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The Era of Talent Intelligence: Bullhorn Engage Slides
The document discusses the evolution of recruitment in the context of talent intelligence, highlighting the impact of AI and automation, skills gaps, and the rise of independent work. It emphasizes the need for recruitment firms to adapt to changing market demands through data-driven insights and actionable strategies. Key trends include increasing client and candidate expectations, the commodification of low- and middle-skill jobs, and the importance of understanding emerging skills for future hiring success.
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The Era of Talent Intelligence: Bullhorn Engage Slides
- 1. Phil Edwards THE ERAOF 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 ofUK 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 . Changein 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 @ Filingcabinet 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 EY 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 isalready transforming economies and the workforce, and its effect will only accelerate as technologies become more developed and accepted.
- 8. 46%OF WORKPLACE ACTIVITIES ACROSSTHE UK, GERMANY, FRANCE, ITALY & SPAIN COULD BE AUTOMATED. Source: McKinsey Global Institute
- 9. 6 millionLOW QUALIFIED JOBSWILL 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 everywherebut 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 Skillsgaps 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 JOBSWE WILL HIRE FOR IN THE FUTURE DO NOT EVEN EXIST TODAY McLeod, Scott and Karl Fisch, "Shift Happens"
- 14. Innovate to providefor 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 workis already meaningful, and only expected to increase due to demographic, technology, and policy trends.
- 16. Rise of Millennials Growth ofonline 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 strategicpartner 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.
- 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 whatyou do with them that count But it’s not about the data and insights
- 22. D a rren 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 VIEWDATA ON TALENT AS A SOURCE OF COMPETITIVE ADVANTAGE SOURCE – LINKEDIN GLOBAL RECRUITER TRENDS SURVEY 2018
- 24. “We are goingto 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.
- 26. Bigger Challenges SOURCE –LINKEDIN GLOBAL RECRUITER TRENDS SURVEY 2018
- 27. Every Action onLinkedIn 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 Companiesfollowed 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.
- 30. 4 Primary considerationswent 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 HIRINGMANAGERS 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 TEAMSFEEL THEIR DATA CAPABILITIES ARE GOOD OR EXCELLENT Source: LinkedIn Global Recruiter Trends Survey
- 33. Is your workforceready 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.