LinkedIn Sharpens Focus on Helping Members Find New Roles at Their Current Companies

LinkedIn detailed several updates at its Talent Connect conference Wednesday aimed at helping members find and prepare for open jobs at their companies and helping those companies discover qualified internal candidates for open roles. LinkedIn Talent Solutions vice president of product management Hari Srinivasan explained in a blog post, “With organizations bracing for an economic downturn, companies are adapting how they run and grow their businesses to focus on the highest priority areas—with internal mobility, skill development and the ability to hire based on skills and shared values at the core of their strategies. To maximize the full potential of their workforce, employers are taking a closer look at sourcing open roles internally: 25% of recruiters at our largest customers are already using tools on LinkedIn to support internal hiring.” More companies are prioritizing internal mobility to improve workforce agility, as well as to boost retention, with LinkedIn finding that employees who have made an internal move have a 75% chance of staying at their company after two years, with that number falling to 56% for employees who have not done so. The professional network added a new spotlight for internal candidates in LinkedIn Recruiter to help organizations fill those roles with qualified candidates who are already on board. Several updates to LinkedIn Learning Hub were also implemented with the goal of helping employees find open jobs at their companies that are aligned with their career goals. The professional network said skill sets for jobs have changed by roughly 25% since 2015, and it sees that figure doubling by 2027, so LinkedIn added the ability for members to specify their career goals and receive tailored learning recommendations through LinkedIn Learning Hub. Once those goals have been set, members can assess their skill strengths and gaps via skill evaluations covering 42 hard and soft skills, pinpointing areas of need and finding corresponding content. Role guides help smooth the career path for members by providing communities, content, pre-certifications and other resources to give them a better understanding of the skills they need for a specific role and start them down the road to acquiring those skills. Srinivasan wrote, “We’re starting with 17 of the most in-demand roles on our platform, like project manager and software engineer, and, in the next couple of months, we’ll be rolling out dozens more with the ability for organizations to customize role guides to meet the specific needs of their organization.” A new commitments feature on company pages will enable organizations to showcase specific commitments in five key areas: career growth and learning; diversity, equity and inclusion; environmental sustainability; social impact; and work-life balance. LinkedIn is also testing surfacing open jobs at a member’s current employer in the LinkedIn Jobs tab. Srinivasan wrote, “To compete today, organizations need solutions that support their hiring and career development strategies more holistically, better connecting learning, career development and internal hiring. Thinking differently about the criteria you use to hire the right people—and then working with your existing talent to build new skills to help them thrive—can help organizations weather any economic cycle.”

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LinkedIn Sharpens Focus on Helping Members Find New Roles at Their Current Companies

Updates introduced at its Talent Connect event also help organizations retain talent and groom them for open positions

David Cohen

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David Cohen