for the first time in four years. With the continued gap between budgets and hiring, doing more with less is more important now than ever before. Thus, recruiting leaders must do more with less and invest wisely.

Regarding organisational priorities, sourcing is most important although small and large companies differ. Sourcing highly skilled talent is the lynchpin of any successful recruiting organisation. While improving quality of hire is the second highest priority for recruiting leaders worldwide.


Small companies (organisations with 500 or fewer people) are more likely to prioritize recruiting skilled talent and improving quality of hire. Large companies are more likely to prioritize diversity recruiting.

Another interesting finding about the recruiting industry this year is that competition and compensation continue to be the top obstacles for attracting talent. Thus, companies must plan ahead to overcome competition and compensation when hiring top talent in 2015.

Southeast Asia got the highest percentage of competition with 58%, while the global average is only 46%. To win the war for talent, companies in Southeast Asia must work hard to overcome competition. Organisations small and large face unique challenges in recruiting, and therefore must play to their own competitive advantages.

The competitive threats in the recruiting industry are invest in their employer brand (29%), improve employee retention (29%), proactively build talent pools or pipelines (21%), learn to use social media more effectively (21%), and increase focus on passive talent (18%).

Broader technology advancements have also begun to disrupt the talent industry, setting the stage for a dynamic and exciting future for recruiting. There are several technology advancement which create implication for recruiting.

  • Social Media

The accessibility and connectedness of professionals online has made talent more accessible than ever.

  • Digital Marketing

With digital marketing tools, organisations can now segment and target talent with relevant jobs and messages at massive scale.

  • Mobile

With the rise of mobile device usage, candidates now research and apply for work in a mobile-optimized format.

  • Machine Learning

Adaptive algorithms match jobs with professionals based on profile demographics and real-time behavioural feedback.

  • “Big Data” Analytics

As data storage and processing become cheaper, talent acquisition leaders can become strategic advisors to the business by arming themselves with data.

See: LinkedIn for Recruiting

The original report first appeared on LinkedIn Talent Solutions

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