1.
Using Talent
Intelligence to
Gain Competitive
Advantage
D a r r e n C o n n o l l y ,
I n s i g h t s M a n a g e r , E M E A ,
L i n k e d I n

2.
Trends in the new era of work
The importance of data and insights
Leveraging Insights for business
outcomes
Questions
Today’s Agenda

3.
Social mediaInternet Email
@
Filing cabinet Offline database
Job channels
Online database
Smart phones
Professional Networks
Digitalisation
Big Data
Advanced AnalyticsCloud
Multi-device
Intelligent apps
Augmented reality
Personalization
Consumer
Recruitment
1980’s 1990’s 2000’s 2010’s 2011 2012 2013 2014 2015 2016 2017
Recruitment needs to be at the forefront of change
Client and candidate expectations are increasing, recruitment firms need to meet this head on

4.
Key trends in the world of work

5.
• 3 K E Y T R E N D S I N
T H E N E W E R A O F W O R K
IND E PE ND E NT
W OR K
AI AND
AUT OM AT ION
S KIL L S GAPS

6.
TREND 01
AI/AUTOMATION
Automation is already transforming
economies and the workforce,
and its effect will only accelerate
as technologies become more
developed and accepted.

7.
46%OF WORKPLACE
ACTIVITIES ACROSS THE
UK, GERMANY, FRANCE,
ITALY & SPAIN COULD BE
AUTOMATED.
Source: McKinsey Global Institute

8.
6 millionLOW QUALIFIED
JOBS WILL
POTENTIALLY
DISAPPEAR
15 million
JOBS REQUIRING
HIGH EDUCATIONAL
ATTAINMENT TO BE
CREATED BY 2025
IT’S ESTIMATED
MORE THAN
AND MORE THAN
Source: Eurostat

9.
Talent is everywhere but opportunity is not…
• O P P O R T U N I T Y
NE W BUS INE S S
M OD E L S
- Non-human alongside
human labour offered
- New functions / client
development
BUS INE S S E NABL E R
- Automate manual tasks for
employees to spend more
time with candidates and clients
i.e. new interviewing techniques
such as VR or
3-D video interviews
L ABOUR M AR KE T
- Reallocation of supply
and demand of labour skills
- Opportunity to upskill
middle skilled workforce

10.
TREND 02
SKILLS GAP
Skills gaps will exacerbate
as low and middle-skill activities
become “commoditised”
and automated; shortages
of high-skill talent will continue.

11.
Perl / Python / Ruby
Mobile Dev.
Web programming
Machine Learning
Statistical Analysis
C++
Software modelling
L o n d o n
D u b l i n
P a r i s
L y o n
M a d r i d
S t o c k h o l m
A m s t e r d a m
B e r l i n
Data analysis /
Statistical analysis

12.
65%OF THE JOBS WE WILL
HIRE FOR IN THE FUTURE
DO NOT EVEN EXIST
TODAY
McLeod, Scott and Karl Fisch, "Shift Happens"

13.
Innovate to provide for candidates and clients
• O P P O R T U N I T Y
KN OW T H E M A R KE T
- Keep a close eye on the
skills landscape as it evolves
- Top talent will be a commodity
T AL E NT INT E L L IGE NC E
- Know your talent pools to
understand how to connect
people’s skills with the right
opportunities
- Ability to demonstrate expertise
for new and emerging skills
T H INK BR OAD E R
- Capabilities over qualifications
(Skills over schools)
- Understand the intangibles
- Need Multi-skilled, Flexible
Candidates

14.
TREND 03
INDEPENDENT
WORK
Independent work is already
meaningful, and only expected
to increase due to demographic,
technology, and policy trends.

15.
Rise of
Millennials
Growth of online
marketplaces
Increasing cost
effectiveness
1 2 3

16.
~90MINDEPENDENT
WORKERS
IN THE EU-15
Source: Source: McKinsey Global Institute; EU-15 includes
Austria, Belgium, Denmark, Finland, France, Germany, Greece,
Ireland, Italy, Luxembourg, Netherlands, Portugal, Spain,
Sweden, United Kingdom.
(26% OF THE ENTIRE
WORKFORCE)

17.
Become a strategic partner to help clients thrive
• O P P O R T U N I T Y
R E V IE W BUS IN E S S
M OD E L
- Perm vs contractor - is this business
model in line with the current and
future market conditions
UPS KIL L YOUR
R E C R UIT E R S
- Understand your clients needs to be
able to advise them how to benefit
from this trend
- Enable strategic conversations by
arming recruiters with market insightsUND E R S T AND M AR KE T
- Market intel will help you
to understand the industries,
skills and roles impacted and
where the opportunities are

18.
Quality of Candidate: What are characteristics of my best placements?
Which industries should we target for client development?
Business Leaders: What are my competitors doing?
What talent are they acquiring and where? Where should I build
a team to launch a new business line or product?
Where can we find hidden talent?
Business Leaders: What functions are on the rise and
which industries are increasing their hiring efforts?
Strategy: Where should we open our next office?
Internal HR: Why are our employees leaving and
how does my attrition compare to peers?
What should my candidate
and acquisition strategy be?

19.
The importance of data and insights

20.
71%OF CEO’S VIEW DATA ON TALENT
AS A SOURCE OF COMPETITIVE
ADVANTAGE
SOURCE – LINKEDIN GLOBAL RECRUITER TRENDS SURVEY 2018

21.
“We are going to see the biggest change in the HR
profession overall, as analytics start to reinvent the
way we work.
We are now starting to look for HR professionals that
have the capability to understand, interpret, and
leverage data.”
DAWN KLINGHOFFER, GENERAL MANAGER OF HR, BUSINESS INSIGHTS, MICROSOFT

22.
AN INSTANT HERO

23.
Bigger Challenges

24.
Our Economic Graph creates powerful data assets
SchoolsSkillsJobsCompaniesMembers
590M+ 30M+ 20M+ 50k 84k+
LINKEDIN DATA ECOSYSTEM

25.
Every Action on LinkedIn creates a point of data
This data helps us create unique Insights that help you focus efforts in ways
that drive the most impact for your business

26.
29K
Schools
30M+
Companies
20M+
Jobs
590M+
Members
50K
Skills
CLIENTCANDIDATE
Connections
Education
Skills
Open
Candidate
Industry
Location
Interest
Salary
Job
searches
Job views
Content views
Companies followed
Connections at company
Hires
Industry
Company size
Experience
Current employees
Similar companies
Macro
labor trends
Alumni
Location
Culture & Values
Intent
Identity
+
Affinity
=
Every Action on LinkedIn creates a point of data
This data helps us create unique Insights that help you focus efforts in ways
that drive the most impact for your business

27.
It’s about what you do with them that count
But it’s not about the data and insights

28.
Leveraging Insights for business
outcomes

29.
B U S I N E S S C H A L L E N G E S T H A T C A N B E S U P E R C H A R G E D B Y D A T A
Inform client
recruiting strategy
Strengthen relationships
and expand footprint with
existing clients
Identify new prospect
companies based on
their hiring trends
Decide which industries and
locations to expand/ contract
into based on talent market
Drive internal recruiting by
leveraging talent pool data and
competitive benchmarking
M A R K E T E N T R Y
O R E X I T
I N T E R N A L H I R I N G
S T R A T E G Y
C L I E N T
C O N S U L T I N G
P L A C E M E N T
S T R A T E G Y
N E W B U S I N E S S
D E V E L O P M E N T

30.
79%OF RECRUITERS AND
HIRING MANAGERS ARE
LIKELY TO BE USING DATA
IN THEIR HIRING PROCESS
WITHIN THE NEXT TWO
YEARS
Source: LinkedIn Global Recruiter Trends Survey

31.
36%OF HR TEAMS FEEL THEIR
DATA CAPABILITIES ARE
GOOD OR EXCELLENT
Source: LinkedIn Global Recruiter Trends Survey

32.
Is your workforce ready
for the challenge?
How will your business
adapt to the rise of AI
and automation?
How do you identify
talent with the right skills,
in the right locations,
at the right time?
How will you identify and recruit
those interested in independent
work?

33.
Thank you