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In a tight labour market, staffing firms are having to work harder to find passive job candidates, and their top source of talent acquisition has emerged as “social professional networks” across Southeast Asia.
LinkedIn’s 2015 Southeast Asia Staffing Trends Report, found that internet job boards and employee referral programmes, lost out to social professional networks, that were used by 66% of staffing firms in 2014.
More than half continued to use internet job boards (51%), followed by more one-third using employee referral programmes (38%) and their internal candidate database (36%).
However, 54% of global staffing leaders admitted believed they were not doing a good job tracking return on investment on sources of hire.
“As the gap between hiring volume and budgets widens, it’s time to invest in and optimise the sources that return both the best quality and quantity of candidates,” noted the study.
29% of recruiters were also wary about their competitors building and nurturing a strong talent pipeline, followed by improvements in client experience as their second biggest concern.
More firms also prioritised the need to build up their brand reputation, with 78% of respondents agreeing that their “brand has a significant impact on our ability to grow our business,” and 77% saying their brand will significantly impact their ability to “engage great talent”.
Attracting passive candidates, or those who are not actively looking for a job, is also top-of-mind for 62% of recruiters. Southeast Asia ranked slightly above the global average at 88% of firms that recruit passive candidates, while recruiters in the United Kingdom topped the list.
Recruiting for passive talent is also above average in China (94%) as well as the United States (91%).