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Shaping Your 2021 Talent Strategy: Asia Pacific Event

Explore the latest talent insights from and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.

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Shaping Your 2021 Talent Strategy: Asia Pacific Event

  1. 1. Talent Industry Insider Shaping your 2021 talent strategy
  2. 2. Today's speakers Frank Koo Head of Asia, Talent & Learning Solutions, LinkedIn Magdalene Ang Senior Manager Product Marketing, LinkedIn Navin Manoharan Senior Analyst Insights, LinkedIn Datuk Nora Manaf Chief Human Capital Officer Maybank Ros Tregurtha Group Director Employee Experience Domain
  3. 3. • Your mic is muted • Please ask questions in the chat box • Please fill out the survey after the event • The recording is available on-demand Before we begin: Type your question here Submit a question in the chat box and it will be answered either within the chat or during the Q&A section of the presentation.
  4. 4. Agenda 1 We're in it together Our vision and mission 2 Stay informed Key trends and insights 3 Stay connected Customer conversation: Maybank | Domain 4 Stay productive New product updates 5 Stay curious Live Q&A
  5. 5. 01 We're in it together
  6. 6. Vision Create economic opportunity for every member of the global workforce. Mission Connect the world’s professionals to make them more productive and successful.
  7. 7. Our most important company value. Members first
  8. 8. Rank 2017* 2018* 2019* 2020* 1 2 3 4 5 6 N/A 7 N/A N/A 8 N/A N/A N/A 9 N/A N/A N/A Business Insider Intelligence 2020 digital trust ranking Ranking based on overall digital trust scores. Source: Business Insider Intelligence Digital Trust Report 2017, 2018, 2019. * Ranking methodology changed for 2018 onward. Digital Trust Report
  9. 9. A digital representation of the global workforce.
  10. 10. P Present Employees first Long-term purpose-driven impact Diverse talent built based on capabilities and potential Past Shareholders first Near-term financial success Talent assembled based on credentials and past accomplishments The culture of business is changing.
  11. 11. The companies that win will make people success their priority. When your people succeed, your organization succeeds.
  12. 12. 02 Stay informed
  13. 13. Why focus on internal mobility now? A unique challenge means a unique opportunity. The pandemic is driving a renewed focus in, and providing an opportunity for, internal hiring strategies. unique challenge unique opportunity
  14. 14. Future of recruiting. Prediction: Recruiting will hire less, build and borrow more Visit: business.linkedin.com/talent-solutions/blog/future-of-recruiting/2020/future-of-recruiting Source: The Future of Recruiting– APAC; LinkedIn, Oct 2020. 1. LinkedIn Global Talent Trends 2020. 15% Increase in internal mobility since COVID-19. 2outof3 talent professionals in Asia-Pacific expect their L&D budget to increase or stay the same. 69% of talent professionals state that advising the business on workforce planning is becoming increasingly important.
  15. 15. Source: “Where Internal Mobility is Most Common Since COVID 19”, LinkedIn Talent Blog, Oct 28 2020. Since COVID-19, internal hires make up a greater share of all hires. Internal mobility rates, i.e., share of all job changes that were movements within the same company 16.5% 19.6% April – August 2019 April – August 2020
  16. 16. Source: LinkedIn data April 2020 - Oct 2020 Internal mobility rates in Asia-Pacific
  17. 17. 0% 5% 10% 15% 20% 25% 30% Legal ConsumerGoods Energy & Mining Recreation & Travel Retail Manufacturing Nonprofit PublicSector Finance Transportation & Logistics Hardware & Networking Health Care Real Estate Corporate Services Higher Education Media & Communications Construction Software & ITServices E-learning EducationManagement Entertainment W ellness& Fitness Design 2020 5 year average Across Asia-Pacific, most industries are showing above- average internal mobility.
  18. 18. Empowering the talent within. Internal mobility happens when an employee changes roles at your company. This includes promotions and function and occupation changes. It can also happen when employees change how they work, allocating time to new initiatives, enabling growth and development. ü Time to hire ü Cost of hire ü Quality of hire ü Career development ü Employee retention ü Motivation and morale Internal mobility improves:
  19. 19. Source: “Where Internal Mobility is Most Common Since COVID 19”, LinkedIn Talent Blog, Oct 28 2020. Employees at companies with high internal mobility stay almost 2x longer. Companies with low internal mobility 2.9 years Companies with high internal mobility 5.4 years Median employee tenure for companies with high and low internal mobility (top and bottom quartile)
  20. 20. of learners say they’d stay at their company if there were more skill-building opportunities.1 of L&D professionals say they partner with recruiting to identify skills gaps and hard-to fill roles.2 Retain your top talent. The right mobility strategy helps you: • Give employees the ability to pursue their career goals • Transfer institutional knowledge to new roles • Hold onto top performers, even during department cutbacks 1. LinkedIn Global Talent Trends 2020. 2. LinkedIn Workplace Learning Report 2019. 73% 23%
  21. 21. Interesting pathways we’ve seen among LinkedIn Learners: Grow a more agile, able workforce. By enabling employees to move between teams, you can: • Develop a multi-talented workforce for cross-functional projects • Pivot to meet changes in the market and build resiliency • Create a pipeline for future leaders with organizational understanding and multi- faceted problem-solving abilities Project Engineer Project Manager IT Solutions Specialist Solutions Architect Business Analyst Product Owner
  22. 22. Source: LinkedIn’s Global Talent Trends 2020, survey results from 1,772 respondents globally Common Barriers to internal mobility. Percentage of talent professionals who cite the following as barriers to internal recruiting: 16% 17% 19% 21% 28% 29% 38% 56% 70% 0% 10% 20% 30% 40% 50% 60% 70% Insufficient resources to establish new internal recruiting processes No effective way to advertise internal openings Leadership does not support internal recruiting No effective way to assess internal candidates Hiring managers prefer to hire external candidates No effective way to identify internal candidates More difficult to diversify our workforce Not enough qualified internal candidates Managers don't want to let good talent go
  23. 23. Source: LinkedIn’s Global Talent Trends 2020, survey results from 1,772 respondents globally 22% 27% 33% 35% 39% 53% 56% 60% 60% Consistent evaluation process for internal and external candidates More support from talent acquisition Executive leadership buy-in A better way to advertise open roles internally Incentives for managers to let their employees move Better training to reskill employees Connecting upskilling to internal opportunities Encouraging more cross-functional projects Identifying skills of existing employees Change the way you access talent Percentage of talent professionals who cite the following as ways to improve internal recruiting:
  24. 24. 01 02 03 Internal mobility is increasingly important and should be a part of a company-wide strategy. Internal mobility can help retain top talent, reduce overall attrition and create an agile workforce. Empowering your talent team to expand their influence and impact by engaging with partners outside of HR and to focus on L&D, are integral to success. A quick recap:
  25. 25. 03 Stay connected
  26. 26. Talk shop Customer conversation Frank Koo Head of Asia, Talent & Learning Solutions, LinkedIn Datuk Nora Manaf Chief Human Capital Officer Maybank Ros Tregurtha Group Director Employee Experience Domain
  27. 27. 04 Stay productive
  28. 28. Develop Empower your employees Hire Recruit more efficiently Plan Build an informed strategy We’ll help connect your people and mobilize your organization for ongoing evolution. Smart Workforce Investments • Develop a pipeline for the future Effective Hiring Strategies • Acquire talent and redeploy effectively Talent Growth & Retention • Manage a remote hybrid workforce • Develop internal mobility programs
  29. 29. Tackle today’s talent challenges. Internal mobility Strategic hiring Gender diversity Remote candidate engagement
  30. 30. Internal mobility Understand your internal workforce and help employees grow.
  31. 31. LinkedIn Talent Insights Understand your internal workforce. Shape your internal mobility strategy. LinkedIn Learning* Help upskill your employees.+ LinkedIn Talent Insights
  32. 32. LinkedIn Talent Insights Demo See how LinkedIn Talent Insights can help you develop a strong internal mobility strategy.
  33. 33. Remote candidate engagement Product updates to help you source and connect.
  34. 34. 1 Assess how your current workforce is distributed 2 Understand key talent pools 3 Identify and evaluate new markets 4 Optimize your sourcing strategy, right from Recruiter Make better remote work decisions. The information you need to tackle your top talent priorities. LinkedIn Talent Insights
  35. 35. New filters for New Recruiter & Jobs. Now you can fine-tune your search in Recruiter to focus only on candidates interested in remote work. Remote filters in Recruiter
  36. 36. A simpler way to post remote jobs. Now you can automatically label your job as ”remote” when you post jobs to LinkedIn through LinkedIn Job Wrapping. • Add the word “Remote” or other accepted keyword to your source job title OR • Add “#LI-Remote” to your source job description Either option will automatically label your job as remote when it posts to LinkedIn. Posting Remote Jobs
  37. 37. Target your remote job posts. Reach the most relevant candidates by adding the city, state/province/county, or country where you're looking for candidates. Use this feature when: • manually posting jobs • posting jobs through Job Wrapping Learn more about posting remote jobs in the Recruiter Help Center. lnkd.in/remotejobshelp Posting Remote Jobs
  38. 38. Strategic hiring New ways to help you hire top talent faster.
  39. 39. Empower your hiring managers. Now it’s easy to help hiring managers make open roles more visible to their networks. • Attach job posts to the top of LinkedIn profiles • Notify networks using the #Hiring hashtag and LinkedIn photo frame. Activate the support of your hiring managers with job promotion updates. Share that you’re hiring
  40. 40. Quickly alert top candidates. Within three minutes of posting a job, we’ll use smart AI to alert ~500 of our most relevant candidates. Start reviewing applicants in an hour. Available globally. Applicants that receive Instant Job Notifications are more likely to be hired than all other applicants. 30% Instant Job Push Notifications
  41. 41. More details ensure the best matches. Make the most of Instant Job Notifications by getting specific. • Fill in all fields (Industry, Function, Skills). • Where possible, use standardized locations and titles. • Create a Company page on LinkedIn, and add your logo. Instant Job Push Notifications
  42. 42. Streamline your hiring process. • Save time by evaluating a candidate’s soft skills before a live interview. • Identify candidates who may not have the education or experience you were looking for, but may have the right soft skills to succeed. Video Intro is being used to hire across functions, industries, and seniorities. Job posters who use Video Intro are nearly 2x more likely to find a hire. 2x Video Intro
  43. 43. How it works: 1. Enable Video Intro when manually posting a job on LinkedIn. 2. Once you receive applications, select candidates in New Recruiter & Jobs who will be asked to answer up to two questions. 3. When candidates receive a request, they can record a short video, or provide a written response. 4. Click on the link to review submissions directly on a candidate's profile, and use InMail to message them back. Tip: Decide ahead of time what qualities you are looking for, and evaluate all intros with the same criteria. Video Intro of candidates opt for video responses. of job posters that use Video Intro reuse it in their subsequent jobs.80% 70%
  44. 44. Share real-time data with your team. Here’s how it works: • Select what you'd like to share from the Company or Talent Pool Report in LTI • Generate a link and share it with anyone in your organization – no license required! • Showcase your insights with rich data visualization • Report data that updates itself in real-time LinkedIn Talent Insights Y O U S P O K E , W E L I S T E N E D *Only available for customers with both Talent Insights and Recruiter.
  45. 45. Improved metrics reporting across talent products. We’ve made changes to keep reports more clear and consistent. Now you’ll have the data you need to make more informed decisions. Y O U S P O K E , W E L I S T E N E D Talent metrics
  46. 46. Talent metrics Metrics are split into two categories: Job impressions. We’ve made improvements to how impressions are detected. So, expect decreases if you receive this data. Job Views and Apply-Clicks. Now we can track actions from users not logged into LinkedIn, which means an increase in these metrics. Job reporting UI. The UI has been updated so you can filter by total actions, unique member actions, and jobs in specific projects. Career Pages. Career Page metrics inside Company Page Analytics have been replaced by "Life" and "Jobs" tab metrics. Other things to keep in mind: Job Apply-Clicks Total times members have clicked to apply for your jobs. Completed Applications The total number of completed applications.More consistency means greater efficiency. Y O U S P O K E , W E L I S T E N E D
  47. 47. Gender diversity Now your recruiting can reflect your values and commitment to equality.
  48. 48. Recruit equitably. Automatically. Gender Ranking in Recruiter ensures each candidate search is fair and balanced. Search results are programmed to reflect the gender mix of the industry and available talent pool. Visit lnkd.in/representativesearch to learn more. 1. LinkedIn, Global Recruiting Trends, 2018. 2. McKinsey, Why Diversity Matters, 2015. of talent professionals report that achieving gender parity at their company is a top priority.1 71% boost in performance among companies with a diverse workforce compared to those with no diversity initiatives.2 35% Gender ranking in Recruiter
  49. 49. Understand the gender representation of your workforce. Inform your strategy by comparing the gender representation of your company to industry benchmarks. 1. Go to Company Report for your Company and select “Gender” Tab 2. Use filters like Function and/or Location to understand gender representation and benchmarks for key talent pools and locations. This data will only be available for your company. You will not be able to see data for other companies, and no one else can see your company’s gender diversity data. 2 1 LinkedIn Talent Insights
  50. 50. Identify gender diverse talent. Identify more opportunities to find gender balanced talent. 1. Understand gender diversity breakdown for key talent pools. 2. Access information across location, industry, and education. 3. Compare granular data to ensure fairer gender diversity dynamics. 1 2 3 Location tab LinkedIn Talent Insights
  51. 51. 05 Stay curious
  52. 52. Don’t forget! Your feedback helps us make updates with you in mind. So please click the survey icon in your console and share your thoughts.
  53. 53. Three resources to takeaway: Virtual Event: Deliver People Success | On-Demand Hear from talent leaders on how they are thriving beyond 2020 as they discuss topics from internal mobility and hybrid workforce to people success. https://lnkd.in/DeliverPeopleSuccess Download The Future of Recruiting: Asia-Pacific Report We make six bold predictions about the future of recruiting, distilled from a survey of over 1,500 talent professionals, exclusive data points from the LinkedIn platform, and in-depth interviews with talent leaders around the world. https://lnkd.in/FutureRecruitingAPAC Free Learning Path | Diversity, Inclusion and Belonging for All This transformative learning path reviews current thinking and best practices on essential topics such as bias in all of its forms, cultural competence, communication, allyship, and accountability. lnkd.in/DiversityLearningCourse
  54. 54. For more information and resources, visit lnkd.in/lts-updates Thank you Share feedback about our products: productfeedback@linkedin.com

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Explore the latest talent insights from and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.


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