Finding that quality candidate can feel like searching for a needle in a haystack. How do you get more of the right people to see your jobs? Attend this online crash course to learn how you can get the most out of LinkedIn -- and how you can use our jobs to be more successful. In this free webcast, you'll get practical advice on: + Understanding the current trends impacting the talent landscape + Mastering LinkedIn’s Jobs to attract and engage both active and passive candidates + Attracting the right candidates and driving results To hear from other innovative thinkers in the Talent Acquisition industry, check out LinkedIn's Talent Connect event: http://bit.ly/29UnDoE

1. 2016 Global Talent Trends
New data on how to get candidates to say "yes" to your jobs

2. Introductions
2

3. About LinkedIn’s Annual Talent Trends
Survey
3
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

4. Agenda
4
Almost everyone wants to hear from you1
What candidates want to know2
Where to find them3

5. 1
Almost
everyone wants
to hear from
you
5

6. 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.

7. Most talent is passive,
but active talent is on the rise
7
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.

8. Most are interested
but…
1. What do they want to know?
2. How will they find you?
8

9. 2
What candidates
want to know
9

10. The biggest roadblocks
to candidates changing jobs
10
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 negotiating
salary, title, role, etc.
Unclear communication
during the recruiting process
1
2
3
4
5

11. What candidates want to know most
about your company
11
2. Perks and benefits
54%66%
1. Culture and values
50%
3. Mission and vision

12. Professionals don’t just want
jobs, they want career growth
The most common reasons why people leave their jobs are:
12
Need more
challenging work
35%43%
Lack career opportunities
and advancement
29%
Unhappy with
compensation and
benefits

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

14. Hone the message
about your company
and careers
1. Describe your culture, perks, and
vision in a memorable way.
2. Clarify career growth opportunities

15. 3
Where to
find candidates
15

16. People who recently changed jobs
first heard about their new job through
16
21%
14%
13%
Someone they know at the company
Third-party website or online job board
A staffing or head hunting firm

17. After hearing about the job, they don’t
apply right away. Instead, they
17
59%
46%
34%
27%
26%
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

18. The top ways people land a new
job
18
39%
32%
30%
Got a referral from someone they knew at the
company
Applied through a third-party website or online job
board
Used social professional networks

19. One thing stands out:
Your employees play a big role in hiring
19
89%
of job seekers networked
while seeking their current job
53%
of those who networked said it
helped them get the job

20. How IDEO’s CEO joined the #culturecode movement,
reaching designers through social media
Source: http://www.slideshare.net/timbrown

21. 21
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.

22. 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:
Connect
with an employee
at the company
Follow
your company
View
your job
GET
HIRED
View
your Company Page
View
your Career Page
Reach out
to an employee or
Apply
to a job
22

23. Bring the best candidates to your doorstep by
reaching 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 Slots
can help you reach
candidates each step of their
journey

24. 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

25. 25
3 ways you can apply
2016 talent trends
1. 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