CONNECT
INSPIRE
TRANSFORM
TALENT CONNECT TRENDBOOK 2016
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At LinkedIn ‘Dreaming Big’ is part of our DNA. Helping our members achieve their professional dreams by
connecting them with opportunities all around the world is the Big Idea we pursue every single day.
Pierre BerlinSenior Director of Sales EMEA,
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We empower our members to
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Our members are also your employees
AnAheimAnAheim
LONDONLONDON
LOnDOn
1,623Attendees
3,571Attendees
50% International attendance
30Total countries in attendance
AnAhEIM
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Talent Connect London and Anaheim
01
02
05
03
04
Laws of Attraction
The Power of Purpose at Work
United Colours of Growth
Employee Storynomics
Agility is the Killer App
06 The Big Ideas Factory
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10
38
18
24
32
46
6 Transformational Trends for 2016
A T T R A C T I O N
Resolution #1Turn every candidate touchpoint into a memorable experience
If you stop fearing rejection, and instead just know rejection is part of the journey to a yes, great things can happen. Particularly for recruiters.
J.K. Rowling had to get rejected 12 times before Harry Potter got published; how many rejections do you have to go through to sell your
company, to get your perfect candidate? So don’t fear rejection – it’s just one step closer to a yes.
Jia JiangCEO at Wuju Learning
and Author of ‘Rejection Proof’
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Jia Jiang, on why rejection is awesome
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Job Candidates are picked up in an Uber after being engaged through a special Uber recruitment app update.
It all starts at the Interview
Social professional networks
43%
42%
32%
Top sources of quality hires Long-lasting trends in recruiting
Internet job boards
Employee referral programs
40%
20%
0%2013 2014 2015
Employee referral programs
14 Talent Connect Trendbook
While social professional networks take top spot in sources of quality hires, employee referrals have grasped the attention of talent leaders worldwide. It’s likely because referred employers have a longer tenure (Jobvite Index) and higher performance (ERE). As a result, more leaders consider employee referrals to be an essential trend.
Referrals grow as a key source of quality hires
* Out of the quality hires your organisation made in the past 12 months, which of the following were the most important sources?* What do you consider to be the three most essential and long-lasting trends in recruiting for professional roles?
LinkedIn Global Recruiting Trends 2016, LinkedIn Talent Solutions
Hello Phillip, welcome back to LinkedIn Referrals!
Marketing Manager, Sales Solutions
Applied
Lee Silva
Interviewing Offer Made
Follow up
Contacted
10/1/2015
Contacted
10/21/2015
Hired
8 people contacted 5 applications 1 hires
Sales Lead
Craig Tripper
10/1/2015 10/4/2015 10/7/2015 10/8/2015
10/2/2015 10/6/2015 10/12/2015
Financial Analyst
Applied
Mary Wright
Interviewing Offer Made
Say congrats
Contacted
10/1/2015
Contacted
10/2/2015
Hired
Associate Marketing Director
Rebecca Gold
10/5/2015
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Data + Relationships =
Employee referrals are the single most important thing we do in recruiting. They are the number one source of good, quality hires. Unfortunately, most companies treat their referral program like an HR program. If you really want to succeed with referrals, you need to treat it like a marketing program.
Also candidates are more likely to listen to their own network and their friends.Employee referrals get us a lot further in the conversation than we otherwise would have.
Steve KlingensmithRecruiting Manager
Booking.com
More engagedGlobal Referrals28% 67% vs 76%
Technologyreferrals45% Retention rate 8% vs 11%
Better conversion tohire ratio28% Meet expectation or higher
talent scores 91%
Presentation Talent Connect London 2015 - Building a Kick-Ass Company CultureJennifer Boulanger, head of Global Recruiting & Operations, Brendan Bank, CIO, Booking.com
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The World’s most InDemand Employers
P U R P O S E
POWERTHE
OF
Resolution #2Align your culture with your vision
We need to capture peoples’ imaginations by creating a meaningful overall purpose and goal.
Boaz HellerSingularity University
HIGHPAY
GREATBENEFITS 2 m o n t h s
OFF!401KMATCH
JOB FAIRPURPOSE
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We need to elevate whypeople come to work.
Stephen LochheadChRO Unilever
Every single company big or small will need to move mountains to earn the right to emotionally connect with their talent
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85%81%
89%
PURPOSE
GREATEREMPLOYEE
SATISFACTION
BETTERCUSTOMERADVOCACY
HIGHER-QUALITYPRODUCTS AND
SERVICES
Purpose-driven organisations are believed to have better results
The following insights are based on a 2014 global
survey of business executives among the readers of
hBR and EY clients conducted by harvard Business Review.
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STORYNOMICSE M P L O Y E E
Resolution #3(Data + Storytelling) n = Brand Love
n = number of employees
A story will help you gain attention, identify who you
are and what you do but also why you do it. A story also
needs to have purpose. If we can ignite our people to
become brand ambassadors – there’s economics behind
it as well. It will help amplify your brand making you
digitally famous and help you bring in talent.
Dave HazlehurstPh. Creative and Author
of ‘Creating Goosebumps’
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*2013 Altimeter Research for LinkedIn**Understanding Employee Advocacy on Social Media, hinge Research Institute 2015
of companies who are socially engaged are more
likely to attract talent*
58%
of companies who are socially engaged are more
likely to retain talent*
20%
of companies have greater than 20% growth (vs 14.7%
for companies who are not)**
31%
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Benefits of Employee Advocacy: Attraction, Retention, Growth
21%
30%
15%12%
Engagement
TRUST
Integrity Products and Services Purpose Operations Totals
50%
37%
32%34%
36%32%
17%
21% 21%
31%
27%25%
13%
24%26%
31%
23%
19 %
30%
23%22%
14%
27%25%
21%
16%
Company’s EmployeeCompany’s CEO Activist Consumer Academic Media Spokesperson
Think about different types of information you may read, see or hear about a company. For each topic, select which person you trust to provide you with credible and honest information about a company.
Get social: how to create a social content strategy to change perceptions. Simon Morris, Director, Demand Marketing EMEA, Adobe Mike Stamp, head of Talent, EMEA, Adobe.
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Your employees could be more socially relevant than your CEO
Different stakeholders trusted on different topics
thatssobyronic
Klebus@gklebus
about 10 hours ago
Helping people can be fun when it’s with the @Adobe team and @Habitat_org. #adobelife
#adobet #basel crew just love our terrace with a great view. super place tohavea coffee break #AdobeLifepictwitter.com/js85oens61
Wow! Not only am I BLOWN AWAY by the technologies Adobe sneaked tonight, we had JGL introduce them!! #feminist #adobemax #adobelife #inspired #soproud
Gwen BLECON- 128 Followers
Grt trip to Gran Canyon w/the JAPAC/EMEA Search Teams @KeungLeyng
@emikosearch, @Tchadwick2012 #adobelife Gwenozone
williamwliangWilliam Liang-23 Followers#RnRSJ #Remixchallenge completed. #adobelife
© 2014 Adobe Systems Incorporated. All Rights Reserved. Adobe Confidential.Talent Connect Trendbook 29
“I want Adobe to be one of the most SOCIAL companies in the world” CEO Shantanu narayen
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The World’s most InDemand Employershow did we calculate the winners?We analysed over 10 billion data points between members and companies and compared the data with surveys of thousands of members to determine a company’s familiarity and engagement score. Our analysis also weighed member actions like viewing employee profiles, visiting Company Pages and following companies. We excluded LinkedIn from the rankings for the sake of objectivity.
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EMEA’s most InDemand Employers
Resolution #4Embrace your Digital Transformation
Our transformation is about customers and culture. This means challenging
everything, including ourselves.
Veronique Weill Chief Operating Officer
AXA
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GAP
1890 1915 2005 2020 2050
GAP
MIGRATIONPATH
ZONE OF MUTATION
COMPLEXITY
MOBILEBIG DATAIOTCLOUD
MIGRATIONPATH
ZONE OFMUTATION
ZONE OFINNOVATION
ZONE OFINNOVATION
COMPLEXITY
INTRANET
COMBUSTION ENGINEELECTRICITY
SLOW SOCIETAL CHANGEEXPLOSIVE BEHAVIORAL CHANGE
SLOW SOCIETAL CHANGEEXPLOSIVE BEHAVIORAL CHANGE
Accelerated Innovation Curves Ahead
The speed of decision making and speed of change are critical. Mastery needs to come quicker than what on
average would come naturally.
Digital Transformation is not ‘someone else’s problem’
70% of transformations fail as a result of people not understanding
what the company is doing and why, as well as what their role is in
the overall process.
Understanding consumer expectations regardless of the
industry you are in.
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Liz Ericson, McKinsey Digital Practice Leader, recommends:
The Gig Economy and a new definition of
FREEDOM
GROWTH
UNITED COLOURS OF
Resolution #5Create Magic
I don’t care about diversity because it’s in vogue.
I care about it because I like winning.
The most gender-diverse companies are 15% more
likely to exceed performance of those that are
the least diverse by gender. The most ethnically
diverse companies are 35% more likely to exceed
the performance of their counterparts that are
not ethnically diverse.
Mike Gamson,SVP Global Sales, LinkedIn
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GenderLev
el
Appe
aran
ce
Styl
e/Th
ough
tFa
mily
National Origin
Socio
econ
omic
back
grou
nd
Gene
ratio
ns
Relig
ion
Loca
tionEducation
Veterans
Introversion
TenureAbility
AgeLGBT
Expertise
Race
/Ethi
nicit
yTakeaways from Jeff Turner, EMEA Recruiting at Facebook
Become aware of your own biases or blind-spots & challenge
others when you see theirs
Structure decision making with clear criteria
Trial blind CVs Be brave and forgive others when they get it wrong
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Overcoming Unconscious Bias
hard working
Analytical
GeekInnovative Consumer
Orientated Good Team Player
Source: EY
What today’s ideal candidate looks like
Employees who say they have opportunities for learning and growth at their workplace
38%
Rethinking L&D: Enterprise Learning Trends for 2015, Bersin by Deloitte
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Source: Kelly Palmer, Learning and Development Senior Director, LinkedIn at Talent Connect Anaheim 2015
Research online Watch lessons online Work online with classmates
58% 33% 58%
how do Millennials learn?
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The future of learning: Lynda.com
The recipe for engaged employees
Build strongcompany culture
Invest in career transformation
Provide learning and opportunities to be successful
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FACTORYTHE BIG ideas
Resolution #6Be the CEO of your own space
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Open source hR
Spark InnovationAccelerate learning by openly sharing the best practices and learnings
Inspire OthersEmpower leaders to become mentors. Lets use our expertise to inspire out peers to succeed
Open EducationMake it easy for hR Practicioners to access and share actionable resources
Democratise IdeasYou don’t need to be a blue chip company with a big global budget to have a best practice
Give Backnarrow the gap between leaders and laggards by sharing knowledge and practices
Social SharingLeverage social with #hROS to remove friction from sharing and contributing
Why hROS?
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There is no longer just one set of profiles or competencies... to attract new profiles you need new disruptive methods.
Frédérique ScavennecVP Global Talent Acquisition, L’Oréal
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Screw it, lets do it...
...we seized the opportunity
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When you take bold steps; when you
are prepared to go on an adventure;
there will be good days, there will
be bad days, but extraordinary
things will happen.
Stephen AttenboroughCommercial Director,
Virgin Galactic
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Create a playful environment to unlock innovation. Creativity starts by
unleashing your 7 year old self.
Deborah Frances WhiteThe Spontaneity Shop,
Author of ‘The Improv handbook’
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Yourcomfort
zone
Where themagic happens
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Live Scribing board from Talent Connect London 2015
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Resources
For further information visit TC 365 here:https://business.linkedin.com/events/talent-connect
Talent Connect Slide Decks can be viewed here: www.slideshare.net/linkedin-talent-solutions
Talent Connect Presentations can be viewed here: www.youtube.com/LITalentSolutions
Trendbook Editorial Team
Carole Zibi
Caroline Zeller
Tiffany nieuwland
© [2016] LinkedIn Corporation. All Rights Reserved.