SlideShare a Scribd company logo
Using Talent
Intelligence to
Gain Competitive
Advantage
D a r r e n C o n n o l l y ,
I n s i g h t s M a n a g e r , E M E A ,
L i n k e d I n
Trends in the new era of work
The importance of data and insights
Leveraging Insights for business
outcomes
Questions
Today’s Agenda
The Era of Talent Intelligence: SIA Executive Forum Slides
Social mediaInternet Email
@
Filing cabinet Offline database
Job channels
Online database
Smart phones
Professional Networks
Digitalisation
Big Data
Advanced AnalyticsCloud
Multi-device
Intelligent apps
Augmented reality
Personalization
Consumer
Recruitment
1980’s 1990’s 2000’s 2010’s 2011 2012 2013 2014 2015 2016 2017
Recruitment needs to be at the forefront of change
Client and candidate expectations are increasing, recruitment firms need to meet this head on
Key trends in the world of work
• 3 K E Y T R E N D S I N
T H E N E W E R A O F W O R K
IND E PE ND E NT
W OR K
AI AND
AUT OM AT ION
S KIL L S GAPS
TREND 01
AI/AUTOMATION
Automation is already transforming
economies and the workforce,
and its effect will only accelerate
as technologies become more
developed and accepted.
46%OF WORKPLACE
ACTIVITIES ACROSS THE
UK, GERMANY, FRANCE,
ITALY & SPAIN COULD BE
AUTOMATED.
Source: McKinsey Global Institute
6 millionLOW QUALIFIED
JOBS WILL
POTENTIALLY
DISAPPEAR
15 million
JOBS REQUIRING
HIGH EDUCATIONAL
ATTAINMENT TO BE
CREATED BY 2025
IT’S ESTIMATED
MORE THAN
AND MORE THAN
Source: Eurostat
Talent is everywhere but opportunity is not…
• O P P O R T U N I T Y
NE W BUS INE S S
M OD E L S
- Non-human alongside
human labour offered
- New functions / client
development
BUS INE S S E NABL E R
- Automate manual tasks for
employees to spend more
time with candidates and clients
i.e. new interviewing techniques
such as VR or
3-D video interviews
L ABOUR M AR KE T
- Reallocation of supply
and demand of labour skills
- Opportunity to upskill
middle skilled workforce
TREND 02
SKILLS GAP
Skills gaps will exacerbate
as low and middle-skill activities
become “commoditised”
and automated; shortages
of high-skill talent will continue.
Perl / Python / Ruby
Mobile Dev.
Web programming
Machine Learning
Statistical Analysis
C++
Software modelling
L o n d o n
D u b l i n
P a r i s
L y o n
M a d r i d
S t o c k h o l m
A m s t e r d a m
B e r l i n
Data analysis /
Statistical analysis
65%OF THE JOBS WE WILL
HIRE FOR IN THE FUTURE
DO NOT EVEN EXIST
TODAY
McLeod, Scott and Karl Fisch, "Shift Happens"
Innovate to provide for candidates and clients
• O P P O R T U N I T Y
KN OW T H E M A R KE T
- Keep a close eye on the
skills landscape as it evolves
- Top talent will be a commodity
T AL E NT INT E L L IGE NC E
- Know your talent pools to
understand how to connect
people’s skills with the right
opportunities
- Ability to demonstrate expertise
for new and emerging skills
T H INK BR OAD E R
- Capabilities over qualifications
(Skills over schools)
- Understand the intangibles
- Need Multi-skilled, Flexible
Candidates
TREND 03
INDEPENDENT
WORK
Independent work is already
meaningful, and only expected
to increase due to demographic,
technology, and policy trends.
Rise of
Millennials
Growth of online
marketplaces
Increasing cost
effectiveness
1 2 3
~90MINDEPENDENT
WORKERS
IN THE EU-15
Source: Source: McKinsey Global Institute; EU-15 includes
Austria, Belgium, Denmark, Finland, France, Germany, Greece,
Ireland, Italy, Luxembourg, Netherlands, Portugal, Spain,
Sweden, United Kingdom.
(26% OF THE ENTIRE
WORKFORCE)
Become a strategic partner to help clients thrive
• O P P O R T U N I T Y
R E V IE W BUS IN E S S
M OD E L
- Perm vs contractor - is this business
model in line with the current and
future market conditions
UPS KIL L YOUR
R E C R UIT E R S
- Understand your clients needs to be
able to advise them how to benefit
from this trend
- Enable strategic conversations by
arming recruiters with market insightsUND E R S T AND M AR KE T
- Market intel will help you
to understand the industries,
skills and roles impacted and
where the opportunities are
Quality of Candidate: What are characteristics of my best placements?
Which industries should we target for client development?
Business Leaders: What are my competitors doing?
What talent are they acquiring and where? Where should I build
a team to launch a new business line or product?
Where can we find hidden talent?
Business Leaders: What functions are on the rise and
which industries are increasing their hiring efforts?
Strategy: Where should we open our next office?
Internal HR: Why are our employees leaving and
how does my attrition compare to peers?
What should my candidate
and acquisition strategy be?
The importance of data and insights
71%OF CEO’S VIEW DATA ON TALENT
AS A SOURCE OF COMPETITIVE
ADVANTAGE
SOURCE – LINKEDIN GLOBAL RECRUITER TRENDS SURVEY 2018
“We are going to see the biggest change in the HR
profession overall, as analytics start to reinvent the
way we work.
We are now starting to look for HR professionals that
have the capability to understand, interpret, and
leverage data.”
DAWN KLINGHOFFER, GENERAL MANAGER OF HR, BUSINESS INSIGHTS, MICROSOFT
AN INSTANT HERO
Bigger Challenges
Our Economic Graph creates powerful data assets
SchoolsSkillsJobsCompaniesMembers
590M+ 30M+ 20M+ 50k 84k+
LINKEDIN DATA ECOSYSTEM
Every Action on LinkedIn creates a point of data
This data helps us create unique Insights that help you focus efforts in ways
that drive the most impact for your business
29K
Schools
30M+
Companies
20M+
Jobs
590M+
Members
50K
Skills
CLIENTCANDIDATE
Connections
Education
Skills
Open
Candidate
Industry
Location
Interest
Salary
Job
searches
Job views
Content views
Companies followed
Connections at company
Hires
Industry
Company size
Experience
Current employees
Similar companies
Macro
labor trends
Alumni
Location
Culture & Values
Intent
Identity
+
Affinity
=
Every Action on LinkedIn creates a point of data
This data helps us create unique Insights that help you focus efforts in ways
that drive the most impact for your business
It’s about what you do with them that count
But it’s not about the data and insights
Leveraging Insights for business
outcomes
B U S I N E S S C H A L L E N G E S T H A T C A N B E S U P E R C H A R G E D B Y D A T A
Inform client
recruiting strategy
Strengthen relationships
and expand footprint with
existing clients
Identify new prospect
companies based on
their hiring trends
Decide which industries and
locations to expand/ contract
into based on talent market
Drive internal recruiting by
leveraging talent pool data and
competitive benchmarking
M A R K E T E N T R Y
O R E X I T
I N T E R N A L H I R I N G
S T R A T E G Y
C L I E N T
C O N S U L T I N G
P L A C E M E N T
S T R A T E G Y
N E W B U S I N E S S
D E V E L O P M E N T
79%OF RECRUITERS AND
HIRING MANAGERS ARE
LIKELY TO BE USING DATA
IN THEIR HIRING PROCESS
WITHIN THE NEXT TWO
YEARS
Source: LinkedIn Global Recruiter Trends Survey
36%OF HR TEAMS FEEL THEIR
DATA CAPABILITIES ARE
GOOD OR EXCELLENT
Source: LinkedIn Global Recruiter Trends Survey
Is your workforce ready
for the challenge?
How will your business
adapt to the rise of AI
and automation?
How do you identify
talent with the right skills,
in the right locations,
at the right time?
How will you identify and recruit
those interested in independent
work?
Thank you

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The Era of Talent Intelligence: SIA Executive Forum Slides

  • 1. Using Talent Intelligence to Gain Competitive Advantage D a r r e n C o n n o l l y , I n s i g h t s M a n a g e r , E M E A , L i n k e d I n
  • 2. Trends in the new era of work The importance of data and insights Leveraging Insights for business outcomes Questions Today’s Agenda
  • 4. Social mediaInternet Email @ Filing cabinet Offline database Job channels Online database Smart phones Professional Networks Digitalisation Big Data Advanced AnalyticsCloud Multi-device Intelligent apps Augmented reality Personalization Consumer Recruitment 1980’s 1990’s 2000’s 2010’s 2011 2012 2013 2014 2015 2016 2017 Recruitment needs to be at the forefront of change Client and candidate expectations are increasing, recruitment firms need to meet this head on
  • 5. Key trends in the world of work
  • 6. • 3 K E Y T R E N D S I N T H E N E W E R A O F W O R K IND E PE ND E NT W OR K AI AND AUT OM AT ION S KIL L S GAPS
  • 7. TREND 01 AI/AUTOMATION Automation is already transforming economies and the workforce, and its effect will only accelerate as technologies become more developed and accepted.
  • 8. 46%OF WORKPLACE ACTIVITIES ACROSS THE UK, GERMANY, FRANCE, ITALY & SPAIN COULD BE AUTOMATED. Source: McKinsey Global Institute
  • 9. 6 millionLOW QUALIFIED JOBS WILL POTENTIALLY DISAPPEAR 15 million JOBS REQUIRING HIGH EDUCATIONAL ATTAINMENT TO BE CREATED BY 2025 IT’S ESTIMATED MORE THAN AND MORE THAN Source: Eurostat
  • 10. Talent is everywhere but opportunity is not… • O P P O R T U N I T Y NE W BUS INE S S M OD E L S - Non-human alongside human labour offered - New functions / client development BUS INE S S E NABL E R - Automate manual tasks for employees to spend more time with candidates and clients i.e. new interviewing techniques such as VR or 3-D video interviews L ABOUR M AR KE T - Reallocation of supply and demand of labour skills - Opportunity to upskill middle skilled workforce
  • 11. TREND 02 SKILLS GAP Skills gaps will exacerbate as low and middle-skill activities become “commoditised” and automated; shortages of high-skill talent will continue.
  • 12. Perl / Python / Ruby Mobile Dev. Web programming Machine Learning Statistical Analysis C++ Software modelling L o n d o n D u b l i n P a r i s L y o n M a d r i d S t o c k h o l m A m s t e r d a m B e r l i n Data analysis / Statistical analysis
  • 13. 65%OF THE JOBS WE WILL HIRE FOR IN THE FUTURE DO NOT EVEN EXIST TODAY McLeod, Scott and Karl Fisch, "Shift Happens"
  • 14. Innovate to provide for candidates and clients • O P P O R T U N I T Y KN OW T H E M A R KE T - Keep a close eye on the skills landscape as it evolves - Top talent will be a commodity T AL E NT INT E L L IGE NC E - Know your talent pools to understand how to connect people’s skills with the right opportunities - Ability to demonstrate expertise for new and emerging skills T H INK BR OAD E R - Capabilities over qualifications (Skills over schools) - Understand the intangibles - Need Multi-skilled, Flexible Candidates
  • 15. TREND 03 INDEPENDENT WORK Independent work is already meaningful, and only expected to increase due to demographic, technology, and policy trends.
  • 16. Rise of Millennials Growth of online marketplaces Increasing cost effectiveness 1 2 3
  • 17. ~90MINDEPENDENT WORKERS IN THE EU-15 Source: Source: McKinsey Global Institute; EU-15 includes Austria, Belgium, Denmark, Finland, France, Germany, Greece, Ireland, Italy, Luxembourg, Netherlands, Portugal, Spain, Sweden, United Kingdom. (26% OF THE ENTIRE WORKFORCE)
  • 18. Become a strategic partner to help clients thrive • O P P O R T U N I T Y R E V IE W BUS IN E S S M OD E L - Perm vs contractor - is this business model in line with the current and future market conditions UPS KIL L YOUR R E C R UIT E R S - Understand your clients needs to be able to advise them how to benefit from this trend - Enable strategic conversations by arming recruiters with market insightsUND E R S T AND M AR KE T - Market intel will help you to understand the industries, skills and roles impacted and where the opportunities are
  • 19. Quality of Candidate: What are characteristics of my best placements? Which industries should we target for client development? Business Leaders: What are my competitors doing? What talent are they acquiring and where? Where should I build a team to launch a new business line or product? Where can we find hidden talent? Business Leaders: What functions are on the rise and which industries are increasing their hiring efforts? Strategy: Where should we open our next office? Internal HR: Why are our employees leaving and how does my attrition compare to peers? What should my candidate and acquisition strategy be?
  • 20. The importance of data and insights
  • 21. 71%OF CEO’S VIEW DATA ON TALENT AS A SOURCE OF COMPETITIVE ADVANTAGE SOURCE – LINKEDIN GLOBAL RECRUITER TRENDS SURVEY 2018
  • 22. “We are going to see the biggest change in the HR profession overall, as analytics start to reinvent the way we work. We are now starting to look for HR professionals that have the capability to understand, interpret, and leverage data.” DAWN KLINGHOFFER, GENERAL MANAGER OF HR, BUSINESS INSIGHTS, MICROSOFT
  • 25. Our Economic Graph creates powerful data assets SchoolsSkillsJobsCompaniesMembers 590M+ 30M+ 20M+ 50k 84k+ LINKEDIN DATA ECOSYSTEM
  • 26. Every Action on LinkedIn creates a point of data This data helps us create unique Insights that help you focus efforts in ways that drive the most impact for your business
  • 27. 29K Schools 30M+ Companies 20M+ Jobs 590M+ Members 50K Skills CLIENTCANDIDATE Connections Education Skills Open Candidate Industry Location Interest Salary Job searches Job views Content views Companies followed Connections at company Hires Industry Company size Experience Current employees Similar companies Macro labor trends Alumni Location Culture & Values Intent Identity + Affinity = Every Action on LinkedIn creates a point of data This data helps us create unique Insights that help you focus efforts in ways that drive the most impact for your business
  • 28. It’s about what you do with them that count But it’s not about the data and insights
  • 29. Leveraging Insights for business outcomes
  • 30. B U S I N E S S C H A L L E N G E S T H A T C A N B E S U P E R C H A R G E D B Y D A T A Inform client recruiting strategy Strengthen relationships and expand footprint with existing clients Identify new prospect companies based on their hiring trends Decide which industries and locations to expand/ contract into based on talent market Drive internal recruiting by leveraging talent pool data and competitive benchmarking M A R K E T E N T R Y O R E X I T I N T E R N A L H I R I N G S T R A T E G Y C L I E N T C O N S U L T I N G P L A C E M E N T S T R A T E G Y N E W B U S I N E S S D E V E L O P M E N T
  • 31. 79%OF RECRUITERS AND HIRING MANAGERS ARE LIKELY TO BE USING DATA IN THEIR HIRING PROCESS WITHIN THE NEXT TWO YEARS Source: LinkedIn Global Recruiter Trends Survey
  • 32. 36%OF HR TEAMS FEEL THEIR DATA CAPABILITIES ARE GOOD OR EXCELLENT Source: LinkedIn Global Recruiter Trends Survey
  • 33. Is your workforce ready for the challenge? How will your business adapt to the rise of AI and automation? How do you identify talent with the right skills, in the right locations, at the right time? How will you identify and recruit those interested in independent work?