LinkedIn is ready to debut their latest update in improving gender diversity using talent insights, following reports that companies are looking to ways to improve representation as a "top priority".
LinkedIn’s 2018 Global Recruiting Trends revealed that diversity ranked as the top priority for talent professionals in the UK, with 82% seeing it as crucial to their hiring strategy. In fact, LinkedIn research shows that 78% of companies prioritise diversity to improve culture and 62% see it as a factor in boosting financial performance. Despite a clear ambition, 38% of recruiters say one of their biggest challenges is actually finding and hiring diverse talent.
As organisations look to build more diverse and winning teams, LinkedIn is supporting them with its ‘diversity by design’ ethos. This means that we are integrating diversity insights across our talent product portfolio, giving businesses insights to help meet their diversity goals. The new updates will:
Help businesses tap into diverse talent pools
While there are many facets of diversity, the first updates begin with aggregated gender insights. These gender insights have been added to the Talent Pool reports in LinkedIn’s Talent Insights to give businesses and recruiters real-time gender representation information for different talent pockets across the UK, and globally*. This will allow businesses to identify opportunities by city, industry, job title and skills, and will spotlight alternative talent pools with greater gender representation. For example, by using these insights a business might find that other sectors or cities have a greater representation of women with the skills they’re looking for.
Show businesses a diverse mix of qualified candidates
In LinkedIn’s flagship product, Recruiter, search will reflect the gender distribution of the underlying talent pool when presenting search results. a more representative mix of qualified candidates will be listed when businesses search for talent – reflecting the gender distribution in that talent pool. For example, if there are 6,500 engineers (40% women, 60% men), a search on Recruiter will show approximately 40% of women and 60% of men on the first page of search results, more accurately representing the available pool of candidates.
Help inform inclusive hiring strategies
Read more here.
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