Among today’s world of innovators, disruptors and
entrepreneurs, there is still a core workforce comprising
different generations that are underpinning the future of
the Australian and New Zealand economies. They each
have distinct characteristics, values, ambitions and
attitudes towards work. This mini-guide reveals what is motivating
today’s workforce and what will keep them inspired tomorrow. It shares their skills, experiences, ambitions and where they work
now and who is on their hot list. It also digs into their minds to reveal who they follow, what they read and how they engage when
wanting to move on in their career.
Free vs. Paid Recruiting Tools on LinkedInLinkedIn
Crash course on how you can use LinkedIn for recruiting, sales and marketing. This webcast, we'll give you practical advice on how to use our tools to recruit even more effectively.
You'll learn how to:
Search using the LinkedIn Recruiter platform – a powerful tool that helps you quickly find the right candidate
Promote your job openings to 433+ million professionals on the LinkedIn platform - even on a small budget
Market at scale to effectively source new clients and grow your business
Sankar Venkatraman, Product Marketing expert for LinkedIn Talent Solutions, will go over each stage in a candidate journey and reveal specific touchpoints where effective recruitment campaigns will work.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more. bit.ly/contacttalentsolutions
The pressure for staffing professionals and agency recruiters to deliver top talent is fierce. With over 400M+ professionals using LinkedIn, recruitment agencies in Asia Pacific like yours are leveraging LinkedIn’s recruiting and marketing tools to successfully find, attract, and place qualified candidates.
We invite you to attend an online crash course to learn how you can get the most out of your free LinkedIn account — and how you can use our paid recruiting tools to be more successful. In this free webcast, you'll receive practical advice on how to use LinkedIn to best suit your needs. You'll learn how to:
- Use LinkedIn to identify highly qualified candidates
- Build your personal brand as a trusted recruiter and strategic partner
- Master LinkedIn’s marketing engine to source new candidates
- Market at scale to effectively source new clients and grow your business
Stacy Zapar, Tenfold
Employer Branding has become an integral part of the Talent Acquisition conversation in recent years. And we've evolved by leaps and bounds. But where do we still have room to grow? What's the next step in this evolution? How do we bridge the gap between consumer brand and employer brand? How do we get away from “employer blanding” to truly unique content and messaging that differentiates and helps candidates self-select? What are forward-thinking companies doing now to share content that's more transparent and authentic, rather than sugar-coated sunshine and rainbows? Hear Stacy's predictions and recommendations for the next wave in the Employer Brand evolution so you can start taking steps now to be ready for what's next.
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
From InDemand 2014, Suzanne Myers who is the Talent Acquisition Director at RealPage, shares how you can leap out of your comfort zone to create an irresistible employer brand.
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
Learn more about your Talent Brand Index at http://linkd.in/1CHwo0I.
In today’s competition for top talent, your reputation as an employer is a key factor in whether a candidate will take your job – or leave it.
The bottom line impact is real: a strong talent brand reduces cost per hire by up to 50% and lowers turnover rates by 28%.
Free vs. Paid Recruiting Tools on LinkedInLinkedIn
Crash course on how you can use LinkedIn for recruiting, sales and marketing. This webcast, we'll give you practical advice on how to use our tools to recruit even more effectively.
You'll learn how to:
Search using the LinkedIn Recruiter platform – a powerful tool that helps you quickly find the right candidate
Promote your job openings to 433+ million professionals on the LinkedIn platform - even on a small budget
Market at scale to effectively source new clients and grow your business
Sankar Venkatraman, Product Marketing expert for LinkedIn Talent Solutions, will go over each stage in a candidate journey and reveal specific touchpoints where effective recruitment campaigns will work.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more. bit.ly/contacttalentsolutions
The pressure for staffing professionals and agency recruiters to deliver top talent is fierce. With over 400M+ professionals using LinkedIn, recruitment agencies in Asia Pacific like yours are leveraging LinkedIn’s recruiting and marketing tools to successfully find, attract, and place qualified candidates.
We invite you to attend an online crash course to learn how you can get the most out of your free LinkedIn account — and how you can use our paid recruiting tools to be more successful. In this free webcast, you'll receive practical advice on how to use LinkedIn to best suit your needs. You'll learn how to:
- Use LinkedIn to identify highly qualified candidates
- Build your personal brand as a trusted recruiter and strategic partner
- Master LinkedIn’s marketing engine to source new candidates
- Market at scale to effectively source new clients and grow your business
Stacy Zapar, Tenfold
Employer Branding has become an integral part of the Talent Acquisition conversation in recent years. And we've evolved by leaps and bounds. But where do we still have room to grow? What's the next step in this evolution? How do we bridge the gap between consumer brand and employer brand? How do we get away from “employer blanding” to truly unique content and messaging that differentiates and helps candidates self-select? What are forward-thinking companies doing now to share content that's more transparent and authentic, rather than sugar-coated sunshine and rainbows? Hear Stacy's predictions and recommendations for the next wave in the Employer Brand evolution so you can start taking steps now to be ready for what's next.
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
From InDemand 2014, Suzanne Myers who is the Talent Acquisition Director at RealPage, shares how you can leap out of your comfort zone to create an irresistible employer brand.
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
Learn more about your Talent Brand Index at http://linkd.in/1CHwo0I.
In today’s competition for top talent, your reputation as an employer is a key factor in whether a candidate will take your job – or leave it.
The bottom line impact is real: a strong talent brand reduces cost per hire by up to 50% and lowers turnover rates by 28%.
Creating a Proactive Recruiting Strategy to Target Passive CandidatesCachinko
The talented candidate you’re seeking to fill an open position can often be a passive one -- someone not currently looking for new employment. Does your recruiting program have a strategy for identifying and targeting passive candidates?
Dream or Reality? The Implementation of Recruitment 3.0 & 4.0: Inside the Aut...LinkedIn Europe
In the summer of 2011, Matthew Jeffery of Autodesk published two recruitment articles: "A Vision for the Future of Recruitment: Recruitment 3.0," and "Recruitment 4.0: Crowdsourcing; Gamification; Recruitment as a Profit Centre” and, “the Death of Recruitment Agencies." Their impact is still being felt throughout the industry today. A year later, what's the story? How much has been implemented by Autodesk? What has worked? What could not be implemented? And what is pure theory and will never see the light of day?
In this keynote, Jeffery will reveal the inside story. Hear about Autodesk’s use of social media, the cutting edge mobile recruitment app, new corporate careers website and disruptive recruitment marketing practices...hear the highs and the lows...the mistakes and the glory. Expect key learning’s and takeaways in a very honest, no holds barred session.
In addition, Jeffery will share an exclusive look at the conclusion of their research: "What is Recruitment 5.0: The Final Chapter of Recruitment" and conference attendees will be the first to receive a copy of this ground-breaking report.
In the manufacturing industry, the performance of the food and beverages manufacturing companies
has been relatively poor. Therefore, prevailing issues such as labour shortage, lack of expertise, lack of
technology advancement arises,
Global Recruiting Trends
The talent acquisition industry is changing rapidly. To stay competitive and craft a proactive recruiting strategy you need to know how and why. In this report, you will learn the latest trends and “must know” facts that will keep you ahead of the curve and make you invaluable to your organization.
You’ll learn the top 5 trends:
• Quality Hires: Fastest growing sources of quality hires
• Talent Brand: Competitive advantages (and threats!)
• Data: Metrics you can use tomorrow to measure recruiting success
• Talent Retention: Stop your top talent from walking out the door
• Mobile Recruiting: Navigate the frontier
Subscribe to our Blog: talent.linkedin.com/blog/
Follow us on SlideShare: slideshare.net/linkedin-talent-solutions
Follow us on Twitter: @hireonlinkedin
Discover additional insights: talent.linkedin.com
Follow LinkedIn: linkedin.com/company/linkedin
If you’re a HR leader, aspiring HR leader, line manager or social recruiting evangelist, this e-book takes you through the process of being a stellar talent finder on LinkedIn. What’s more? You can also learn from 8 Indian rockstar recruiters on how they deliver on key recruiting metrics using social recruiting.
If you haven’t taken the ‘Rockstar Recruiter Meter’ quiz in this e-book...Get cracking now!
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
With over 24 million members in India and over 300 million members worldwide, LinkedIn presents a wealth of opportunities to Talent Acquisition leaders and professionals looking to hire top talent for their organizations. This presentation covers how LinkedIn Talent Solutions can help you and your organization source the right talent and build your employer brand.
Listen to the webcast: http://bit.ly/1gpu9UN
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
CEB presentation for Aug 25 Millennial Hiring and Management event.
The millennial generation makes up 35% of the workforce globally. By 2020, they will be 46% of the world's working population - 60% of them will be in Asia. It's more important than ever to understand millennials and develop a strategy to engage them, but how? How do companies make themselves appealing to this game-changing generation?
To find out, we are honored to invite experienced HR industry experts and millennials themselves to an interactive session, which will cover:
Millennials - who they really are
Why are millennials important to your company
What entices millennials to join a company
How to use social and digital channels to attract millennial talent
What’s the secret sauce of high retention rate among millennial employees
You will have a chance to listen to the following experts share their knowledge and experience, and interact with them and the millennials during the fireside chat and Q&A session.
Mandy Wong, Talent Brand Consultant, LinkedIn Talent Solutions
Kelvin Chua, Senior Executive Advisor, CEB
Bocco Chen, Senior Human Resources Manager, The Hong Kong Jockey Club
Delton Li, Head of Talent Acquisition - Personal Banking, Bank of China
(Hong Kong)
Angie Sung, Regional Talent Development Manager, Hilti Asia
Joyce Lai, Associate Consultant, Stanton Chase International
Build Your Social Recruiting Strategy: Make the Most of LinkedInAndy, Xinbin Hu
Whether you’re a five-person start-up or a Fortune 500 organization, talent is a top priority. With rapid technology change, talent has greater access to information and more paths to explore job opportunities. For those with specialized skills and who are viewed as on the way up in their career, it's a candidate-driven market which requires a new approach to talent acquisition.
We would like to invite you to a crash course on how you can use LinkedIn for recruiting and employer branding. You will learn how to:
Source talent proactively using the LinkedIn Recruiter platform – a powerful tool that helps you quickly find the right candidate
Pipeline talent and improve productivity
Promote your job openings to 450+ million professionals on the LinkedIn platform
Build and enhance the employer brand of your company
We will cover:
What is direct sourcing and LinkedIn direct sourcing solutions
Direct sourcing demo
Build your personal and company brand on social media platform
Social recruiting and direct sourcing best practices from your industry peers
Q&A
Who should attend:
Human resources and talent acquisition professionals
HR generalists and small to mid-sized business owners
Gender diversity is a high priority topic for organizations across the world. And it's not just lip service, in 2015 McKinsey found that gender diverse companies are 15% more likely to outperform financially.
This presentation covers how to engage diverse talent through content, and provides 8 new tips for effective gender diversity messaging.
Learn more about how LinkedIn Talent Solutions can help you here: http://bit.ly/25mOUJv
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
Social Recruiting: i vantaggi di allineare corporate brand, consumer brand ed employer brand.
Workshop presentato da Cristina Arbini, Beatrice Guasti e Tomaso Giusti di LinkedIn Italia il 28 giugno 2016.
Digital Recruitment: How you can use online recruitment to develop your brand...Aspire Knowledge
Rob Hayter, Associate Director of TPP Not for Profit
Quinton Seemann, Recruitment Manager, Save the Children
The benefits and pitfalls of online recruitment. Should you go completely digital or integrate on- and off-line recruitment methods?
How you can use social media to boost (and measure) your employer brand awareness.
Using a digital recruitment strategy to fill hard to find/niche roles, with examples from the third sector.
Get ahead in 2015 with LinkedIn's latest insights on sourcing, talent brand, and future recruiting trends. Download the full report: http://lnkd.in/2015recruitingtrends
The Future of Designing Collaboration Experiences #spsdetroitKanwal Khipple
Imagine a future where silo'd departments and legacy processes don’t stand in our way. Today’s collaboration needs go from complex collaboration portals to simple innovation hubs and most importantly need to work for our devices. Designing portals to enable a new kind of collaboration and communication is an absolute necessity today.For the past couple years, I’ve had the opportunity to study how successful teams collaborate and have helped to transform the way teams work and collaborate together. In this session, I'll share what I’ve learned about making effective cross-discipline collaboration possible, and leave you with actionable approaches you can use to unite your team's communication and collaboration needs.IN THIS SESSION YOU’LL HEAR: • Why cross-discipline collaboration is essential to future-ready digital design, and how you can play a key role in creating the cross-departmental teams to enable innovation • Real-life industry examples of what it takes to make effective collaboration possible • Practical techniques you can use to bridge silos, increase productivity, and deliver better outcomes for your teams
Creating a Proactive Recruiting Strategy to Target Passive CandidatesCachinko
The talented candidate you’re seeking to fill an open position can often be a passive one -- someone not currently looking for new employment. Does your recruiting program have a strategy for identifying and targeting passive candidates?
Dream or Reality? The Implementation of Recruitment 3.0 & 4.0: Inside the Aut...LinkedIn Europe
In the summer of 2011, Matthew Jeffery of Autodesk published two recruitment articles: "A Vision for the Future of Recruitment: Recruitment 3.0," and "Recruitment 4.0: Crowdsourcing; Gamification; Recruitment as a Profit Centre” and, “the Death of Recruitment Agencies." Their impact is still being felt throughout the industry today. A year later, what's the story? How much has been implemented by Autodesk? What has worked? What could not be implemented? And what is pure theory and will never see the light of day?
In this keynote, Jeffery will reveal the inside story. Hear about Autodesk’s use of social media, the cutting edge mobile recruitment app, new corporate careers website and disruptive recruitment marketing practices...hear the highs and the lows...the mistakes and the glory. Expect key learning’s and takeaways in a very honest, no holds barred session.
In addition, Jeffery will share an exclusive look at the conclusion of their research: "What is Recruitment 5.0: The Final Chapter of Recruitment" and conference attendees will be the first to receive a copy of this ground-breaking report.
In the manufacturing industry, the performance of the food and beverages manufacturing companies
has been relatively poor. Therefore, prevailing issues such as labour shortage, lack of expertise, lack of
technology advancement arises,
Global Recruiting Trends
The talent acquisition industry is changing rapidly. To stay competitive and craft a proactive recruiting strategy you need to know how and why. In this report, you will learn the latest trends and “must know” facts that will keep you ahead of the curve and make you invaluable to your organization.
You’ll learn the top 5 trends:
• Quality Hires: Fastest growing sources of quality hires
• Talent Brand: Competitive advantages (and threats!)
• Data: Metrics you can use tomorrow to measure recruiting success
• Talent Retention: Stop your top talent from walking out the door
• Mobile Recruiting: Navigate the frontier
Subscribe to our Blog: talent.linkedin.com/blog/
Follow us on SlideShare: slideshare.net/linkedin-talent-solutions
Follow us on Twitter: @hireonlinkedin
Discover additional insights: talent.linkedin.com
Follow LinkedIn: linkedin.com/company/linkedin
If you’re a HR leader, aspiring HR leader, line manager or social recruiting evangelist, this e-book takes you through the process of being a stellar talent finder on LinkedIn. What’s more? You can also learn from 8 Indian rockstar recruiters on how they deliver on key recruiting metrics using social recruiting.
If you haven’t taken the ‘Rockstar Recruiter Meter’ quiz in this e-book...Get cracking now!
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
With over 24 million members in India and over 300 million members worldwide, LinkedIn presents a wealth of opportunities to Talent Acquisition leaders and professionals looking to hire top talent for their organizations. This presentation covers how LinkedIn Talent Solutions can help you and your organization source the right talent and build your employer brand.
Listen to the webcast: http://bit.ly/1gpu9UN
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
CEB presentation for Aug 25 Millennial Hiring and Management event.
The millennial generation makes up 35% of the workforce globally. By 2020, they will be 46% of the world's working population - 60% of them will be in Asia. It's more important than ever to understand millennials and develop a strategy to engage them, but how? How do companies make themselves appealing to this game-changing generation?
To find out, we are honored to invite experienced HR industry experts and millennials themselves to an interactive session, which will cover:
Millennials - who they really are
Why are millennials important to your company
What entices millennials to join a company
How to use social and digital channels to attract millennial talent
What’s the secret sauce of high retention rate among millennial employees
You will have a chance to listen to the following experts share their knowledge and experience, and interact with them and the millennials during the fireside chat and Q&A session.
Mandy Wong, Talent Brand Consultant, LinkedIn Talent Solutions
Kelvin Chua, Senior Executive Advisor, CEB
Bocco Chen, Senior Human Resources Manager, The Hong Kong Jockey Club
Delton Li, Head of Talent Acquisition - Personal Banking, Bank of China
(Hong Kong)
Angie Sung, Regional Talent Development Manager, Hilti Asia
Joyce Lai, Associate Consultant, Stanton Chase International
Build Your Social Recruiting Strategy: Make the Most of LinkedInAndy, Xinbin Hu
Whether you’re a five-person start-up or a Fortune 500 organization, talent is a top priority. With rapid technology change, talent has greater access to information and more paths to explore job opportunities. For those with specialized skills and who are viewed as on the way up in their career, it's a candidate-driven market which requires a new approach to talent acquisition.
We would like to invite you to a crash course on how you can use LinkedIn for recruiting and employer branding. You will learn how to:
Source talent proactively using the LinkedIn Recruiter platform – a powerful tool that helps you quickly find the right candidate
Pipeline talent and improve productivity
Promote your job openings to 450+ million professionals on the LinkedIn platform
Build and enhance the employer brand of your company
We will cover:
What is direct sourcing and LinkedIn direct sourcing solutions
Direct sourcing demo
Build your personal and company brand on social media platform
Social recruiting and direct sourcing best practices from your industry peers
Q&A
Who should attend:
Human resources and talent acquisition professionals
HR generalists and small to mid-sized business owners
Gender diversity is a high priority topic for organizations across the world. And it's not just lip service, in 2015 McKinsey found that gender diverse companies are 15% more likely to outperform financially.
This presentation covers how to engage diverse talent through content, and provides 8 new tips for effective gender diversity messaging.
Learn more about how LinkedIn Talent Solutions can help you here: http://bit.ly/25mOUJv
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
Social Recruiting: i vantaggi di allineare corporate brand, consumer brand ed employer brand.
Workshop presentato da Cristina Arbini, Beatrice Guasti e Tomaso Giusti di LinkedIn Italia il 28 giugno 2016.
Digital Recruitment: How you can use online recruitment to develop your brand...Aspire Knowledge
Rob Hayter, Associate Director of TPP Not for Profit
Quinton Seemann, Recruitment Manager, Save the Children
The benefits and pitfalls of online recruitment. Should you go completely digital or integrate on- and off-line recruitment methods?
How you can use social media to boost (and measure) your employer brand awareness.
Using a digital recruitment strategy to fill hard to find/niche roles, with examples from the third sector.
Get ahead in 2015 with LinkedIn's latest insights on sourcing, talent brand, and future recruiting trends. Download the full report: http://lnkd.in/2015recruitingtrends
The Future of Designing Collaboration Experiences #spsdetroitKanwal Khipple
Imagine a future where silo'd departments and legacy processes don’t stand in our way. Today’s collaboration needs go from complex collaboration portals to simple innovation hubs and most importantly need to work for our devices. Designing portals to enable a new kind of collaboration and communication is an absolute necessity today.For the past couple years, I’ve had the opportunity to study how successful teams collaborate and have helped to transform the way teams work and collaborate together. In this session, I'll share what I’ve learned about making effective cross-discipline collaboration possible, and leave you with actionable approaches you can use to unite your team's communication and collaboration needs.IN THIS SESSION YOU’LL HEAR: • Why cross-discipline collaboration is essential to future-ready digital design, and how you can play a key role in creating the cross-departmental teams to enable innovation • Real-life industry examples of what it takes to make effective collaboration possible • Practical techniques you can use to bridge silos, increase productivity, and deliver better outcomes for your teams
From Big Data to Big Insight - Dave Edwards, SHL/CEBThe HR Observer
There has been a lot of talk about big data but the conversation has now moved
onto big insight. Our research shows “For 85% of business leaders, more data is
not adding up to better business decisions”. How can you turn talent analytics data
into insight? And how can you turn this insight into a strategic advantage? Find out
how you can use data to answer questions such as:
• Are we attracting and retaining top talent?
• How strong is our pipeline of future leaders?
• Do we have the right talent on board to drive the next phase of business growth?
Navigating the Changing Face of Financial Services RecruitmentEmma Mirrington
Sterling Talent Solutions review the key findings of their Background Screening Trends Research. This will focus on why people do it, the types of check, the significant gaps, the challenges and complexity of global screening, and what people need to be aware of going forward.
Are you attracting and hiring the best talent from your candidate pool? 1 in 5 new hires are considered bad or regretted decisions by hiring managers. Discover how the best companies overcome these challenges: ceb.shl.com/us/volume-recruitment
To optimise branding investments in today’s environment, taking a “brand for influence” approach will ensure your talent brand is more attractive to the candidates you want to apply. Corporate Executive Board's research shows organisations that brand for influence, rather than broad appeal, enjoy a 54% increase in applicant quality, 22% in quality of shortlist, and 9% in quality of hire
Hire and Inspire – A New Approach to Graduate RecruitmentThe HR Observer
It is more challenging than ever to recruit graduates. And nobody seems to be happy. Line managers are not happy with the employability of newly hired graduates and even the graduates you recruit aren’t happy and might leave their job after only few months. David Edwards, will discuss a new approach to graduate recruitment that will challenge your current strategy, requiring you to make significant changes in the way you work. And you will have to challenge established ideas and ingrained habits.
David Edwards, Head of Solutions - SHL Talent Measurement Middle East, CEB
#FIRMday London 24th November 2016 - Talent Works: ProjectGenUp - 'The multi ...Emma Mirrington
‘ProjectGenUp - The multi-generational workplace’ Katharine Newton & Becky Grove, Talent Works. Drawing on research into all four generations working alongside each other today, Talent Works will address a lot of the misunderstanding and stereotyping that surrounds how the generations operate in the workplace, and provide practical recommendations on how to manage them in a way that drives performance, innovation and teamwork. Each generation’s attitudes to a range of hot topics from diversity to the younger boss phenomenon will be covered – and more.
Future of Designing Collaboration Experiences in Office 365 #sptechconKanwal Khipple
Imagine a future where silo'd departments and legacy processes don’t stand in our way. Today’s collaboration needs go from complex collaboration portals to simple innovation hubs and most importantly need to work for our devices. Designing portals to enable a new kind of collaboration and communication is an absolute necessity today.For the past couple years, I’ve had the opportunity to study how successful teams collaborate and have helped to transform the way teams work and collaborate together. In this session, I'll share what I’ve learned about making effective cross-discipline collaboration possible, and leave you with actionable approaches you can use to unite your team's communication and collaboration needs.
GIAF USA Winter 2015 - Measuring collaboration in a multiplayer gameLauren Cormack
Measuring collaboration in a multiplayer game by Dierdre Kerr, Associate Research Scientist at Educational Testing Service (ETS).
The kind of collaborator an individual is can have a huge impact on not only their game experience, but their teammates’ experiences as well. However, determining this solely from in-game behavior can be a difficult task. In this talk, you will hear about the different types of collaborative behavior anticipated in game environments, how evidence about an individual’s collaboration type can be identified from the log data, and how that evidence might be used to create a better player experience.
#FIRMday Manchester 9th March: Sofology 'Turning candidates into brand advoca...Emma Mirrington
Alyson Fadil, Sofology will be looking at Turning Candidates into Brand Advocates Treating your candidates as you would your customers is ever more important. How do you ensure they get an experience that reflects your brand?
High-potential employees are the future leaders of your organisation and twice as valuable as other employees. Based on a decade of research and analysis from 6.6m staff assessments, "The HR Guide to Identifying High-Potentials" is a comprehensive look at everything you need to know to help your HiPo programme succeed.
The Challenger ™ Sale – How to take control of the sales processDennis Stoutjesdijk
The Challenger ™ Sale – How to take control of the sales process - CEB
The classic relationship building approach to solution selling has become obsolete. To be successful today, sales reps need to provide valuable new insights to their customers and they must challenge them with new perspectives. CEB’s Challenger Sale approach shows you how to open up new opportunities, create organisational capability and successfully take control of the sales process with the right stakeholders.
#FIRMday Manchester 9th March 2017: WilsonHCG 'Employment Branding Evolution ...Emma Mirrington
In order for any organization to be successful, a strong employment brand must be a key ingredient in the talent acquisition strategy. All organizations are transparent and without proactively investing in your brand, you run the risk of losing top talent to the competition. Join Prashanie Dharmadasa, who leads Global Strategic Insights and Engagement at WilsonHCG as she discusses: • What is driving the evolution of employment branding and how organizations can stay ahead of trends • Best practices and methodology from global organizations on WilsonHCG’s Fortune 500 Top 100 Employment Brands Report • Key takeaways and stories from global companies leading inventive employer branding strategies.
Etude PwC sur les femmes de la génération Y (mars 2015)PwC France
http://bit.ly/PwC-Female-Millennial A l’occasion de la Journée internationale de la femme le 8 mars prochain, le cabinet d’audit et de conseil PwC publie son étude « The female millennial : A new era of talent » qui chasse les idées reçues sur les femmes au travail. PwC a interrogé 8 756 femmes et 1 349 hommes appartenant à la génération Y (nés entre 1980 et 1995), issus de 75 pays, afin de révéler leur perception du monde du travail en général et de leur carrière en particulier.
The female millennial: A new era of talentPlanimedia
This report aims to provide some insight
into the minds of female millennials and
how to position your organisation and
talent strategies towards the attraction,
retention, engagement and development
of this significant talent pool.
The female-millenial-a-new-era-of-talentPwC España
Las mujeres millennials, entre los 20 y los 30 años, creen que, todavía, las oportunidades que les ofrecen las empresas no son las mismas que para los hombres de su generación
Josh Bersin’s HR Predictions for 2014. Building a Strong Talent Pipeline for ...Sage HR
Employers will be challenged to attract, retain and develop people in 2014. Organizations will need bold, innovative talent and human resources strategies to compete for skills amidst a global economy recovery. As retention concerns mount, organizations will focus on building a passionate, highly-engaged workforce.
Josh Bersin will expand on these challenges and more in Predictions for 2014: Building a Strong Talent Pipeline for the Global Economic Recovery. Available now to Bersin WhatWorks® members and on a complimentary basis to non-members, this annual report provides a preview of business, training and talent management developments in 2014.
VISIT HR BLOG -> cake.hr/blog
Check out this presentation to see what matters to students and recent grads when it comes to professional opportunity. Compensation and benefits is not the most important factor for each of the countries/regions represented in this report.
Click through all of the comprehensive Student & Recent Grads Talent Pool Reports with top universities to find talent and what they are looking for in a job.
See all Talent Pool Reports: http://lnkd.in/TalentDemand
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
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.
Our product experts will cover the latest quarterly products updates to help you access your product performance data, reach candidates even earlier in their job search, and much more.
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2. Four Generations of Talent Revealed 2
INTRODUCTION
Among today’s world of innovators, disruptors and
entrepreneurs, there is still a core workforce comprising
different generations that are underpinning the future of
the Australian and New Zealand economies. They each
have distinct characteristics, values, ambitions and
attitudes towards work.
As technology continues to evolve and concepts such flexibility and
diversity become more influential in the workplace, the opportunity
to attract and retain the very best talent will be, in part, driven by
the successful integration and intimate understanding of these
diverse groups. Organisations will need to respond to the motivations
of each generation to create the ideal corporate culture that actively
demonstrates respect and inclusion.
In the eyes of great talent, not all businesses are created equal but for
the ones getting their culture right, it is an exciting destination for their
career. It is these companies who know who they are and why they exist
and what people they need to grow and what drives those people to
succeed. With a strong and authentic employer brand, you’ll find you’re
better able to engage and retain this talent because they fit your culture
and your future. This will be the foundation to attract talent from
big enterprise.
This mini-guide reveals what is motivating
today’s workforce and what will keep them
inspired tomorrow. It shares their skills,
experiences, ambitions and where they work
now and who is on their hot list. It also digs
into their minds to reveal who they follow,
what they read and how they engage when
wanting to move on in their career.
3. STUDENT AND
RECENT GRADUATES
Four Generations of Talent Revealed 3
This new generation of workers want to be
inspired. They seek work/life balance but with the
opportunity to develop their career in a corporate
culture that aligns with them. They read widely, are
looking for innovative leaders and are soaking up
the words of international influencers. Although
you’ll see in this report that McDonald’s ranks as
their top employer (possibly due to part-time work
whilst studying), students are graduating into
saturated functions, seeking their opportunities
via networking and recruiters.
4. Sales 8.7%
Heavy Construction
and Trades
3.5%
Customer Support 3.6%
Auditing and Compliance 3.7%
Marketing 3.8%
IT and Technology 4.2%
Culinary Arts 4.5%
Medical 5.5%
Administrative 5.6%
Education (Instructor) 5.6%
Four Generations of Talent Revealed 4
WHAT THEY DO
THE FUNCTIONS THAT STUDENTS
AND RECENT GRADUATES WORK IN
Top Functions
Source: LinkedIn data as at May 2016.
Sales is the top function for
this talent generation, but
they are graduating from a
wide variety of disciplines.
Culinary Arts is popular,
perhaps inspired by the
‘Masterchef’ phenomenon.
5. Higher Education 6.2%
Education Management 3.0%
Hospitality
3.1%
Health, Wellness
and Fitness
3.2%
Marketing and Advertising 3.3%
Financial Services 3.5%
IT and Services 3.7%
Hospital and Healthcare 4.0%
Accounting 4.7%
Retail 5.8%
Four Generations of Talent Revealed 5
WHERE THEY WORK
THE INDUSTRIES ATTRACTING STUDENTS
AND RECENT GRADUATES
Top Industries
Source: LinkedIn data as at May 2016.
Higher education and retail
far outrank the industries
for this group, which reflects
the number still studying or
undertaking further study
and may be supplementing
income with part-time
retail work. Accounting
and health industries also
reflect those that will be on
graduate programs.
6. Four Generations of Talent Revealed 6Source: LinkedIn data as at May 2016.
Top Employers Top Followed Companies Top Groups
1 McDonald’s
2 Commonwealth Bank
3 Woolworths Limited
4 EY
5 National Australia Bank
6 ANZ
7 Deloitte Australia
8 Telstra
9 Myer
10 KPMG Australia
1 TED Conferences
2 Google
3 Commonwealth Bank
4 Harvard Business Review
5 Forbes
6 EY
7 Deloitte
8 The Economist
9 ANZ
10 Deloitte Australia
1 PwC Careers Australia
2 Engineers Australia
3 Ted: Ideas Worth Spreading
4 Digital Marketing
5 Social Media Marketing
6 UNSW
7 Australian HR Institute
8 Griffith University Careers
9 Job Seeker Premium Group
10 Monash University
LINKEDIN INSPIRATION
WHERE STUDENTS AND GRADUATES WORK
AND WHO INSPIRES THEM
7. Marketing
Research
Social Media
Sales
Social Media Marketing
5
1
2
3
4
Four Generations of Talent Revealed 7Source: LinkedIn data as at May 2016.
WHAT THEY KNOW
THE SKILLS OF STUDENTS AND RECENT GRADUATES
Four Generations of Talent Revealed 7
They are overwhelmingly
bringing digital and
social marketing skills
to the workforce,
reflecting the nature of
business communication
and engagement.
8. 51%
46%
38%
37%
32%
50%
39%
38%
36%
32%
Four Generations of Talent Revealed 8
Question: Please select the five most important factors when considering a job opportunity.
Source: LinkedIn Q3 2015 Talent Drivers Survey.
Good work/life balance
Strong employee
development
Challenging work
Having a good relationship
with my colleagues
Job security
Strong career path
Culture that fits
my personality
Excellent compensation
and benefits
A place I would
be proud to work
Ability to make an impact
THE WOW FACTOR
WHAT ATTRACTS AND RETAINS
STUDENT AND GRADUATE TALENT
9. 37%
63%
Four Generations of Talent Revealed 9
Note: Active vs Passive is based on a question which asked
“How would you classify your current job search status?”
Source: LinkedIn Q3 2015 Talent Drivers Survey.
Active candidate
Passive candidate
CAREER CONNECTION
HOW TODAY’S STUDENTS AND
GRADUATES FIND THEIR NEXT JOB
Active candidates may be:
Actively looking for a job
Casually looking a few times a week
Passive candidates may be:
Reaching out to personal network
Open to talking to a recruiter
Completely satisfied, don’t want to move
10. Employee Engagement
Design Thinking
Law Firms
Internal Communications
Investment Banking
Lean Manufacturing
Venture Capital
Recruiters
Self-esteem
Four Generations of Talent Revealed 10
THEY WANT
TO BE INSPIRED
THE ARTICLES THAT STUDENTS AND
RECENT GRADUATES ARE READING ON LINKEDIN
Top Trending Topics by Engagement*
Note: *Engagement includes clicks, likes, comments
and shares over the last six months.
Source: LinkedIn data as at May 2016.
Example Top Article per Trending Topic
4 ways to stop being so forgettable
The surprising habits of original thinkers – Adam Grant
Legal500: Top Australian law firm rankings
CEO Alex Malley explains the importance of a daily routine
Are property developers prepared? – Development Finance Partners
Biggest new employee missteps
The top 50 tech companies in Australia revealed
Recruitment tips – get the best candidate for your business
If I were 22 again: I’d tell myself to sharpen my bullsh*t radar
11. MILLENNIALS
Four Generations of Talent Revealed 11
Australian-owned blue chips are core to the
careers of today’s Millennials yet they also have
aspirations to grace the hallowed halls of Google,
TED and Apple. This is perhaps because they
overwhelmingly seek a good work/life balance with
excellent employer compensation and benefits.
Employer development is quite low on their list of
priorities – they are quite happy where they work
and are using their networks and recruiters to
reach for their next opportunity armed with the
insights they read on success.
12. Sales 9.8%
Traditional Engineering 3.2%
Business Owner 3.4%
Business Operations 3.4%
Project and Program
Management
3.8%
Administrative 3.9%
Medical 4.4%
Heavy Construction
and Trades
4.5%
Education (Instructor) 4.8%
IT and Technology 6.2%
Four Generations of Talent Revealed 12
WHAT THEY DO
THE FUNCTIONS THAT MILLENNIALS WORK IN
Top Functions
Source: LinkedIn data as at May 2016.
Sales, IT and Technology
lead the functions employing
Millennials, but overall
they bring a broad base of
expertise to the workforce.
13. Construction 4.7%
Mining and Metals 2.6%
Health, Wellness and
Fitness
2.8%
Education Management 3.0%
Government
Administration
3.1%
Higher Education 3.4%
Retail 3.5%
Hospital and Healthcare 3.7%
Financial Services 3.9%
IT and Services 4.7%
Four Generations of Talent Revealed 13
WHERE THEY WORK
THE INDUSTRIES ATTRACTING MILLENNIALS
Top Industries
Source: LinkedIn data as at May 2016.
Millennials are well
skilled across a variety of
industries with an interesting
split of Construction and
IT and Services being their
leading employers.
14. Four Generations of Talent Revealed 14Source: LinkedIn data as at May 2016.
Top Employers Top Followed Companies Top Groups
1 ANZ
2 Commonwealth Bank
3 National Australia Bank
4 Telstra
5 Woolworths Limited
6 BHP Billiton
7 Queensland Health
8 Westpac
9 Rio Tinto
10 EY
1 Google
2 TED Conferences
3 Commonwealth Bank
4 Apple
5 Harvard Business Review
6 Hays
7 Rio Tinto
8 Microsoft
9 ANZ
10 Qantas
1 Ted: Ideas Worth Spreading
2 Australian IT Industry
3 Social Media Marketing
4 Australian HR Institute
5 Engineers Australia
6 Harvard Business Review
7 Digital Marketing
8 Software and Technology
9 Mining Industry Professionals
10 Linked:HR
LINKEDIN INSPIRATION
WHERE MILLENNIALS WORK AND WHO INSPIRES THEM
15. New Business Development
Sales
Social Media
Marketing
Project Management
5
1
2
3
4
Source: LinkedIn data as at May 2016.
WHAT THEY KNOW
THE SKILLS OF MILLENNIALS
Four Generations of Talent Revealed 15
Millennials are bringing
social media skills to the
forefront with complementary
expertise designed to support
their sales goals.
16. 59%
38%
36%
33%
32%
45%
38%
36%
32%
32%
Four Generations of Talent Revealed 16
Question: Please select the five most important factors when considering a job opportunity.
Source: LinkedIn Q3 2015 Talent Drivers Survey.
Good work/life balance
Strong career path
Culture that fits
my personality
Strong employee
development
Values employee
contributions
Excellent compensation
and benefits
Challenging work
Job security
A place I would
be proud to work
Having a good relationship
with my colleagues
THE WOW FACTOR
WHAT ATTRACTS AND RETAINS MILLENNIAL TALENT
17. 32%
68%
Note: Active vs Passive is based on a question which asked
“How would you classify your current job search status?”
Source: LinkedIn Q3 2015 Talent Drivers survey.
Active candidate
Passive candidate
Four Generations of Talent Revealed 17
CAREER CONNECTION
HOW MILLENNIALS
FIND THEIR NEXT JOB
Active candidates may be:
Actively looking for a job
Casually looking a few times a week
Passive candidates may be:
Reaching out to personal network
Open to talking to a recruiter
Completely satisfied, don’t want to move
18. Employee Engagement
Coaching
Investment Banking
Cloud Computing
Venture Capital
Internal Communications
Lean Manufacturing
Self-esteem
Recruiters
Four Generations of Talent Revealed 18
Top Trending Topics by Engagement*
Note: *Engagement includes clicks, likes, comments
and shares over the last six months.
Source: LinkedIn data as at May 2016.
Example Top Article Per Trending Topic
9 things that make good employees quit
The mentor who shaped me: I’ve coached 50 million people around the world. These are the mentors who coached me
Are property developers prepared? – Development Finance Partners
Switch from your enterprise agreement to Google Apps and save
The top 50 tech companies in Australia revealed
How to build a content marketing editorial calendar
Biggest new employee missteps
Signs you’re successful – even if it doesn’t feel like it
Recruitment tips – get the best candidate for your business
THEY WANT
TO BE INSPIRED
THE ARTICLES THAT MILLENNIALS
ARE READING ON LINKEDIN
19. GENERATION X
Four Generations of Talent Revealed 19
Gen X have similar aspirations to their
Millennial cousins. They seek a balance between
work and life and are starting to seek workplace
flexibility. Yet want to be challenged at work
as much as they want remuneration and benefits
to reflect their ability. They are quite passive in their
search for new work opportunities and talk to their
networks and recruiters but are also venturing in
to the world of entrepreneurship by establishing
their own businesses.
20. Sales 10.4%
3.1%
Medical 3.1%
Professional Services 3.8%
Executive Leadership 3.8%
Program and
Project Management
4.3%
Business Operations 4.6%
Business Owner 4.7%
Education (Instructor) 5.1%
IT and Technology 7.6%
Heavy Construction
and Trades
Four Generations of Talent Revealed 20
WHAT THEY DO
THE FUNCTIONS THAT GEN X WORK IN
Top Functions
Source: LinkedIn data as at May 2016.
Gen X is making their money
in Sales and to a lesser
extent IT and Technology,
but are also educators and
are moving into running their
own show.
21. IT and Services 6.3%
Banking 2.3%
Retail 2.4%
Mining and Metals 2.5%
Hospital and Healthcare 3.0%
Education Management 3.1%
Higher Education 3.2%
Government
Administration
3.4%
Construction 4.2%
Financial Services 4.4%
Four Generations of Talent Revealed 21
WHERE THEY WORK
THE INDUSTRIES ATTRACTING GEN X
Top Industries
Source: LinkedIn data as at May 2016.
Gen X work everywhere.
They are bringing their sales
skills into a wide variety of
industries and employers.
22. Four Generations of Talent Revealed 22
Top Employers Top Followed Companies Top Groups
1 Telstra
2 ANZ
3 Commonwealth Bank
4 National Australia Bank
5 Westpac
6 IBM
7 Optus
8 BHP Billiton
9 Qantas
10 NSW Department of Education
1 Google
2 TED Conferences
3 Harvard Business Review
4 Microsoft
5 Apple
6 Rio Tinto
7 Commonwealth Bank
8 Telstra
9 ANZ
10 Qantas
1 Australian IT Industry
2 Ted: Ideas Worth Spreading
3 Harvard Business Review
4 Australian HR Institute
5 Social Media Marketing
6 The Project Manager Network
7 NZ Business and Prof Network
8 Digital Marketing
9 Mining Industry Professionals
10 Linked:HR
Source: LinkedIn data as at May 2016.
LINKEDIN INSPIRATION
WHERE GEN X WORK AND WHO INSPIRES THEM
23. Sales
Project Management
Business Process Improvement
Business Strategy
Marketing
5
1
2
3
4
Source: LinkedIn data as at May 2016.
WHAT THEY KNOW
THE SKILLS OF GEN X
Four Generations of Talent Revealed 23
Core skills for business
management are what
Gen X know and bring
to their employer.
24. 56%
41%
38%
35%
33%
47%
39%
37%
34%
30%
Four Generations of Talent Revealed 24
Question: Please select the 5 most important factors when considering a job opportunity.
Source: LinkedIn Q3 2015 Talent Drivers Survey.
Good work/life balance
Challenging work
Ability to make an impact
Values employee
contributions
Job security
Excellent compensation
and benefits
Culture that fits
my personality
A place I would
be proud to work
Flexible work
arrangement
Having a good relationship
with my colleagues
THE WOW FACTOR
WHAT ATTRACTS AND RETAINS GEN X TALENT
25. 30%
70%
Four Generations of Talent Revealed 25
Note: Active vs Passive is based on a question which asked
“How would you classify your current job search status?”
Source: LinkedIn Q3 2015 Talent Drivers survey.
Active candidate
Passive candidate
CAREER CONNECTION
HOW GEN X FIND THEIR NEXT JOB
Active candidates may be:
Actively looking for a job
Casually looking a few times a week
Passive candidates may be:
Reaching out to personal network
Open to talking to a recruiter
Completely satisfied, don’t want to move
26. Employee Engagement
Design thinking
Coaching
Venture capital
Cloud Computing
Internal Communications
Lean Manufacturing
Recruiters
Self-esteem
Four Generations of Talent Revealed 26
Top Trending Topics by Engagement*
Note: *Engagement includes clicks, likes, comments
and shares over the last 6 months.
Source: LinkedIn data as at May 2016.
Example Top Article per Trending Topic
9 things that make good employees quit
If I had a time machine: 6 power women share most valuable career advice
The top 50 tech companies in Australia revealed
Blog – Do you need your data in Australia?
The biggest thief in your organization
Leadership in 1 page
Recruitment tips – get the best candidate for your business
Signs you’re successful – even if it doesn’t feel like it
Stop brainstorming and start sprinting
THEY WANT
TO BE INSPIRED
THE ARTICLES THAT GEN X
ARE READING ON LINKEDIN
27. BABY BOOMERS
Four Generations of Talent Revealed 27
Baby Boomers are entrepreneurs, educators and
business leaders. They want to be challenged and
have good work/life balance with self-esteem,
lean manufacturing and employee engagement
sparking their interest. And even more so than any
other generation, they want to be proud of where
they work and value that in their employer.
28. Business Owner 8.9%
Program and
Project Management
3.2%
Business Operations 3.3%
Medical 3.6%
Heavy Construction
and Trades
4.1%
Professional Services 4.2%
IT and Technology 5.7%
Executive Leadership 5.9%
Education (Instructor) 6.6%
Sales 8.4%
Four Generations of Talent Revealed 28
WHAT THEY DO
THE FUNCTIONS THAT BABY BOOMERS WORK IN
Top Functions
Source: LinkedIn data as at May 2016.
This is the generation
who trust their judgement
and are innovating the
region as entrepreneurs.
They don’t work in as many
specialised functions as
their younger counterparts.
29. IT and Services 4.4%
Health, Wellness
and Fitness
2.2%
Management Consulting 2.6%
Mining and Metals 2.6%
Hospital and Healthcare 2.7%
Higher Education 2.9%
Government
Administration
3.1%
Financial Services 3.1%
Education Management 3.8%
Construction 4.2%
Four Generations of Talent Revealed 29
WHERE THEY WORK
THE INDUSTRIES ATTRACTING BABY BOOMERS
Top Industries
Source: LinkedIn data as at May 2016.
Baby Boomers are still
educators and lend their
years of experience to a
wide variety of industries.
30. Four Generations of Talent Revealed 30
Top Employers Top Followed Companies Top Groups
1 Telstra
2 NSW Department of Education
3 ANZ
4 Qantas
5 National Australia Bank
6 Dept of Education and Training
7 IBM
8 Commonwealth Bank
9 Westpac
10 Queensland Health
1 Rio Tinto
2 TED Conferences
3 Qantas
4 Shell
5 Harvard Business Review
6 John Holland
7 BHP Billiton
8 CPB Contractors
9 Chevron
10 Telstra
1 Harvard Business Review
2 Ted: Ideas Worth Spreading
3 Australian It Industry
4 AUInstituteofCompanyDirectors
5
NZ Business and
Professional Network
6 Mining Industry Professionals
7 The Project Manager Network
8 Australian HR Institute
9 Social Media Marketing
10 Engineers Australia
Source: LinkedIn data as at May 2016.
LINKEDIN INSPIRATION
WHERE BABY BOOMERS WORK AND WHO INSPIRES THEM
31. Change Management
Management
Strategic Planning
Process Improvement
Negotiation
5
1
2
3
4
Source: LinkedIn data as at May 2016.
WHAT THEY KNOW
THE SKILLS OF BABY BOOMERS
Baby Boomers are all about
empowering themselves
with strategic business
management skills.
Four Generations of Talent Revealed 31
32. 51%
46%
40%
39%
33%
46%
42%
39%
33%
32%
Four Generations of Talent Revealed 32
Question: Please select the 5 most important factors when considering a job opportunity.
Source: LinkedIn Q3 2015 Talent Drivers Survey.
Good work/life balance
Values employee
contributions
Ability to make an impact
Culture that fits
my personality
Having a good relationship
with my colleagues
Challenging Work
A place I would
be proud to work
Excellent compensation
and benefits
Job security
A company with a long-
term strategic vision
THE WOW FACTOR
WHAT ATTRACTS AND RETAINS BABY BOOMERS TALENT
33. 27%
73%
Note: Active vs Passive is based on a question which asked
“How would you classify your current job search status?”
Source: LinkedIn Q3 2015 Talent Drivers survey.
Active candidate
Passive candidate
Active candidates may be:
Actively looking for a job
Casually looking a few times a week
Passive candidates may be:
Reaching out to personal network
Open to talking to a recruiter
Completely satisfied, don’t want to move
Four Generations of Talent Revealed 33
CAREER CONNECTION
HOW BABY BOOMERS
FIND THEIR NEXT JOB
34. Self-esteem
Design Thinking
Cloud Computing
Coaching
Venture Capital
Recruiters
Internal Communications
Lean Manufacturing
Employee engagement
Top Trending Topics by Engagement*
Note: *Engagement includes clicks, likes, comments
and shares over the last months.
Source: LinkedIn data as at May 2016.
Example Top Article Per Trending Topic
Signs you’re successful – even if it doesn’t feel like it
Obsolescence – the other side of CES
Mind the skills gap: perfecting my backhand is a lot like my business strategy
Apple’s brilliant assault on advertising – and Google
Recruitment tips – get the best candidate for your business
Why I love micromanaging and you should too
The one question you should ask about every new job
Bad mistakes that make good employees leave
The day TED might have died
Four Generations of Talent Revealed 34
THEY WANT
TO BE INSPIRED
THE ARTICLES THAT BABY BOOMERS
ARE READING ON LINKEDIN
35. SUMMARY
KEY TAKEAWAYS
Four Generations of Talent Revealed 35
• The majority of each generation is passive talent, meaning
they are a lot more likely to be found on professional social
networking sites.
• All generations seek work/life balance and good
remuneration benefits, but it is the Baby Boomers that are
the only generation to whom being proud of their employer
ranks high in importance.
• If you are seeking employees with entrepreneurial minds
then you will find them among the Baby Boomers and
Gen X talent.
• To engage with all generations with the purpose
of recruitment, inspire them with stories of success,
self-esteem, how to create opportunity and the words
of innovators.
• This guide reveals the unique avenues to attract
professionals from different generations, use this data
by tailoring the messaging around your employer brand.
Four Generations of Talent Revealed 35
36. Learn more about LinkedIn Talent Solutions
www.talent.linkedin.com
Follow us on Twitter
www.twitter.com/HireOnLinkedIn
Connect with us on LinkedIn
www.linkedin.com/company/linkedin-talent-solutions
Check out presentations on Slideshare
www.slideshare.net/linkedin-talent-solutions
Get cutting edge insights on our blog
www.talent.linkedin.com/blog
Watch our latest videos on YouTube
www.youtube.com/user/LITalentSolutions
Founded in 2003, LinkedIn connects the world’s
professionals to make them more productive
and successful.
With over 433 million members in more than
200 countries and territories worldwide, including
executives from every Fortune 500 company,
LinkedIn is the world’s largest professional
network. LinkedIn Talent Solutions offers a full
range of solutions to help organisations of all
sizes recruit amazing talent, build their brands,
and grow their businesses.
Want to uncover the hidden talent
for your growing business?
Get in touch with a representative today.
Four Generations of Talent Revealed 36
ABOUT LINKEDIN
TALENT SOLUTIONS