As the new year approaches, it’s time to revisit assumptions and redefine the cutting edge of talent acquisition. LinkedIn’s data insights team are also looking ahead, based on our authoritative ‘Recruiting Trends’ surveys combined with extensive data from our platform. Learn how candidates and companies are evolving, to help you get ahead in your annual planning. Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf

1. Winning in 2015
Planning for the latest talent trends
Luke Baxter
Director of Insights, LinkedIn

2. Also on stage today
Allison Schnidman
Research Consultant,
LinkedIn
Kyle Black
Head of TA &
Employer Branding,
Mr. Price Group
Carol White
UK Head of Recruitment,
WSP Group
Helen Durkin
Employer Brand
Manager,
Dixons Carphone

3. Today’s session
Review top recruiting trends from LinkedIn surveys and data
Share ideas for building these trends into your 2015 planning
Discussion with Carol White, WSP Group, Kyle Black, Mr. Price Group
and Helen Durkin, Dixons Carphone
All sources LinkedIn surveys or data unless otherwise stated

4. Five themes to build into your 2015 plan
Based on LinkedIn research and data analysis
1 Start preparing for growth and investment in 2015
2 Career-centric online media are core to the sourcing mix
3 Employer branding viewed as important but resourcing still lags
4 Recruiting is now truly moving mobile
5 Improved candidate and job matching expected to reshape recruiting

5. Five themes to build into your 2015 plan
Based on LinkedIn research and data analysis
1 Start preparing for growth and investment in 2015
2 Career-centric online media are core to the sourcing mix
3 Employer branding viewed as important but resourcing still lags
4 Recruiting is now truly moving mobile
5 Improved candidate and job matching expected to reshape recruiting

6. Global Talent acquisition set to intensify…
Percent of global recruiters projecting an increase in 2015
Hiring
Volume
Recruiting
Budget
75
50
25
0
2011 2012 2013 2014

7. Global Talent acquisition set to intensify…
Percent of global recruiters projecting an increase in 2015
Hiring
Volume
Recruiting
Budget
75
50
25
0
2011 2012 2013 2014

8. …and most European markets are optimistic
Percent of recruiters projecting hiring increase in 2015
70
60
50
40
30
20
UK
Netherlands Europe
France
2011 2012 2013 2014

9. …and most European markets are optimistic
Percent of recruiters projecting hiring increase in 2015
UK
Europe
Netherlands
France
70
60
50
40
30
20
2011 2012 2013 2014

10. The global economy is expected to pick up speed …
strengthening to 3.4 and 3.5 percent in 2015 and
2016, respectively.
High-income economies will contribute about half
of global growth in 2015 and 2016, compared with
less than 40 percent in 2013.
World Bank Global Economic Prospects, June 2014

11. Preparing to grow and compete for talent in 2015
Practical points to consider in your planning
• Ensure your executive team is fully
informed about increasing market demand
and competition for top talent
• Apply LinkedIn data to quantify talent
pools, supply-demand dynamics and trends
Visit our ‘Insights’ booth to learn more
• Build your team capability, ensure that
budgets include training and tools to equip
your team for success

12. Five themes to build into your 2015 plan
Based on LinkedIn research and data analysis
1 Start preparing for growth and investment in 2015
2 Career-centric online media are core to the sourcing mix
3 Employer branding viewed as important but resourcing still lags
4 Recruiting is now truly moving mobile
5 Improved candidate and job matching expected to reshape recruiting

13. Top trends from ‘2014 Recruiting Trends’
Percent of recruiters ranking these ‘long lasting’ trends in top 3
Trend Global Europe
Utilizing social and professional networks 37% 41%
Upgrading employer branding 33% 37%
Finding better ways to source passive candidates 26% 27%
Being a strategic talent advisor to the business 19% 17%
Boosting referral programs 17% 15%

14. Social networks now an established source in Europe
Percent ranking each source of hire in top 4 for ‘quality hires’
Social professional
networks
Job boards
Employee referrals
RPO's/Staffing
50
45
40
35
30
25
20
15
2011 2012 2013 2014

15. ‘Career-centric’ online media are core sources
Quantity of hires
Quality hires in key positions
Social professional Internet job boards
RPOs, contingency or networks
staffing agencies
Company career website
Internal hires
Employee referral
programs
Student and youth
Internet resumer ecruiting programs
databases ATS/ internal candidate
Print/trade database
journals
General social media
General
career fairs
Other CRM system
Diversity
recruiting
programs
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
0% 10% 20% 30% 40% 50% 60% 70% 80%

16. ‘Career-centric’ online media are core sources
Quantity of hires
Quality hires in key positions
Social professional Internet job boards
RPOs, contingency or networks
staffing agencies
Company career website
Internal hires
Employee referral
programs
Student and youth
Internet resumer ecruiting programs
databases ATS/ internal candidate
Print/trade database
journals
General social media
General
career fairs
Other CRM system
Diversity
recruiting
programs
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
0% 10% 20% 30% 40% 50% 60% 70% 80%

17. LinkedIn’s talent ecosystem continues to scale
700
600
500
400
300
200
100
0
350
300
250
200
150
100
50
0
Q2 2011 Q2 2012 Q2 2013 Q2 2014
Average
open jobs
(000s)
LinkedIn
Members
(millions)
Members

18. LinkedIn’s talent ecosystem continues to scale
700
600
500
400
300
200
100
0
350
300
250
200
150
100
50
0
Q2 2011 Q2 2012 Q2 2013 Q2 2014
75M
new members in
the past 12
months
Average
open jobs
(000s)
LinkedIn
Members
(millions)
Jobs
Members

19. Maximizing value from online sources in 2015
Practical points to consider in your planning
• Adopt a clear ROI methodology to allow
optimization across sources (value not cost!)
• Align experience across jobs, company
website, and LinkedIn
• Focus efforts on ‘career-centric’ sites,
rather than broad-appeal audiences
• Ensure jobs are optimized for distribution,
and written to work with search and
recommendation engines

20. Five themes to build into your 2015 plan
Based on LinkedIn research and data analysis
1 Start preparing for growth and investment in 2015
2 Career-centric online media are core to the sourcing mix
3 Employer branding viewed as important but resourcing still lags
4 Recruiting is now truly moving mobile
5 Improved candidate and job matching expected to reshape recruiting

21. Clear case for investment in employer brand in Europe
Percent of recruiters in 2014 saying that ‘employer brand’ …
100
75
50
25
0
has significant
impact on hiring
35% 30%
is a top priority has enough
resources
is measured
70%
48%

22. Reach of jobs vs. employer branding touchpoints
Jobs
1
person who viewed a job
at the company prior to
being hired
Followers Career Page
1.4
people were following the
company or viewed the career
page prior to being hired

23. 76%
of job applicants in Europe viewed
an employee’s profile in 6 months prior

24. Boosting employer brand investment in 2015
Practical points to consider in your planning
• Benchmark budgets against other talent, HR,
and business investments—is employer brand
funded in line with importance?
• Leverage your employees as ambassadors,
their profiles are another branding touchpoint
• Create a systematic content program to
populate company page and followers’ feeds

25. Five themes to build into your 2015 plan
Based on LinkedIn research and data analysis
1 Start preparing for growth and investment in 2015
2 Career-centric online media are core to the sourcing mix
3 Employer branding viewed as important but resourcing still lags
4 Recruiting is now truly moving mobile
5 Improved candidate and job matching expected to reshape recruiting

26. 65%
of job seekers in Europe use LinkedIn
on their mobile device

27. In 2014, European recruiters got serious about mobile
Percent of recruiters agreeing with these statements
75%
50%
25%
0%
A lot of candidates learn
about our opportunities on
mobile devices
Our job postings are
optimized for mobile
Our career site is optimized
for mobile
We have already seen a lot
of candidates apply for our
positions through mobile
devices

28. In 2014, European recruiters got serious about mobile
Percent of recruiters agreeing with these statements
18%
35%
75%
50%
25%
0%
A lot of candidates learn
about our opportunities on
mobile devices
Our job postings are
optimized for mobile
Our career site is optimized
for mobile
We have already seen a lot
of candidates apply for our
positions through mobile
devices
▲94%

29. In 2014, European recruiters got serious about mobile
Percent of recruiters agreeing with these statements
18%
15%
35%
29%
75%
50%
25%
0%
A lot of candidates learn
about our opportunities on
mobile devices
Our job postings are
optimized for mobile
Our career site is optimized
for mobile
We have already seen a lot
of candidates apply for our
positions through mobile
devices
▲94% ▲92%

30. In 2014, European recruiters got serious about mobile
Percent of recruiters agreeing with these statements
18%
15%
20%
35%
29%
34%
75%
50%
25%
0%
A lot of candidates learn
about our opportunities on
mobile devices
Our job postings are
optimized for mobile
Our career site is optimized
for mobile
We have already seen a lot
of candidates apply for our
positions through mobile
devices
▲94% ▲92% ▲73%

31. In 2014, European recruiters got serious about mobile
Percent of recruiters agreeing with these statements
▲94% ▲92% ▲73% ▲63%
18%
15%
20%
14%
35%
29%
34%
22%
75%
50%
25%
0%
A lot of candidates learn
about our opportunities on
mobile devices
Our job postings are
optimized for mobile
Our career site is optimized
for mobile
We have already seen a lot
of candidates apply for our
positions through mobile
devices

32. Good news: optimizing for mobile is easier than ever
Practical points to consider in your planning
• Compose job postings for mobile: easily
scannable, engaging, concise
• Have hiring managers ‘test’ on their
phones, end-to-end
• Optimize downstream flows, such as
company careers site and apply flow

33. Five themes to build into your 2015 plan
Based on LinkedIn research and data analysis
1 Start preparing for growth and investment in 2015
2 Career-centric online media are core to the sourcing mix
3 Employer branding viewed as important but resourcing still lags
4 Recruiting is now truly moving mobile
5 Improved candidate and job matching expected to reshape recruiting

34. Different countries see a different future…
Top ‘upcoming’ trend for selected geographies
Belgium
Remote workforce options
Germany, Italy, Netherlands
Recruiting becoming more like marketing
Australia, India, South Africa
Improved candidate & job matching
USA, Canada, Mexico & Brazil
Improved candidate & job matching
China
Using “big data” to predict
future talent needs

35. …but matching candidate to jobs is a focus in EMEA
Improved
candidate
and job
matching
Improved
candidate
and job
matching
Recruiting
becoming
more like
marketing
Recruiting
becoming
more like
marketing
Improved
candidate
and job
matching
Recruiting
becoming
more like
marketing
Recruiting
becoming
more like
marketing
Improved
candidate
and job
matching
Using "big
data" for
predicting
future talent
needs
Using in-house
marketing to
advertise
employee
experience
Defining and
measuring
the quality of
our hires
Proving ROI
for our
recruiting
tools
Defining and
measuring
the quality of
our hires
Proving ROI
for our
recruiting
tools
Upcoming
Trend #1
Upcoming
Trend #2
Upcoming
Trend #3
Italy Netherlands
EMEA Avg UK Nordics Spain Germany France
Recruiting
becoming
more like
marketing
Defining and
measuring
the quality of
our hires
Remote
workforce
options
Improved
candidate
and job
matching
Recruiting
becoming
more like
marketing
Improved
candidate
and job
matching
Improved
candidate
and job
matching
Belgium MENA South Africa
Improved
candidate
and job
matching
Recruiting
becoming
more like
marketing
Defining and
measuring
the quality of
our hires
Remote
workforce
options
Recruiting
becoming
more like
marketing
Improved
candidate
and job
matching
Improved
candidate
and job
matching
Proving ROI
for our
recruiting
tools
Defining and
measuring
the quality of
our hires
Improved
candidate
and job
matching
Recruiting
becoming
more like
marketing
Defining and
measuring
the quality of
our hires

36. …but matching candidate to jobs is a focus in EMEA
Improved
candidate
and job
matching
Improved
candidate
and job
matching
Recruiting
becoming
more like
marketing
Recruiting
becoming
more like
marketing
Improved
candidate
and job
matching
Recruiting
becoming
more like
marketing
Recruiting
becoming
more like
marketing
Improved
candidate
and job
matching
Using "big
data" for
predicting
future talent
needs
Using in-house
marketing to
advertise
employee
experience
Defining and
measuring
the quality of
our hires
Proving ROI
for our
recruiting
tools
Defining and
measuring
the quality of
our hires
Proving ROI
for our
recruiting
tools
Upcoming
Trend #1
Upcoming
Trend #2
Upcoming
Trend #3
Italy Netherlands
EMEA Avg UK Nordics Spain Germany France
Recruiting
becoming
more like
marketing
Defining and
measuring
the quality of
our hires
Remote
workforce
options
Improved
candidate
and job
matching
Recruiting
becoming
more like
marketing
Improved
candidate
and job
matching
Improved
candidate
and job
matching
Belgium MENA South Africa
Improved
candidate
and job
matching
Recruiting
becoming
more like
marketing
Defining and
measuring
the quality of
our hires
Remote
workforce
options
Recruiting
becoming
more like
marketing
Improved
candidate
and job
matching
Improved
candidate
and job
matching
Proving ROI
for our
recruiting
tools
Defining and
measuring
the quality of
our hires
Improved
candidate
and job
matching
Recruiting
becoming
more like
marketing
Defining and
measuring
the quality of
our hires
#1
Improved candidate and job matching

37. LinkedIn matching: right jobs, right talent, right time
Your
Jobs
Profiles on
LinkedIn
Reach passive candidates across multiple channels
LinkedIn
Matching
Engine
New
Opportunity
Recommendations
xyzCo
Careers at xyzCo
Multiple delivery channels to all members
Over half of all job views on LinkedIn come
through these recommended channels

38. Matching is core to mobile experience
Jobs are front and center in the feed on LinkedIn Mobile
Quickly view, save
and apply to jobs all
on mobile

39. Applicants can prioritize best jobs for their skills
LinkedIn helps candidates become more informed before they apply
Job seekers get
profile and skills
comparisons to
other applicants for
a given role

40. Does it work?
What we’ve heard from our users
Hiring managers say…
It is a more directly
targeted audience
…loved that it also
matched my posting with
likely candidates
Surprisingly more
targeted than a lot of
niche sites
Job seekers say…
The app provides good
matches for my skillset
The opportunity to view
my strengths against
other applicants
The features that show
information about other
applicants are very helpful

41. Planning for a world of better job-candidate matching
Practical points to consider in your planning
• Use industry-standard titles and keywords to
ensure your jobs are targeted optimally
• Analyze historical hires and performance to
identify patterns and profile attributes of high
quality candidates
• Track quality of applicants by source, compare
matching environments to untargeted sites

42. Global Recruiting Trends Report: Nov 12th
LinkedIn’s 4th Annual Recruiting Trends Report

43. Three thoughts to take into 2015 planning
Inspire your team to make data-driven business cases
for investment in talent, employer brand, 1 and capabilities
2 Quantify total ROI of each online channel… can be a
complex analysis, but essential for planning
3 Mobile is a question of ‘what’ and ‘how’, not ‘if’