Event: Bullhorn Engage London 2018 Speakers: Phil Edwards & Darren Connolly Over the last few years, the recruitment industry has been adapting to increasingly complex challenges when it comes to attracting and placing talent. As the market becomes more and more competitive, LinkedIn believes the next wave of recruiting innovation lies in the use of data-driven insights to power talent and strategic business decisions. This is the era of talent intelligence. Hear about the changes in the recruitment industry, trends in the new era of work, and how recruiters can make data and insights actionable.

1. Phil Edwards
THE ERA OF TALENT
INTELLIGENCE
Elevating your Business Strategy with
Data-Driven Insights
Darren Connolly
Head of UK Global
Accounts, LinkedIn
EMEA Insights Manager,
LinkedIn

2. Phil Edwards,
Head of UK Global Accounts
T h e E r a o f T a l e n t I n t e l l i g e n c e
a n d E v o l u t i o n o f t h e
R e c r u i t m e n t I n d u s t r y

3. 1 . Change in recruitment
2 . Trends in the new era of work
3 . Work / Job data and insights
4 . How to make data and insights
actionable
3
Agenda

5. 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
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

6. 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

7. 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.

8. 46%OF WORKPLACE
ACTIVITIES ACROSS THE
UK, GERMANY, FRANCE,
ITALY & SPAIN COULD BE
AUTOMATED.
Source: McKinsey Global Institute

9. 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

10. 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

11. 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.

12. 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

13. 65%OF THE JOBS WE WILL
HIRE FOR IN THE FUTURE
DO NOT EVEN EXIST
TODAY
McLeod, Scott and Karl Fisch, "Shift Happens"

14. 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

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

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

17. ~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)

18. 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 insights
UND 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

19. MEMBERS
575m+
COMPANIES
26m
JOBS
15m
SKILLS
50k
SCHOOLS
29k
KNOWLEDGE
190b
1+ Million Data Point Per Hour

20. 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 by candidate
and acquisition strategy be?

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

22. D a rre n C onnol l y,
Insi ghts M a na ge r, L i nke d In
MAKING DATA AND INSIGHTS
ACTIONABLE

23. 71%OF CEO’S VIEW DATA ON TALENT
AS A SOURCE OF COMPETITIVE
ADVANTAGE
SOURCE – LINKEDIN GLOBAL RECRUITER TRENDS SURVEY 2018

24. “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

25. AN INSTANT HERO

26. Bigger Challenges
SOURCE – LINKEDIN GLOBAL RECRUITER TRENDS SURVEY 2018

27. 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

28. 29K
Schools
26M
Companies
15M+
Jobs
575M+
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

29. 60K
Schools
26M
Companies
15M
Jobs
575M
Members
50K
Skills
TALENT INTELLIGENCE TO HELP EXPANSION

30. 4 Primary considerations went into choosing this new office location…
C a n d i d a t e
S u p p l y
M a r k e t
S t a b i l i t y
C a n d i d a t e
D e m a n d
B r a n d
S t r e n g t h

31. 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

32. 36%OF HR TEAMS FEEL THEIR
DATA CAPABILITIES ARE
GOOD OR EXCELLENT
Source: LinkedIn Global Recruiter Trends Survey

33. 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?

34. Thank you.