1.
2016 Talent Trends
Candidate Trends in Southeast Asia

2.
Grace Kerrison
Director Global Accounts
Asia Pacific
Pooja Chhabria
Marketing Manager
Asia Pacific
Speakers and Panelists
Dev Das
Head of Content & Digital Marketing
Asia Pacific

3.
Our Vision
Create economic opportunity for
every member of the global workforce

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

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About LinkedIn’s Annual Talent Trends Report
5
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

6.
6
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.
1
But 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.
2
Once 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

7.
Social Media
Adoption in
Southeast Asia
7

8.
Southeast Asia has the second largest number of social media users
in the world
234M
ACTIVE SOCIAL MEDIA USERS
SOUTHEAST ASIA
37%
PENETRATION OF POPULATION
Second only to East Asia that has,
769M
ACTIVE SOCIAL MEDIA USERS
EAST ASIA
Source: We are social – Digital in 2016 report
East Asia includes China, HK, Taiwan, South Korea, North Korea, Japan, Macau

9.
Philippines, Malaysia, Indonesia, Thailand & Vietnam rank in the top
15 countries in terms of time spent on social media
3.7
3.3 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

10.
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.
10
Demographics and
Behavior of the
workforce

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Most of the southeast Asian countries consist of a very young
population
28
26
35
23
Indonesia Malaysia Singapore Philippiness
Median Age ( years)

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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.

13.
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, LinkedIn
SMBs defined as <500 employees

14.
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.
14
Career Aspirations
and Job Seeking
Behaviour

15.
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
36%
33%
39%
Indonesia Malaysia Singapore
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

16.
A sizable chunk wants to change their current job within 2 years
16
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

17.
Professionals want more than a job, they want career growth
17
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

18.
The biggest roadblock that candidates face when changing jobs is
not knowing enough about the company

19.
Candidates want to know more about culture and values even more
than perks and benefits

20.
The top most way people land a new job is through an employee
they know at the company

21.
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.
21
Keeping talent
engaged and an
always ready
pipeline by creating
social proof

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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

23.
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

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Every 6 pieces of content shared by a LinkedIn member influences

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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

26.
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 Career Page
Reach out
to an employee or
apply to a job
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View
your Company Page
View
A Status Update

27.
27
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.
1
But 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
influencers
Use them to communicate your
purpose and create awareness
about your employer brand
4
Use 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

28.
Q&A

29.
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.
29
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