Highest globally, 92% talent professionals in India consider People Analytics to pave the way for the future of HR and recruiting.
LinkedIn, the world’s largest professional networking platform, today launched the 10th annual edition of the LinkedIn Global Talent Trends 2020 report, which highlights 4 key trends that change the way organizations attract and retain talent.
The report looks at survey results from 7,000 talent professionals, platform data, and interviews with leaders to provide insight into the key topics impacting HR leaders today.
This year’s Global Talent Trends report focuses on how empathy is reshaping the way employers hire and retain talent, with companies working harder than ever to understand their employees more deeply, and better serve them. This year’s 4 key trends are:
Highest globally, 92% talent professionals in India consider People Analytics to pave the way for the future of HR and recruiting; and 95% of talent professionals in India believe employee experience will shape the future of HR in the coming years.
II. PEOPLE ANALYTICS GOES MAINSTREAM
Meaningful insights will inform talent decisions at every level of the recruiting cycle, and therefore understanding and capitalizing on analytics is quickly becoming a must-have skill in HR. Companies are applying data to evaluate recruiting channels, identify skills gaps, and assess talent supply and demand. Currently, companies are primarily using analytics to measure employee performance and strategic workforce planning.
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III. INTERNAL RECRUITING: YOUR NEXT HIRE WILL COME FROM WITHIN YOUR COMPANY
Organizations are rediscovering how cost-effective it is to recruit their own people. Workplace learning is also helping to build skills internally so there’s less need to import them from elsewhere. Top ways internal candidates are recruited are through jobs on internal job board and hiring managers reaching out to employees they know. Internal Recruiting matters because: Improves Retention; Accelerates New Hire Productivity; and Accelerates Hiring Process.
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IV. MULTI-GENERATIONAL WORKFORCE: GOOD TALENT WILL BE AGELESS
Carving out new career paths, offering flexible benefits, developing longevity strategies and promoting informal interactions across generations are some of the ways in which companies are driving a radical explosion in workforce age diversity. While all generations value companies with purposeful missions, it’s Boomers who are most likely to call it a top priority. Gen Z, meanwhile, is most likely to value training—36% call it a top factor when considering a new job.
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