Do you know what your competitors are doing when it comes to sales recruiting in 2015?
LinkedIn recently released their 2015 Global Recruiting Trends report, which surveyed 4,125 recruitment professionals around the world including 300 from Canada and 406 from the U.S.
I outline the relevant recruiting trends that sales leadership needs to know.
Hiring volume & budget
63% of companies expect their hiring volume to increase and 46% of companies expect their hiring budget to increase.
What does this mean for you? There’s a good chance your competitors are hiring (more) salespeople in 2015.
Organizations’ top hiring priorities include improving sourcing techniques and pipelining talent.
Here at Ideal Candidate, we recommend adopting job matching technology to create a sales talent pipeline and improve your sales hiring outcomes.
According to this survey, your competitors are making you nervous because they’re investing in their employer brand, working to improve employee retention, and proactively building talent pools or pipelines.
Yet another reason to invest in a job matching software to hire salespeople. cough cough
Sourcing job candidates
64% of global talent leaders believe they’re not doing a great job tracking return on investment on sources of hire. That’s a lot of time and money potentially being wasted on useless sales recruiting methods.
Unsurprisingly, quality of hire was rated as the most valuable hiring metric with 51% of small businesses (defined as 500 or fewer employees) and 38% of large businesses endorsing it.
The future of recruitment
In the U.S. and Canada, improved candidate and job matching was rated as the most important trend shaping the recruitment industry for the next 5 to 10 years.
The second most important trend was for recruiting to become more like marketing including a greater adoption of data analytics. Unfortunately, only 24% of global recruiting leaders believe they are using data well in their roles.
Share your thoughts on sales recruiting in 2015 in the comments or tweet @ideal.
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