We need to make it easier to assess and demonstrate skills, and adopt equitable compensation practices that are based on skills. So as talent leaders, we have to evangelize the shift from valuing our people’s experience to valuing their skills. One of the most important features included in the Talent Pool. As a talent acquisition professional, the more you know about your available talent pool, the easier it is to find and recruit the right candidates. We even see evidence of that in the populations for whom internal mobility works well - people managers and Gen X, both of whom tend to have significant work experience. Launched in 2018, LinkedIn Talent Insights is a talent analytics solution that gives recruiters access to data from more than 575 million professionals, 20 million companies, and 15 million active job listings worldwide. Here are four ways you can use LinkedIn Talent Insights to make smarter talent decisions: 1. As it stands, our labor market values experience over skills. On top of that, their companies often won’t pay them the same as someone hired from outside. Even when employees do prioritize internal roles, they can get discouraged by internal-hiring processes that are often clunky, and it can be hard to demonstrate transferable skills. All factors (like company culture and flexible-work options) being equal, employees prioritize external job opportunities over internal moves for two reasons: those job openings are easier to find, and they often provide bigger pay bumps.
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