This document summarizes a presentation about using talent intelligence to gain competitive advantage. It discusses key trends in the new era of work such as independent work, AI and automation, and skills gaps. It highlights how data and insights from platforms like LinkedIn can help address business challenges in areas like client consulting, placement strategy, new business development, and internal hiring strategy. The document stresses that while data and insights are important, what companies do with them is even more critical to create business value and gain a competitive edge in today's changing workforce landscape.
The Era of Talent Intelligence: SIA Executive Forum Slides
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.
4. 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.
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
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 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
19. 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?
21. 71%OF CEO’S VIEW DATA ON TALENT
AS A SOURCE OF COMPETITIVE
ADVANTAGE
SOURCE – LINKEDIN GLOBAL RECRUITER TRENDS SURVEY 2018
22. “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. Our Economic Graph creates powerful data assets
SchoolsSkillsJobsCompaniesMembers
590M+ 30M+ 20M+ 50k 84k+
LINKEDIN DATA ECOSYSTEM
26. 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
30. 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
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?