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2016 Global Talent Trends: The Secret Sauce to Your Recruiting Strategy [Webcast]


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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:

Published in: Recruiting & HR
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2016 Global Talent Trends: The Secret Sauce to Your Recruiting Strategy [Webcast]

  1. 1. 2016 Global Talent Trends New data on how to get candidates to say "yes" to your jobs
  2. 2. Introductions 2
  3. 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. 4. Agenda 4 Almost everyone wants to hear from you1 What candidates want to know2 Where to find them3
  5. 5. 1 Almost everyone wants to hear from you 5
  6. 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. 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. 8. Most are interested but… 1. What do they want to know? 2. How will they find you? 8
  9. 9. 2 What candidates want to know 9
  10. 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. 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. 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. 13. GE’s refreshingly honest and funny recruiting ads have specific messages for software engineers
  14. 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. 15. 3 Where to find candidates 15
  16. 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. 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. 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. 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. 20. How IDEO’s CEO joined the #culturecode movement, reaching designers through social media Source:
  21. 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. 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. 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. 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 Job Search, and LinkedIn Student apps • Their InMail right rail • Jobs homepage and job search 2X
  25. 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