LinkedIn Talent Insights + Recruiter User Guide
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The document provides guidance on using the Talent Insights report in Recruiter to influence hiring managers and improve sourcing strategies. It outlines how to understand the available talent pool using data on supply, demand, diversity. It also recommends targeting top companies and hidden gem locations, and preparing recommendations for hiring managers based on the Talent Insights data.
LinkedIn Talent Insights + Recruiter User Guide
- 1. Talent Insights + Recruiter User Guide How to use the Talent Insights report in Recruiter.
- 2. Influence hiring managers Improve your sourcing strategy Data glossary 3 6 9 Talent Insights + Recruiter User Guide2 Index
- 3. 1. Understand the talent pool 2. Make recommendations Influence hiring managers. Influence hiring managers: Understand the talent pool3 IndexMake recommendations
- 4. With Supply data you can find out the size of the talent pool. Selecting different criteria will change the supply. Make adjustments to learn where there’s a healthy supply of talent and where hiring will be a challenge. With Hiring demand you can learn how challenging it may be to hire this talent. Job posts indicate how many organizations are currently seeking to hire the same talent as you. This can impact your time or costs to hire. Under Gender diversity you can see the breakdown for the location you’ve selected. You can see if you’ll be able to meet company goals on diversity with your current criteria, or if you need to ask for more time, resources, or screen-in approaches to achieve those goals. Talent availability Diversity Demand and competition Influence hiring managers: Understand the talent pool Make recommendations4 A more complete understanding of the talent pool will help you and your hiring managers make better data-informed decisions. Understand the talent pool. 119,927 professionals SUPPLY 24% female, 76% male DEMAND Very high hiring demand 10,703 job posts Index
- 5. Influence hiring managers: Understand the talent pool Make recommendations5 Use data to explain what the market looks like and how that is going to affect the time to hire and the kinds of candidates your hiring manager should expect to see. Before you talk to your hiring manager, adjust your search to see how the data changes. Think through which skills are required versus simply aspirational. Prepare a recommendation that addresses the market challenges with one or more potential solutions. Use the data glossary that follows to help explain any data points that your hiring manager might not immediately understand. LinkedIn data comes from member activity on the platform. LinkedIn data is updated in real time, meaning you have the most up-to-date view of the talent market. LinkedIn is the world’s largest professional network, with 660 million members, 30 million companies, and 20 million jobs. Set context. Bring a solution to your hiring manager. Be prepared to explain how you reached your recommendations. Understand your data source. Data itself isn’t a competitive advantage. It’s what you do with it that matters. Make recommendations. Index
- 6. 1. Know where to look 2. Put your strategy into action Improve your sourcing strategy. Improve your sourcing strategy: Know where to look Put your strategy into action6 Index
- 7. Under Companies to consider you can find top employers for specific talent types, as well as peer companies hiring that talent. This can provide you with new targeting opportunities. By looking at attrition, you can see which companies may be easier to attract talent from. The Locations to consider section can help you identify new markets with favorable hiring demand. These are places where supply of professionals is relatively high compared to demand. Companies to target Hidden gem locations Improve your sourcing strategy: Know where to look Put your strategy into action7 View more companies Top companies employing this talent 7119,691 Zoomjax Internet 4012,915 9% Codelane Computer Software 9084,792 8% Flexis Information Technology & Services 3,35913,747 9% Freshing Internet 385,945 6% Oustia Internet Company Job postsProfessionals Attrition Companies to consider 4% View more locationsLocations to consider Hidden gem locations Greater Seattle Area 41,645 High Washington DC-Baltimore Area 19,435 High Los Angeles Metropolitan Area 18,533 Medium Location Professionals Gender Top employers Hiring demand Peer companies employing this talent Company 371 9% Antelith Retail 21251 21% Lamkane Financial Services 22135 12% Trustway Hospital & Health Care 35372 15% Itkix Hospital & Health Care 70243 10% Venofase Medical Device Job postsProfessionals Attrition Understanding your competition and where talent lives can help you source more strategically and efficiently. Know where to look. Index
- 8. Visit LinkedIn Talent Insights for deeper analysis. Replicate your search in Talent Insights with one click to explore: Get more. A longer list of companies Supply and demand data across industries Relevant education credentials and related skills for your talent Employer brand and value proposition data Improve your sourcing strategy: Know where to look Put your strategy into action8 Work with your hiring manager on these targeting options, or start acting on these suggestions immediately. Put your strategy into action. Index
- 10. Professionals Gender diversity Hiring demand Job posts The number of professionals on LinkedIn within this talent pool. The percent breakdown in this talent pool based on our inferred gender data. We show gender composition using only male and female data points. Our estimate of hiring demand strength. We calculate hiring demand using the average number of Recruiter InMails sent to these professionals over the past 12 months, compared to the average number of InMails sent to other professionals in all other talent pools on LinkedIn. The number of open job posts that match the search criteria. Job posts are aggregated from tens of thousands of sources globally. Think about how to narrow your pool to a manageable quantity for screening and engaging. To build an equitable pipeline, try adjusting your talent pool requirements. Take what you learn to your team to advocate for what you need to create an equitable pipeline. Use this to set expectations with your hiring manager and team. Consider alternative locations with more favorable hiring demand if necessary. Job posts give you a sense for how competitive it will be to hire this talent. What is it What is it What is it What is it How to use it How to use it How to use it How to use it 10 1 3 2 4 Talent map The location table compares locations (determined by the current location a member has selected on their profile) across data points. You can toggle to view by City, Market Area, or Country/Territory. Use this information to compare locations and identify areas with lower hiring demand or a more favorable gender breakdown, or places you could better compete for talent given the companies hiring. What is it How to use it 5 DEMAND Very high hiring demand 10,703 job postsmale 417,238 professionals SUPPLY 19% female, 81% Sourcing tips Recommendations to optimize your search View more companies Top companies employing this talent 7119,691 Zoomjax Company Job postsProfessionals Attrition Companies to consider View more insights Understand the talent market Software Engineers in United States Job post: Software Engineer Start a new search….R E C R U I T E R 4% View by: Market Area Bubble size - Number of professionals High to very high hiring demand locations Low to moderate hiring demand locations Previous Next2 10...1 San Francisco Bay Area 84,483 High Greater Seattle Area 61,645 Very High Greater Boston 22,647 Medium New York Metropolitan Area 31,954 Very High Washington DC-Baltimore Area 19,435 High Your selected location Professionals Gender Top employers Hiring demand Pipeline (1) Project detailsTalent pool Talent Insights 1 3 2 5 4 Data glossary Index
- 11. Data glossary11 Sourcing tips Recommendations to optimize your search View more companies Top companies employing this talent 7119,691 Zoomjax Internet 4012,915 9% Codelane Computer Software 9084,792 8% Flexis Information Technology & Services 3,35913,747 9% Freshing Internet 385,945 6% Oustia Internet Company Job postsProfessionals Attrition Companies to consider Peer companies employing this talent Company 371 9% Antelith Retail 21251 21% Lamkane Financial Services 22135 12% Trustway Hospital & Health Care 35372 15% Itkix Hospital & Health Care 70243 10% Venofase Medical Device Job postsProfessionals Attrition View more locationsLocations to consider Hidden gem locations Greater Seattle Area 41,645 Very high Washington DC-Baltimore Area 19,435 Very high Los Angeles Metropolitan Area 18,533 High Location Professionals Gender Top employers Hiring demand 4% Previous Next2 10...1 Greater Boston 22,647 Medium New York Metropolitan Area 31,954 Very High Washington DC-Baltimore Area 19,435 High 6 7 8 Top companies to consider Peer companies to consider Hidden gem locations A list of companies employing a particular kind of talent. We determine the top companies by the count of LinkedIn members who have an active position at the company listed on their LinkedIn profile. A list of industry peer companies. Locations where the supply of professionals is high relative to hiring demand. Consider building your sourcing strategy around some of the larger employers in your region. Companies with elevated attrition could be easier to attract talent from. Think about targeting talent from industry peers for talent that’d be a good fit. These insights will surface where you might have greater success in hiring from lower demand locations. Discuss with your hiring manager and consider adding these locations to your sourcing strategy. What is it What is it What is it How to use it How to use it How to use it 6 7 8 Index
- 12. Put data to work. Whether you’re guiding hiring managers or fine-tuning a sourcing strategy, LinkedIn Talent Insights can help make data your ally. For more help understanding data and using Talent Insights, see these additional resources: Product demo LTI resource page LTI staffing resource page