Linked Talent Solutions Quarterly Product Release May 2018

Editor's Notes

• #4: Technology and innovation are making it easier for candidates and companies to discover each other proactively, but that’s the new norm. Passive sourcing is the minimum requirement to have a credible, competitive position in recruiting, that is: It’s table stakes. Open information, the evolution of technologies like AI, are creating new realities in all aspects of business. Like universal access, meaning Recruiters everywhere have access to the same candidate profiles. The second is ubiquitous opportunity. Increased transparency means job seekers can find jobs, companies and connections anywhere. The third is increased intensity. Increased transparency improves visibility for EVERYONE, including hiring managers and business leaders. They have access to data and tools, like LinkedIn, which empower them to see what’s out there and want more.  But one thing always has remained true: talent is the way companies win. They win or lose on their people. 
• #5: How do I efficiently and effectively find quality talent that meets hiring managers’ increasing expectations? How do I reach out at the right time in the right way to cut through the noise and beat the competition? How do I answer then increasing complexity and depth of questions from hiring managers & leadership? New realities mean new challenges. That is, new challenges layered upon existing ones. Recruiters not only have to find top talent, be the most appealing offer amid the competition, but also field internal questions from the business like what is the quality of their candidate pipeline in the five largest markets in EMEA looks like. Let’s dig deeper into each challenge. ------
• #6: Insight: That means we’re able to map to connect the dots between job seekers and company and build out the Hiring Marketplace
• #7: Historically, recruiters have focused on leveraging the data points Laura provided on her LinkedIn profile, and that was incredibly valuable in the era of passive recruiting. But LinkedIn and our proprietary algorithms have evolved and we now get a clearer picture of who Laura is with every action she takes within  the LinkedIn Ecosystem. She is every job she viewed, every job she applied to, every article she’s clicked on, every update she’s shared, and also everything she’s told LinkedIn … like listing herself as an Open Candidate. When we compile all of these things, we get a richer understanding of candidates. There are three types of data we use to understand candidates: Identity, affinity, and intent. To keep it simple, identify information is what members tell us through their profiles, while affinity and intent data are based on what our members do on LinkedIn. Affinity data reveals a member’s likes and preferences (in Laura’s case, her passions for gaming and artificial intelligence), and intent data are made up of more explicit actions that suggest an inclination toward making a career move, like Laura actively applying to jobs or responding to an InMail from a recruiter. Behind the scenes, our technology is making all these inferences to truly understand Laura. Whether it’s data standardization that helps us understand that she is an engineer, or our AI that helps us understand skills she doesn’t explicitly state in her profile, or that she’s a higher performer.
• #9: Talent intelligence is using data and insights to make people your competitive advantage. We believe that leveraging data and insights can help influence every stage in the recruiting process: For some companies, it may start and end with a recruiter deciding who to target, how to engage, when to reach out, or even how to structure conversations with the their hiring managers. The impact of one insight might yield dramatic results in a recruiter’s time to fill or alter a candidate profile to uncover a new pool of talent. In other companies, recruiters who target talent strategically might inspire the C-suite to leverage data and insights to inform their companies’ broader talent strategies, as well as tackle and conquer complex issues. Embracing the power of data and insights will enable recruiting professionals to discuss and understand talent in a way that they never have before and, ultimately, propel companies and leaders alike to see talent as their true competitive advantage.
• #14: Here’s where we’re at today. Did you know that LinkedIn Jobs are already rated 40% higher at delivering quality applicants compared to Job boards?
• #15: Well this quarter, LinkedIn Jobs are launching 3 new updates to deliver even higher quality candidates and save you time along the way. First, you’ll be able target the Ideal Audience better than ever before - we’re leveraging machine learning and more customizations to evolve jobs targeting. Second, you can Instantly Analyze applicants - We will display a scannable checklist that shows each applicant’s fit - so you don’t have to click through to every profile. Finally, we’ll educate candidates on their fit - So when each candidate views a job, we’ll show them how their experience matches the job requirements to help them self-select roles they match
• #16: Targeting is being enhanced in 2 main ways. The first is automatic improvements: Without any steps, look out for better matched applicants this quarter! With enhanced machine learning, we have heightened our ability to match the preferred function, industry, location, years of experience, and more from each job description. any steps, look out for better matched applicants this quarter! With enhanced machine learning, we have heightened our ability to match the preferred function, industry, location, years of experience, and more from each job description. The second targeting update is the ability to customize the algorithm directly. If desired, you can edit the new automated targeting directly. You can access these customizations through the ‘edit’ mode in job management, or while manually posting a job on LinkedIn. Quality = % of applicants who meet targeting requirements based on job description.
• #17: Our next update is all about Evaluating applicants quickly with an instant snapshot view. By showing match strength and a scannable fit checklist right in the applicant list, you can quickly evaluate an applicant’s fit for the role To access, you must have applicants apply on LinkedIn (not your career page). Then, in LinkedIn’s job management, you would hover over “View criteria match” in the ‘Applicant’ tab. Customers in charter says saves about 15-20s per applicant; which adds up when you have hundreds of applications
• #18: Finally, we want you to encourage great candidates to apply and decrease unqualified applicants. By showing a strong applicant they match the description, they’ll get an extra boost to apply. Simultaneously, it allows candidates without any matching qualifications to self-select jobs more closely tied to their experience. This match criteria is from the automated targeting, and any edits you make to it will flow through here
• #19: Top things to remember: 1). Without any action needed, get excited for higher quality applicants this quarter. Targeting is automated from job descriptions 2) Targeting is editable 3) Save time by using ‘view criteria match’ when reviewing applicant on LinkedIn Discover more quality applicants with improved automated targeting. If desired, edit this targeting in job management on LinkedIn, or through the manual posting flow. If you review applicants on LinkedIn, save time by hovering over the ‘View criteria Match.’
• #20: Excited to introduce LinkedIn Video Ads, a new way to source at scale on LinkedIn.
• #21: Before we talk about the product, it’s important to take a look at the candidate journey. The candidate journey begins with a prospect who’s unaware of your team. That candidate then moves to the “consideration stage” where the job seeker is gather information and learning more about their different options. Finally, we then move to the “interested” stage, where the job seeker is in direct contact with your sourcing team. We know that it’s critical to impact the candidate journey early on. 60% of a candidate’s journey and decision-making process happens before they directly interact with your sourcing team. If you’re not top of mind early, you’re at risk of losing quality candidates.
• #22: Impacting job seekers in the right context is also key. LinkedIn has become the leading social network for job seekers - 75% of job switchers use LinkedIn as part of their search; and 90% of candidates are open to new opportunities but don’t know where to apply.
• #23: How can you impact the job seeker journey to (1) bring candidates directly to you; and (2) make recruiting team even more efficient? With Sponsored Updates, recruiting teams can run native ads on the LinkedIn feed across desktop and mobile to reach target talent pools and drive them directly to their jobs and LinkedIn Career Page. This quarter, we’ve made an exciting enhancement - teams can now use video (in addition to images) to inspire and attract candidates with Sponsored Updates. Instead of linking out to YouTube or Vimeo, our customers can directly upload native video to LinkedIn, which gives them new metrics to track and convert members into interested candidates, job viewers and followers. There are three key benefits : First, Video creates a unique, meaningful impression with potential talent on LinkedIn. Second, Video also helps convert those video viewers into interested candidates, job viewers and company followers – all of which impact recruiter efficiency. We’ll give you a customer case study in just a minute. Third, we have new video metrics like video views, completions and completion rates to help you prove ROI from your video ad spend.
• #24: Let’s talk about results. Video ads are highly sticky - they’re 3x more engaging than static images.
• #25: Here’s a deeper look into the metrics. We can help provide metrics to help you prove out your investment in video, including views, video completes and insights into which talent pools are watching your video ads, as well as full-screen plays (for when candidates go into full-screen mode to watch the video, a good way of measuring members who were most interested in your content).
• #26: We’ve seen talent professionals loving video ads for their recruiting efforts. GE, for example, used video ads to tell a rich story about innovation at their company; Vodafone uses it to show the world how they’re thought leaders in their space, and Procter & Gamble is running a Day 1 campaign to show target talent what the first day at the company looks like.
• #27: And we’ve also seen that when teams run video ads, their recruiting function accelerates. Facebook wanted to build brand awareness and attract top candidates in emerging markets, where it’s employer brand is lesser known. Facebook ran a video ads campaign highlighting regional employees and letting them speak about the company’s inspiration vision, culture and values. The results: 5% increase in candidate consideration % (a lift in members exploring Facebook’s jobs and LinkedIn Career Page) 20% higher InMail response rate - which shows that when members see video ads, they’re more likely to respond to your team’s outreach.
• #30: One of the biggest trends we’re seeing in the recruiting industry is around the use of data and AI. Over 35% of TPs and hiring managers say AI is actually the top trend impacting their hiring process. And a majority of these same talent professionals (close to 60%) said AI is most helpful to them when it comes to sourcing. We know that as a Recruiter, you are incredibly busy with significant demands on your time. There is a good chance that the open req on your desk needed to be filled yesterday. The last thing you need to do is spend hours combing through thousands of search results. We want to help you hire the right candidate in less time. Over the years, we have launched several features that leverage insights from LinkedIn’s network of 500+ million professionals to help you search faster, uncover new talent and focus on individuals who our data shows are more likely to engage. In addition over the last few quarters,  we have also made significant enhancements to our ranking model at the back end  leveraging Artificial Intelligence and Machine Learning to  ensure you see the most relevant candidates first.  We do this by taking into account the intent, affinity and identity data to recommend and rank candidates so that you are getting even more effective results by using your favorite filters and search queries.
• #31: Now, let’s double click on how Linkedin Recruiter uses Machine Learning and Artificial Intelligence and how this translates into better results for you.  First is Smart Search Suggestions. To help you uncover all the top talent for a given search, we'll tap into our unique set of data to suggest relevant titles, companies, skills, and more for you to consider. Our suggestions will dynamically adjust as you refine your search, ensuring that we're providing you with the best terms to help you find those hidden gems. Next is Spotlights an example of which is Open Candidates that many of you are familiar with. Using our spotlights, you can find candidates who are more likely to engage with you. Other examples of spotlights include “likely to respond”, “past applicants”, “company connections” or “have engaged with your talent brand.”
• #32: And here’s the best thing of all. When you engage with these warm leads that you have found via the spotlights, you are twice more likely to receive a response from these high quality and engaged members.
• #36: As you all know, leadership is asking more and more for proof of source of hire. Which, unfortunately, isn’t always easy to show. Especially if our only point of reference is from candidates self-selecting source of hire. Therefore, we did a bit of research to solve this challenge and have found that when talent organizations activate proper tracking technologies on Jobs, they unlock the right data points that allow them to have a better understanding of where their applicants are coming from and in turn leverage this data to optimize jobs strategy.    We have found that having access to this data is key for your talent acquisition success. Especially in the era of talent intelligence! And here are a couple of ways that you can track source of hire.. 
• #37: The first and easiest is to track jobs with Source Codes...    Source Codes allow you to track how many finished applications you get from your various channels such as Indeed, Monster, ZipRecruiter etc.. directly in your ATS. A source code is simply a small code provided by your ATS that you add to the Apply URL when posting jobs on LinkedIn.    It's simple and easy to implement, and we have partnered with several Applicant Tracking Systems to bring you these candidate applications metrics directly to you. Our partners include: ADP Recruitment, IBM Kenexa, Greenhouse, JazzHR, Lever, Lumesse, Microsoft Dynamics, Workable, Jobvite, Bullhorn, iCIMS, Workday, and more. Reach out to your relationship manager to find out how to track your Jobs with Source Codes.    If you don’t see your ATS on there, don’t worry, your ATS may still have the capacity to track jobs using source codes. Alternatively, a second option for tracking is with our new LinkedIn Jobs Conversion Pixel. 
• #38: The LinkedIn jobs Conversion Pixel is a small snippet of LinkedIn code that you add to the "Thank You for Applying Page" of your Careers Website that unlocks candidate application conversion rates directly in LinkedIn Recruiter.    With LinkedIn Jobs Conversion Pixel you’ll be able to track how many candidates view your jobs on LinkedIn, click apply, and complete the application within 30 days. Even if they start on a mobile and end on a desktop.    By having access to this data, you’ll be able to understand how many candidates drop off over time and how changes to your application experience can improve the number of applicants you’re receiving from LinkedIn.  The good part?.. It’s not difficult to set up either. Please reach out to your account team or relationship manager to find out how to activate Job Conversion Pixel. 
• #40: Discover the new Recruiter usage report Lastly, discover our new Recruiter usage report, which provides a pulse on your overall team and individual recruiter’s performance to see how it’s trending over time. We’ve updated the report in 3 big ways. 3 Key Benefits: Access simple, intuitive usage insights - Easily get the overall performance pulse of your team and how it’s trending over time. Whereas previously these insights cold be found by downloading in excel and doing your own calculations, we’re now summarizing key data points for you. Have on-demand reports - Stay current by tracking your performance with data that’s updated every few hours instead of every few days. View customized reporting time period - Increased flexibility to select a custom start and end date to view your desired cut. Was previously only available up through the last 30 days