Webcast recruiter trends 2016
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Webcast recruiter trends 2016
- 1. Tendencias de selección de personal en España para 2016
- 2. LinkedIn ©2014 All Rights Reserved
- 3. LinkedIn ©2014 All Rights Reserved La gestión de los recursos humanos va a pasar de ser reactiva y de “apagafuegos” a experimentar una “tormenta perfecta” impulsada por la tecnología que la va a convertir en un área táctica y estratégica de las empresas - Sarah Harmon
- 4. ¿Cuáles son vuestras prioridades para 2016? LinkedIn ©2014 All Rights Reserved
- 5. Tendencias de selección 2016 Tendencias y prioridades clave para entender el escenario actual y el futuro cercano de la selección en España…
- 6. Calidad LinkedIn ©2014 All Rights Reserved
- 7. Calidad – lo más importante para medir el éxito ¿Cuál es el principal indicador en el que te basas para evaluar el rendimiento de tu equipo de selección?
- 8. Calidad - ¿Qué es calidad? ¿Cómo las empresas españolas miden lo que es calidad?
- 9. Calidad - ¿Cómo medimos la calidad? Los españoles consideran medir mejor lo que sería calidad de las contrataciones respecto al dato global (33%). Sin embargo, más de la mitad de profesionales todavía no están satisfechos con la manera de evaluar la calidad de las contrataciones.
- 10. Calidad - ¿Dónde encuentro la misma? Piensa en las contrataciones más importantes y de mayor calidad que ha conseguido tu empresa en los últimos 12 meses. ¿Cuáles de las siguientes fuentes fueron determinantes para cubrir esos puestos?
- 11. Calidad - ¿Dónde encuentro la misma?
- 12. LinkedIn ©2014 All Rights Reserved Marca de empleador
- 14. Marca de empleador – Propuesta de valor (EVP) La inversión en la Propuesta de Valor al Empleado (PVE) puede marcar una diferencia real en el compromiso a largo plazo del empleado, en el reclutamiento y en la retención, y finalmente en el rendimiento financiero de la empresa…
- 15. Marca de empleador - Social media ha llegado para quedarse 57% De la decisión de comprar un producto se ha tomado antes de haber llegado a la tienda
- 16. Marca de empleador – una responsabilidad compartida
- 17. Marca de empleador – Página de empresa Tu página de empresa debe reflejar una imagen de marca coherente de cara a tu público; habla con tu equipo de marketing para coordinar el enfoque que vais a darle a la página.
- 18. Marca de empleador – página de carreras FOTO DE PORTADA Y FRASE EN “PIE DE FOTO” DESCRIPCIÓN EMPRESA MATERIALES ADICIONALES NUTRE TU PÁGINA DE CARRERAS DE OFERTAS DE EMPLEO DISPONIBLES
- 19. Marca de empleador – página de carreras ENLACES DE INTERÉS TESTIMONIO DE EMPLEADOS UPDATES DE “VALOR”
- 20. Marca de empleador – página de carreras
- 21. LinkedIn ©2014 All Rights Reserved Retención del talento
- 22. Retención del talento El coste de la rotación de un empleado puede ser de hasta dos veces el salario de un empleado. Además hay otros costes asociados como la baja productividad, más el efecto que ello puede tener en la moral del equipo, el tiempo que dedicará el departamento de selección en la búsqueda de un sustituto/a,…(Bersin, Deloitte). Captura este código QR y accede al blog completo
- 23. Retención del talento La retención del talento vuelve a ser una prioridad , sin embargo solo un tercio de los encuestados afirmó hacer algún tipo de política de contratación interna, cuestión directamente relacionada con la tasa de rotación.
- 24. Captura este código QR y accede al blog completo
- 25. Retención del talento – Conoce el talento que tienes ahora mismo Introduce el nombre de tu compañía
- 26. Haz click en el botón de la magia Deja que los datos te hablen
- 28. LinkedIn ©2014 All Rights Reserved Millenials
- 29. LinkedIn ©2014 All Rights Reserved Recién licenciados La selección de jóvenes y recién licenciados es también una prioridad para este año.
- 30. 77% ver ofertas de empleo 67% red de contactos 95% estarían dispuestos a cambiar de ciudad 74% busca información Recién licenciados - ¿Por qué LinkedIn?
- 31. Recién licenciados - ¿Qué buscan?
- 32. LinkedIn ©2014 All Rights Reserved Recién licenciados - Radiografía Acuerdo mutuo Vs lealtad Balance vida laboral/ vida profesional Online Vs Offline Rápido crecimiento El poder de la marca Movilidad Mentoring Captura este código QR y descárgate el estudio
- 33. Recién licenciados - Radiografía Captura este código QR y accede al blog LinkedIn ©2014 All Rights Reserved
- 34. Empleados que viven los valores • Empleados que realmente viven la cultura de la compañía y estarían encantados de compartir su visión Recién contratados que quieren compatir • Todos los recién graduados que hayan sido contratados. Involúcrales en actividades y/o en las redes sociales Becarios actuales • Detecta aquellos que se sienten orgullosos del trabajo que están realizando y quieren compartir su experiencia con los demás Recién licenciados – Desarrolla tu estrategia
- 35. Recién licenciados – Desarrolla tu estrategia
- 36. Recién licenciados – Desarrolla tu estrategia
- 37. Video testimoniales, con casos auténticos y reales “Citas” que describan cómo es trabajar para vuestra empresa Blogs que resuman que relaten la experiencia Fotos celebrando los éxitos y la contribución de vuestros becarios Comunidad online donde puedan compartir y preguntar Salpimenta estas ideas con…
- 38. ¿No estás segur@ de cómo encontrarles en Recruiter?
- 39. ¿No estás segur@ de cómo encontrarles en Recruiter?
- 40. Conclusiones Captura este código QR y descárgate el estudio
- 41. LinkedIn ©2014 All Rights Reserved
Notes de l'éditeur
- One of the most common misconceptions around LinkedIn is that most recruitment companies treat us as a job board and a database, but to fully understand how to get the best from LinkedIn you need to treat it as a social media channel. Lets take a second to think about the purpose and reason as to why we use other social media platforms. Take Facebook as an example, the idea is to build a community around you of friends and like minded people to communicate with and share content that is relevant and engaging to your friends. LinkedIn is no different its about building a Followers ecosystem around you of relevant contacts who are interested in you, your company and what you have to say. Also, the social web has also dramatically changed how we process information, make decisions and look for work. We want and expect information to be as relevant and as personalised as possible. We now trust social platforms to help us make purchasing decisions e.g. trip advisor etc …. We are so research focused now and have so much more information that 57% of the decision to ‘buy’ is now made before any commercial contact with your business. This now applies about how we think about recruitment and finding our next job.
- One of the most common misconceptions around LinkedIn is that most recruitment companies treat us as a job board and a database, but to fully understand how to get the best from LinkedIn you need to treat it as a social media channel. Lets take a second to think about the purpose and reason as to why we use other social media platforms. Take Facebook as an example, the idea is to build a community around you of friends and like minded people to communicate with and share content that is relevant and engaging to your friends. LinkedIn is no different its about building a Followers ecosystem around you of relevant contacts who are interested in you, your company and what you have to say. Also, the social web has also dramatically changed how we process information, make decisions and look for work. We want and expect information to be as relevant and as personalised as possible. We now trust social platforms to help us make purchasing decisions e.g. trip advisor etc …. We are so research focused now and have so much more information that 57% of the decision to ‘buy’ is now made before any commercial contact with your business. This now applies about how we think about recruitment and finding our next job.
- One of the most common misconceptions around LinkedIn is that most recruitment companies treat us as a job board and a database, but to fully understand how to get the best from LinkedIn you need to treat it as a social media channel. Lets take a second to think about the purpose and reason as to why we use other social media platforms. Take Facebook as an example, the idea is to build a community around you of friends and like minded people to communicate with and share content that is relevant and engaging to your friends. LinkedIn is no different its about building a Followers ecosystem around you of relevant contacts who are interested in you, your company and what you have to say. Also, the social web has also dramatically changed how we process information, make decisions and look for work. We want and expect information to be as relevant and as personalised as possible. We now trust social platforms to help us make purchasing decisions e.g. trip advisor etc …. We are so research focused now and have so much more information that 57% of the decision to ‘buy’ is now made before any commercial contact with your business. This now applies about how we think about recruitment and finding our next job.
- One of the most common misconceptions around LinkedIn is that most recruitment companies treat us as a job board and a database, but to fully understand how to get the best from LinkedIn you need to treat it as a social media channel. Lets take a second to think about the purpose and reason as to why we use other social media platforms. Take Facebook as an example, the idea is to build a community around you of friends and like minded people to communicate with and share content that is relevant and engaging to your friends. LinkedIn is no different its about building a Followers ecosystem around you of relevant contacts who are interested in you, your company and what you have to say. Also, the social web has also dramatically changed how we process information, make decisions and look for work. We want and expect information to be as relevant and as personalised as possible. We now trust social platforms to help us make purchasing decisions e.g. trip advisor etc …. We are so research focused now and have so much more information that 57% of the decision to ‘buy’ is now made before any commercial contact with your business. This now applies about how we think about recruitment and finding our next job.
- One of the most common misconceptions around LinkedIn is that most recruitment companies treat us as a job board and a database, but to fully understand how to get the best from LinkedIn you need to treat it as a social media channel. Lets take a second to think about the purpose and reason as to why we use other social media platforms. Take Facebook as an example, the idea is to build a community around you of friends and like minded people to communicate with and share content that is relevant and engaging to your friends. LinkedIn is no different its about building a Followers ecosystem around you of relevant contacts who are interested in you, your company and what you have to say. Also, the social web has also dramatically changed how we process information, make decisions and look for work. We want and expect information to be as relevant and as personalised as possible. We now trust social platforms to help us make purchasing decisions e.g. trip advisor etc …. We are so research focused now and have so much more information that 57% of the decision to ‘buy’ is now made before any commercial contact with your business. This now applies about how we think about recruitment and finding our next job.
- One of the most common misconceptions around LinkedIn is that most recruitment companies treat us as a job board and a database, but to fully understand how to get the best from LinkedIn you need to treat it as a social media channel. Lets take a second to think about the purpose and reason as to why we use other social media platforms. Take Facebook as an example, the idea is to build a community around you of friends and like minded people to communicate with and share content that is relevant and engaging to your friends. LinkedIn is no different its about building a Followers ecosystem around you of relevant contacts who are interested in you, your company and what you have to say. Also, the social web has also dramatically changed how we process information, make decisions and look for work. We want and expect information to be as relevant and as personalised as possible. We now trust social platforms to help us make purchasing decisions e.g. trip advisor etc …. We are so research focused now and have so much more information that 57% of the decision to ‘buy’ is now made before any commercial contact with your business. This now applies about how we think about recruitment and finding our next job.
- One of the most common misconceptions around LinkedIn is that most recruitment companies treat us as a job board and a database, but to fully understand how to get the best from LinkedIn you need to treat it as a social media channel. Lets take a second to think about the purpose and reason as to why we use other social media platforms. Take Facebook as an example, the idea is to build a community around you of friends and like minded people to communicate with and share content that is relevant and engaging to your friends. LinkedIn is no different its about building a Followers ecosystem around you of relevant contacts who are interested in you, your company and what you have to say. Also, the social web has also dramatically changed how we process information, make decisions and look for work. We want and expect information to be as relevant and as personalised as possible. We now trust social platforms to help us make purchasing decisions e.g. trip advisor etc …. We are so research focused now and have so much more information that 57% of the decision to ‘buy’ is now made before any commercial contact with your business. This now applies about how we think about recruitment and finding our next job.
- La propuesta de valor al empleado (PVE), entendida como “el conjunto de atributos que el mercado laboral y los empleados perciben como el valor que les aporta trabajar en una compañía determinada”, toma cada vez más fuerza en el ámbito empresarial en términos de atracción y retención.
- One of the most common misconceptions around LinkedIn is that most recruitment companies treat us as a job board and a database, but to fully understand how to get the best from LinkedIn you need to treat it as a social media channel. Lets take a second to think about the purpose and reason as to why we use other social media platforms. Take Facebook as an example, the idea is to build a community around you of friends and like minded people to communicate with and share content that is relevant and engaging to your friends. LinkedIn is no different its about building a Followers ecosystem around you of relevant contacts who are interested in you, your company and what you have to say. Also, the social web has also dramatically changed how we process information, make decisions and look for work. We want and expect information to be as relevant and as personalised as possible. We now trust social platforms to help us make purchasing decisions e.g. trip advisor etc …. We are so research focused now and have so much more information that 57% of the decision to ‘buy’ is now made before any commercial contact with your business. This now applies about how we think about recruitment and finding our next job.
- One of the most common misconceptions around LinkedIn is that most recruitment companies treat us as a job board and a database, but to fully understand how to get the best from LinkedIn you need to treat it as a social media channel. Lets take a second to think about the purpose and reason as to why we use other social media platforms. Take Facebook as an example, the idea is to build a community around you of friends and like minded people to communicate with and share content that is relevant and engaging to your friends. LinkedIn is no different its about building a Followers ecosystem around you of relevant contacts who are interested in you, your company and what you have to say. Also, the social web has also dramatically changed how we process information, make decisions and look for work. We want and expect information to be as relevant and as personalised as possible. We now trust social platforms to help us make purchasing decisions e.g. trip advisor etc …. We are so research focused now and have so much more information that 57% of the decision to ‘buy’ is now made before any commercial contact with your business. This now applies about how we think about recruitment and finding our next job.
- One of the most common misconceptions around LinkedIn is that most recruitment companies treat us as a job board and a database, but to fully understand how to get the best from LinkedIn you need to treat it as a social media channel. Lets take a second to think about the purpose and reason as to why we use other social media platforms. Take Facebook as an example, the idea is to build a community around you of friends and like minded people to communicate with and share content that is relevant and engaging to your friends. LinkedIn is no different its about building a Followers ecosystem around you of relevant contacts who are interested in you, your company and what you have to say. Also, the social web has also dramatically changed how we process information, make decisions and look for work. We want and expect information to be as relevant and as personalised as possible. We now trust social platforms to help us make purchasing decisions e.g. trip advisor etc …. We are so research focused now and have so much more information that 57% of the decision to ‘buy’ is now made before any commercial contact with your business. This now applies about how we think about recruitment and finding our next job.
- One of the most common misconceptions around LinkedIn is that most recruitment companies treat us as a job board and a database, but to fully understand how to get the best from LinkedIn you need to treat it as a social media channel. Lets take a second to think about the purpose and reason as to why we use other social media platforms. Take Facebook as an example, the idea is to build a community around you of friends and like minded people to communicate with and share content that is relevant and engaging to your friends. LinkedIn is no different its about building a Followers ecosystem around you of relevant contacts who are interested in you, your company and what you have to say. Also, the social web has also dramatically changed how we process information, make decisions and look for work. We want and expect information to be as relevant and as personalised as possible. We now trust social platforms to help us make purchasing decisions e.g. trip advisor etc …. We are so research focused now and have so much more information that 57% of the decision to ‘buy’ is now made before any commercial contact with your business. This now applies about how we think about recruitment and finding our next job.
- One of the most common misconceptions around LinkedIn is that most recruitment companies treat us as a job board and a database, but to fully understand how to get the best from LinkedIn you need to treat it as a social media channel. Lets take a second to think about the purpose and reason as to why we use other social media platforms. Take Facebook as an example, the idea is to build a community around you of friends and like minded people to communicate with and share content that is relevant and engaging to your friends. LinkedIn is no different its about building a Followers ecosystem around you of relevant contacts who are interested in you, your company and what you have to say. Also, the social web has also dramatically changed how we process information, make decisions and look for work. We want and expect information to be as relevant and as personalised as possible. We now trust social platforms to help us make purchasing decisions e.g. trip advisor etc …. We are so research focused now and have so much more information that 57% of the decision to ‘buy’ is now made before any commercial contact with your business. This now applies about how we think about recruitment and finding our next job.
- One of the most common misconceptions around LinkedIn is that most recruitment companies treat us as a job board and a database, but to fully understand how to get the best from LinkedIn you need to treat it as a social media channel. Lets take a second to think about the purpose and reason as to why we use other social media platforms. Take Facebook as an example, the idea is to build a community around you of friends and like minded people to communicate with and share content that is relevant and engaging to your friends. LinkedIn is no different its about building a Followers ecosystem around you of relevant contacts who are interested in you, your company and what you have to say. Also, the social web has also dramatically changed how we process information, make decisions and look for work. We want and expect information to be as relevant and as personalised as possible. We now trust social platforms to help us make purchasing decisions e.g. trip advisor etc …. We are so research focused now and have so much more information that 57% of the decision to ‘buy’ is now made before any commercial contact with your business. This now applies about how we think about recruitment and finding our next job.
- No es ningún secreto el hecho de que el mercado laboral se está reactivando con lo que evidentemente cada vez nos cuesta más reclutar talento, a la vez que vemos como nuestros mejores profesionales salen de nuestras empresas. La cuestión es que algo como la promoción interna, que sería uno de los pilares fundamentales que harían que un empleado estuviera más involucrado con la empresa, es algo por lo que la mayor parte de las empresas dice no estar trabajando.
- Evidentemente además de las oportunidades de crecimiento, habría otras cuatro dimensiones que tenemos que tener en cuenta, que el trabajo sea significativo, un tipo de management muy transparente y cercano, un ambiente de trabajo bueno y un equipo de dirección al que admirar.
- 74%: Busca información de personas y empresas
- Acuerdo mutuo: La crisis ha cambiado la forma en la que percibimos nuestra vida laboral, cada vez más la expectativa es tener de 2 a 6 empleadores. Balance Vida laboral / Vida profesional: Incluso más importante que el salario. También según este estudio los millenials buscan beneficio de sus empleadores, buscan crecer y formarse. Online Vs Offline: Los millenials prefieren comunicarse electrónicamente, incluso lo prefieren a las conversaciones telefonicas. Rápido crecimiento: El rápido ascenso en la organiza´ción es algo muy valorado por los millenials, de nuevo, por encima del salario. El poder de una marca está ganando terreno, y se convierte en un pilar básico a la hora de tomar la decisión de unirse a vuestro equipo. Millennials want their work to have a purpose, to contribute something to the world and they want to be proud of their employer. The brands that appeal to young people as consumers including those that stress their environmental and social record, are the same brands that appeal to them as employers. Movilidad: Los millenials no tienen miedo a cambiar de país por desarrollar su carrera profesional, los lugares preferidos obivamente son Reino Unido y Usa. Mentoring: La metodología preferida para el aprendizaje es el mentoring o el coaching
- Acuerdo mutuo: La crisis ha cambiado la forma en la que percibimos nuestra vida laboral, cada vez más la expectativa es tener de 2 a 6 empleadores. Balance Vida laboral / Vida profesional: Incluso más importante que el salario. También según este estudio los millenials buscan beneficio de sus empleadores, buscan crecer y formarse. Online Vs Offline: Los millenials prefieren comunicarse electrónicamente, incluso lo prefieren a las conversaciones telefonicas. Rápido crecimiento: El rápido ascenso en la organiza´ción es algo muy valorado por los millenials, de nuevo, por encima del salario. El poder de una marca está ganando terreno, y se convierte en un pilar básico a la hora de tomar la decisión de unirse a vuestro equipo. Millennials want their work to have a purpose, to contribute something to the world and they want to be proud of their employer. The brands that appeal to young people as consumers including those that stress their environmental and social record, are the same brands that appeal to them as employers. Movilidad: Los millenials no tienen miedo a cambiar de país por desarrollar su carrera profesional, los lugares preferidos obivamente son Reino Unido y Usa. Mentoring: La metodología preferida para el aprendizaje es el mentoring o el coaching
- Comunidad donde puedan compartir dudas, best practices, etc.