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Talent Trends 2016 - Focus on UKI

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Talent Trends 2016 - Focus on UKI

  1. 1. 2016 Global Talent Trends Data on How Candidates Want to be Recruited
  2. 2. Introductions 2
  3. 3. About LinkedIn’s Annual Talent Trends Survey 3 26,000+ 40 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  How active they were in their job search  What they wanted to know about a company  What they wanted to know about your jobs  What resources they used to change jobs31% female
  4. 4. About LinkedIn’s Annual UK & Ireland Talent Trends Survey 4 1264+ 490+ UKI professionals working full- time or part-time people who changed jobs between Feb and Mar 2016
  5. 5. Agenda 5 Almost everyone wants to hear from you1 What candidates want to know2 Where to find them3
  6. 6. 1 Almost everyone wants to hear from you 6
  7. 7. Almost everyone is open to your opportunities 7 88% of global professionals say they are interested in hearing about new job opportunities. A recruiter reached out. He said, ‘You have an interesting LinkedIn profile.’ He referred to my master’s thesis which was about the London Olympics and said I’d be a good fit this role. I ended up taking the job. Émilie Gauthier Assistant to the Executive Director of Sport Canadian Olympic Committee Whether or not someone is an active or passive candidate, they want to know about your open jobs.
  8. 8. Most talent is passive, but active talent is on the rise 8 25% 2014 30% 2015 32% 2016 Passive talent Active talent
  9. 9. Refresh your message to candidates and where you share it 1. Refine your employer value proposition (EVP). Show how your company is different. Give passive candidates a convincing reason to have a conversation with the hiring manager. 2. Share your message across all your content to get to the right candidates. Hammer your message home in every job description, company description, and social media post. 9
  10. 10. 2 What candidates want to know 10
  11. 11. The biggest roadblocks to candidates changing jobs 11 Not knowing what it's really like to work at the company It’s hard to know what exactly [companies] are looking for and how they differentiate between candidates and opportunities. Sung Kim Financial Planning & Analysis Manager, The Honest Company Not understanding what's expected of the role Not hearing back after applying to a company Contacted for the wrong job by recruiters 1 2 3 4
  12. 12. What candidates want to know most about your company 12 2. Office locations 62%70% 1. Culture and values 54% 3. Employee perspectives “I would like to hear the positives and negatives from real professional staff members — not the marketing gloss from the CEO or marketing office. Real people. Real jobs.” Share employee views “Share what makes the company different from its competitors and why a potential candidate should apply for the position.” Explain what makes you different
  13. 13. Professionals don’t just want jobs, they want career growth The most common reasons why people leave their jobs are: 13 Need more challenging work 39%47% Lack career opportunities and advancement 33% Unhappy with work environment and culture “Tell me how this will impact my career and how fast an employee can grow.”Career trajectory “Give a realistic day in the life of a person in that job. Good and bad. No job is perfect and I know that certain bad things can be lived with and certain bad things cannot.” Day in the life
  14. 14. 4 How to get candidates to stay longer Hone the message about your company and careers 1. Describe your culture, perks, and vision in a memorable way. Avoid corporate jargon. Use human language. Share unique stories about things your company does. 2. Clarify career growth opportunities. Take your job descriptions to the next level. Share how someone could grow and feel challenged in the role. 3. Connect interviewees with employees who can tell them about a day in the life on the job and give them an honest perspective
  15. 15. 3 Where to find candidates 15
  16. 16. People first hear about a new job through: 16 23% 17% 14% A staffing or head hunting firm Someone they knew at the company Third-party website or online job board It is helpful to be connected to people who are currently in that role or a similar role that I'm applying to or am interested in. Damien McCreath Senior Assistant Brand Manager P&G
  17. 17. After hearing about the job, they don’t apply right away. Instead, they 17 74% 52% 42% 37% 30% Look up the company’s website Update their CV Read articles about the company online Browse employee's LinkedIn profiles Update their profiles on LinkedIn It's great if people do their research online about SoulCycle and what we're all about. There are plenty of interviews to watch and read. [The CEOs] Julie and Elizabeth do a great job of conveying our core mission. Alex Caiola Manager of Corporate Recruiting, SoulCycle
  18. 18. When people interact with your employer brand, they are more likely to be interested in your roles 18 66% of professionals know about your company before they consider a job there. * Employer brand includes Work With Us Ads, Sponsored Updates, Recruitment Ads, or Following a company, Viewing a job, Visiting a career page Likelihood that prospects will respond to an InMail 40% 10% Interacted with your employer brand Did not interact with your employer brand
  19. 19. The top ways people land a new job 19 42% 35% 35% Got a referral from someone they knew at the company Applied through a third-party website or online job board Apply through a company's career website Interesting facts: • The first and last thing most candidates do is interact with your employees • Successful job seekers are 9X more likely to research current employees
  20. 20. One thing stands out: Your employees play a big role in hiring 20 89% of job seekers networked while seeking their current job 53% of those who networked said it helped them get the job I did what a lot of people do, I networked. I had three separate, unrelated connections to this company. There is an element of risk with any new job, but having conversations with the hiring manager and another employee outside of the formal interview process made me feel like I knew what I was getting into. Danna Klein Senior Product Marketing Manager Mixpo
  21. 21. 21 Spread the word about your company and jobs to where candidates are 1. Invest in the channels candidates find most useful: job boards, social professional networks, and recruitment agencies 2. Empower employees to refer people they know. They are already talking to potential candidates. 3. Have a brand presence every step of a candidate’s journey so they are familiar with you by the time they apply.
  22. 22. 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%. How LinkedIn Job Slots can help you reach candidates each step of their journey
  23. 23. Here’s how jobs play a role in a candidate’s journey to your company 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 23
  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 stay ahead of 2016 talent trends 1. Refresh your message to candidates and where you share it: They are open to your jobs 2. Hone the message about your company and careers: Address culture & career growth 3. Spread the word about your company and jobs to where candidates are: Job boards, social professional networks, recruitment agencies, through employees
  26. 26. Status Updates > Spread your message Company pages > Build your brand Top free tools that can help you amplify your talent strategy
  27. 27. Career Pages> Promote your jobs Sponsored Updates > Spread your message Work with Us ads> Attract passive candidates Top paid tools that can help you amplify your talent strategy
  28. 28. Check out our country level reports here If you would like more information on how LinkedIn can help you with your recruitment strategy, do not hesitate to contact us

Editor's Notes

  • Calliut treands are an avg of both reports- country breakdown can be found on LP
  • Get retrospective stats
  • To attract this talent even more…
  • What you should share with candidates to match with what they want to know
  • Career trajectory & day in the life are what candidates want to know most about a role.
  • discuss the free tools such as updates, company pages vs paid tools such as career pages, job slots, sponsored updates Work with us ads, etc. 
  • Global stats- not in UKI report
  • discuss referrals and career pages" as paid tools vs employees networks, content employees can share, etc as free tools. 
  • TBD wheteher to localise