Shaping Your 2021 Talent Strategy: Asia Pacific Event

Talent Industry Insider
Shaping
your 2021
talent strategy

Today's speakers
Frank Koo
Head of Asia,
Talent & Learning
Solutions, LinkedIn
Magdalene Ang
Senior Manager
Product Marketing,
LinkedIn
Navin Manoharan
Senior Analyst
Insights,
LinkedIn
Datuk Nora Manaf
Chief Human Capital
Officer
Maybank
Ros Tregurtha
Group Director
Employee Experience
Domain

• Your mic is muted
• Please ask questions in the chat box
• Please fill out the survey after the event
• The recording is available on-demand
Before
we begin:
Type your question here
Submit a question in the chat box and it will be
answered either within the chat or during the Q&A
section of the presentation.

Agenda 1 We're in it together
Our vision and mission
2 Stay informed
Key trends and insights
3 Stay connected
Customer conversation: Maybank | Domain
4 Stay productive
New product updates
5 Stay curious
Live Q&A

Vision
Create economic opportunity for
every member of the global workforce.
Mission
Connect the world’s professionals
to make them more productive
and successful.

Our most important company value.
Members first

Rank 2017* 2018* 2019* 2020*
1
2
3
4
5
6 N/A
7 N/A N/A
8 N/A N/A N/A
9 N/A N/A N/A
Business Insider
Intelligence
2020 digital
trust ranking
Ranking based on overall
digital trust scores.
Source: Business Insider Intelligence Digital Trust Report 2017, 2018, 2019.
* Ranking methodology changed for 2018 onward.
Digital Trust Report

A digital representation of the global
workforce.

P Present
Employees first
Long-term
purpose-driven impact
Diverse talent built
based on capabilities
and potential
Past
Shareholders first
Near-term
financial success
Talent assembled
based on credentials and
past accomplishments
The culture of business is changing.

The companies
that win will make
people success
their priority.
When your people succeed,
your organization succeeds.

Why focus on
internal mobility now?
A unique challenge means
a unique opportunity.
The pandemic is driving
a renewed focus in, and
providing an opportunity for,
internal hiring strategies.
unique
challenge
unique
opportunity

Future of recruiting.
Prediction: Recruiting will hire less, build and borrow more
Visit: business.linkedin.com/talent-solutions/blog/future-of-recruiting/2020/future-of-recruiting
Source: The Future of Recruiting– APAC; LinkedIn, Oct 2020.
1. LinkedIn Global Talent Trends 2020.
15% Increase in internal mobility
since COVID-19.
2outof3
talent professionals in Asia-Pacific
expect their L&D budget to
increase or stay the same.
69%
of talent professionals state
that advising the business on
workforce planning is becoming
increasingly important.

Source: “Where Internal Mobility is Most Common Since COVID 19”, LinkedIn Talent Blog, Oct 28 2020.
Since COVID-19,
internal hires make
up a greater share
of all hires.
Internal mobility rates, i.e., share of
all job changes that were movements
within the same company
16.5%
19.6%
April – August
2019
April – August
2020

Source: LinkedIn data April 2020 - Oct 2020
Internal mobility rates in Asia-Pacific

0%
5%
10%
15%
20%
25%
30%
Legal
ConsumerGoods
Energy & Mining
Recreation & Travel
Retail
Manufacturing
Nonprofit
PublicSector
Finance
Transportation & Logistics
Hardware & Networking
Health Care
Real Estate
Corporate Services
Higher Education
Media & Communications
Construction
Software & ITServices
E-learning
EducationManagement
Entertainment
W
ellness& Fitness
Design
2020 5 year average
Across Asia-Pacific, most industries are showing above-
average internal mobility.

Empowering
the talent within.
Internal mobility happens when
an employee changes roles at your
company. This includes promotions
and function and occupation changes.
It can also happen when employees
change how they work, allocating
time to new initiatives, enabling growth
and development.
ü Time to hire
ü Cost of hire
ü Quality of hire
ü Career development
ü Employee retention
ü Motivation and morale
Internal mobility improves:

Source: “Where Internal Mobility is Most Common Since COVID 19”, LinkedIn Talent Blog, Oct 28 2020.
Employees at
companies with
high internal mobility
stay almost 2x longer.
Companies with
low internal mobility
2.9 years
Companies with
high internal mobility
5.4 years
Median employee tenure for
companies with high and low internal
mobility (top and bottom quartile)

of learners say they’d stay at
their company if there were more
skill-building opportunities.1
of L&D professionals say they partner
with recruiting to identify skills gaps
and hard-to fill roles.2
Retain your
top talent.
The right mobility strategy
helps you:
• Give employees the ability to
pursue their career goals
• Transfer institutional knowledge
to new roles
• Hold onto top performers, even
during department cutbacks
1. LinkedIn Global Talent Trends 2020.
2. LinkedIn Workplace Learning Report 2019.
73%
23%

Interesting
pathways
we’ve seen
among LinkedIn
Learners:
Grow a more agile,
able workforce.
By enabling employees to move between
teams, you can:
• Develop a multi-talented workforce for
cross-functional projects
• Pivot to meet changes in the market and
build resiliency
• Create a pipeline for future leaders with
organizational understanding and multi-
faceted problem-solving abilities
Project
Engineer
Project
Manager
IT
Solutions
Specialist
Solutions
Architect
Business
Analyst
Product
Owner

Source: LinkedIn’s Global Talent Trends 2020, survey results from 1,772 respondents
globally
Common Barriers to internal mobility.
Percentage of talent professionals who cite the following as barriers to internal recruiting:
16%
17%
19%
21%
28%
29%
38%
56%
70%
0% 10% 20% 30% 40% 50% 60% 70%
Insufficient resources to establish new internal recruiting processes
No effective way to advertise internal openings
Leadership does not support internal recruiting
No effective way to assess internal candidates
Hiring managers prefer to hire external candidates
No effective way to identify internal candidates
More difficult to diversify our workforce
Not enough qualified internal candidates
Managers don't want to let good talent go

Source: LinkedIn’s Global Talent Trends 2020, survey results from 1,772 respondents globally
22%
27%
33%
35%
39%
53%
56%
60%
60%
Consistent evaluation process for internal and external candidates
More support from talent acquisition
Executive leadership buy-in
A better way to advertise open roles internally
Incentives for managers to let their employees move
Better training to reskill employees
Connecting upskilling to internal opportunities
Encouraging more cross-functional projects
Identifying skills of existing employees
Change the way you access talent
Percentage of talent professionals who cite the following as ways to improve internal recruiting:

01 02 03
Internal mobility is
increasingly important
and should be a part of a
company-wide strategy.
Internal mobility can help
retain top talent, reduce
overall attrition and create
an agile workforce.
Empowering your
talent team to expand
their influence and impact
by engaging with partners
outside of HR and to
focus on L&D, are integral
to success.
A quick recap:

Talk
shop
Customer conversation
Frank Koo
Head of Asia,
Talent & Learning Solutions,
LinkedIn
Datuk Nora Manaf
Chief Human Capital Officer
Maybank
Ros Tregurtha
Group Director
Employee Experience
Domain

Develop
Empower your
employees
Hire
Recruit more
efficiently
Plan
Build an informed
strategy
We’ll help connect your people
and mobilize your organization
for ongoing evolution.
Smart Workforce Investments
• Develop a pipeline for the future
Effective Hiring Strategies
• Acquire talent and redeploy effectively
Talent Growth & Retention
• Manage a remote hybrid workforce
• Develop internal mobility programs

Tackle today’s talent challenges.
Internal
mobility
Strategic
hiring
Gender
diversity
Remote candidate
engagement

Internal mobility
Understand your internal workforce
and help employees grow.

LinkedIn Talent Insights
Understand your internal workforce.
Shape your internal mobility strategy.
LinkedIn Learning*
Help upskill your employees.+

Demo
See how LinkedIn Talent Insights
can help you develop a strong
internal mobility strategy.

Remote
candidate
engagement
Product updates to help you
source and connect.

1 Assess how your current workforce is distributed
2 Understand key talent pools
3 Identify and evaluate new markets
4 Optimize your sourcing strategy, right from Recruiter
Make better remote work decisions.
The information you need to tackle your top talent priorities.

New filters for
New Recruiter & Jobs.
Now you can fine-tune your search in Recruiter to
focus only on candidates interested in remote work.
Remote filters in Recruiter

A simpler way to
post remote jobs.
Now you can automatically label your
job as ”remote” when you post jobs to LinkedIn
through LinkedIn Job Wrapping.
• Add the word “Remote” or other accepted
keyword to your source job title
OR
• Add “#LI-Remote” to your source job description
Either option will automatically label your
job as remote when it posts to LinkedIn.
Posting Remote Jobs

Target your
remote job
posts.
Reach the most relevant candidates
by adding the city,
state/province/county,
or country where you're looking
for candidates.
Use this feature when:
• manually posting jobs
• posting jobs through Job Wrapping
Learn more about posting remote jobs
in the Recruiter Help Center.
lnkd.in/remotejobshelp
Posting Remote Jobs

Strategic hiring
New ways to help you hire
top talent faster.

Empower your
hiring managers.
Now it’s easy to help hiring
managers make open roles more visible
to their networks.
• Attach job posts to the top of
LinkedIn profiles
• Notify networks using the #Hiring
hashtag and LinkedIn photo frame.
Activate the support of your hiring
managers with job promotion updates.
Share that you’re hiring

Quickly alert
top candidates.
Within three minutes of posting a job,
we’ll use smart AI to alert ~500 of
our most relevant candidates.
Start reviewing applicants in an hour.
Available globally.
Applicants that receive
Instant Job Notifications are
more likely to be hired
than all other applicants.
30%
Instant Job Push Notifications

More details
ensure the
best matches.
Make the most of Instant Job Notifications
by getting specific.
• Fill in all fields (Industry, Function, Skills).
• Where possible, use standardized
locations and titles.
• Create a Company page on LinkedIn,
and add your logo.
Instant Job Push Notifications

Streamline your
hiring process.
• Save time by evaluating a
candidate’s soft skills before a
live interview.
• Identify candidates who may not
have the education or experience
you were looking for, but may have
the right soft skills to succeed.
Video Intro is being used
to hire across functions,
industries, and seniorities.
Job posters who use Video
Intro are nearly 2x more likely
to find a hire.
2x
Video Intro

How it works:
1. Enable Video Intro when manually
posting a job on LinkedIn.
2. Once you receive applications, select
candidates in New Recruiter & Jobs who
will be asked to answer up to two
questions.
3. When candidates receive a request,
they can record a short video, or provide
a written response.
4. Click on the link to review submissions
directly on a candidate's profile, and
use InMail to message them back.
Tip: Decide ahead of time what qualities you are looking
for, and evaluate all intros with the same criteria.
Video Intro
of candidates
opt for video
responses.
of job posters that use
Video Intro reuse it in
their subsequent jobs.80% 70%

Share real-time data
with your team.
Here’s how it works:
• Select what you'd like to share from the Company
or Talent Pool Report in LTI
• Generate a link and share it with anyone in your
organization – no license required!
• Showcase your insights with rich data visualization
• Report data that updates itself in real-time
Y O U S P O K E ,
W E L I S T E N E D
*Only available for customers with both Talent Insights and Recruiter.

Improved metrics
reporting across
talent products.
We’ve made changes to keep reports
more clear and consistent. Now you’ll
have the data you need to make more
informed decisions.
Y O U S P O K E ,
W E L I S T E N E D
Talent metrics

Talent metrics
Metrics are split into two categories:
Job impressions. We’ve made improvements to how impressions are detected.
So, expect decreases if you receive this data.
Job Views and Apply-Clicks. Now we can track actions from users not logged
into LinkedIn, which means an increase in these metrics.
Job reporting UI. The UI has been updated so you can filter by total actions,
unique member actions, and jobs in specific projects.
Career Pages. Career Page metrics inside Company Page Analytics have
been replaced by "Life" and "Jobs" tab metrics.
Other things to keep in mind:
Job Apply-Clicks
Total times members have
clicked to apply for your jobs.
Completed Applications
The total number of
completed applications.More consistency
means greater
efficiency.
Y O U S P O K E ,
W E L I S T E N E D

Gender
diversity
Now your recruiting can reflect
your values and commitment
to equality.

Recruit equitably.
Automatically.
Gender Ranking in Recruiter ensures
each candidate search is fair and
balanced.
Search results are programmed to
reflect the gender mix of the industry
and available talent pool.
Visit lnkd.in/representativesearch
to learn more.
1. LinkedIn, Global Recruiting Trends, 2018.
2. McKinsey, Why Diversity Matters, 2015.
of talent professionals report that
achieving gender parity at their
company is a top priority.1
71% boost in performance among companies
with a diverse workforce compared to
those with no diversity initiatives.2
35%
Gender ranking in Recruiter

Understand the
gender representation
of your workforce.
Inform your strategy by comparing the
gender representation of your company to
industry benchmarks.
1. Go to Company Report for your Company
and select “Gender” Tab
2. Use filters like Function and/or Location to
understand gender representation and
benchmarks for key talent pools and locations.
This data will only be available for your company. You will not
be able to see data for other companies, and no one else can
see your company’s gender diversity data.
2
1

Identify gender
diverse talent.
Identify more opportunities to
find gender balanced talent.
1. Understand gender diversity
breakdown for key talent pools.
2. Access information across location,
industry, and education.
3. Compare granular data to ensure
fairer gender diversity dynamics.
1
2
3
Location tab

Don’t forget!
Your feedback helps us make updates with you in
mind. So please click the survey icon in your
console and share your thoughts.

Three resources to takeaway:
Virtual Event: Deliver People
Success | On-Demand
Hear from talent leaders on how they
are thriving beyond 2020 as they discuss
topics from internal mobility and hybrid
workforce to people success.
https://lnkd.in/DeliverPeopleSuccess
Download The Future of Recruiting:
Asia-Pacific Report
We make six bold predictions about the
future of recruiting, distilled from a survey of
over 1,500 talent professionals, exclusive
data points from the LinkedIn platform, and
in-depth interviews with talent leaders
around the world.
https://lnkd.in/FutureRecruitingAPAC
Free Learning Path | Diversity, Inclusion
and Belonging for All
This transformative learning path reviews
current thinking and best practices on
essential topics such as bias in all of its forms,
cultural competence, communication,
allyship, and accountability.
lnkd.in/DiversityLearningCourse

For more information and resources,
visit lnkd.in/lts-updates
Thank you
Share feedback about our products:
productfeedback@linkedin.com

Shaping Your 2021 Talent Strategy: Asia Pacific Event

Related slideshows

More Related Content

What's hot

What's hot (20)

Similar to Shaping Your 2021 Talent Strategy: Asia Pacific Event

Similar to Shaping Your 2021 Talent Strategy: Asia Pacific Event (20)

More from LinkedIn Talent Solutions

More from LinkedIn Talent Solutions (20)

Recently uploaded

Recently uploaded (20)

Shaping Your 2021 Talent Strategy: Asia Pacific Event