Finding and securing talent in Europe and Asia is becoming tougher
The results are in: almost 230,000 people worldwide have taken part in our 2014 Kelly Global Workforce Index and it confirms that finding and securing talent is becoming tougher.
As well as those candidates that are openly looking for work, there are large numbers who are more covert in the way they approach the employment market. However, many employees have become disengaged from their work and this is adding to the challenge of identifying and enticing quality talent.
What we know is that in addition to those who actively search for work, there is a significant portion that remains passive and ‘hidden’. However, these inactive jobseekers engage in a range of communications relating to work and community, and considerable effort goes into identifying the myriad ways their interest can be harnessed.
The explosion of digital communications and social media means that there are now numerous ways that candidates can signal their readiness for a change of career or a job offer. In the digital world, it has become easier for enterprises to identify these hidden candidates and to connect with them in conversations about work and careers — so long as recruiters and hiring managers know how.
In this report we outline the views and behaviours of candidates in both the active and passive job-seeking talent pools. Some of the key findings from this research can be seen in the infographic below, including:
- Only around one in ten prospective candidates are currently engaging on social media with an organisation they would like to work for, and a similar proportion are engaging in online talent communities.
- A growing number of candidates (36%) are searching for job opportunities on social media and 80% prefer making digital applications for roles they are interested in.
These findings are all part of our 2014 Kelly Global Workforce Index, which outlines the views and behaviours of some 230,000 workers in 31 countries. You can read the full report on engaging both passive and active candidates here: Engaging Active and Passive Job Seekers