In this presentation, you'll learn about the top trends seen in the Southeast Asia market around candidate behavior, their aspirations and how you can build social proof to attract and hire them.
Imagine that the retirement wave that everyone’s been talking about finally hits. Is your government agency prepared? Do you have enough emerging leaders ready to fill the ranks?
If you answered, no, you’re not alone. Only 16.9% of the government workforce is under 34 years old, the age generally considered for the oldest Millennial.
In this presentation, you'll learn:
• Proven recruitment and retention strategies for the “next generation” of government leaders.
• Ways to increase employee engagement and begin succession planning
• Where and how do I get started?
To hear more from some of the most innovative minds in Talent Acquisition, check out LinkedIn's Talent Connect conference: http://bit.ly/29WgLsj
Scroll through this infographic to learn why talent leaves, and how your company can prevent employees from turning in their two-weeks notice. Also download the tipsheet: https://lnkd.in/3TipsRetention and check out our blog for the latest recruiting and HR trends: http://talent.linkedin.com/blog
When it comes to investing in diversity, 71% of talent professionals
report that achieving gender parity* at their company is a
top priority.1 And while there is a long way to go to get there, a
thoughtful, data-driven recruiting strategy can help you make
meaningful gains toward that goal.
To understand how gender impacts the candidate journey, we
analyzed LinkedIn data on billions of interactions between
companies and candidates from job applications to recruiter
outreach and hires. The results show that while women and men
explore opportunities similarly, there’s a clear gap in how they apply
to jobs — and in how companies recruit them.
The good news is that this data is actionable. This report will help
you improve every step of the job seeker journey on LinkedIn, from
how you position your employer brand and interact with candidates,
to benchmarking your gender diversity hiring goals against your
industry. Your push for #BalanceForBetter can start today.
Our Relationships @Work study revealed that 46% of professionals worldwide believe that work friends are important to their overall happiness. Read more: http://blog.linkedin.com/2014/07/08/work-bffs/
The year 2015 is closing with a lot of changes among HR professionals worldwide. Let’s check for the upcoming trends of recruiting that will rule in 2016.
Read more at http://vnmanpower.com/en/recruiting-trends-dominate-2016-bl234.html#W2LQwTgb9II2rcbo.99
Send InMails that yield higher response rates with this free ebook highlighting key strategies for crafting effective InMails.
See how one InMail can make in impact: http://linkd.in/GIsubO
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
State and federal government employees will retire in droves over the next few years, including many of the more than 30% of federal workers eligible for retirement in 2017. This comes as millennials are poised to represent half of the workforce by 2020. In response, the public sector needs to competitively attract, engage, and retain millennials now more than ever.
The slides explore:
- The 3 things every worker wants, but millennials won’t work without.
- Interview questions to distinguish enlightened job candidates from entitled applicants.
- Why overemphasizing job competencies chills morale, and what to focus on instead.
- How 5 minutes of good coaching every day dramatically improves retention.
Learn more at: https://lnkd.in/g6cBRJB
Imagine that the retirement wave that everyone’s been talking about finally hits. Is your government agency prepared? Do you have enough emerging leaders ready to fill the ranks?
If you answered, no, you’re not alone. Only 16.9% of the government workforce is under 34 years old, the age generally considered for the oldest Millennial.
In this presentation, you'll learn:
• Proven recruitment and retention strategies for the “next generation” of government leaders.
• Ways to increase employee engagement and begin succession planning
• Where and how do I get started?
To hear more from some of the most innovative minds in Talent Acquisition, check out LinkedIn's Talent Connect conference: http://bit.ly/29WgLsj
Scroll through this infographic to learn why talent leaves, and how your company can prevent employees from turning in their two-weeks notice. Also download the tipsheet: https://lnkd.in/3TipsRetention and check out our blog for the latest recruiting and HR trends: http://talent.linkedin.com/blog
When it comes to investing in diversity, 71% of talent professionals
report that achieving gender parity* at their company is a
top priority.1 And while there is a long way to go to get there, a
thoughtful, data-driven recruiting strategy can help you make
meaningful gains toward that goal.
To understand how gender impacts the candidate journey, we
analyzed LinkedIn data on billions of interactions between
companies and candidates from job applications to recruiter
outreach and hires. The results show that while women and men
explore opportunities similarly, there’s a clear gap in how they apply
to jobs — and in how companies recruit them.
The good news is that this data is actionable. This report will help
you improve every step of the job seeker journey on LinkedIn, from
how you position your employer brand and interact with candidates,
to benchmarking your gender diversity hiring goals against your
industry. Your push for #BalanceForBetter can start today.
Our Relationships @Work study revealed that 46% of professionals worldwide believe that work friends are important to their overall happiness. Read more: http://blog.linkedin.com/2014/07/08/work-bffs/
The year 2015 is closing with a lot of changes among HR professionals worldwide. Let’s check for the upcoming trends of recruiting that will rule in 2016.
Read more at http://vnmanpower.com/en/recruiting-trends-dominate-2016-bl234.html#W2LQwTgb9II2rcbo.99
Send InMails that yield higher response rates with this free ebook highlighting key strategies for crafting effective InMails.
See how one InMail can make in impact: http://linkd.in/GIsubO
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
State and federal government employees will retire in droves over the next few years, including many of the more than 30% of federal workers eligible for retirement in 2017. This comes as millennials are poised to represent half of the workforce by 2020. In response, the public sector needs to competitively attract, engage, and retain millennials now more than ever.
The slides explore:
- The 3 things every worker wants, but millennials won’t work without.
- Interview questions to distinguish enlightened job candidates from entitled applicants.
- Why overemphasizing job competencies chills morale, and what to focus on instead.
- How 5 minutes of good coaching every day dramatically improves retention.
Learn more at: https://lnkd.in/g6cBRJB
I ran a webinar for recruiters in November 2014, reviewing some ideas around social media and social recruiting strategy for 2015.
I could have talked all about this (and I often do!). Instead I threw some ideas out there to help recruiters focus on real goals, strategies and tactics. Thanks APSCo for your support on this webinar.
LinkedIn Learning course: How to hire, retain, & grow top millennial talent |...LinkedIn Talent Solutions
More than one-in-three American workers today are millennials. By 2020, millennials will be over 50% of the global workforce. The war for the best and brightest of the millennial generation is on now. Companies all over the world are fighting to hire and retain the best talent.
Top Hacks to Prepare Your Employer Brand for a Hiring SpikeLinkedIn Europe
Slides from our recent webinar presented by Priyanka Malik and Julian Constance talking through their top tips to help companies get prepared for a surge in hiring.
This is a bespoke workshop presentation I prepared and delivered to the management team of an executive search firm in 2011. The audience were not active and fairly skeptical about social media marketing
15 Social Media Job Search Tips from Recruiting & HR Experts Workology
Social media is a great way to build a personal brand. It's also a great way to end your professional career. 15 recruiters and HR experts weigh in on how to use social media effectively to get the attention of a potential employer and land that job interview.
These slides are supplementary material for a SXSW presentation called "Resumes Suck! 7 Ways to Get a Job in Social Media" with Jessica Miller-Merrell and Carlos Gil.
Check back through the slides we shared during this webinar around the 6 tips to prepare for a hiring surge, and what you can do to drive your employer brand to the right audience.
From bicycle to Harley: Turbocharging the power of employee networks | Talent...LinkedIn Talent Solutions
Shannon Marquardson, LinkedIn
Harpaul Sambhi, LinkedIn
The value of employee networks is clear: employee referrals are the #1 source of hire for many companies. But how can you unlock your employees’ networks in an even more efficient and effective way? In this session, we’ll show you how LinkedIn Referrals can help you reach your strategic talent acquisition goals such as diversity hiring and executive recruiting, while at the same time addressing some of the most significant pain points often associated with managing a referral program.
Key highlights:
-Leverage employee networks to drive diversity hiring.
-Unlock your executives’ networks for your recruiters to reach warm leads within hard to find talent pools.
-Learn how to eliminate manual processes in managing a referrals program.
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
Data Insights for Higher Education - Valter SciarilloLinkedIn
Originally presented during EducationConnect 2014 on 10/28/14 in NYC, Valter Sciarillo, Sr. Insights Manager for LinkedIn, discusses how education marketers can leverage the power of LinkedIn data to understand their audience, build relationships, and drive applications.
Want to know more about building your brand and engaging your target audience? This presentation covers these topics plus the latest in talent migration trends in Ireland.
Top recruiters tend to think differently, act differently, and achieve superior outcomes as a result. Learn how the best recruiting teams find, engage, and ultimately hire top talent (and how you can too).
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Outlook on the 2025 Workplace: How to Attract the Next Generation of Talent b...Erica Bonavitacola
Millennials and Gen Z’ers have a reputation for being complicated and needy. Whether this is true or not, by the year 2025, Millennials will make up 55% of the workforce and Gen Z will have been in the workforce for nearly 7 years! Recruiters and talent acquisition teams need to be more in tune with how to attract and retain these key demographics. Packed with case studies of enterprise employers from around the globe and research conducted by iCIMS, this presentation gives insight into the newest tactics for attracting millennials and Gen Z’ers to your company, keeping them, improving your employer brand, and increasing your employee referrals.
Good to Really Great: 5 Simple but effective things that top performing recr...Johnny Campbell
As presented at SHRM Talent, San Diego in April 2015:
Good to Really Great: 5 Simple but effective things that top performing recruiters do differently
How Atlassian transformed its candidate experience to out-care the competitio...LinkedIn Talent Solutions
Kristen Clemmer, Atlassian
Caitriona Staunton, Atlassian
Atlassian sweats the details to provide a delightful candidate experience filled with personal touches and surprises turning candidates into raving brand advocates. In this session, Atlassian's Global Recruiting Leads share ideas and examples around three areas:Create High Touch Experiences, Go Beyond the Individual and Embed your values everywhere.
3 questions to think about when you're planning your own candidate experience:
-Are you creating high touch experiences that make the candidate feel special?
-Does your candidate experience go beyond the individual to others impacted by a job decision?
-And what stages of your own candidate experience can be enhanced by embedding your company values?
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
Discover the latest research essential for beauty brand marketing. Why, where, and how women are discovering, researching, and buying makeup and haircare brands.
Millennial Myths: They are not unique or the lazy, entitled, spoiled stereoty...LinkedIn Talent Solutions
Gregory Giangrande, Time Inc.
Millennials are not a problem. They’re a marketing construct. Young people today are no different than they were throughout history – challenging the status quo, questioning authority and seeking to make their mark. Take for example the hippies of the 60s, the radical anti-war protesters of the 70s, the treehuggers of the 80s, or the yuppies of the 90s.
Sure, there are key differences. Today’s 20-somethings grew up with instant access to information and new technology. They’re members of a global community and represent the most ethnically diverse generation yet. But they want the same things from work that any of your brightest employees do: respect, autonomy, and the opportunity to own their careers.
Session highlights:
We’ll dispel pervasive millennial myths – and unpack why perpetuating them is destructive to your organization.
We’ll uncover how to recruit, hire and engage the best millennial talent – which doesn’t mean turning your workplace upside down.
We’ll discuss how to create an impactful and inclusive culture that optimizes your company’s productivity.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
I ran a webinar for recruiters in November 2014, reviewing some ideas around social media and social recruiting strategy for 2015.
I could have talked all about this (and I often do!). Instead I threw some ideas out there to help recruiters focus on real goals, strategies and tactics. Thanks APSCo for your support on this webinar.
LinkedIn Learning course: How to hire, retain, & grow top millennial talent |...LinkedIn Talent Solutions
More than one-in-three American workers today are millennials. By 2020, millennials will be over 50% of the global workforce. The war for the best and brightest of the millennial generation is on now. Companies all over the world are fighting to hire and retain the best talent.
Top Hacks to Prepare Your Employer Brand for a Hiring SpikeLinkedIn Europe
Slides from our recent webinar presented by Priyanka Malik and Julian Constance talking through their top tips to help companies get prepared for a surge in hiring.
This is a bespoke workshop presentation I prepared and delivered to the management team of an executive search firm in 2011. The audience were not active and fairly skeptical about social media marketing
15 Social Media Job Search Tips from Recruiting & HR Experts Workology
Social media is a great way to build a personal brand. It's also a great way to end your professional career. 15 recruiters and HR experts weigh in on how to use social media effectively to get the attention of a potential employer and land that job interview.
These slides are supplementary material for a SXSW presentation called "Resumes Suck! 7 Ways to Get a Job in Social Media" with Jessica Miller-Merrell and Carlos Gil.
Check back through the slides we shared during this webinar around the 6 tips to prepare for a hiring surge, and what you can do to drive your employer brand to the right audience.
From bicycle to Harley: Turbocharging the power of employee networks | Talent...LinkedIn Talent Solutions
Shannon Marquardson, LinkedIn
Harpaul Sambhi, LinkedIn
The value of employee networks is clear: employee referrals are the #1 source of hire for many companies. But how can you unlock your employees’ networks in an even more efficient and effective way? In this session, we’ll show you how LinkedIn Referrals can help you reach your strategic talent acquisition goals such as diversity hiring and executive recruiting, while at the same time addressing some of the most significant pain points often associated with managing a referral program.
Key highlights:
-Leverage employee networks to drive diversity hiring.
-Unlock your executives’ networks for your recruiters to reach warm leads within hard to find talent pools.
-Learn how to eliminate manual processes in managing a referrals program.
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
Data Insights for Higher Education - Valter SciarilloLinkedIn
Originally presented during EducationConnect 2014 on 10/28/14 in NYC, Valter Sciarillo, Sr. Insights Manager for LinkedIn, discusses how education marketers can leverage the power of LinkedIn data to understand their audience, build relationships, and drive applications.
Want to know more about building your brand and engaging your target audience? This presentation covers these topics plus the latest in talent migration trends in Ireland.
Top recruiters tend to think differently, act differently, and achieve superior outcomes as a result. Learn how the best recruiting teams find, engage, and ultimately hire top talent (and how you can too).
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Outlook on the 2025 Workplace: How to Attract the Next Generation of Talent b...Erica Bonavitacola
Millennials and Gen Z’ers have a reputation for being complicated and needy. Whether this is true or not, by the year 2025, Millennials will make up 55% of the workforce and Gen Z will have been in the workforce for nearly 7 years! Recruiters and talent acquisition teams need to be more in tune with how to attract and retain these key demographics. Packed with case studies of enterprise employers from around the globe and research conducted by iCIMS, this presentation gives insight into the newest tactics for attracting millennials and Gen Z’ers to your company, keeping them, improving your employer brand, and increasing your employee referrals.
Good to Really Great: 5 Simple but effective things that top performing recr...Johnny Campbell
As presented at SHRM Talent, San Diego in April 2015:
Good to Really Great: 5 Simple but effective things that top performing recruiters do differently
How Atlassian transformed its candidate experience to out-care the competitio...LinkedIn Talent Solutions
Kristen Clemmer, Atlassian
Caitriona Staunton, Atlassian
Atlassian sweats the details to provide a delightful candidate experience filled with personal touches and surprises turning candidates into raving brand advocates. In this session, Atlassian's Global Recruiting Leads share ideas and examples around three areas:Create High Touch Experiences, Go Beyond the Individual and Embed your values everywhere.
3 questions to think about when you're planning your own candidate experience:
-Are you creating high touch experiences that make the candidate feel special?
-Does your candidate experience go beyond the individual to others impacted by a job decision?
-And what stages of your own candidate experience can be enhanced by embedding your company values?
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
Discover the latest research essential for beauty brand marketing. Why, where, and how women are discovering, researching, and buying makeup and haircare brands.
Millennial Myths: They are not unique or the lazy, entitled, spoiled stereoty...LinkedIn Talent Solutions
Gregory Giangrande, Time Inc.
Millennials are not a problem. They’re a marketing construct. Young people today are no different than they were throughout history – challenging the status quo, questioning authority and seeking to make their mark. Take for example the hippies of the 60s, the radical anti-war protesters of the 70s, the treehuggers of the 80s, or the yuppies of the 90s.
Sure, there are key differences. Today’s 20-somethings grew up with instant access to information and new technology. They’re members of a global community and represent the most ethnically diverse generation yet. But they want the same things from work that any of your brightest employees do: respect, autonomy, and the opportunity to own their careers.
Session highlights:
We’ll dispel pervasive millennial myths – and unpack why perpetuating them is destructive to your organization.
We’ll uncover how to recruit, hire and engage the best millennial talent – which doesn’t mean turning your workplace upside down.
We’ll discuss how to create an impactful and inclusive culture that optimizes your company’s productivity.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Innovation in Corporate World, case study from JobStreet.comWee Khang Teoh
A presentation to college students on business innovation models and what JobStreet.com believes in, what can make innovation sustainable in a company.
This presentation by Stephen Thomsen was made at the session "Investment policy reform and regional integration" during the 2nd ASEAN-OECD Investment Policy Conference held on 10-11 December 2014.
To find out more visit: http://www.oecd.org/daf/inv/investment-policy/2014-asean-oecd-investment-policy-conference.htm
The 2016 Health & Wellness Study examines consumer spending preferences for nutritional supplements, personal care and healthy grocery products among Millennials, Gen X and Boomers. The study looks at category engagement, drivers of channel selection and, the potential for subscription services, as well as the success factors for private-label products. Selected highlights:
While some H&W categories are more “mature” in terms of generational penetration there appears to be significant opportunity to bring Gen Xers and Boomers into more complex categories such as functional beverages and sports nutrition
Traditional grocery and mass merchants continue to be main channels for food & beverage, while nutritional supplements and personal care must employ a broader channel strategy
Convenience plays a more significant role in shopping channel selection for food & beverage consumers than other categories
Millennials and Gen X consumers are far more likely to purchase subscriptions, especially for skin care products, compared to Boomers
Vidya Chandra, LinkedIn
Monica Lewis, LinkedIn
There's active talent, and there's passive talent. Right? Wrong. Candidate behavior has changed, and in today's world there's no such thing as active and passive. Today, 90% of candidates are open to hearing about new opportunities. But how do you get to those open candidates? What strategies do you need to adopt to capitalize on this trend, and how can that transform your hiring? Learn how you can tap into the new sector of open candidates to get access to more high quality talent, faster.
Session highlights:
How the talent of today finds their next career move, and what it means for you.
Discover the signals that candidates give when they interact with your company, your employees, and your opportunities.
Learn about how you can leverage LinkedIn to tap into these signals to get high quality talent, faster.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Jobstreet Talent Wars II - Riding The Recovery WaveKenny Ong
Jobstreet HR Networking Event
KL, 22nd July 2010
Jobstreet Talent Wars II - Riding The Recovery Wave
1. Post-recession and the staff retention implications
2. Talent Wars in the New Economy
3. Aligning Staff Retention strategies with your company’s Business Model
4. Optimizing Compensation & Benefits to match Staff retention Strategies
5. Developing a Talent Management system
6. Retaining ‘Swing’ employees and non-conventional strategies to Staff Retention
7. Motivating & Engaging Employees vs. Retention
8. Addressing the Talent Scarcity problems
In Governance, accountability is answerability, blameworthiness, liability, and the expectation of account-giving. In term of governance, it has been fundamental to negotiations associated to difficulties in the public sector, nonprofit and private worlds. In leadership roles, accountability is the acknowledgment and assumption of responsibility for actions, products, judgments, and policies including the administration, governance, and application within the scope of the role or employment locus and on all sides of the obligation to report, explain and be answerable for resulting consequences which is the most important for efficiency of system. The classification of public accountability is generally understood in terms of external and internal mechanisms. The most crucial distinctive that we are about to analyze in administrative accountability is the doctrine of ministerial responsibility in Malaysia.
Millennials will be 75% of the workforce by 2025. With an average tenure of just two years, it's time to reevaluate the way we keep young professionals happy and engaged.
Learn the best strategies for reducing millennial turnover and increasing job satisfaction in this report, Top 7 Tips for Engaging Millennial Workers.
Hot off the press and filled with facts from the recently released Deloitte Millennial 2016 Survey, this is a not-to-be-missed guide to creating a workplace culture that millennials won't want to leave!
In the workplace, millennial’s are seen as more talented, tech-savvy, and adaptable, as well as risk takers with a desire to accomplish meaningful work. Employers are beginning to see the value of effective millennial engagement in the workplace.
Do you have any open positions? Have your methods changed in acquiring talent? If not, #linkedIn has great tools to help you strategically find your missing link.
Hiring has changed dramatically over the years and will continue to do so in #2016 will bring more changes in #talentacquisition for clients and passive candidates alike #brandthejobwithculture #retentiongoals #todayshiretomorrowsfuture #linkedIn
Sourcing, talent brand, and future recruiting trends to amplify your 2015 strategy.
Download the full Global Recruiting Trends report: http://lnkd.in/2015recruitingtrends
Refer to them as you please: Millennials, Gen-Y, young professionals...but these are the people that will be comprising nearly 50% of the workforce by 2020. How is your organization preparing?
Here are some facts about this new generation of human capital that businesses will need to keep in mind as they ready themselves for the biggest cultural shift in the workplace since the 60's and 70's.
Read on to find out how Nakisa's Millennial-ready software can help you prepare.
ConnectIn São Paulo 2015: Conecte-se. Transforme-se. Inspire-se. The Power o...LinkedIn
Apresentação de Jennifer Brannigan, Head de Soluções de Mídia América do Norte e América Latina do LinkedIn, no ConnectIn São Paulo, realizado no dia 23 de junho de 2015. O ConnectIn São Paulo reúne os maiores líderes do mercado para compartilhar os desafios de hoje e inspirar as soluções de amanhã.
Explore how talent acquisition, HR, and learning and development teams can help create a more equitable and inclusive workplace for Black employees. Learn best practices for hiring, supporting, and developing Black professionals and discover unique insights on fostering inclusivity and belonging.
Explore the latest talent insights from and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
As our world evolves in response to recent challenges, recruiting will evolve along with it. In this virtual event, learn why talent development and diversity are coming to the forefront-and how your team can successfully adapt to the changing talent landscape.
Join talent leaders from LinkedIn, ViacomCBS, Arm, and Infosys for a discussion on how hiring teams can prepare for the future of recruiting.
You'll learn:
• How to drive internal mobility by partnering with learning and development
• Why candidates' transferable skills and potential will matter more than their hard skills
• What it takes to support your organization in building a diverse workforce
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
As companies commit to improving diversity within their workforces, talent teams and business leaders are being called upon to turn commitments into actions — whether actively hiring or pipelining for the future. Join us for a discussion with industry experts from Netflix and Whirlpool to learn how to build a more inclusive talent pipeline and bolster diversity, inclusion, and belonging.
Insights on Talent Management from Europe, the Middle East and Latin AmericaLinkedIn Talent Solutions
Discover actionable insights on emerging hiring trends in EMEA and Latin America, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Discover actionable insights on emerging Asia Pacific hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Discover actionable insights on emerging North American hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Join us for a live session packed with valuable TA insights designed to help you stay informed, connected, and productive during these uncertain times. Hear from LinkedIn’s Chief Economist on the latest economic outlook and hiring trends. Get best practices for navigating this new world of work from fellow TA leaders, and preview LinkedIn’s newest product updates.
Presenters:
• Sankar Venkatraman, Global Product Evangelist, LinkedIn
• Karin Kimbrough, Chief Economist, LinkedIn
• Melissa Thompson, SVP, Talent Acquisition, Nielsen
• Brendan Browne, VP, Global Talent Acquisition, LinkedIn
As more companies are impacted by an unprecedented global health issue, teams are learning how to quickly manage evolving priorities.
Hiring freezes, layoffs, and budget shifts are creating new challenges—but there are also new opportunities on the horizon. Companies can now focus on equipping employees with new skills to succeed in a primarily remote environment.
Join us for a special discussion on how to develop the skills your team will need to be ready for the future of work.
Navigate this new work-from-home world by:
· Finding out which three skills are becoming more important
· Getting tips to foster engagement and productivity
· Learning the technology that can help you, your team, and employees succeed
Tune in and experience LinkedIn Talent Hub in action! During the course of the webinar, you’ll learn about how and why LinkedIn Talent Hub was developed and how Talent Hub can help with common hiring problems.
LinkedIn's Future of Recruiting report features 7 predictions on how the world of recruiting will change, actionable tips on each prediction, original LinkedIn data insights, and illuminating advice from thought leaders around the world.
This edition of the Quarterly Product Release Webinar explores LinkedIn Talent Insights Integration, Talent Hub, and Social Profiles, now in Recruiter.
Presenters:
Delisha Yang, Senior Customer Success Manager
Allison Macur, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Get an in-depth look at all the new features rolling out this quarter.
New Features: Learn about the most exciting features released this quarter, designed to help you get work done faster and deliver more intelligent results.
Live Demos: Get an in-product demonstration of the updates with our product experts.
Presenters:
Maridawn Lamb, Customer Success Manager
Brad McIntyre, Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you an in-depth look at the New Recruiter & Jobs.
Presenters:
Shawn Mealy, Senior Customer Success Manager
Anusha Bagchi, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Jonathan Pohl, Senior Product Manager
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you an in-depth look at the New Recruiter & Jobs.
Presenters:
Shawn Mealy, Senior Customer Success Manager
Anusha Bagchi, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Jonathan Pohl, Senior Product Manager
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
4. We have seen more than 10X growth in the last 5 years
5. 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
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
11. Most of the southeast Asian countries consist of a very young
population
28
26
35
23
Indonesia Malaysia Singapore Philippiness
Median Age ( years)
12. 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
22. 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
24. Every 6 pieces of content shared by a LinkedIn member influences
25. 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
26
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
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
Read our blog
talent.linkedin.com/blog
See our videos on YouTube
youtube.com/user/LITalentSolutions
Check out our SlideShare
slideshare.net/linkedin-talent-solutions
Follow us on Twitter
@hireonlinkedin
Connect with us on LinkedIn
linkedin.com/company/3519575
Visit our website
Editor's Notes
Hi everyone, Welcome to the LinkedIn webcast on “What candidates want in Southeast Asia”. Before we begin, some housekeeping items we would request you to take note of. If you can hear me well, then please click on the palm symbol that you can see on your console.
You will also see a chat window where you can leave your questions and my colleague Dev will help us with the questions. If you are facing issues with audio, then please use the instructions that you can see on screen to connect to audio.
Before we begin, I’d like to introduce you to my panel of speakers. To introduce myself, I am Pooja Chhabria and I work in the LinkedIn marketing team based out of our Singapore office. Been with LinkedIn for 4 years now and passionately believe in the mission of the company and what we are trying to accomplish.
A marketer at heart, I see joy in understanding the customer and hence this topic of understanding what candidates want is close to my heart.
Grace is our featured speaker. She is a Director of Global Accounts at LinkedIn consulting some of our biggest clients on what they can do on LinkedIn to drive scale and engagement in their hiring and employer branding efforts.
It is a level setting. CBefore we begin today’s presentation, wanted to quickly talk about the vision that LinkedIn has. It is to create economic oppty for every member of the global workforce. This economic opportunity spans across finding a job, finding an investor, looking for partners, reaching out to prospective clients.
And with that misison, we have seen a 10x growth in our membership in the last 5 years. 433M members worldwide… giving you access to professionals around the world – breaking barriers. And we are still growing at 2 new members per second.
Fastest growing membership , 30 to 40 thousand join every week – students
With this growth of members, we have the opportunity to understand what professionals want through behavioral and research data. Today our endeavor will be to present to you Top findings of the Talent Trends report plus also insights based on candidate behavior on LinkedIn that can be a starting point for you when you are thinking of your hiring and employer branding strategy.
A little information of the Talent Trends survey – This was a worldwide survey covering professionals on LinkedIn where we asked professionals their views across three main categories – Their openness to new jobs, what do they want to know about a prospective company and job and what resources do they use.
Top 3 trends that stood out across all 3 markets
A follower is X% more likely to apply to your job.