Learn how staffing agencies can thrive and place great candidates in the contractor economy.

1. The Evolution of Work
and How to Thrive in the Contractor Economy

2. 2
1
The changing
nature of work 2
The challenges
and opportunities
3
How LinkedIn is
evolving

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Rapid changes in the definition of “career”
Workers living
longer and
retiring later
All-inclusive global
talent market where
purpose at work matters
Exponential technology
change leading to a
need for new skills
A truly connected world
that is breaking down
work boundaries
Driving
forces

4. 4
The multi-gen workforce
People used to join
companies for life, but
younger generations
have changed this.
The average baby boomer will be
looking for a job 11.7 times in his
or her career
11.7x
Millennials change jobs
every two years or less
2 Years
TODAY
SHIFT 1

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37%
37% of LinkedIn
members are
purpose-oriented
50% are more likely
to be in
leadership roles
47% are more likely
to be promoters of
their employers
50% 47%
Of those members…
64%
64% are higher
performers
People are more thoughtful about work
SHIFT 2

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Today, the average
member of the global
workforce needs to
update their skills every
5 years.
The World Economic Forum
estimates that 65% of
children entering primary
schools today will likely
work in roles that don’t
currently exist.
5years
Technology continues to disrupt
and change the jobs of tomorrow
SHIFT 3
65%

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People can now work from
anywhere, learn on demand,
and be exposed to new
opportunities at every turn.
The World Economic Forum
surveyed global HR decision-
makers and 44% said new
technologies enable remote
working, co-working space, and
teleconferencing as the
principal driver of change.
Technology is connecting the workplace,
changing the way we work
SHIFT 4
44%

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With these changes come new challenges

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Organizational structure must adapt
Flatten the hierarchy
Make jobs more dynamic
Leverage contingent
and contract labor
92%
of CHROs and CEOs
say their structure
must change

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With human-automation collaboration,
certain job functions will fluctuate
Declines in 6M roles in the next 4 years within:
Office/admin functions
Manufacturing and production roles
Steep increases in:
Business and financial ops
Computer and mathematical functions

11. The nature of work is shifting
Workers are demanding more flexibility around
when, where, and how they work

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The volume of placements will increase
2003 04 05 06 07
of U.S. executives
expect to use more
contingent workers
in the next 3–5 years
08 09 2010 11 12 13 14 15
10%
9
8
7
6
5
Outsourced temp workers
as a % of direct-hire employees
42%

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The workforce is becoming more fluid
Companies are re-thinking
how they structure
their workforce
Boundaries between
full-time and contract work
are collapsing
“Contract worker” is getting harder
to define. Close to 37% of
people prefer alternatives
to a traditional job

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And the talent pool is adapting & evolving
232 million adults in the United States
and the EU-15 are inactive, unemployed,
or work less than full time
100 million would like to start
working or increase their hours100M
232M

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IN AN EVOLVING WORKFORCE
Find the right talent
at the right time

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LinkedIn’s pool of talent
World’s largest
professional network
Two professionals join
LinkedIn every second
Students and recent
college graduates
467M 40M

17. 17
We launched Open Candidates
so you can focus on talent that is open to hearing from you
Filter candidates who are
ready to make a move.
Boost response rates.
Close requisitions faster.
ON
increase in
response rate
2X
3.5Mmembers
participating
Open Candidates

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See who is open,
to what kinds of opportunities,
and when.

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Who is open to
contractor work, and
how do we find them?

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With Contractor Sourcing, you can quickly identify
candidates open to contract work
4.5M+ 2x 39%

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Search for candidates who may be open
to contract work and more,
with the ”Employment Type” filter
Identify candidates likely to be
interested in specific types of
employment, including contract roles
We identify contractors in 2 ways:
1
2
Self-reported through
Open Candidates
Predictive algorithm based
on LinkedIn profile data
To limit your view to self-reported
contractors, use the “Employment Type”
filter and the “Open to new opportunities

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Contractors on LinkedIn
Manager level
or above
IT
Top 3 functions of
current position
1
2
3
Operations
Engineering
36% 50%
VP level
or above

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Contractor market migration
who changed companies
in the past 12 months
moved to a different industry
68%IT & Services
Top 3 industries of
current position:
1
2
3
Higher education
Hospital & health care

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Where are these contractors right now?
High supply and
lower demand
DemandIndex
Supply (# professionals)

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Where are they going?

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This pool of talent is actively looking around,
not just open to new opportunities
have viewed a job
on LinkedIn
in the past year
more likely to
respond to a
recruiter InMail
2.3X94%

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KEY TAKEAWAYS
1 The world is changing, which presents new talent challenges
2 With the rise of the contract workforce, the unique issue
of finding them is becoming a bigger pain point
3 We are working towards building new solutions and
understanding this talent pool better

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“Digital platforms are
transforming independent work,
building on the ubiquity of mobile
devices, the enormous pools of
workers and customers they can
reach, and the ability to harness
rich real-time information to make
more efficient matches.”
— M C K I N S E Y G L O B A L I N S T I T U T E

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