France Recruiting Trends 2016

Introduction To truly influence business decisions, you need to understand where the industry is going. This annual report uncovers recruiting trends in France that will move your organization forward, and position you as a strategic business partner. What’s more interesting is a renewed emphasis on relationships, which is a critical factor in talent acquisition. Learn how this theme ties into the top priorities, upcoming challenges and opportunities ahead in 2016 and beyond.

Index

Introduction Key takeaways Quality of hire: The magic metric Employer brand: Owned by talent acquisition

02 04 07 11

Internal hiring: Leading the trend Parting thoughts Methodology

14 18 21

Key Takeaways

Most important trends

75%

Quality of hire continues to be the most valuable metric to track performance, and leaders are now measuring it through feedback methodologies. As employer branding becomes a bigger priority, it becomes more of a shared responsibility. Internal mobility is another emerging trend, and French organizations are ahead of their peers.

* What is the single most valuable metric that you use to track your recruiting team’s performance today? * To what extent is the talent acquisition function at your company responsible for managing your company’s employer brand? * To what extent does your company recruit the internal candidates?

42%

agree quality of hire is the most valuable

metric for performance

40%

say internal hiring is central to their

recruiting strategy

30%

either share or contribute to employer branding with

other departments

Share these stats 5

2011 2012 2013 2014 2015

Hiring volume increaseHiring budget increase

0%

25%

50%

75%

100%

36%

59%

31%

46%

22%28%

18%29%34%

39%

Biggest challenges

75%

Send these stats to your CFO 6

* How do you expect the hiring volume across your organization to change in 2016 versus 2015? * How has your organization’s budget for recruiting / talent acquisition solutions changed from 2015 to 2014? * What are your company’s biggest obstacles to attracting the best talent?

The gap between volume and money continues to be a struggle. Budget is staying stagnant, yet hiring volume is increasing. The imbalance makes it extremely difficult for organizations to overcome their biggest obstacles.

Hiring volume vs. budget Obstacles to attracting top talent  

Trying to find candidates in high demand talent pools

Competition

Compensation

49%

34%

46%

Quality of hire: The magic metric

* What is the single most valuable metric that you use to track your recruiting team’s performance today? * What metrics does your organization use to track quality of hire?

75%

Most valuable metric

75%

Download the graphs 8

37% 42%34%

22%27% 25%

Quality of hire Hiring manager satisfaction

Time to fill

2014 2015

70%

0%

Quality of hire keeps the top spot Quality of hire continues to be the most valuable performance KPI, and most companies measure it through feedback methodologies, such as hiring manager satisfaction and new hire performance evaluation.

57% 46% 35%

measure quality of hire through hiring manager satisfaction

measure quality of hire through new hire performance evaluation

measure quality of hire through turnover or retention statistics

Measuring quality of hire

Quality of hire Hiring manager satisfaction

Time to fill

* In general how well does your organization measure quality of hire? Read more on the blog 9

Leaders who think their companies measure quality of hire "best in class" or "very well"

UnitedKingdom

Benelux UnitedStates

France Spain Germany

33%

0%

50%

100%

Global average

23% 24%32% 34%

41% 42%

71%

Globally, only 33% feel that they measure quality of hire effectively, and an even smaller 5% feel “best in class.” France is on par with the global average. To strive for excellence, leaders might want to consider adjusting their current measurement methods.

But leaders lack confidence in measuring quality

How well organizations feel they measure quality of hire

High = We are best in class / Very well Low = Somewhat well / Not too well / Not at all / Don’t know

United Kingdom

United States

Benelux France Spain Germany

About LinkedIn Recruiter 10

Opportunities to source with social networks

say utilizing social professional networks is an essential and long-lasting trend 40% say online professional networks are the most effective tool for employer branding 66%

Sources of quality hires

* Over the past 12 months, how significant were the following as a source of white collar professional hires for your organization?

Opportunities for social professional networks

Internet job boards Social professional networks Internal hires

20122011 2013 2014 2015

41%

46%

30%

0%

25%

50%

Internet job boards

Internal hiresSocial professional networks

French organizations still heavily rely on internet job boards and internal hires. However, social professional networks continue to steadily trending up. Social networks are not only a long-term trend, they are also an effective employer brand channel because it builds relationships with potential candidates.

Employer brand: Gaining ownership

2012 2013 2014 2015

66%77%

43%

0%

50%

100%

Social media (e.g. Facebook, Twitter)Online professional networks (e.g. LinkedIn)

Company website

2012 2013 2014 2015

33%

66%54%

0%

50%

100%

Employer brand is a top priority for our organization

We have a proactive employer brand strategyThose responsible for employer brand have enough resources

75%

* Please indicate the extent to which you agree with the following as they relate to your company’s employer brand. * Which channels or tools have you found most effective in spreading your employer brand?

The push for employer brand is paying off

How organizations value employer brand Most effective employer branding tools

After a dip last year, employer brand re-emerges as a top priority, and as a result, organizations are creating more proactive strategies. Talent acquisition is increasingly seeing online professional networks as a powerful tool to promote employer brand.

Company website Online professional networks (e.g. LinkedIn)

Social media (e.g. Facebook, Twitter)

Employer brand is a top priority for our organization We have a proactive employer brand strategy

Those responsible for employer brand have enough resources

Download the graphs 12

75%

* To what extent is the talent acquisition function at your company responsible for managing your company’s employer brand?

Talent acquisition shares or contributes to managing employer brand

Talent acquisition owns employer brand

2012 2013 2014 2015

31%30%

0%

50%

100%Employer brand ownership

Employer branding is a shared responsibility As organizations grow their employer brand, it becomes a bigger responsibility. There is a pretty even split between talent acquisition owing employer branding, and sharing it with cross-functional teams. Those who share employer branding usually partner with communications or marketing departments.

say they share or contribute to employer branding with communications 45% say they share or contribute to employer branding with marketing 20%

Talent acquisition shares or contributes to managing employer brand

Talent acquisition owns employer brand

Boost your talent brand 13

Internal hiring: Leading the trend

29%

47%

22%

Very much soTo some extent

Not much/Not at allDon’t know

0% 100%

40% 35% 24%

1%

*Figures may not add to 100% due to rounding.

Recruiting highly-skilled talent

Improving sourcing techniques

Internal hiring & transfers

46%

28%

29%

Get the graphs 15

While recruiting talent and sourcing skills are still top of mind for recruiting teams, there is a strong focus on internal hiring. As a result, organizations are putting more programs in place. 40% of survey respondents consider internal hiring as a central piece to their recruiting strategy.

* Over the next 12 months, which would you consider to be the most important priorities for your organization? * To what extent does your company recruit the internal candidates?

Internal hiring emerges as a top priority

Recruiting internal candidates Top priorities

Figures may not add to 100% due to rounding  

Recruiting highly-skilled talent

Improving sourcing techniques

Internal hiring & transfersVery much so

To some extent  

Not much/Not at all

Don’t know  

75%

Share these stats 16

France excels in internal hiring Since internal hiring is such a big focus, programs in France are much more well-defined than others across the globe. Lateral transfer programs could be another opportunity to grow internal mobility.

* Which of the following statements best describes your company's internal hiring / internal transfer efforts?

We have a well-defined program that provides

employees opportunities for advancement

We have an ad hoc process that varies

case by case

We don't have an internal hiring program

France Global

24%

43%

21%

25% 10%

31%

44%

12%

Ad-hoc internal hiring process

A well-defined program for advancement

opportunities

No internal hiring program

France Global

A well-defined program for lateral

opportunities

11%

6%

17

“

”

Omar Scotto Di Carlo Human Resources Business Partner ATR

Human resources leaders dream about building a company where you have the perfect candidate on each position. Hiring internally is a way to pursue that dream. Internal hiring is a key program that allows companies to develop their people, develop their individual competencies, and strengthen the company overall.

Parting thoughts

75%

* What do you consider to be the three most essential and long-lasting trends in recruiting for professional roles? Get the graphs 19

Employer branding Utilizing social andprofessional networks

Internal hiring/transfers

Finding better ways to source passive

candidates

Employee referralprograms

49% 40% 29% 18% 17%

Recruiting trends to keep in mind Looking ahead, there are certain areas that will continue to be dominant, like employer branding and internal hiring. However, there are emerging trends beyond 2016, like using social professional networks and employee referrals. The common thread amongst all these is the power of relationships. The relationships you have with your potential candidates, internal partners, and employees will pave the path to talent acquisition success.

Utilizing social and professional networks

Employer branding Internal hiring and transfers

Employee referral programs

Finding better ways to source passive

talent

Put these insights into action

75%

20

1

2

3

Download the global report. Visit our website to download the global report and see what’s trending worldwide.

Share the data. Present this report, or download all the graphs here to share these insights with your boss, CFO, team and direct reports.

Continue learning. Dig into certain topics by download ebooks and tipsheets on talent brand measurement, strategic sourcing, and more.

Now that you have the data, use it to plan for the future. Set yourself up for success by incorporating these trends and insights into your strategies. Start planning for next year, get buy-in from leadership and your team, and show off your strengths by using the data today:

Methodology

About this report We surveyed 3,894 talent acquisition decision makers who work in a corporate HR department and have some authority in their company’s recruitment solutions budget. These individuals focus exclusively on recruiting, manage a recruiting team, or are HR generalists. These survey respondents are LinkedIn members who opted to participate in research studies. They were selected based on information in their LinkedIn profile and contacted via email. We also compared historical Global Recruiting Trends research taken from 2011 – 2014, which had similar sampling criteria and methodology.

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Survey fielded August – September 4,125 global respondents 2014 Survey fielded August – September 3,379 global respondents 2013

Survey fielded May – July 3,028 global respondents 2012 Survey fielded April – June 3,263 global respondents 2011

See what’s trending worldwide. Download the reports

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US: 400

Canada: 305

Mexico: 150

South East Asia: 300

Brazil: 231

China: 200

Australia / New Zealand: 300 South Africa: 123

India: 298

Nordics: 87

Italy: 199

MENA: 180

UK: 405

Spain: 180

Germany: 200 France: 200

Benelux: 225

About LinkedIn Talent Solutions LinkedIn Talent Solutions offers a full range of recruiting solutions to help organizations of all sizes find, engage, and attract the best talent. Founded in 2003, LinkedIn connects the world’s professionals to make them more productive and successful. With over 350 million members worldwide, including executives from every Fortune 500 company, LinkedIn is the world’s largest professional network.

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Researchers

Sam Gager Team Lead, Research LinkedIn

25

Erin Stites Research Consultant LinkedIn

Kate Hastings Global Insights Director LinkedIn

Nathan Gordon Research Associate LinkedIn

Authors  

Stephanie Bevegni Marketing Manager LinkedIn

Lydia Abbot Marketing Associate LinkedIn

Afrodisia Cuevas Research Associate LinkedIn