talent connect trendbook 2016 - linkedin...london 1,623 attendees 3,571 attendees 50% international...

CONNECT

INSPIRE

TRANSFORM

TALENT CONNECT TRENDBOOK 2016

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,

Talent Connect Trendbook 3

4 Talent Connect Trendbook

We empower our members to

Our members are also your employees

AnAheimAnAheim

LONDONLONDON

LOnDOn

1,623Attendees

3,571Attendees

50% International attendance

30Total countries in attendance

AnAhEIM

Talent Connect London and Anaheim

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

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’

Jia Jiang, on why rejection is awesome

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

Top sources of quality hires Long-lasting trends in recruiting

Internet job boards

Employee referral programs

0%2013 2014 2015

Employee referral programs

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

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

Associate Marketing Director

Rebecca Gold

10/5/2015

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

The World’s most InDemand Employers

P U R P O S E

POWERTHE

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

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

85%81%

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.

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’

*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*

of companies who are socially engaged are more

likely to retain talent*

of companies have greater than 20% growth (vs 14.7%

for companies who are not)**

Benefits of Employee Advocacy: Attraction, Retention, Growth

15%12%

Engagement

Integrity Products and Services Purpose Operations Totals

32%34%

36%32%

21% 21%

27%25%

24%26%

23%22%

27%25%

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.

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

“I want Adobe to be one of the most SOCIAL companies in the world” CEO Shantanu narayen

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.

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

1890 1915 2005 2020 2050

MIGRATIONPATH

ZONE OF MUTATION

COMPLEXITY

MOBILEBIG DATAIOTCLOUD

MIGRATIONPATH

ZONE OFMUTATION

ZONE OFINNOVATION

COMPLEXITY

INTRANET

COMBUSTION ENGINEELECTRICITY

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.

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

GenderLev

National Origin

tionEducation

Veterans

Introversion

TenureAbility

AgeLGBT

Expertise

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

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

Rethinking L&D: Enterprise Learning Trends for 2015, Bersin by Deloitte

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?

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

FACTORYTHE BIG ideas

Resolution #6Be the CEO of your own space

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?

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

Screw it, lets do it...

...we seized the opportunity

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

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’

Yourcomfort

Where themagic happens

Live Scribing board from Talent Connect London 2015

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

talent connect trendbook 2016 - linkedin...london 1,623 attendees 3,571 attendees 50% international...

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