Mastering the Open Talent Economy
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The mobile landscape has led to the phenomenon of “open talent” - professionals are more open than ever to the right opportunity, but not actively searching for a new job. In order to tap into this highly qualified candidate pool, hiring managers and recruiters need to adapt their strategy to work for today’s job seeker. Drill into: *How candidate behavior is changing in the open talent economy *How to reach and interact with candidates via mobile *Tips on how to make your job posts stand out *What’s new with LinkedIn Jobs and what’s in store for 2017 Learn more about LinkedIn Jobs: https://lnkd.in/gF5jCX6
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Mastering the Open Talent Economy
- 1. Tips and Tools for the Modern Recruiter Open Talent Economy Adapt your hiring strategies to today’s job seeker Mastering the
- 2. Meet your presenters Linkedin.com/in/madishove Madi Shove Product Marketing Manager, LinkedIn Talent Solutions Linkedin.com/in/jessicaguro Jessica Guro Customer Success Manager, LinkedIn Talent Solutions
- 3. What we’ll cover today • How digital is changing the world of work • The open mindset of today’s professionals • How to adapt your hiring strategy to mobile • Tips for reaching and interacting with candidates
- 4. Welcome to the open talent economy • Info about careers, companies, jobs is widely available • There was only active and passive - but no longer • Now the market is more fluid and talent is more open
- 5. Open talent lives on their phones People browse for jobs in short bursts: ON LINKEDIN 60% of job views are from mobile devices • Between meetings • On the commute • While chatting at lunch
- 6. Job boards aren’t ready for mobile • On mobile, people expect ease and relevance • Smartphone job seekers face a wide range of problems online Mobile job seekers are dissatisfied Survey conducted by Pew Research Center June 10-July 12, 2015; sample size =2,001 1 http://www.pewinternet.org/2015/11/19/searching-for-work-in-the-digital-era/ Say content doesn’t display properly 47% 38% Asked to enter a large amount of text 37% Need to submit files or supporting docs As a social network, LinkedIn is built for mobile
- 7. PRO TIP #1 Test how jobs look on your ATS when accessed from a mobile device. PRO TIP #2 Consider mixing bullet points with paragraphs in your job descriptions. It’s time to optimize for mobile
- 8. No one wants to search on mobile • Netflix gives recommendations • Google News offers answers • But most job sites haven’t adapted • Long sessions of sifting through search results won’t work
- 9. LinkedIn embraces mobile browsing 50% more candidates on mobile are viewing jobs Added a Jobs tab to our mobile app • Optimized new job postings for candidates browsing on the go • Made it easier for people to discover new jobs
- 10. What’s next: Today’s Job Matches • Personally curated list of positions • “You meet 10 of the 15 required skills” • Recommendations improve based on feedback • On iOS now; on Android this summer
- 11. Planning a job change is different too • Long lead times are common when planning a move • The job exploration process starts 5 months before someone applies The way people think about a job has shifted PRO TIP #3 Try to be the first company they interact with. Be there at every step.
- 12. Make your opportunity stand out When people are open, they have more options • Invest in your talent brand • Write stronger job descriptions the qualified leads when job descriptions speak to growth opportunities 3xTo stand out:
- 13. Relationships are key to great hires 70% of new hires have a personal, alumni, or coworker connection at the new job Relationships are now the most important part of a job search PRO TIP #4 Encourage employees and hiring managers to share jobs with their networks.
- 14. Make applying for jobs an easy next step • Many are discouraged by the pain of applying on a mobile device • 75% of people who start apply for a job do not complete the application 3 4out of If not optimized for mobile, applicants will drop off
- 15. Mobile applications on LinkedIn? Easy. people share their profile every week 2M+ response rates from Apply Starters 4X Candidates can apply with their profile in one tap Apply Starters captures the profile of people who click to apply but drop off
- 16. In summary: Job browsing is mobile • Mobile reinvented the job search • Professionals are open to opportunity - but may not be actively searching • LinkedIn makes mobile job seekers a priority • Personalized listings, apply in one tap, and more
- 17. LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more. Call 855-655-5653 Or request a to be contacted in the survey Linkedin.com/in/madishove Let’s connect! Madi Shove Product Marketing Manager, LinkedIn Talent Solutions Linkedin.com/in/jessicaguro Jessica Guro Customer Success Manager, LinkedIn Talent Solutions
- 18. Thank you!
Editor's Notes
- Everyone has heard about the ‘digital revolution’ and how it’s changing the workforce and the world of work Many of you are probably wrestling with - how will this change who I hire? Who will I need to hire today that will have the skills I need tomorrow? How do I train my workforce in-seat with new skills? A question that’s rarely asked, but just as important: how has this changed the way job seekers behave, and how should I adapt my recruitment strategy? The question of how you reach and interact with the people you want to hire is just as important as who those hires are -- so that’s what we’ll cover today
- So, how has the digital revolution changed the way job seekers behave? For starters, information about careers, companies, jobs is more widely available that it ever has been As a result, talent is more fluid and more open to opportunity than they ever have been In the past, there was a binary active/passive -- you were active, you were searching actively for jobs. You were passive, maybe you’d consider something if you got an inMail, but that was it Today, there’s certainly still active and passive, but it’s not as binary as it used to be With information more readily available, people are more open to opportunity and are casually browsing more than they have in the past
- Mobile is now a huge part of job seeking in the open talent economy Mobile has been a big enabler of this: people browse in between meetings, on their commute, at lunch In fact, according to a research by the Pew Institute, a whopping 94% of job seekers have used their smartphone to browse or research job listings We’ve seen this on LinkedIn too. More people are open and browsing We now have 20M professionals viewing jobs every week, which is up 2X from 2015 -- and 60% of those job views are from mobile devices
- But mobile is a whole new ballgame that job sites haven’t been prepared for If you think about an open candidate, browsing jobs casually, they’re interacting with jobs in brief, tiny little interaction moments On mobile, people expect ease and immediate relevance, which means we have to change the way we present information So smartphone job seekers encounter a range of problems navigating online employment resources
- Consider whether you’ve optimized your ATS for mobile. Can people access it on a mobile device? Can they see read information? Make sure you’ve tested how jobs look on your ATS (or elsewhere!) when accessed from a mobile device. When it comes to job descriptions: Consider mixing bullet points with paragraphs. They tend to be easier to read on a mobile device, where there’s limited real estate
- You’ve seen other brands shift the UI to align to mobile Interaction on mobile is more apt to ‘browse’ vs. ‘search’ Netflix moved to recommendations vs. search — because people don’t want to hunt Google News — the king of search — moved to showing ‘cards’ vs search results But what we’ve found is that job sites hadn’t adapted. On mobile, long extended sessions of sitting down, typing into a search bar and sifting through a ton of search results doesn’t really work Even on LinkedIn, 85% of who we would traditionally characterize as ‘active’ job seekers weren’t searching — they were just casually browsing jobs as they presented themselves
- How LinkedIn has approached this We recently launched a new, standalone tab on our mobile app to align to this behavior This tab puts a standalone jobs portal front and center, so anytime a customer posts a job on LinkedIn it’s now featured on this standalone tab In the past, we had job recommendations throughout the newsfeed, in email, but if a candidate was open to browsing there wasn’t really anywhere on mobile they could do so other than search This is an easier way for open talent to browse and discover new jobs in the tiny moments where they might be open but not active This has led to 50% more candidates viewing jobs -- these are passive candidates who weren’t viewing jobs in the past and aren’t searching for jobs Has enabled customers to take advantage of the way people discover and browse new jobs today
- Because this has been a huge success, we started thinking about how we can further align with this ‘browse on mobile’ behavior for open talent, where you have half a second and limited real estate to spark interest from qualified candidates We’re launching “Today’s Job Matches” at the end of this month Today’s Job Matches gives candidates a list of personally curated top matches, calls out a few highlights that might spark interest from someone who could be persuaded to apply We’ll call out things like ‘you meet 10 of the 15 required skills’ or ‘you know someone who works here’ -- tidbits of information that show why someone should care about this job And, the coolest part of this is that it responds in real-time to feedback from the user to improve recommendations With a few quick taps, someone can either click to view the job or click ‘not for me’, and we’ll ask them why -- maybe it’s too senior, it’s not the right location -- and we’ll implement that feedback in real-time to improve recommendations This will be available on iOS later in May and in Android later this summer We expect this to have a similar impact on the number of people who view jobs, and in our ability to direct the right candidates to jobs they’re qualified for so that customers get more qualified leads
- So now you know how the way people access information has changed. What about their actual job changing process, the way they think about their next opportunity? We’re up against some new challenges here too We looked at data on LinkedIn, and the job exploration process starts a full five months before someone applies Critical that you are there at every step of the journey [insert story of influence - @Madi to add from QBR] Typically, job boards come in at the very last step Tip: Think about how to be the first company they interact with. Be there at every step.
- How to stand out Another challenge is competition. When people are more open, it means they’re evaluating more opportunities. How do you make sure yours is the one they choose? In addition to investing in a strong talent brand, job descriptions are a key part of this In addition to skills and qualifications, share any opportunities for growth — tell people about the path forward, with specific examples of what they can expect as they expand into a role. In fact, focusing on professional growth can yield up to 3X the qualified leads.
- People are more important in the job search than ever. Research shows that 70% of the people hired on LinkedIn had a personal connection, alumni connection, or former coworker connection at the company they joined next Another tip to help you stand out: activate your employees to share jobs. Encourage hiring managers to share with their networks
- Last step is apply Now that you have candidates engaged, they’re excited about your opportunity -- the last step is apply Unfortunately, this is where the most people drop off A full 3 out of 4 candidates who click to apply will drop off before the application process is finished This is exacerbated on a mobile device Especially true for the open or passive candidate who saw a cool opportunity come along and might want to express interest, but doesn’t want to go through the pain of applying on mobile
- On LinkedIn, you can enable candidates to apply with their LinkedIn profile, which means they can apply in one tap. Enabling this increases the number of applications you receive by 50% If you need to direct people to your ATS to apply so can’t enable the one-tap -- no worries That’s why we launched Apply Starters, which captures profiles of people who have clicked to apply but dropped off Every week, 2M people share their profile If you post on LinkedIn, head to Applicant Management to see Apply Starters. If you use Recruiter, navigate to the ‘past applicants’ Spotlight. Increase your response rates by 4x from Apply Starters.
- As we all know, the digital revolution and rise of smartphones has touched every industry - but the process of searching and applying for a new job was slow to adjust to the demands of a mobile audience. One of the major shifts in job-seeking behavior was the move to an “open talent” mindset. Now, people are more open to a new job opportunity - if it’s put in front of them. As professionals scan job listings on their phones in between meetings or while waiting in line, they need short, impactful bursts of information to grab their attention plus a way to quickly submit an application. LinkedIn made the mobile job seeker a priority, and you’ll see a wide range of tools designed to help talent professionals like you reach and interact with great candidates.
- That was a lot to cover. Thanks for listening! Now we’ll take questions from those on the line ...