Our Vision for Talent Intelligence: A New Way to Win in Today’s World of Work

October 4, 2017

It’s been beyond energizing to have spent the past couple of days surrounded by great minds in recruiting at Talent Connect, our annual customer conference. And having heard so many talent leaders share stories about bigger demands, less time, and more pressure on their organizations, I’m incredibly excited to share our vision for talent intelligence. As the market becomes increasingly noisy we believe the next wave of recruiting lies in the use of data-driven insights to power talent decisions. This is the idea of talent intelligence.

Talent Intelligence is a new way to harness data and insights to reinvent and improve every step of the recruitment process. Combining these insights with the right instincts delivers the winning talent strategy.

It’s no longer just knowing who’s done what or who lives where - that’s the old game - but having insight at your fingertips into who’s already thought about working for your company, who’s passionate about your industry, who might work well with your teams and who is open to relocating.

Talent intelligence will provide a competitive advantage at every step of the recruiting process, helping you hire the most passionate and qualified people in the shortest amount of time. It’s also the foundation of LinkedIn Talent Insights, the new self-serve analytics product we announced today.

With Talent Insights we’re incredibly excited to bring together all of the goodness of LinkedIn data to massively automate and add intelligence to the way your company identifies and accesses talent, manages hiring expectations, and plans for what’s next.

The road to talent intelligence  

To understand what’s possible with talent intelligence and how you can get an edge with LinkedIn Talent Insights, it helps to look at where we came from and how we got here.

A few short years ago, “passive candidate recruiting” was the future. Now it’s the present. Candidates are no longer just active or passive, but always on, and curious about what else is out there. In fact, 90% of LinkedIn members say they would be open to the right opportunity, regardless of what role they’re currently in, and two out of five plan to stay in their job only two years or less.

As this new open and transparent world of work has taken hold, it’s led to big changes in the nine years I’ve been at LinkedIn. Today, with more than 500 million professionals, more than 11 million jobs and members who are increasingly consuming industry news, learning new skills, researching companies and finding and connecting with people we’ve grown into an incredible professional community. With this shift members are planting seeds for their future career - informing their next move in 1 month, 1 yr, 5 yrs. And with every action they take—every search, connect, follow, publish, like, and apply—we learn more about the person behind the profile – their passions, their interests, their readiness for change. Knowing this means we can present a compelling opportunity at the right time.

So what does this look like?  We’ve already started infusing these insights into a number of our products today, so you can take advantage of knowing the person behind the profile - who’s qualified, who’s interested, and who’s open - to be more efficient and effective at every stage of the recruiting process.  And it’s working. For example, with Open Candidates we’ve seen more than seven million members signal they are open to new opportunities, and when an InMail is sent to an Open Candidate this is twice as likely to lead to a hire compared to an InMail sent to an average member.

What’s next? Together, we can fundamentally change how recruiting happens over the next five to ten years. We’re not just talking about better reporting. We want to help you put data to work. We’re talking about re-wiring how effective you can be using data, and adding that to your own instincts and experience.

LinkedIn Talent Insights is going to allow you to answer very hard questions about your talent landscape and make better decisions, so you can guide your company in the future. In this new world we can tell you things like how to assess talent, how to predict competitive hiring threats, how to find hidden gems outside the same pool everyone is fishing in, or where you should open your next office. And this is just the beginning...What could you achieve with those insights?  

I’m excited to hear your thoughts.

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