Making internal mobility and career development easier for talent professionals

Our CEO Ryan Roslansky delivered a keynote address today to global talent leaders at our 11th annual Talent Connect Summit. He discussed how organizations are adapting their talent strategies to pull through growing economic uncertainty. The key to success: fostering a culture of internal hiring and career development.

In conjunction with the event, we released new data and shared updates to popular LinkedIn tools that will enable organizations to:

• Empower internal mobility.

  • Find qualified internal candidates for open jobs with a new spotlight for internal candidates in LinkedIn Recruiter. 

  • Help employees find open jobs at their company aligned to their career goals within LinkedIn Learning Hub, a skill-building platform they’re already using for professional growth.

• Equip employees to take career development into their own hands.

  • A new level of personalization in LinkedIn Learning Hub gives employees the ability to specify their career goals and receive tailored learning recommendations.

  • Employees can pinpoint their skill strengths and gaps using our new Skill Evaluation feature.

  • Career pathing with new Role Guides gives employees a better understanding of the skills they need for specific roles. 

• Hire the right people based on what matters to them.

  • A new Commitments feature on Company Pages lets organizations highlight the specific commitments they’ve made in five key areas: Diversity, Equity, and Inclusion (DEI); Environmental Sustainability; Social Impact; Career Growth and Learning; and Work-Life Balance. This will help employers showcase their company culture, and attract qualified candidates who are looking to assess if a company might be a good fit. 

Insights from our new Global Talent Trends Report include:

• Globally, hiring is leveling off after historic highs.

• Workers are bracing for an economic downturn, with job candidates’ and employees’ confidence in their ability to improve their financial situation low.

• Candidates’ top priorities when evaluating roles are compensation, work-life balance, flexible-work arrangements, and upskilling. 

• Candidates increasingly want remote work, even as employers scale back on remote job postings. 

• Internal mobility increases retention: employees who made an internal move have a 75% chance of staying at their company after two years, compared to 56% for employees who haven’t. 

Listen virtually to keynote sessions at Talent Connect here, with inspiring speakers ranging from José Andrés to Glennon Doyle to our Chief Economist Karin Kimbrough. Join the conversation on LinkedIn with #TalentConnect.