LinkedIn CPO: 3 Biggest Trends to Know in Today's War for Talent – Business Insider

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As I write this, there is an all-out talent war globally.
I’ve been at LinkedIn for many years, and I’m used to seeing job market fluctuations: sometimes talent calls the shots while at other times employers make the market terms.
But what we’re seeing right now around the world is something I have never seen before — it’s a complete reset. A year ago, millions of people around the world were eager to find a job, any job, that would put their lives back on track.
Now, with job openings surging to record levels, many workers are choosing not to return just yet, or at least not to the working world we used to know. 
The sooner hiring managers and job seekers learn how this new job market works, the faster businesses and employees can start building the next economy together.
According to a recent LinkedIn survey, most American workers say the pandemic changed the way they feel about their career with many experiencing symptoms of a “career awakening” where they redefine success, seek more work-life harmony, and insist on only pursuing a career opportunity that best matches their passion. This sentiment is similar across many countries and industries around the world with people transitioning jobs at an increasing record pace of +50% year-over-year
This “awakening” is backed up by the data, which no longer follows typical cyclical models of market trends.
Over the last several months, we’ve experienced an unprecedented demand for talent, with job openings and recruiters’ activity surging to record levels. Paid job postings alone on LinkedIn are up +120% over the last year. People who are actively in-market for a new job are finding those positions faster than ever (hires on LinkedIn are increasing upwards of 160% year-over-year, with one person getting a new job every 15 seconds). 
However, many potential job seekers are still on the sidelines, watching and evaluating options, but not pulling the trigger to find a job.
To restore balance in the talent marketplace, employers need to address one key question: What drives employees today? 
There are three key trends at play:
Most professionals agree that the pandemic triggered them to re-evaluate their priorities: choosing a job that better aligns with their desired lifestyle, family life, and values. We’re seeing a Great Reshuffle with many professionals rethinking whether their work still matches their needs. And it starts with flexibility — while most people aren’t sure if they want to be fully remote, they do know they don’t want to fully go back to the office.
According to our global data from Glint, 87% of workers would prefer to stay remote at least half of the time. But flex work doesn’t tell the full story: 73% are also in search of deeper fulfillment and work-life balance.
One of my favorite examples of this is Yolanda Owens. Once an engineer in corporate America, Yolanda decided to leave her job and launch an organic skincare business, following her passion of many years to help others like her son who suffered from prevalent skin conditions like eczema.
Another example is Diana Kohne, a fine artist, who dreamed of pivoting her career to become graphic designer. At the recommendation of a friend, she started taking courses to build her technical how-to for design software and to learn about logo design and branding. She now has her own business venture, Diana Kohne Design.
Diana’s story demonstrates the second key trend.
In a world where the impact and pace of tech transformations is gradually increasing, learning is becoming one of the most important indicators of a successful career. We’ve already seen a 53% increase in learning hours spent by professionals globally when compared to last year. And according to a recent LinkedIn survey, 44% of Americans are planning to invest further in online learning to improve their career.
This investment in learning also helps with our future economic outlook, as our data shows that 150 million new technology jobs will be created in the next five years.
A skills-first mindset will ensure professionals can acquire and sharpen the skills needed to get ahead in their careers while expanding the talent pool to look beyond only experience or degrees.
In our new world of remote work, professionals are seeking a new sense of connection and community. As a result, professional conversations that used to take place in-person are now thriving online with many people reaching out and engaging with their communities.
One such example is Frank Gonzales, who was deeply moved when his coworkers and CEO threw him an online surprise celebration for becoming a US citizen. When Frank shared his post, his broader LinkedIn community joined in to celebrate. From seeking advice and support, sharing professional moments, offering help or simply staying connected to those who matter most, professionals are building new-old relationships to adapt to their new hybrid reality. 
I believe these three talent trends will last through the foreseeable future, and while the current talent landscape might seem volatile and disruptive — it is! — I have no doubt the future is bright. 
These talent trends are positive and will provide a positive long-term impact for both professionals and companies. It will connect the right talent with the right opportunity, leading to greater fulfillment and productivity, ultimately propelling the economy forward.
Tomer Cohen is the Chief Product Officer at LinkedIn.
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