Where in Europe is talent scarce, and where does opportunity abound? Which skills are in demand, and which messages will resonate most with your target candidates?
Our latest Talent Insights reports can help you to answer these questions using data from LinkedIn’s 175-million member network. Following up on the earlier release of seven reports on in-demand US talent pools, LinkedIn now has talent pool research and insights available for Europe.
What if you could look out at the talent market and get a clear view of the places where talent is scarce, and those where opportunity abounds? Imagine you could also determine which skills are in demand, then understand which messages will resonate most with your target candidates.
New insights from LinkedIn’s 175-million member network can help you do exactly that. Based on an analysis of popular and trending search terms among users of LinkedIn Recruiter, we picked seven of the hottest, most in-demand talent pools to provide analysis and insights using LinkedIn data. They are:
Not investing in your employer brand? Recent LinkedIn surveys shed some light into the value your employer brand plays in your talent acquisition strategy. What we found could have profound implications for your recruiting efforts:
1) Investing in your employment brand will save you money: We surveyed 2,250 corporate recruiters in the US to learn more about time to hire, cost per hire metrics and most importantly the impact of a strong employer brand. We have seen that companies that have strong employer brands enjoy significant cost savings with lower cost per hire and employee turnover rates. But by how much? This is where the data gets very interesting.
2) We tend to over-inflate perceived attractiveness of our company: In the same study, we asked recruiters to rate their self-perceived attractiveness of their company as a place to work.* Almost none of the recruiters claimed that their company would score less than a 7.
3) Building a strong employment brand is crucial in order to attract passive candidates: Ongoing LinkedIn research shows that what sparks a passive candidate to consider switching jobs is not the same as what motivates an active candidate to switch jobs: