the leaders within talent acquisition - the people at the manager, director level or even VP level within talent acquisition. Recruiters are one of the user groups that we have built Talent Insights for, but we have built Talents Insights for a much broader set of users within an HR organization. What does the market look like for this position? What are the skills that you're most likely to find? What skills might be more difficult to find than others? The insights in the product can help lead to a much more informed conversation. One of the ways you do that is by bringing data to the table when you have a conversation about a new requisition. One of the core use cases that we're building toward is improving the recruiter relationship with the hiring manager. These would be probably more senior recruiters, recruiting for difficult-to-fill roles. This group definitely skewed toward users who were recruiting for knowledge worker roles. And in our global charter program, recruiters were one of the main user groups.
Owski: What we have heard from customers, so far, is that there are many talent acquisition leaders who want their recruiters to have access to the product. One of the core use cases that we're building toward is improving the recruiter relationship with the hiring manager.Įric OwskiHead of product for Talent Insights, LinkedIn Who is LinkedIn Talent Insights intended for? I think that there are many layers of insights inside Talent Insights that are not accessible today in Recruiter. That is an indicator of how much hiring activity there is with any particular talent pool.īeyond that, we are also providing insights into the amount of demand represented by the number of job postings in any given market for a particular skill or a particular title.
So, today, with LinkedIn Talent Insights, we have a measurement for demand called the hiring difficulty index. There are no measures for demand in Recruiter. You can't get insight on which of those companies are losing talent and at what rate. You can understand in Recruiter, roughly, the supply of talent, but you can't get any texture on, for example, who the top employers are in that market and how quickly they are hiring talent - say, over the last 12 months - within that talent pool. provides an aggerate-level view of the market in real time. But what we heard from customers is that they wanted a tool that was dedicated to helping them understand market supply and demand in real time. In the recruiter search tool, you can see some indicators of market supply for different types of talent. LinkedIn Recruiter also includes some metadata. How does LinkedIn Recruiter differ from Talent Insights?Įric Owski: The goal of LinkedIn Recruiter is to help recruiters quickly and intelligently identify a shortlist of candidates. The interview was edited for length and clarity. In this Q&A, Eric Owski, head of product for Talent Insights at LinkedIn, details the forthcoming product. The company has run a test period, which it refers to as a charter, with some customers. LinkedIn Talent Insights will be generally available around the end of the third quarter.
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