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The document discusses reasons for employee turnover based on an analysis of millions of LinkedIn members' job changing behaviors worldwide. The top 3 reasons people leave their jobs are lack of advancement opportunities, better compensation/benefits elsewhere, and unsatisfying recognition/rewards in their current role. Understanding what keeps talent satisfied could help retain up to 42% of recent job switchers. Losing talented employees can be very costly for companies. Both active and passive job seeking among professionals has been increasing in recent years.
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Session highlights:
How the talent of today finds their next career move, and what it means for you.
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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
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讓LinkedIn北亞區的雇主品牌專業顧問Mandy Wong，帶各位進入社群招募的新境界。在八月的線上會議，我們將談到：
- 為何說傳統招募方式與人才轉換跑道的行為模式已經徹底改變？
- 如何用行銷的思維來進行人才招募？
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Dynamic changes in how talent searches for jobs and gathers information has impacted organizations. Talent now routinely explores opportunities online ("job explorers") and extensively researches companies through search engines and social connections during the decision process ("ZMOT" and "hyper connection"). While organizations have increased their online presence, they have been slow to fully adapt strategies to attract top talent in this new environment, such as helping employees positively represent the company online. To succeed, organizations must understand these changing trends and transform acquisition approaches to engage talent throughout the research and decision journey.
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The document outlines 8 steps companies can take to engage candidates online without large investments. It discusses establishing metrics to measure brand success, understanding the target audience by interviewing top performers, developing a content plan, enlisting employees as brand ambassadors, optimizing the company careers page, utilizing free design tools, elevating the candidate experience, and providing a question and answer session. The speaker is Ed Nathanson, founder of Red Pill Talent, who has over 20 years of experience in talent acquisition, HR, and employer branding.
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The document discusses improving the candidate experience for job applicants. It notes that few employers understand what the candidate experience entails from the applicant's perspective or properly measure it. The presentation outlines lessons learned for employers, including understanding an applicant's value, seeing the process from their viewpoint, listening to feedback, clear communication, honesty, and following through on promises made. Data shows candidates are less likely to refer or continue being customers of companies with poor candidate experiences. The goal is for employers to gain insights to enhance how they interact with and treat all applicants.
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Moving Forward Together: North American Insights on Talent Management
Candidate behavior has changed - has your hiring? | Talent Connect 2016
Candidate behavior has changed - has your hiring? | Talent Connect 2016
6 Proven Steps to Improve your Candidate Engagement
6 Proven Steps to Improve your Candidate Engagement
8 Steps for Engaging Candidates Online Without Investing Big Bucks
8 Steps for Engaging Candidates Online Without Investing Big Bucks
The Science of Engagement: National Recruitment Federation Ireland 2015 Confe...
The Science of Engagement: National Recruitment Federation Ireland 2015 Confe...
Building an EVP from scratch, in-house, super fast, for free, based on real d...
Building an EVP from scratch, in-house, super fast, for free, based on real d...
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Carnival
A resource to introduce Carnival to our pupils. The activities will have to be adapted to the level.
The presentation doesn´t have effects but it need them.
Moayad Design's Portfolio
well this is my 2013 interior design's portfolio i have been working on it since 2008 .. the portfolio design inspired b The Great Gatsby movie
Tema 9
El documento describe la morfología y estructura urbana en Asturias, incluyendo las ciudades principales de Oviedo, Gijón y Avilés, así como las ciudades mineras y villas más pequeñas de la región.
Science review
This document provides information on various topics related to Earth science. It discusses the Earth's position in the universe including stars, planets and galaxies. It also describes the Earth's atmosphere, hydrosphere, geosphere and the solid inner and outer parts. Additional sections cover topics like rocks, minerals, volcanoes, earthquakes, weather, climate, plants, animals, human body systems and the economy's primary, secondary and tertiary sectors.
The economy
The document discusses the three sectors of the economy: primary, secondary, and tertiary. The primary sector provides raw materials through activities like farming, fishing, mining, and forestry. The secondary sector uses these raw materials to manufacture goods like food, clothing, and electronics. The tertiary sector provides services to consumers such as commerce, transport, tourism, and communication.
02 digitopuntura en urgencias
La Unión Europea ha acordado un paquete de sanciones contra Rusia por su invasión de Ucrania. Las sanciones incluyen restricciones a las importaciones de productos rusos clave como el acero y la madera, así como medidas contra bancos y funcionarios rusos. Los líderes de la UE esperan que las sanciones aumenten la presión económica sobre Rusia y la disuadan de continuar su agresión contra Ucrania.
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Global report final
This document provides insights from a study of over 10,000 job changers on LinkedIn about why and how people change jobs. Some key findings include:
1) The top reason people change jobs is for career opportunity/advancement. Appeal to career growth when recruiting.
2) 1 in 3 job changers changed careers entirely, so don't dismiss career changers and look for transferable skills.
3) Referrals are the top channel people use to discover new jobs, so invest in employee referrals for recruiting.
4) Candidates' top obstacle is not knowing what a company is like to work for, so showcase your talent brand to attract candidates.
Hiring for scale: 13 hacks in 30 minutes | Talent Connect 2016
Leela Srinivasan, Lever
Amanda Bell, Lever
For companies of all sizes in growth mode, hiring is the killer combination of absolutely critical and really hard to get right. In the course of supporting recruiting at hundreds of startups (while also expanding the Lever team at a healthy clip), we’ve learned how to hire well, along with some classic mistakes to avoid. Listen to this fast-paced session packed full of tips to hear how you, too, can hire the right talent to fuel your company’s growth.
Session highlights:
Why it's time to blow up your job descriptions.
Where to source candidates (beyond the obvious places).
How to make hiring a strategic priority internally.
And 10 other hacks!
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Global Talent Trends Report - 2015
The document provides insights into what talent wants at different stages of the job search journey based on a survey of over 20,000 professionals in 29 countries.
Some key findings include:
1) 70% of the global workforce is considered "passive talent" who are open to new opportunities but not actively searching. Compensation matters most to talent when considering a final job offer.
2) Talent relies on social professional networks, online job boards, and word-of-mouth to discover opportunities. During initial contact, talent wants to understand the job responsibilities and why they are a fit.
3) The interview experience has a major impact on talent's decision to join - they want to meet their prospective
global-talent-trends-report
This document discusses insights for recruiters on attracting and hiring talent globally based on a survey of over 20,000 professionals in 29 countries. Some key findings include:
- 70% of the global workforce is "passive talent" who are open to opportunities but not actively searching. Compensation matters most for final decisions.
- Professionals are increasingly exploring opportunities online via social networks and job boards rather than just word of mouth.
- The interview experience makes a strong impression on candidates and can influence their decision to accept or decline a role. Candidates want to meet their prospective manager and learn about company culture.
- Staying connected with candidates after interviews through follow up or feedback increases the chances of
Global talent-trends-report(1)
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
global-talent-trends-report
This document provides insights into what talent wants from recruiters around the world based on a survey of over 20,000 professionals in 29 countries.
Three key insights from the report are:
1) 70% of the global workforce is considered "passive talent" who are satisfied in their current roles but open to opportunities, while 30% are actively searching.
2) Talent relies most on social professional networks, online job boards, and word-of-mouth to discover opportunities rather than company websites or search engines.
3) Compensation matters most to talent when making a final job decision, followed by work-life balance and professional development opportunities.
Rally recruitment marketing_ideabook_11_ways_to_humanize_the_candidate_experi...
Rally Recruitment Marketing Ideabook:
11 Ways to Humanize the Candidate Experience
Improving the candidate experience is an ongoing priority for HR and TA leaders. Good progress has been made in areas like mobile-friendly career sites, shorter apply times and standardized interview methods.
Process improvements are important, but what candidates are telling us they really want is more communication.
The latest Talent Board research shows that job seekers rated their candidate experience higher when there was open, transparent and two-way communication (including feedback) between them and the employer throughout their candidate journey.
It turns out that a great candidate experience has come down to meeting a few basic human needs: the chance to be heard, the satisfaction of getting a response and the feeling of being respected.
It’s time for us to take the next step in improving the candidate experience. It’s time to HUMANIZE it.
This Ideabook will inspire you to humanize the candidate experience through new strategies and technologies that enable better communication and engagement.
LinkedIn's 2015 Global Talent Trends Report
Three key insights about attracting and recruiting talent globally:
1. 70% of the global workforce is passive talent, satisfied in their current roles but open to opportunities.
2. Talent relies on social networks and online job boards more than any other channels to discover opportunities.
3. Compensation matters most to talent when making a final job decision.
Recruiting
The document provides advice from experts on how to convince candidates to take a new job opportunity. It summarizes insights from interviews with 7 candidates and 2 recruiters on the best recruiting practices. The key recommendations are to personalize outreach by showing candidates are a good fit, make it easy for candidates to research the company online, listen to understand candidates' goals and find the right opportunities for them, be honest about both the positives and challenges of the role and company, connect candidates with current employees, advocate for strong candidates during the hiring process, and follow up after candidates are hired.
Social Media Recruiting Presentation1
The document discusses strategies for attracting and recruiting top talent. It examines the importance of recruiting the top 20% of candidates who account for 40% of revenue. It identifies different types of candidates from active to passive and recommends focusing on semi-passive candidates. Referrals from existing employees are identified as the top source for hiring top performers. The document provides tips for sourcing passive candidates including referrals, networking, and tailored messaging focused on career growth rather than skills. It emphasizes the importance of job branding, compensation, and hiring manager quality in appealing to top talent.
Hiring Managers Tell All
Are you on the hunt for a new job, or maybe looking to advance your career? On this 9th Day of Sysmas, we're bringing you IT resume tips, interview prep advice, and more - it's all in our new eBook, "Hiring Managers Tell All"! Find out what the experts have to say on what it takes to stand out from the IT crowd... this'll be the Sysmas gift that keeps on giving for years to come!
Preparing for Millennial Employee Churn
Millennials (a.k.a. Generation Y, or those born between 1982-2004 ) now comprise the largest generation in the workforce. In fact more than a third of all American workers today are Millennials.
You’ve probably already hired Millennials and will be hiring more. But don’t expect them to stay long. Millennials are twice as likely as 30-somethings to leave a job after just three years, and this gap will only widen with age.
See the infographic on what to expect – and be prepared for – with your growing Millennial workforce.
Deciphering What Candidates Really Want
LinkedIn's 2017 talent insights report has all the data you could need on the state of the candidate experience, but recruiting superstar Stacy Zapar goes beyond the data to tell you what it means for your everyday recruiting strategies.
So, for example, if you knew 63% of candidates feel flattered when a recruiter reaches out, how can you use this to improve your response rates? What's the best way to reach out? What information should be included in your first email?
Stacy gives you the answers to these questions and more to help you optimize the candidate experience from start to hire.
Get the full report now: https://lnkd.in/eyvZfwH
Management presentation
- firstbird is a digital employee referral tool that aims to increase hiring through employee referrals by addressing issues with manual referral programs like lack of transparency, traceability, and motivation.
- It works by actively informing employees of open jobs, allowing them to refer candidates and share jobs on social networks, and updating them on the status of their referrals.
- This transparency and gamification of the referral process through comparisons and visibility of achievements motivates more referrals and hiring through employees' social networks.
firstbird Management presentation
- firstbird is a digital employee referral tool that aims to increase hiring through employee referrals by addressing issues with manual referral programs like lack of transparency, traceability, and motivation.
- It works by actively informing employees of open jobs, allowing them to refer candidates and share jobs on social networks, and updating them on the status of their referrals.
- This transparency and gamification of the referral process through comparisons and visibility of achievements motivates more referrals and hiring through employees' social networks.
Talent Trends Report_India (1)
Three key insights from the document about attracting and recruiting talent in India are:
1) Talent in India is more active than the global average, with 45% of professionals actively seeking new opportunities compared to 30% globally.
2) The top three most important factors for talent in India when considering a job offer are compensation, professional development opportunities, and better work-life balance.
3) Getting the interview experience right is critical, as 77% of talent says it is extremely or very important in their decision to join a company. Ensuring a positive experience with the prospective manager and follow up are important.
Recruitment - New Age of Talent Pool
The document discusses developing an effective talent sourcing strategy for identifying and recruiting new sales talent. It emphasizes using an active rather than passive approach, such as promoting the company culture to potential candidates, empowering current employees as brand advocates, using social media creatively, and directly engaging with candidates. Specific tactics recommended include highlighting candidate benefits, telling compelling stories about the company and roles, and networking through in-person socializing. The goal is to attract and hire the best talent in the most efficient way.
A-Z Candidate Sourcing Guide
Broadbean takes you through the A-Z of candidate sourcing, giving you the best tips and tricks to sourcing the best talent.
4 Things Every Great Recruiter Should be Doing!
How do you find, engage and close top talent? Johnny Campbell of Social Talent shares the 4 things that every great recruiter should be doing to perform like a sourcing ninja.
This slide deck was originally presented at an REC breakfast briefing in London on May 10th 2016
How Do You Attract the Best Talent? Five Companies Exemplify Recruiting Innov...
We have seen the emergence of the Human Age, where talent is the new differentiator. Yet organizations around the world struggle to find the talent they need. This is especially problematic, because 75 million Baby Boomers will retire within the next 10 to 15 years. Between now and then, there will be a lot of jobs to fill, and if finding great talent is difficult now, organizations are going to have to up their recruiting game, or suffer the consequences of being understaffed.
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Hiring for scale: 13 hacks in 30 minutes | Talent Connect 2016
Hiring for scale: 13 hacks in 30 minutes | Talent Connect 2016
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How Do You Attract the Best Talent? Five Companies Exemplify Recruiting Innov...
Recently uploaded
The Rules Do Apply: Navigating HR Compliance
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
学校原版(curtin毕业证书)澳洲科廷科技大学毕业证双学位证书原版一模一样
原版定制【微信:bwp0011】《(curtin毕业证书)澳洲科廷科技大学毕业证双学位证书》【微信:bwp0011】成绩单 、雅思、外壳、留信学历认证永久存档查询，采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信bwp0011】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信bwp0011】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
高仿迈阿密大学毕业证（um毕业证）硕士文凭证书原版一模一样
原版一模一样【微信：741003700 】【迈阿密大学毕业证（um毕业证）硕士文凭证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Webinar - How to Craft a Winning Compensation Strategy
Join Payscale’s HR team as they discuss how to rethink and build a better compensation strategy that works for your organization.
原版制作英属哥伦比亚大学毕业证研究生文凭证书原版一模一样
原版一模一样【微信：741003700 】【英属哥伦比亚大学毕业证研究生文凭证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
哪里购买伯明翰大学毕业证（uob毕业证）学位证书原版一模一样
原版一模一样【微信：741003700 】【伯明翰大学毕业证（uob毕业证）学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
加急制作美国密歇根州立大学毕业证（msu毕业证书）本科文凭原版一模一样
原版一模一样【微信：741003700 】【美国密歇根州立大学毕业证（msu毕业证书）本科文凭】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
How to write job description to attract talents
JD must blend with job responsibilities, work culture, benefits, and work mode
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Webinar - How to Craft a Winning Compensation Strategy
Webinar - How to Craft a Winning Compensation Strategy
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- 1. 1.Source:Why&HowPeopleChangeJobs,LinkedIn,2015 2.Source:TalentTrendsReport,LinkedIn,2011-15 3.Source:BersinbyDeloitte 4.Source:Why&HowPeopleChangeJobs,LinkedIn,2015 Timetotakeaction Usethesetipstohelptameturnoverandretaintalent: https://lnkd.in/3TipsRetention Female % 37 Passive Candidates % 43% 63 Male Individualswhowould’vepotentiallystayedwere unsatisfiedwith recognition&reward bettercompensation &benefits lackofadvancement opportunities Thetop3reasonswhytheyleft: Understandwhatgetstalenttostay 42%ofrecentjobswitchersmighthavestayediftheircompany haddonesomething.4 UP TO2XLosingtalentcostsbigbucks.Asalaried employeecancostacompany...3 professionalswhoare opentotalkingtoarecruiter Warm passivetalent professionalswhoare actively& casuallylooking Activejobseekers 2011 2015 0% 70% 60% 50% 40% 30% 20% 10% Percentageofglobalprofessionals Moreprofessionalsareopento newopportunities Notonlyisthenumberofactivejobseekersincreasing, passivetalentisalsowarmingup.2 Compensation/ Benefits Interestin otherindustry Work/ lifebalance ...anduniquereasonswhypeopleleft. Retail& Consumer 1 Gov,Edu, Non-profit 2 Professional Services 3 Theindustrieslosingthemosttalent... Realreasonsbehindemployeeturnover Lackofadvancementopportunitiesisthe#1reasonwhypeopleleavetheirjobs. TamingEmployee Turnover Employeeturnovercanthreatena company’sgrowthandsuccess,buta littleunderstandingcankeeptheright talentaround.That’swhyweanalyzedthe jobchangingbehaviorsofmillionsof LinkedInmembersworldwide.Checkout theresultstolearnwhytalentleavesa compancompany,andhowyoucanpreventit.