2016 global talent trends: the secret sauce to your recruiting strategy [webcast]

2016 Global Talent TrendsNew data on how to get candidates to say "yes" to your jobs

Introductions

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About LinkedIn’s Annual Talent Trends Survey

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26,000+ 39 6,700+global professionals working full-time or part-time

people who changed jobs between Feb and Mar 2016

countries

What we asked: How open they were to a new job What they wanted to know about a company

& job What resources they used to change jobs

Agenda

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Almost everyone wants to hear from you1

What candidates want to know2

Where to find them3

1Almost

everyone wants to hear

from you

5

Almost everyone is open to your opportunities

6

90%of global professionals say they are interested in hearing about new job opportunities.

Whether or not someone is an active or passive candidate, they want to know about your open jobs.

Most talent is passive, but active talent is on the rise

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25%2014

30%2015

36%2016

Passive talent

Active talent

Whether or not someone is an active or passive candidate, they want to know about your open jobs.

Most are interested but…

1. What do they want to know?2. How will they find you?

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2What candidates

want to know

9

The biggest roadblocks to candidates changing jobs

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Not knowing what it's really like to work at the company

Not understanding what's expected of the role

Not hearing back after applying to a company

Difficulty negotiatingsalary, title, role, etc.

Unclear communicationduring the recruiting process

1

2

3

4

5

What candidates want to know mostabout your company

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2. Perks and benefits

54%66%

1. Culture and values

50%

3. Mission and vision

Professionals don’t just want jobs, they want career growthThe most common reasons why people leave their jobs are:

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Need more challenging work

35%43%

Lack career opportunities and

advancement

29%

Unhappy with compensation and

benefits

GE’s refreshingly honest and funny recruiting ads have specific messages for software engineers

Hone the message about your company and careers

1. Describe your culture, perks, and vision in a memorable way.

2. Clarify career growth opportunities

3Where to

find candidates

15

People who recently changed jobs first heard about their new job through

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Someone they know at the company

Third-party website or online job board

A staffing or head hunting firm

21%

14%

13%

After hearing about the job, they don’t apply right away. Instead, they

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Look up the company’s website

Update their resume

Read articles about the company online

Update their profiles on LinkedIn

Talk to employees about the job

59%

46%

34%

27%

26%

The top ways people land a new job

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Got a referral from someone they knew at the company

Applied through a third-party website or online job board

Used social professional networks

39%

32%

30%

One thing stands out: Your employees play a big role in hiring

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89%

of job seekers networked while seeking their current

job

53%

of those who networked said it helped them get

the job

How IDEO’s CEO joined the #culturecode movement, reaching designers through social media

Source: http://www.slideshare.net/timbrown

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Be where the candidates are

1. Create content candidates will research through your website and online articles

2. Invest in the channels candidates use to get jobs: referrals, job boards, social professional networks

3. Empower employees to refer people they know.

Here’s how the candidate journey plays out on LinkedInWe 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 Company Page

Viewyour Career Page

Reach outto an employee or

Applyto a job

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Bring the best candidates to your doorstep byreaching the right candidates with the right jobs — automatically

You want to recruit passive as well as active candidates.90% of global professionals are open to a new job. And over 50% of people who view jobs on LinkedIn are passive candidates.

You want more of the right candidates with less effort.2X your recruiters’ InMail response rates when candidates interact with your job before a recruiter reaches out.

You want more qualified people to see your jobs.In the past year, monthly job views on LinkedIn have grown 90%. And monthly job applications have grown 86%.

LinkedIn Job Slotscan help you reach candidates each step of their journey

How job slots work

Candidates will see your jobs in

When candidates view your jobs, they are twice as likely to respond to a recruiter’s InMail

* Additional fee

Post your job to over 433 million passive and active candidates. Swap any of your roles into the same slot, year-

round.

Track who’s looking at your jobs, who’s applying, what their skills are, and

what companies they’ve been working with.

See qualified candidates applying and view their LinkedIn profiles. Filter applicants by location, experience

level, role, and more.

• Their homepage news feed• Your employee profile pages*• Your organization’s LinkedIn Career Page*• Their mobile: LinkedIn.com, LinkedIn Job Search, and LinkedIn

Student apps• Their InMail right rail• Jobs homepage and job search

2X

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3 ways you can apply 2016 talent trends1. Refresh your recruiting

strategy: 90% of global professionals are open to your jobs. Sharpen your message and invest in the right channels.

2. Hone your message: The #1 road block candidates face is not knowing enough about your company or jobs. Describe your culture and career paths.

3. Be where the candidates are: Invest in the top sources through which people land a new job: Employees, job boards, social professional networks