LinkedIn Talent Insights provides talent pool and company data to talent acquisition professionals, business analysts, and company leaders. These insights allow them to recruit, manage, and retain talent more strategically.
Talent Insights translates LinkedIn member profiles into unique data points. This information is aggregated and standardized for comparison at a macro level.
Here are some tips for refining and leveraging Talent Insights based on use case:
Before running reports to source key talent, answer the following questions:
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What are the job requirements for this role?
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How can I best capture the talent I am interested in – job titles or skills?
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What constraints do we have around sourcing this talent? (For example, limited relocation offering)
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How does this talent fit into my company's overall long-term strategy? (What will this talent need to be successful down the road?)
Once you have identified this focus information, keep the following questions in mind when running reports:
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Location: Look beyond where this talent is located and focus on migration trends and growth rates – can you find markets to leverage for migration?
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Industry: Are there nontraditional industries where competition for this talent is low?
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Engagement rate: How well are you engaging this talent on LinkedIn?
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Company Report: Where are your competitors gaining this talent?
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Skills: What related and emerging skills does this talent have? Where are your competitors gaining and losing these?
When looking to define a strategy for headcount investment, answer these questions first:
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What talent is a priority for this new office?
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What is the broadest geographical boundary I’m willing to consider? (Starting with a broad geo will let the data inform you where to focus.)
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Are there any deal breakers? (For example, tax laws)
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How does this office fit into my company's overall long-term strategy? (What is the vision for this office in 2-5 years?)
When running reports for insights into headcount investment, keep these questions in mind:
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Location flows: Are there areas where key talent is already moving?
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Hiring demand index: Where is competition relatively low for priority talent?
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Top schools: Where is the largest pool of entry level talent for this key segment?
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Company Report: Where are your peers distributing their workforce?
When addressing employee attrition, think about the following questions:
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Where is attrition and what is your priority talent segment?
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Have internal exit interviews identified any trends?
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Is there a way to determine if the attrition affects high quality talent?
Consider the following questions when you run Talent Insights reports:
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Talent flows: Are there one or two competitors responsible for a large amount of the departures?
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Hiring demand index: Is the at-risk talent in a highly competitive market?
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Talent drivers: How do you benchmark against competitors in key job satisfaction areas?
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Compensation: How does your compensation benchmark against industry averages in key locations and talent segments?
Talent Insights can provide a wide amount of competitive intelligence. Use the following questions to focus your objective:
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What is the end question you seek to answer?
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Is there a competitor you’re prioritizing or are you looking for general market intelligence?
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What other data inputs will you be leveraging?
Use Talent Insights reports to answer the following questions:
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Talent flows: Is a key competitor gaining or losing talent in a specific area?
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Growth rates: What skills have competitors added over the last year? What functions have experienced the greatest rate of growth?
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Field of study: What kind of specialized talent is employed by key competitors?
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Attrition: Has attrition of key talent increased or decreased over the past year?
Narrow your focus when using Talent Insights for general learning and development by answering these questions:
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What is the end question you seek to answer?
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What is your key talent pool?
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What other data inputs will you be leveraging?
Consider these questions when running Talent Insights reports:
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Location growth rate: Which hubs are gaining and losing this skillset?
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Industry: What are the top industries employing this talent? Which industries are experiencing the greatest amount of growth or loss?
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Field of study: What field of study is most common among professionals with this skillset?
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Skills: What are the fastest growing skills among this talent and how does your workforce compare?
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Company Report: How does your workforce compare to competitors for this skillset?
When using Talent Insights to develop corporate strategy, start by answering these questions:
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What is the end question you seek to answer?
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Are you interested in a specific competitor or industry?
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What other data inputs will you be leveraging?
You can then use Talent Insights reports to answer these questions:
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Top employers: Who is rapidly gaining or losing this type of talent?
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Skills: What skills are key competitors adding to their workforce?
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Degree & field of study: What kind of academic partnerships are companies investing in?
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Workforce composition: Which locations and functions are companies investing in?
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Talent flows: Who are your competitors losing talent to? Can this be an opportunity for your talent acquisition team?