2016 Talent TrendsCandidate Trends in Southeast Asia

Grace Kerrison Director Global Accounts Asia Pacific

Pooja Chhabria Marketing Manager Asia Pacific

Speakers and Panelists

Dev DasHead of Content & Digital Marketing

Asia Pacific

Our Vision

Create economic opportunity for every member of the global workforce

We have seen more than 10X growth in the last 5 years

About LinkedIn’s Annual Talent Trends Report

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Who we surveyed:

600+Professionals in Malaysia

What we asked:

How open they were to a new job

What they wanted to know about your company and jobs

What resources they used to change jobs

? ? ?

750+Professionals in Indonesia

519+Professionals in Singapore

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Almost everyone is open to your job opportunities.

A massive 95% of professionals in Malaysia, 93% in Indonesia and 96% in Singapore said they are interested in hearing about new job opportunities.

1But people don’t know much about your company or jobs.

Candidates say their biggest obstacle when changing jobs is not knowing enough about your company and roles.

2Once you have the right message, you need to share it in the right channels.

Your employees make the best recruiters. Employee referrals are the most common way professionals discover and land a new job.

3

Top 3 Talent Trends to remember

Social Media Adoption in

Southeast Asia

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Southeast Asia has the second largest number of social media users in the world

234MACTIVE SOCIAL MEDIA USERS

SOUTHEAST ASIA

37% PENETRATION OF POPULATION

Second only to East Asia that has,

769MACTIVE SOCIAL MEDIA USERS

EAST ASIA

Source: We are social – Digital in 2016 reportEast Asia includes China, HK, Taiwan, South Korea, North Korea, Japan, Macau

Philippines, Malaysia, Indonesia, Thailand & Vietnam rank in the top 15 countries in terms of time spent on social media

Philip

pines

Brazil

Mexico

Argenti

na UAE

Malaysi

a

Saud

i Arab

ia

Thaila

nd

Indon

esia

South

Africa

Turke

y

Vietna

mInd

iaIta

lyRuss

ia

3.73.3 3.2 3.2 3 3 2.9 2.9 2.9 2.7 2.5 2.3 2.3

2 1.9

Time spent on social media daily(hrs)

Source: We are social – Digital in 2016 report

The data you need to get candidates to say “yes”

Recruiters – good news.

Almost everyone, an overwhelming 95% of professionals in Malaysia, wants to hear from you.

But even in today’s information age, candidates don’t have enough information. In fact, their biggest challenge is not knowing enough about your company or jobs. In our annual Talent Trends survey, we get to the bottom of how candidates want to be recruited and how you can grab their attention. Read on for the exciting results. Happy recruiting.

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Demographics and Behavior of the

workforce

Most of the southeast Asian countries consist of a very young population

Indonesia Malaysia Singapore Philippiness

28 26

35

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Median Age ( years)

They are born between 1982 and 2003. The millennials pack an estimated trillion dollars of purchasing power every year.

There are 26M millennials in APAC on LinkedIn

By 2020, the millennials will make up 50% of the workforce (and 75% by 2025).

Only 28 percent of Millennials feel that their current organization is making full use of their skills.

2 out of 3 Millennials expect to leave their current job within the next 3 years.

Raised as digital natives, Millennials know social networking in and out, and use smartphone as their primary device. Millennials exhibit a heightened awareness of separation between personal and professional networks.

Millennials care about the world, and what they associate with, and what companies they do business with associate with. Acutely socially conscious, and particularly sensitive to issues around diversity.

Source: Data points on this slide include external sources including articles shared on LinkedIn, Deloitte Milennial research and from the Brookings Institute.

These millennials look for challenging work and are open to moving to smaller organizations from larger enterprises

75% of those professionals who moved from enterprise to SMB are from the millennial generation

(<10 years of experience)

From 2012 to 2015, we have seen a YoY growth in the percentage of job switchers moving from enterprises to

relatively smaller organizations

Source: Southeast Asia Talent Migration report, LinkedInSMBs defined as <500 employees

The data you need to get candidates to say “yes”

Recruiters – good news.

Almost everyone, an overwhelming 95% of professionals in Malaysia, wants to hear from you.

But even in today’s information age, candidates don’t have enough information. In fact, their biggest challenge is not knowing enough about your company or jobs. In our annual Talent Trends survey, we get to the bottom of how candidates want to be recruited and how you can grab their attention. Read on for the exciting results. Happy recruiting.

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Career Aspirations and Job Seeking

Behaviour

Even though only 30-40% of professionals are actively looking for a job, more than 90% of professionals are open to hearing about new job opportunities

Indonesia Malaysia Singapore

36%

33%

39%Pecentage of Active talent

Global average 36%

Indonesia Malaysia Singapore

Open to hearing about new opportunities

Source: LinkedIn Talent Trends 2016 – Singapore, Malaysia and Indonesia report

A sizable chunk wants to change their current job within 2 years

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c60% c75%

Malaysia Singapore

c61%

Indonesia

Source: LinkedIn Talent Trends 2016 – Singapore, Malaysia and Indonesia report

Organizations will always be at a risk of high turnover

Professionals want more than a job, they want career growth

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Global

Malaysia

* Statistically different from global professionals at the 95% confidence level.

53%

43%

*

The number one reason why people leave their job is lack of career advancement opportunities

Indonesia

45% 50%

Singapore

Source: LinkedIn Talent Trends 2016 – Singapore, Malaysia and Indonesia report

The biggest roadblock that candidates face when changing jobs is not knowing enough about the company

Candidates want to know more about culture and values even more than perks and benefits

The top most way people land a new job is through an employee they know at the company

The data you need to get candidates to say “yes”

Recruiters – good news.

Almost everyone, an overwhelming 95% of professionals in Malaysia, wants to hear from you.

But even in today’s information age, candidates don’t have enough information. In fact, their biggest challenge is not knowing enough about your company or jobs. In our annual Talent Trends survey, we get to the bottom of how candidates want to be recruited and how you can grab their attention. Read on for the exciting results. Happy recruiting.

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Keeping talent engaged and an

always ready pipeline by creating

social proof

1. Position your executives as culture champions on social media

Use your executive team as the first communicators on social media talking about the purpose of your company, internal culture and values.

69%

believe that having a social CEO positions the company as a more

attractive place to work

75%

believe that it gives a human face to the organization

Source: Weber Shandwick’s Social CEO study

2. Use your employees as brand ambassadors through a multiplier network effect

……………….500 employees

………………. 300 connections

Each employee has potential to reach 300 people. Your 500 employees have potential to reach 150k professionals

Every 6 pieces of content shared by a LinkedIn member influences

66 profile views

2 new connections

3 company page views

6 job views

1 company page follower

3. Create and maintain a single hub to showcase and communicate your culture

Your elevator pitch to candidates

Use employees as evangelists

Engage candidates through content

Your followers. A virtual pool of talent

130%GROWTH IN FOLLOWERS

Here’s how the candidate journey plays out on LinkedIn

We looked at the behaviors of millions of LinkedIn members, and discovered that the most common path from candidate to hired looks like this:

Connectwith an employeeat the company

Followyour company

Viewyour job

GETHIRED

Viewyour Career Page

Reach outto an employee or apply to a job

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Viewyour Company Page

ViewA Status Update

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Almost everyone is open to your job opportunities.A massive 95% of professionals in Malaysia, 93% in Indonesia and 96% in Singapore said they are interested in hearing about new job opportunities.

1But people don’t know much about your company or jobs. Culture rated as most important. Candidates say their biggest obstacle when changing jobs is not knowing enough about your company and roles.

2

Top 6 takeaways you can start thinking about

There is need for organizations to build an always on engagement strategy

Encourage employees to share content, new jobs to engage prospective candidates

3

To mitigate the risk of high turnover of talent, organizations need to build an engaged pipeline of talent

Use your executives as influencersUse them to communicate your purpose and create awareness about your employer brand

4Use your employees as culture champions

Create a hub to communicate your culture and purpose

5 6

A central place to build followers and a ready pool of talent

Q&A

About LinkedIn Talent Solutions

Attract, recruit, and empower the best people for your business with LinkedIn. Get access to quality candidates – active and passive, external and internal – on the world’s largest professional network of 433M+ candidates.

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