JOB SEEKER TRENDS IN 2019 RECRUITMENT REPORT - Talent Propeller
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JOB SEEKER TRENDS IN 2019 RECRUITMENT REPORT
So many vacancies, so little time! When you are busy juggling recruitment and all the other components of your day, it can be a challenge to stay up to date with recruitment trends. Knowing where, why and how to target candidates is essential for an effective recruitment strategy. That’s why we’ve written this report. We coordinate thousands of recruitment campaigns each month, across a wide range of industries and roles. We closely monitor the results of those campaigns, giving us a wealth of data to share with you. Our team live and breathe recruitment every day, so you don’t have to! If you are striving to reach great talent or if you know you need to try something different, we hope this report is helpful. Enjoy! Sharon Davies Managing Director | Talent Propeller
Which media delivered the most
candidate traffic in 2019 so far?
Talent Propeller are passionate about ROI and helping our clients to understand which media is working for them.
That’s why we track the source of over 1 million visits a year to hundreds of our Group’s client careers sites,
driven by our recruitment advertising strategies.
Seek – 6% LinkedIn – 3%
bing – 1%
Google Facebook Trade Me Indeed
Neuvoo – 1%
33% 19% 15% 12%
Talent Propeller Jobs – 5% Jora – 3%
0 20 40 60 80 100
Data based on traffic delivered to our NZ clients’ online job application portals. Over 1 million sessions in 2019. Job Seekers Trends in 2019 - Talent Propeller 3
Applications received via email are not included. © Copyright Talent Propeller
Key Highlights
The media landscape has never shifted so rapidly. In 2018, we saw the rise of Google to the top spot of traffic
referrals, taking out the 2017 top performer Indeed. Mid 2019, the landscape has changed yet again, with
top performer Indeed losing significant market share. Facebook has jumped the ranks to second place, delivering
nearly 20% of all candidate traffic to our clients.
Google has remained consistent – delivering Traffic from Facebook has nearly doubled In a surprising result, Indeed has decreased
33% of traffic in both 2018 and 2019 to date. – up from 10% in 2018 to 19% in 2019. from delivering 37% of traffic to just 12%.
Candidates are continuing to use Google in The importance of including social media in Indeed now prioritise your advertising based
favour of job boards to search for opportunities, your recruitment marketing strategy cannot be on how many of their products you utilise. This
making it crucial that your job adverts and careers understated. Facebook is not just for arguing means the free ads alone are no longer effective.
websites are search optimised and deliver an political points and sharing memes, it’s a For maximum impact you need to invest in a
excellent candidate experience. valuable sourcing tool when used correctly. sponsored campaign set up your company profile.
Job Seekers Trends in 2019 - Talent Propeller 4
What other trends are
we seeing in 2019?
Job Seekers Trends in 2019 - Talent Propeller 5
“75 % of job seekers consider
an employer’s brand before
even applying for a job.”*
The importance of What is Employer Branding?Employer Branding is a set of qualities and
Employer Branding values that differentiates your company from another, or better still, your
competitors. Essentially employer brand answers the question, what is it
like to work for this company?
Employer Branding is not a new concept, in fact the
term has been in use for nearly 30 years. It is however, In a tight labour market, you’re competing with the best to attract
becoming an increasingly important part of your and hire top talent. When done well, employer brand differentiates your
recruitment strategy, with candidates placing huge company to potential candidates and helps to retain employees, too.
importance on knowing the reputation of a potential
employer before even applying.
*LinkedIn Talent Solutions - Employer Brand statistics
Job Seekers Trends in 2019 - Talent Propeller 6
Flexibility is key “31% of candidates say flexible work arrangements are very
important when considering a job”*
Work-life balance has never been more important.
Candidates are increasingly looking for flexibility from Despite some commonly held misconceptions, it’s not only parents who value
employers. In a world where we are always connected, workplace flexibility. An Ernst & Young global survey of 9,700 young workers
and life continues to get more frantic, candidates want an found that more flexibility beat out just about all other job perks for younger
alternative to the cubicle bound, 9 to 5 life. workers. On top of that, a 2018 Deloitte study of 10,000 people shows that a
lack of work flexibility is the most likely reason a millennial would quit their job.
“There has been a 78% increase in job posts on LinkedIn that
mention work flexibility since 2016”*
Employers who can not offer flexible work options will lose talent to their
competitors who can. Those who can offer flexible arrangements need to
ensure that candidates know the options that are available, by promoting it via
their job advertising and employment branding.
*LinkedIn Talent Solutions Global Talent Trends Report 2019 Job Seekers Trends in 2019 - Talent Propeller 7
Me, Me, Me –
it’s a candidates’ world
With unemployment in New Zealand continuing to trend downwards,
candidates have more power than ever. And they are flexing it. In today’s
recruitment world, it’s not just about choosing the best candidate, it’s about
convincing the best candidate to choose you.
Candidates want a job with flexibility, they want a career with
meaning, and they want the process of finding and applying for that
job to be as easy as possible. The best candidates aren’t going to be
scouring job boards and filling out lengthy application forms. They want
to the jobs to come to them, they want a simple application process and
they move fast. Organisations with cumbersome application processes
and a lengthy recruitment process will find the talent they want has already
accepted a job offer elsewhere.
Job Seekers Trends in 2019 - Talent Propeller 8
Recommendations
In order to future proof your recruitment strategy, remain competitive and be able to attract the best talent to your vacancies, we recommend the following:
Reaching Job Seekers in 2019 - Talent Propeller 9
Invest in your
How Talent Propeller help build your Employer Brand
employer brand
Understanding where you are at now (regular reviews,
forums and employee engagement)
If you haven’t already invested some thought, time or money into A great careers website that explains staff benefits,
culture, vision and achievements
identifying and promoting your employer brand, now is the time.
Given that 96% of job seekers consider insight into a company’s
reputation important in their decision to apply for an open role*, not
Professional management of candidate applications:
having a clearly communicated employer brand will damage respect and response
your ability to attract talent.
Having a strong Employer Brand and investing in promoting it will
Paid creative messages: Advertising in industry media,
help you attract talent, retain staff and build a Talent Pool. If you social media profile, Job boards (environment) and Digital
(profile)
aren’t sure where to start, consider calling in the experts (that’s us).
Real human interest stories
Successful Employer
Branding Strategy
* LinkedIn Talent Solutions – Employer Brand statistics Job Seekers Trends in 2019 - Talent Propeller 10Proactively build The traditional model of recruitment that many of us are stuck in is very
reactive. A vacancy opens, is posted to a job boards, applicants are
screened, interviewed and finally a hire is made. This process can be time
a Talent Pool consuming, expensive and frustrating for all parties.
Building a Talent Pool of candidates who are interested in working with
your organization allows you to skip this process and move to a proactive
approach to recruitment. A Talent Pool cuts down your time to recruit,
decreases your cost to hire and increases candidate engagement.
Starting a Talent Pool can be as simple as ensuring you have an “expression
of interest” ad on your website. A robust strategy of tagging and categorising
candidates to allow you to search and identify the best candidates and
then market your opportunities to them is the next step, and that’s where
software tools (like the ones Talent Propeller offer) can help.
Job Seekers Trends in 2019 - Talent Propeller 11Remove barriers A few years ago, when the job market was booming and candidates
plentiful, many organisations implemented robust application processes,
requiring candidates to spend a significant amount of time on an application.
to application These lengthy application processes have the benefit of speeding up the
shortlisting process, but in today’s market a lengthy process will deter
candidates and lose you talent.
Quick steps to improve your candidate experience
• Put yourself in your candidate’s shoes and see how easy it is to apply for
a role with your organization.
• Remove as many steps as possible.
• Consider if the information you are collecting at this stage is essential to
collect from all candidates, or only the ones you hire.
A candidate friendly, smooth application process will ensure you aren’t
scaring away good candidates.
Job Seekers Trends in 2019 - Talent Propeller 12It’s time to
If your organisation currently doesn’t offer flexible working opportunities
like working from home, flexi-hours or part-time positions then seriously
consider whether you can restructure roles to make this possible. At Talent
get flexible! Propeller we made some of our roles more flexible in recent years and now
25% of our staff are part-time. It’s opened up our Talent Pool dramatically
and allowed us to recruit and retain some really amazing people!
Reaching Job Seekers in 2019 - Talent Propeller 13Need more information or
keen to chat?
Talent Propeller specialises in recruitment solutions that transform the way
businesses find and hire talent. The findings in this report based on our own
data, gathered from thousands of advertising campaigns booked per month
and over 1 million job seeker applications received by our clients during
2019. It’s intended for general information only. Or connect with us:
For industry specific advice, feel free to contact our friendly team. /talentpropeller
/company/talent-propeller
info@talentpropeller.com | 09 950 2130 | www.talentpropeller.co.nz
/talentpropeller
blog.talentpropeller.co.nz
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