Data on how candidates want to be recruited

1. 2016 Global Talent Trends
Data on How Candidates Want to be Recruited

2. Introductions
2

3. About LinkedIn’s Annual Talent Trends
Survey
3
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

4. About LinkedIn’s Annual UK & Ireland Talent
Trends Survey
4
1264+ 490+
UKI professionals working full-
time or part-time
people who changed jobs
between Feb and Mar 2016

5. Agenda
5
Almost everyone wants to hear from you1
What candidates want to know2
Where to find them3

6. 1
Almost
everyone wants
to hear from
you
6

7. Almost everyone is open to your
opportunities
7
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 Gauthier
Assistant to the Executive Director of Sport
Canadian Olympic Committee
Whether or not someone is an active or passive candidate, they want to know
about your open jobs.

8. Most talent is passive,
but active talent is on the rise
8
25%
2014
30%
2015
32%
2016
Passive talent
Active talent

9. 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.
9

10. 2
What candidates
want to know
10

11. The biggest roadblocks
to candidates changing jobs
11
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

12. What candidates want to know most
about your company
12
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

13. Professionals don’t just want
jobs, they want career growth
The most common reasons why people leave their jobs are:
13
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

14. 4
How to get
candidates to
stay longer
Hone the message
about your company
and careers
1. 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

15. 3
Where to
find candidates
15

16. People first hear about a new job through:
16
23%
17%
14%
A staffing or head hunting firm
Someone they knew at the company
Third-party website or online job board
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 McCreath
Senior Assistant Brand Manager
P&G

17. After hearing about the job, they don’t
apply right away. Instead, they
17
74%
52%
42%
37%
30%
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
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 Caiola
Manager of Corporate Recruiting,
SoulCycle

18. When people interact with your employer
brand, they are more likely to be interested
in your roles
18
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
40%
10%
Interacted with your
employer brand
Did not interact with your
employer brand

19. The top ways people land a new
job
19
42%
35%
35%
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
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

20. One thing stands out:
Your employees play a big role in hiring
20
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 Klein
Senior Product Marketing Manager
Mixpo

21. 21
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.

22. Bring the best candidates to your doorstep by
reaching 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 Slots
can help you reach
candidates each step of their
journey

23. Here’s how jobs play a role in a
candidate’s journey to your company
on LinkedIn
We looked at the behaviors of millions of LinkedIn members, and
discovered that the most common path from candidate to hired looks like
this:
Connect
with an employee
at the company
Follow
your company
View
your job
GET
HIRED
View
your Company Page
View
your Career Page
Reach out
to an employee or
Apply
to a job
23

24. 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

25. 25
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

26. Status Updates >
Spread your message
Company pages >
Build your brand
Top free tools that can
help you amplify your
talent strategy

27. 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

28. 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