This week, LinkedIn celebrates its 10 year anniversary. So much has changed in the last 10 years, and based on the introduction of new technology and increased pressure to perform, we can only expect continued innovation in the coming decade.
Consider how different talent acquisition is today compared to 2003:
If you can’t measure it, you can’t manage it.
In many functions, this phrase governs how work gets done. CFOs, marketing leaders, and operations heads routinely turn to detailed spreadsheets and graphs to make important business decisions.
The ultimate compliment in recruiting these days is to be considered a talent advisor. So you can imagine how I felt when the following criticisms were leveled at my talent acquisition team by some of our more vocal business partners, as recently as 18 months ago:
- Recruiting isn’t good enough.
We may already be in week two of 2013, but it’s never too late to commit to important resolutions. And I have a whopper for talent acquisition professionals everywhere: make 2013 the year you truly embrace data-driven recruiting.
There was plenty of buzz about the rise of analytics in the HR and recruiting industry last year. The Wall Street Journal did a feature on MoneyBall and the HR Department, for instance; Glen Cathey’s been on the case for a while; and last month Nathan Parcells argued why your next HR hire should be a data scientist. But don’t let the coverage fool you. Most people simply aren’t there.
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.