Based on LinkedIn's authoritative ‘Recruiting Trends’ surveys and data, learn how 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. #intalent
Winning in 2015
Planning for the latest talent trends
Luke Baxter
Director of Insights
LinkedIn

2. #intalent
On stage today
Luke Baxter
Director of Insights
LinkedIn
Eileen Raymond
Executive Director,
Recruiting
KPMG

3. #intalent
Today’s session
Review top recruiting trends from LinkedIn surveys and data
Share ideas for building these trends into your 2015 planning
Discussion with Eileen Raymond, KPMG
All sources LinkedIn surveys or data unless otherwise stated

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

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

8. #intalent
…and most markets are optimistic
Percent of recruiters projecting hiring increase in 2015
Brazil
NAMER
APAC
Europe
80
70
60
50
40
30
2011 2012 2013 2014

9. #intalent
…and most markets are optimistic
Percent of recruiters projecting hiring increase in 2015
Brazil
NAMER
APAC
Europe
80
70
60
50
40
30
2011 2012 2013 2014

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

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

15. #intalent
‘Career-centric’ online media are core sources
College recruiting
Company career website
CRM system
Referral programs
Diversity recruiting
programs
General career fairs
General social media
Internal hires
Internet job boards
Internet resume
databases
Print/trade journals
Other
RPO’s, contingency &
staffing agencies
Social professional
networks
ATS/internal candidate
database
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
0% 10% 20% 30% 40% 50% 60% 70% 80%
Quantity of hires
Quality hires in key positions

16. #intalent
‘Career-centric’ online media are core sources
College recruiting
Company career
website
CRM system
Referral programs
Diversity recruiting
programs
General career fairs
General social media
Internal hires
Internet job boards
Internet resume
databases
Print/trade journals
Other
RPO’s, contingency &
staffing agencies
Social professional
networks
ATS/internal candidate
database
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
0% 10% 20% 30% 40% 50% 60% 70% 80%
Quantity of hires
Quality hires in key positions

17. #intalent
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. #intalent
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. #intalent
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. #intalent
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 increased investment in employer brand
#intalent
Percent of recruiters saying that ‘employer brand’ …
100
75
50
25
0
has significant
impact on hiring
is a top priority has enough
resources
is measured
43%
36%
75%
56%

22. #intalent
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. #intalent
76%
of job applicants viewed an
employee’s profile in 6 months prior

24. #intalent
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. #intalent
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. #intalent
64%
of job seekers use LinkedIn on their
mobile device

27. #intalent
In 2014, 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 career site is optimized
for mobile
Our job postings are
optimized for mobile
We have already seen a lot
of candidates apply for our
positions through mobile
devices

28. #intalent
In 2014, recruiters got serious about mobile
Percent of recruiters agreeing with these statements
20%
38%
75%
50%
25%
0%
A lot of candidates learn
about our opportunities on
mobile devices*
Our career site is optimized
for mobile
Our job postings are
optimized for mobile
We have already seen a lot
of candidates apply for our
positions through mobile
devices
▲90%

29. #intalent
In 2014, recruiters got serious about mobile
Percent of recruiters agreeing with these statements
38%
20% 20%
34%
75%
50%
25%
0%
A lot of candidates learn
about our opportunities on
mobile devices*
Our career site is optimized
for mobile
Our job postings are
optimized for mobile
We have already seen a lot
of candidates apply for our
positions through mobile
devices
▲90% ▲70%

30. #intalent
In 2014, recruiters got serious about mobile
Percent of recruiters agreeing with these statements
38%
34%
20% 20% 18%
30%
75%
50%
25%
0%
A lot of candidates learn
about our opportunities on
mobile devices*
Our career site is optimized
for mobile
Our job postings are
optimized for mobile
We have already seen a lot
of candidates apply for our
positions through mobile
devices
▲90% ▲70% ▲66%

31. #intalent
In 2014, recruiters got serious about mobile
Percent of recruiters agreeing with these statements
▲90% ▲70% ▲66% ▲75%
38%
34%
30% 28%
20% 20% 18% 16%
75%
50%
25%
0%
A lot of candidates learn
about our opportunities on
mobile devices*
Our career site is optimized
for mobile
Our job postings are
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
#intalent
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. #intalent
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. #intalent
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. #intalent
…but matching candidate to jobs has global appeal
Improved
candidate
and job
matching
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
Improved
candidate
and job
matching
Improved
candidate
and job
matching
Improved
candidate
and job
matching
Using "big
data" for
predicting
future talent
needs
Recruiting
becoming
more like
marketing
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 our
employee
experience
Recruiting
becoming
more like
marketing
Focusing on
referrals as
a primary
source of
talent
Using "big
data" for
predicting
future talent
needs
Improved
candidate
and job
matching
Defining and
measuring
the quality of
our hires
Defining and
measuring
the quality of
our hires
Proving ROI
for our
recruiting
tools
Defining and
measuring
the quality of
our hires
Improved
candidate
and job
matching
Proving ROI
for our
recruiting
tools
Defining and
measuring
the quality of
our hires
Proving ROI
for our
recruiting
tools
Proving ROI
for our
recruiting
tools
Recruiting
becoming
more like
marketing
Upcoming
Trend #1
Upcoming
Trend #2
Upcoming
Trend #3
USA UK Nordics Germany France Spain Australia India Brazil China

36. #intalent
…but matching candidate to jobs has global appeal
Improved
candidate
and job
matching
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
Improved
candidate
and job
matching
Improved
candidate
and job
matching
Improved
candidate
and job
matching
Using "big
data" for
predicting
future talent
needs
Recruiting
becoming
more like
marketing
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 our
employee
experience
Recruiting
becoming
more like
marketing
Focusing on
referrals as
a primary
source of
talent
Using "big
data" for
predicting
future talent
needs
Improved
candidate
and job
matching
Defining and
measuring
the quality of
our hires
Defining and
measuring
the quality of
our hires
Proving ROI
for our
recruiting
tools
Defining and
measuring
the quality of
our hires
Improved
candidate
and job
matching
Proving ROI
for our
recruiting
tools
Defining and
measuring
the quality of
our hires
Proving ROI
for our
recruiting
tools
Proving ROI
for our
recruiting
tools
Recruiting
becoming
more like
marketing
Upcoming
Trend #1
Upcoming
Trend #2
Upcoming
Trend #3
USA UK Nordics Germany France Spain Australia India Brazil China
#1
Improved candidate and job matching

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

40. #intalent
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
• 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
#intalent
Practical points to consider in your planning

42. #intalent
US Recruiting Trends Report: Oct 27th
Global Recruiting Trends Report: Nov 12th
LinkedIn’s 4th Annual Recruiting Trends Report

43. #intalent
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’

44. Winning in the Marketplace:
KPMG & LinkedIn
Eileen Raymond
Executive Director,
US Experienced Hire Recruiting
October 22, 2014
#intalent

45. #intalent
KPMG Overview
In the United States
1,800
We link our functional, operational and technology consulting capabilities with
deep expertise in audit, risk, regulatory, tax and M&A issues to help address
clients’ most complex problems
Partners
25,000+
Professionals
89
Offices
50
States
Operational
$6B
In Revenue
Around the world
9,000+
Partners
155,000
Professionals
700+
Offices
156
Countries
Operational
$23B
In Revenue
Employer of Choice
Audit Tax Advisory

46. #intalent
Our Clients Have a Broad, Diverse Set
of Needs ASSIST
the world’s largest organizations
COMPANIES WE SERVE
We have relationships
with more than...
70%
1,200 S&P
Global firms
400 U.S.
FORTUNE 500 firms

47. #intalent
Social Media is a Cornerstone of our
Recruiting Strategy
Attract
Integrate
Engage
Measure
Job
Distribution
SEO
& PPC
Email
& RSS
Referrals Viral Marketing
Talent
Community
Career
Site
Social
Media
Talent
Community
Repeat Visitors
Applicant
Tracking
System
Talent
Pipeline
Candidate
Capture
• Candidate Experience
• Social Job Matcher
• LinkedIn Network Identifier
• Job Postings
• Virtual Career Fairs
Virtual
Career
Fair
• Visitor Intelligence
• Keyword Rankings
• Source Tracking
• Campaign Tracking
• Social Network Monitoring
• Mobile Visitors
• Cost Per Applicant &
Source

48. #intalent
We Are Maximizing LinkedIn’s Suite of
Offerings
Talent Directs
InMails
Work With Us Ads
Corporate/Careers
Pages
LI Recruiter Seats
Talent Brand Index/Talent Flows
Sponsored
Updates
Job Slots
KPMG Assets

49. #intalent
We Are Leveraging Mobile & LinkedIn
to Engage Talent
us-jobs.kpmg.com

50. #intalent
We Are Leveraging LinkedIn with
KPMG Employees
KPMG launched a rebrand of our Employee Referral Program –
Stellar Connections. The key message to our employees is to
leverage their LinkedIn network to find referrals.
The Results:
• 32% increase in employee referral hires
• 34% increase in employee participation

51. #intalent
Results: 45% of FY14 Hires
were Influenced by LinkedIn
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
2008 2009 2010 2011 2012 2013 2014