Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
Simply Irresistible: Engaging the 21st Century WorkforceJosh Bersin
Josh Bersin's keynote presentation on the Simply Irresistible Organization, a new and expanded way of thinking about employee engagement and building a people-centric company.
The 2013 Kelly Global Workforce Index (KGWI) brings work and workplace insights sourced from more than 120,000 respondents from 31 countries across the Americas, EMEA and APAC regions.
This first installment, on the topic of Career Development and Upskilling, explores the changing focus on training and skills development, as employees become more proactive and self-reliant in managing their careers.
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
Agile recruiting: Optimizing your Talent Acquisition Operating ModelBeamery
The agile management methodology brings concrete, measurable improvements to the companies who use it, from better stakeholder management and clearer priorities to faster delivery and go-to-market times. In recruiting specifically, it means a better way to prioritize hiring projects, improved visibility for both recruiters and hiring managers, and overall a more efficient, iterative recruiting process.
We've invited Mitzi Shafar, an experienced talent acquisition leader and currently lead partner at Talent Collective, to tell us more about the agile recruiting methodology.
Be ahead of the trend, not behind it: 56% of global talent leaders are prioritizing talent branding for their company this year. But, in order to have a strong talent brand, itās critical for you to focus on the connection between talent acquisition and marketing.
In this presentation, weāll go over how you can apply common marketing principles to develop and execute on your talent brand.
Youāll learn how to:
- Identify the right players from your marketing team to collaborate with on your talent brand
- Align your talent brand strategy with your marketing strategy
- Learn the best marketing tools to build and assess your strategy
Today HR and L&D organizations can finally deliver learning directly to people in the flow of work. This presentation describes this exciting new strategy, and how micro-learning (also called microlearning) can transform an organization's culture.
This document outlines trends and best practices in talent acquisition based on a presentation by Simon Parkin. It discusses moving away from an overly automated applicant tracking system (ATS) to a candidate relationship management (CRM) tool. It also emphasizes deeper candidate assessment, balancing candidate experience with evaluation, using data to calibrate internal and external talent, and training recruiters to serve as talent advisors rather than just administrators. Recruitment is seen as underfunded and in need of improved capabilities, sourcing, and executive support. Best practices highlighted include boomerang hiring, varied interview panels, mobile optimization, and leveraging LinkedIn.
This presentation details the big changes in the HR technology market for 2019. If you would like a copy of these slides, please register at https://joshbersin.com/hr-tech-disruptions-for-2019/
The document provides 10 templates for simplifying talent management processes to make them more effective. Template 4 focuses on pinpointing priorities by identifying which roles are becoming more critical to the organization's future success and shifting competitive dynamics. This allows the organization to focus its talent management resources on developing people in the roles that matter most for the future, rather than spreading efforts too thinly across all roles. Identifying critical roles provides an opportunity for HR to connect with senior leadership on how the business is changing and the capabilities needed.
Talent acquisition leaders understand the need to proactively establish relationships with candidates in order to attract and retain the best talent. But being successful requires more than big ideas--in fact, it often comes down to something far more practical: Operations.
Consistency and operationalized best practices are critical success factors, and both rely on sophisticated data management and robust back-end processes. In this webinar, Kyle Lagunas shares how to identify the right operational best practices to help your talent organization become truly proactive.
How To Optimize Your Tech Recruiting Stack
Patrick Christell, Senior Sourcer at Hire4ce, meets all the qualifications of āMASTER.ā
Weāre talking a Full-Lifecycle Recruiter, Project Manager and Agile sourcing pod-builder with seven-plus years of progressive experience recruiting for technology companies across the boards.
He also has a rather impressive tech stack, which is what this is all about.
Patrick is here to give you 60-minutes of training and live Q&A that will help you learn to recruit top talent.
In this webinar we will cover:
- How to search.
Tools like Hiretual, Seekout, AmazingHiring (and their plusses and minuses).
The difference between searching for senior-level engineers, how to know if you are on a purple squirrel hunt, and what to with a BONUS live demo that iterates a single string.
- How to run a sourcing pod.
Learn how Patrick creates his own CRM that can do outreach and reporting
- How to understand tech without being a techie.
What a software stack even is, understanding how it fits together, learning what each part of the stack technologies are associated with.
- How to engage talent.
Why a mixture of broad spectrum outreach and personalized outreach is best.
What cadence works best in 2019.
Why only using inmails screws you, and how to leverage the phone even if you hate using it (TextNow).
Nobodyās got time for a floppy stack.
Let Patrick show you how to build in functionality and results.
Provide interns with
mentors and ongoing feedback to
help them succeed and potentially
transition into full-time roles.
Evaluate: Use performance
management tools to assess
interns and identify top talent
for your pipeline.
Hire: Streamline the hiring process
to quickly convert top interns into
full-time employees.
Positive
Experience
Negative
Experience
71%
63%
of employers plan to
transition interns into
full-time employees
of companies would like
to hire interns for entry-level
positions
National Association of Colleges and Employers
Reference the Referrals
Employee referrals are one of the most effective ways
The Simplification of Work: What can HR and business leaders do to make work ...Josh Bersin
The Simplification of Work: What can HR and business leaders do to make work more simple, enjoyable, and productive? This presentation reviews the five major steps to simplifying the workplace and your entire organization.
HR technology can help HR move from data management to strategic business partnering by providing information craftsmanship. Effective use of HR technology leverages data to provide metrics and analytics that address key business issues of concern to C-level executives, such as meeting strategic needs, optimizing processes, and contributing to financial goals. HR technology allows HR to shift from administrative tasks to strategic expertise by facilitating employee and manager self-service, centralizing information, and standardizing best practices.
The document outlines a coaching and development model for performance management. It discusses how current performance management systems are outdated and don't fit 21st century employees. The model focuses on identifying high performers by their quality performance and engagement. It emphasizes setting clear expectations, providing feedback, and managers creating an engaging work environment to promote peak performance. The implementation involves continual coaching, clarifying expectations, and having outcome-focused conversations throughout the year rather than annual evaluations.
The document outlines Pump Corporation's talent acquisition strategy using Soft Systems Methodology. It discusses defining and understanding the problem situation of acquiring global talent in a timely manner. It expresses the complex problem situation using various subsystems and interdependencies. Conceptual models are built to show the relationship between business requirements, internal talent pools, external hires, and turnover. The models are then compared to the real world problem expression. Finally, recommendations for action are developed, including establishing an employment brand, targeting talent pools, improving selection competency, and aligning workforce planning with future requirements.
This document summarizes a presentation on talent analytics. It discusses the importance of talent analytics for businesses and outlines a vision for using data-driven talent management to gain a competitive advantage. The presentation describes common pitfalls to avoid, different levels of talent analytics from descriptive to predictive to prescriptive, and key dimensions needed for sustainable talent analytics capabilities. Examples of talent analytics solutions for onboarding, learning, leadership development, sales capabilities, and engagement are provided. The document concludes by suggesting options for organizations to get started with talent analytics and providing contact information for the presenter.
Winning with people - Unilever's L&D strategyHavas People
Carrie Bampo-Addo, Media Strategy & Operations Director at Unilever, gives a case study on the Unilever Media College and how they've successfully been able to embed learning as part of their culture using the 70:20:10 model.
Strategic Sourcing & Talent Pipeline - ConnectIn MilanoLinkedIn Italia
The document discusses building an effective talent pipeline. It defines talent pipeline as having a pool of talent available to fill various levels of an organization as it grows. It recommends laying the foundation by understanding where the organization currently stands, and building a solid pipelining process that involves defining roles to recruit for, making the HR team and business aware of the process, and continuously finding new leads and building long-term relationships. Best practices from Piaggio Group and Luxottica Group are shared, such as using LinkedIn to manage the entire sourcing, pipeline, and CV process with a customized workflow.
Explore the latest talent insights from and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
This edition of the Quarterly Product Release Webinar explores LinkedIn Talent Insights Integration, Talent Hub, and Social Profiles, now in Recruiter.
Presenters:
Delisha Yang, Senior Customer Success Manager
Allison Macur, Senior Customer Success Manager
Sankar Venkatraman, Global Product āEvangelistā
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you a full look at all the Q1 product updates rolling out across LinkedIn Talent Solutions.
Speaker Names:
Lauren Kuemmeler, Senior Customer Success Manager
Tucker Johns, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
The document provides an overview of new enhancements to LinkedIn Talent Solutions, including improved job targeting through artificial intelligence, new video advertising capabilities, and enhanced analytics and reporting tools for recruiters. Key updates include automated targeting of ideal candidates, instant profiling of applicant matches to help recruiters prioritize reviews, and recommendations and insights powered by LinkedIn's artificial intelligence. The presentation highlights how these tools can help recruiters find and engage top talent more efficiently.
Social Media In Financial Services Mike Pilcher Linked InPhilip Calvert
The document summarizes key findings from a survey of 262 HR professionals on recruiting trends in 2009:
1. Traditional job boards were still sourcing the largest percentage of hires but resources were being shifted away from job boards and staffing agencies and toward other sources like professional and social networks.
2. Building a strong talent pool was seen as a key priority, with two-thirds of teams focusing on improving recruiting efficiency.
3. Utilizing social networks, particularly LinkedIn, was viewed as one of the most essential long-term trends in recruiting.
The ability to identify, engage and recruit top talent for your business has never been so important. With the economy starting to show signs of life, businesses need to quickly adapt and ensure that they have the infrastructure and talent in place in order to capitalise on this growth and not be left behind.
The document discusses ScaleOn, a talent advisory firm focused on employer branding, recruitment process outsourcing (RPO), and talent acquisition training. It has offices in the UK, UAE, and India serving 140 clients across 16 countries. ScaleOn transforms standard text-based job descriptions into engaging formats using impactful narratives, info-graphics, and videos to improve the candidate experience.
5 essential steps to a social talent brand featuring skyLinkedIn Europe
Lauren Fogarty, Media Solutions Consultant at LinkedIn explains the importance of Talent branding and the essential steps to employee and social media engagement to spread the word on your workplace. This presentation features results from Skyās employment branding activity on LinkedIn ā with thanks to Lee Yeap.
The document summarizes the findings of a 2009 survey of 262 HR professionals about recruiting trends. It found that traditional job boards were still the largest source of hires but resources were shifting to other sources like professional and social networks. Building a strong talent pool and prioritizing efficiency gains were also key priorities. Respondents viewed utilizing social networks as the most essential long-lasting recruiting trend.
HEADHUNTERS HR leverages social recruiting on LinkedIn to deliver a 50% strike rate to clients. They built a team of socially-engaged recruiters who use LinkedIn Recruiter to find and pipeline candidates. The leadership championed social recruiting and recruiters received training. Regular engagement on LinkedIn helped keep candidates interested. Analytics provided insights to recruit smarter. These practices helped reduce time-to-hire and source 100% of international placements, growing revenues over 10% annually.
HEADHUNTERS HR is a staffing firm established in 2003 that now services multiple industries across India and Asia. They achieved a 50% strike rate for clients by adopting social recruiting on LinkedIn, which helped them find qualified international candidates more efficiently. They built a team of socially-engaged recruiters, provided training, kept candidates engaged on LinkedIn, and leveraged analytics to identify talent pools and track recruiting metrics. Adopting these social recruiting practices helped reduce time-to-hire and increase revenues from international placements.
The document provides guidance on pitching talent brand initiatives to CXOs. It emphasizes that C-suite support is crucial, and recommends arming yourself with data on your company's current talent brand performance and the potential benefits of improvement. Specific tactics suggested include highlighting relevant business challenges, showcasing case studies of other companies that strengthened their talent brand, and offering a clear pathway for building talent brand through LinkedIn and employee engagement. The overall goals are to reduce costs, boost retention, and attract more high-quality candidates.
Apostle offers employee advocacy software and an SRO activation program deployed by major international brands, such as Canon, Capgemini, Bridgestone, Shimano, DPD, and medium-sized companies with over 100 employees.
RecruitiX - the Next-Gen Recruiting Solutions Agency (EN v08)Fabrizio Coerezza
WE USE DIGITAL MARKETING TECHNIQUES TO DISRUPT THE RECRUITMENT PROCESS
Therefore, we know exactly what is possible and how we can take your recruiting to the next level with innovative solutions!
We provide the following services:
- PROGRAMMATIC RECRUITING
- RECRUITING CHATBOT
- EMPLOYER BRANDING
- TALENT ATTRACTION
- EMPLOYEE ENGAGEMENT
The document discusses how LinkedIn can help companies measure and improve their employer brand. It outlines how LinkedIn can assess an employer brand's reach and engagement on its platform, calculate a Talent Brand Index to benchmark the brand against peers, and track the index over time. The document also explains how LinkedIn allows targeted recruitment advertising and content sharing to engage relevant talent.
With many recruiting teams facing resource challenges on a regular basis, how can you stay proactive and navigative hiring cycles?
This presentation covers:
- Challenges facing companies hiring at scale
- The 2016 Global Recruiting Trends to embrace these
- Tips and tricks to put you on the fast track of hiring at scale
Evolution Recruitment Solutions - Company OverviewKieron Mayers
Evolution Recruitment Solutions is a specialist in permanent, contract, and interim IT recruitment. They have over 130 employees focused on becoming the best IT recruitment consultancy. They provide outstanding recruitment services through retained, exclusive, and contingent searches of their database of over 4.5 million profiles. They also offer contract recruitment and talent solutions through their TalentS.A.F.E. framework to guarantee high quality contractors. Evolution prides itself on outstanding client and candidate service and being an employer of choice.
The document provides guidance on building a strong employer brand through a 5-step process: 1) Get executive buy-in by sharing compelling data; 2) Listen to feedback from employees and candidates; 3) Craft an authentic brand approach and set goals; 4) Promote the brand through LinkedIn and other channels; 5) Measure results and adjust the strategy. It emphasizes the importance of consistency, authenticity, and using LinkedIn and employee networks to engage talent at all stages of the hiring process.
The document provides guidance on building a strong employer brand through a 5-step process: 1) Get executive buy-in by sharing compelling data; 2) Listen to feedback from employees and candidates; 3) Craft an authentic brand message and set goals; 4) Promote the brand on LinkedIn and engage candidates; 5) Measure results and prioritize areas for improvement using the Talent Brand Index. Following these steps can help lower hiring costs, reduce turnover, and influence how candidates perceive the company.
Similar to Shaping Your 2021 Talent Strategy: EMEA and Latin America Event (20)
Explore how talent acquisition, HR, and learning and development teams can help create a more equitable and inclusive workplace for Black employees. Learn best practices for hiring, supporting, and developing Black professionals and discover unique insights on fostering inclusivity and belonging.
As our world evolves in response to recent challenges, recruiting will evolve along with it. In this virtual event, learn why talent development and diversity are coming to the forefront-and how your team can successfully adapt to the changing talent landscape.
Join talent leaders from LinkedIn, ViacomCBS, Arm, and Infosys for a discussion on how hiring teams can prepare for the future of recruiting.
You'll learn:
ā¢ How to drive internal mobility by partnering with learning and development
ā¢ Why candidates' transferable skills and potential will matter more than their hard skills
ā¢ What it takes to support your organization in building a diverse workforce
As companies commit to improving diversity within their workforces, talent teams and business leaders are being called upon to turn commitments into actions ā whether actively hiring or pipelining for the future. Join us for a discussion with industry experts from Netflix and Whirlpool to learn how to build a more inclusive talent pipeline and bolster diversity, inclusion, and belonging.
Insights on Talent Management from Europe, the Middle East and Latin AmericaLinkedIn Talent Solutions
Discover actionable insights on emerging hiring trends in EMEA and Latin America, innovative product updates, and timely tips to help you adapt to todayās recruiting landscape and plan for whatās to come.
Whether you're actively hiring or pipelining for the future, explore:
Ā· Global and regional hiring trends, powered by LinkedIn data
Ā· New product updates designed to deliver an improved candidate experience
Ā· Tips and best practices from LinkedIn insights and talent industry experts
Discover actionable insights on emerging Asia Pacific hiring trends, innovative product updates, and timely tips to help you adapt to todayās recruiting landscape and plan for whatās to come.
Whether you're actively hiring or pipelining for the future, explore:
Ā· Global and regional hiring trends, powered by LinkedIn data
Ā· New product updates designed to deliver an improved candidate experience
Ā· Tips and best practices from LinkedIn insights and talent industry experts
Discover actionable insights on emerging North American hiring trends, innovative product updates, and timely tips to help you adapt to todayās recruiting landscape and plan for whatās to come.
Whether you're actively hiring or pipelining for the future, explore:
Ā· Global and regional hiring trends, powered by LinkedIn data
Ā· New product updates designed to deliver an improved candidate experience
Ā· Tips and best practices from LinkedIn insights and talent industry experts
Join us for a live session packed with valuable TA insights designed to help you stay informed, connected, and productive during these uncertain times. Hear from LinkedInās Chief Economist on the latest economic outlook and hiring trends. Get best practices for navigating this new world of work from fellow TA leaders, and preview LinkedInās newest product updates.
Presenters:
ā¢ Sankar Venkatraman, Global Product Evangelist, LinkedIn
ā¢ Karin Kimbrough, Chief Economist, LinkedIn
ā¢ Melissa Thompson, SVP, Talent Acquisition, Nielsen
ā¢ Brendan Browne, VP, Global Talent Acquisition, LinkedIn
As more companies are impacted by an unprecedented global health issue, teams are learning how to quickly manage evolving priorities.
Hiring freezes, layoffs, and budget shifts are creating new challengesābut there are also new opportunities on the horizon. Companies can now focus on equipping employees with new skills to succeed in a primarily remote environment.
Join us for a special discussion on how to develop the skills your team will need to be ready for the future of work.
Navigate this new work-from-home world by:
Ā· Finding out which three skills are becoming more important
Ā· Getting tips to foster engagement and productivity
Ā· Learning the technology that can help you, your team, and employees succeed
Tune in and experience LinkedIn Talent Hub in action! During the course of the webinar, youāll learn about how and why LinkedIn Talent Hub was developed and how Talent Hub can help with common hiring problems.
LinkedIn's Future of Recruiting report features 7 predictions on how the world of recruiting will change, actionable tips on each prediction, original LinkedIn data insights, and illuminating advice from thought leaders around the world.
Get an in-depth look at all the new features rolling out this quarter.
New Features: Learn about the most exciting features released this quarter, designed to help you get work done faster and deliver more intelligent results.
Live Demos: Get an in-product demonstration of the updates with our product experts.
Presenters:
Maridawn Lamb, Customer Success Manager
Brad McIntyre, Customer Success Manager
Sankar Venkatraman, Global Product āEvangelistā
When it comes to investing in diversity, 71% of talent professionals
report that achieving gender parity* at their company is a
top priority.1 And while there is a long way to go to get there, a
thoughtful, data-driven recruiting strategy can help you make
meaningful gains toward that goal.
To understand how gender impacts the candidate journey, we
analyzed LinkedIn data on billions of interactions between
companies and candidates from job applications to recruiter
outreach and hires. The results show that while women and men
explore opportunities similarly, thereās a clear gap in how they apply
to jobs ā and in how companies recruit them.
The good news is that this data is actionable. This report will help
you improve every step of the job seeker journey on LinkedIn, from
how you position your employer brand and interact with candidates,
to benchmarking your gender diversity hiring goals against your
industry. Your push for #BalanceForBetter can start today.
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you an in-depth look at the New Recruiter & Jobs.
Presenters:
Shawn Mealy, Senior Customer Success Manager
Anusha Bagchi, Senior Customer Success Manager
Sankar Venkatraman, Global Product āEvangelistā
Jonathan Pohl, Senior Product Manager
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you an in-depth look at the New Recruiter & Jobs.
Presenters:
Shawn Mealy, Senior Customer Success Manager
Anusha Bagchi, Senior Customer Success Manager
Sankar Venkatraman, Global Product āEvangelistā
Jonathan Pohl, Senior Product Manager
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.
The document discusses LinkedIn Recruiter's new intelligent hiring experience, which unifies hiring channels and provides a more seamless workflow. Key features include linking jobs to projects and viewing candidates across channels in one talent pool, reviewing candidate profiles without leaving search results, adding candidates to a unified pipeline, and easily closing the loop with rejection messages. Upcoming features will further integrate products and provide intelligent recommendations. The presentation provides an overview of the new experience and quick tips for common tasks.
This document outlines 8 steps for building an engaging online brand to attract candidates without large investments. It recommends:
1. Gathering data on top employees to create detailed personas to understand what draws candidates.
2. Encouraging current employees to share content about the culture and why they enjoy working there.
3. Providing tools and training for employees to become social brand ambassadors and encouraging sharing through contests.
4. Highlighting company values and culture throughout the hiring process and on the careers page.
5. Leveraging speaking opportunities to discuss culture and entering awards to promote being a great place to work.
6. Including benefits and making the application and hiring process clear on
This blog examines the pivotal role of HR in implementing and sustaining Corporate Social Responsibility (CSR) initiatives. By leveraging tools like HRMS software and cloud HR systems, companies can enhance transparency, boost employee engagement, and achieve their CSR goals effectively.
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A study on Effectiveness of Training in Commercial Banks of BangladeshDr. Nazrul Islam
When the trainings are effective, Return on Investment (ROI) in training becomes visible in the organization. To identify the effectiveness of training in the commercial banks of Bangladesh, this study explores the role of trainer quality as a predictor of self-efficacy, motivation to transfer, authentic leadership, and training system effectiveness (TSE). It also examines the mediation role of self-efficacy, motivation to transfer, and authentic leadership between trainer and the training systems of commercial banks in Bangladesh. Data were collected from 625 employees of commercial banks in Bangladesh. Partial Least Squares Structural Equation Modeling (PLS-SEM) was applied to test the hypotheses. Results revealed a significant and positive impact of trainer quality on self-efficacy and motivation to transfer of training. This study suggests that the policymakers and the training specialists should focus on self-efficacy and motivation to transfer in giving training for improvement of the effectiveness of training in commercial banks of Bangladesh.
2. Today's speakers
Chris McVeigh
Product Marketing Manager
LinkedIn
John McCall
Talent Attraction Manager
LinkedIn
Anette Bƶhm
Senior General Manager Corporate HR
KBC
3. ā¢ Your mic is muted
ā¢ You can ask questions in the chat box
ā¢ After we end, please fill out the
post-session survey
ā¢ A recording will be available
after the event
ā¢ Visit https://lnkd.in/lts-updates for
more information
Before we
get started
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.
4. Agenda 1 We're in it together
Our vision and mission
2 Stay informed
Key trends and insights
3 Stay connected
Customer conversation
4 Stay productive
New product updates
5 Stay curious
Live Q&A
6. Vision
Create economic opportunity for
every member of the global workforce.
Mission
Connect the worldās professionals
to make them more productive
and successful.
7. LinkedInās Economic Graph: a digital representation of the global workforce.
Members first
Our most important company value.
8. 722+ million members in 200 countries and regions worldwide
17M+
Canada
174M+
United States
15M+
Mexico
5M+
Chile
8M+
Argentina
8M+
Colombia
46M+
Brazil
2M+
Morocco
5M+
Nigeria
8M+
South Africa
2M+
Kenya
4M+
Egypt
9M+
Turkey
71M+
India
1M+
Israel
4M+
UAE
4M+
Saudi Arabia
52M+
Chinese Mainland
2M+
Republic of Korea
2M+
Japan
2M+
Taiwan
1M+
Hong Kong
2M+
Singapore
16M+
Indonesia
5M+
Malaysia
11M+
Australia
163M+
Europe
UK 29M+ Portugal 3M+
France 21M+ Romania 2M+
Italy 14M+ Sweden 3M+
DACH 15M+ Czech Rep. 1M+
Spain 13M+ Finland 1M+
Netherlands 8M+ Ireland 2M+
Belgium 3M+ Poland 3M+
Denmark 2M+ Norway 2M+
Hungary 1M+
9. 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
11. 63%
of talent professionals expect
their employer branding budget
to increase or stay the same
Future of
Recruiting
report
Your employer
brand will hinge
on empathy
and actions.
Prediction:
The Future of Recruitingā EMEA; LinkedIn, Oct 2020
14. Either click on the icon below or
drag and drop your iPhone X
screenshot into this photo
placeholder
Use simple tools to
tell authentic stories.
Spark emotional
reaction and pique
curiosity
Focus on
core brand
messages
17. 13%Increase in
internal mobility
since COVID-19
47%Of talent
professionals
expect their
recruiting budget
to decrease
64%Expect their
L&D budget to
increase or stay
the same
Internal
mobility
Future of
Recruiting
report
Recruiting will
hire less and
build and
borrow more.
Prediction:
The Future of Recruitingā EMEA; LinkedIn, Oct 2020
18. Empowering
the talent within
Internal mobility (IM) is any time
an employee moves roles at
your company, including
promotion, function change
and occupation change.
Itās also when employees
change the way they work ā
like allocating time differently
to new initiatives, enabling
growth and development.
Time to hire
Cost of hire
Quality of hire
Career development
Employee retention
Motivation and morale
IM
improves:
19. Source: āWhere Internal Mobility is Most Common Since COVID 19ā, 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).
20. #NextPlay
Leveraging the power of career
transformation among teams
Highlight
career
transformation
1
Virtuous Cycle:
Alumni become
ambassadors
2
21. Future of
Recruiting
report
Recruiters will
build new skills
to align with the
business.
Prediction:
Agility
& Flexibility
Focus on
enhancing soft skills
within our team.
Team
Survey
Analyse gaps in
skillsets to engage
diverse talent
Diversity, Inclusion
& Belonging
Pipelining passive
talent from diverse
backgrounds
The Future of Recruitingā EMEA; LinkedIn, Oct 2020
22. 01 02 03
Empathy to action:
candidates react emotionally
to the here and now, so
leverage your team to tell
their authentic stories that
highlight your EVP.
Internal mobility is
increasingly important, can
actually help boost external
brand sentiment and should
be a part of a company-
wide strategy.
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
26. Helping you
with the entire
talent journey.
Develop
Empower your
employees
Hire
Recruit more
efficiently
Plan
Build an informed
strategy
27. 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
28. A simpler way to
post remote jobs.
Now you can automatically label your
job as āremoteā when posted to LinkedIn.
ā¢ Add the word āRemoteā or other accepted
keyword to your source job title
ā¢ Add ā#LI-Remoteā to your source job description
Either option will automatically label your
job as remote when posted to LinkedIn.
LinkedIn Jobs
29. Target your
remote job posts.
Reach the most relevant candidates
by adding the city, state, region,
or country where you're looking
for candidates.
Use this feature when:
ā¢ manually posting jobs
ā¢ posting jobs via Job Wrapping
Learn more about posting remote jobs
in the Recruiter Help Centre.
lnkd.in/remotejobshelp
LinkedIn Jobs
30. Empower your
teams.
Now itās easy to help hiring
managers make open roles more
visible to their networks.
ā¢ Attach job posts to the top of
LinkedIn profiles
ā¢ Notify networks using the #Hiring
hashtag and LinkedIn photo frame.
Activate the support of your hiring
managers with job promotion updates.
Share that youāre hiring
31. 30%
Quickly alert
top candidates.
Within three minutes of posting a job,
weāll use smart Artificial Intelligence 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.
Instant Job Push Notifications
32. More details
ensure the
best matches.
Make the most of Instant Job Notifications
by getting specific.
ā¢ Fill in all fields (Industry, Function, Skills).
ā¢ Where possible, use standardised
locations and titles.
ā¢ Create a Company page on LinkedIn,
and add your logo.
Instant Job Push Notifications
33. Streamline your
hiring process.
ā¢ Save time by evaluating a
candidateās soft skills and culture-fit
before a live interview.
ā¢ 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
34. 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. View submissions in In-Mail or review
directly on a candidate's profile.
Video Intro
of candidates
opt for video
responses
of job posters that use
Video Intro reuse it in
their subsequent jobs80% 70%
35. Talent metrics
Metrics are split into two categories:
Job impressions. Weāve 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
36. 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/representativetalentsearch
to learn more.
1. LinkedIn, Global Recruiting Trends, 2018.
2. LinkedIn, Future of Recruiting Report, EMEA, 2020.
of talent professionals report that
achieving gender parity at their
company is a top priority.1
71% of talent professionals say diversity
will be very important to the future
of recruting2
76%
Gender ranking in Recruiter
37. Uncover diverse
talent pools
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
LinkedIn Talent Insights
38. 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 āGenderā 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 companyās gender diversity data.
2
1
LinkedIn Talent Insights
39. 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.
Share real-time
data with your
team.
LinkedIn Talent Insights
41. Three resources for you
The Future of Recruiting
Six predictions to shape your
2021 strategy
Get the report
Think Insights
Workforce insights to keep a
pulse on industry trends
Visit Think Insights
Talent Voices
Learn, collaborate and share in a
community of talent leaders
Learn from Talent Voices