2016 Global Talent TrendsData on How Candidates Want to be Recruited

Introductions

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About LinkedIn’s Annual Talent Trends Survey

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26,000+ 40

6,700+global professionals working full-time or part-time

people who changed jobs between Feb and Mar 2016

countries

What we asked:

How open they were to a new job How active they were in their job search What they wanted to know about a company What they wanted to know about your jobs What resources they used to change jobs31%

female

About LinkedIn’s Annual UK & Ireland Talent Trends Survey

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1264+ 490+UKI professionals working full-time or part-time

people who changed jobs between Feb and Mar 2016

Agenda

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Almost everyone wants to hear from you1

What candidates want to know2

Where to find them3

1Almost

everyone wants to hear

from you

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Almost everyone is open to your opportunities

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88%of global professionals say they are interested in hearing about new job opportunities.

A recruiter reached out. He said, ‘You have an interesting LinkedIn profile.’ He referred to my master’s thesis which was about the London Olympics and said I’d be a good fit this role. I ended up taking the job.

Émilie GauthierAssistant to the Executive Director of SportCanadian Olympic Committee

Whether or not someone is an active or passive candidate, they want to know about your open jobs.

Most talent is passive, but active talent is on the rise

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25%2014

30%2015

32%2016

Passive talent

Active talent

Refresh your message to candidates and where you share it

1. Refine your employer value proposition (EVP). Show how your company is different. Give passive candidates a convincing reason to have a conversation with the hiring manager.

2. Share your message across all your content to get to the right candidates. Hammer your message home in every job description, company description, and social media post.

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2What candidates

want to know

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The biggest roadblocks to candidates changing jobs

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Not knowing what it's really like to work at the company

It’s hard to know what exactly [companies] are looking for and how they differentiate between candidates and opportunities.Sung Kim

Financial Planning & Analysis Manager, The Honest Company

Not understanding what's expected of the role

Not hearing back after applying to a company

Contacted for the wrong job by recruiters

1

2

3

4

What candidates want to know mostabout your company

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2. Office locations

62%70%

1. Culture and values

54%

3. Employee perspectives

“I would like to hear the positives and negatives from real professional staff members — not the marketing gloss from the CEO or marketing office. Real people. Real jobs.”

Share employee views

“Share what makes the company different from its competitors and why a potential candidate should apply for the position.”

Explain what makes you different

Professionals don’t just want jobs, they want career growthThe most common reasons why people leave their jobs are:

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Need more challenging work

39%47%

Lack career opportunities and

advancement

33%

Unhappy with work environment and

culture

“Tell me how this will impact my career and how fast an employee can grow.”Career trajectory

“Give a realistic day in the life of a person in that job. Good and bad. No job is perfect and I know that certain bad things can be lived with and certain bad things cannot.”

Day in the life

4How to get

candidates to stay longer

Hone the message about your company and careers1. Describe your culture, perks,

and vision in a memorable way. Avoid corporate jargon. Use human language. Share unique stories about things your company does.

2. Clarify career growth opportunities. Take your job descriptions to the next level. Share how someone could grow and feel challenged in the role.

3. Connect interviewees with employees who can tell them about a day in the life on the job and give them an honest perspective

3Where to

find candidates

15

People first hear about a new job through:

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A staffing or head hunting firm

Someone they knew at the company

Third-party website or online job board

23%

17%

14%

It is helpful to be connected to people who are currently in that role or a similar role that I'm applying to or am interested in.

Damien McCreathSenior Assistant Brand ManagerP&G

After hearing about the job, they don’t apply right away. Instead, they

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Look up the company’s website

Update their CV

Read articles about the company online

Browse employee's LinkedIn profiles

Update their profiles on LinkedIn

74%52%

42%37%

30%

It's great if people do their research online about SoulCycle and what we're all about. There are plenty of interviews to watch and read. [The CEOs] Julie and Elizabeth do a great job of conveying our core mission.

Alex CaiolaManager of Corporate Recruiting, SoulCycle

When people interact with your employer brand, they are more likely to be interested in your roles

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66%

of professionals know about your company

before they consider a job there.

* Employer brand includes Work With Us Ads, Sponsored Updates, Recruitment Ads, or Following a company, Viewing a job, Visiting a career page

Likelihood that prospects will respond to an InMail

Interacted with your employer brand

Did not interact with your employer brand

40%

10%

The top ways people land a new job

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Got a referral from someone they knew at the company

Applied through a third-party website or online job board

Apply through a company's career website

42%

35%

35%

Interesting facts:• The first and last thing most

candidates do is interact with your employees

• Successful job seekers are 9X more likely to research current employees

One thing stands out: Your employees play a big role in hiring

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89%

of job seekers networked while seeking their current

job

53%

of those who networked said it helped them get

the job

I did what a lot of people do, I networked. I had three separate, unrelated connections to this company. There is an element of risk with any new job, but having conversations with the hiring manager and another employee outside of the formal interview process made me feel like I knew what I was getting into.

Danna KleinSenior Product Marketing ManagerMixpo

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Spread the word about your company and jobs to where candidates are

1. Invest in the channels candidates find most useful: job boards, social professional networks, and recruitment agencies

2. Empower employees to refer people they know. They are already talking to potential candidates.

3. Have a brand presence every step of a candidate’s journey so they are familiar with you by the time they apply.

Bring the best candidates to your doorstep byreaching the right candidates with the right jobs — automatically

You want to recruit passive as well as active candidates.90% of global professionals are open to a new job. And over 50% of people who view jobs on LinkedIn are passive candidates.

You want more of the right candidates with less effort.2X your recruiters’ InMail response rates when candidates interact with your job before a recruiter reaches out.

You want more qualified people to see your jobs.In the past year, monthly job views on LinkedIn have grown 90%. And monthly job applications have grown 86%.

How LinkedIn Job Slotscan help you reach candidates each step of their journey

Here’s how jobs play a role in a candidate’s journey to your company on LinkedInWe looked at the behaviors of millions of LinkedIn members, and discovered that the most common path from candidate to hired looks like this:

Connectwith an employeeat the company

Followyour company

Viewyour job

GETHIRED

Viewyour Company Page

Viewyour Career Page

Reach outto an employee or

Applyto a job

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How job slots work

Candidates will see your jobs in

When candidates view your jobs, they are twice as likely to respond to a recruiter’s InMail

* Additional fee

Post your job to over 433 million passive and active candidates. Swap any of your roles into the same slot, year-

round.

Track who’s looking at your jobs, who’s applying, what their skills are, and

what companies they’ve been working with.

See qualified candidates applying and view their LinkedIn profiles. Filter applicants by location, experience

level, role, and more.

• Their homepage news feed• Your employee profile pages*• Your organization’s LinkedIn Career Page*• Their mobile: LinkedIn.com, LinkedIn Job Search, and LinkedIn

Student apps• Their InMail right rail• Jobs homepage and job search

2X

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3 ways you can stay ahead of 2016 talent trends

1. Refresh your message to candidates and where you share it: They are open to your jobs

2. Hone the message about your company and careers: Address culture & career growth

3. Spread the word about your company and jobs to where candidates are: Job boards, social professional networks, recruitment agencies, through employees

Status Updates > Spread your message

Company pages > Build your  brand

Top free tools that can help you amplify your talent strategy

Career Pages>Promote your jobs

Sponsored Updates >Spread your message

Work with Us ads>Attract passive candidates

Top paid tools that can help you amplify your talent strategy

Check out our country level reports here

If you would like more information on how LinkedIn can help you with your recruitment strategy, do not hesitate

to contact us