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How Learning ProgramsAttract and RetainTop Talent

What’s in this guide?Click to jumpto a chapter.1Attract top talent with learning programs2Retain top talent with learning programs3Build learning programs2

59%Attracting and retainingtalent is a top priorityof employees joinedcompanies for better careerpaths or more opportunityIt’s no secret that recruiting and retaining talent iscritical to an organization’s success. After all, anorganization is only as strong as the collective talentof the people who work there.So how do you recruit and retain great talent? Well,we studied that exact issue and found that the mostcommon reason a person leaves an organization isthe same as the most common reason someone joinsan organization: career development, or lack thereof.Because of this, a key part of recruiting and retaininggreat people is providing real learning opportunities45%of employees who leftto them, which facilitates their career growth.companies cited concern over alack of advancement opportunityWhy & How People Change JobsIntro1. Attract2. Retain3. Build3

Competition for talent can be fierce.1Employees who don’t believethey can achieve their careerAttract and hire the best candidates bygoals with a current employer areshowing how your company culture and12X more likely toconsider leaving.learning programs connect employeesAttractto their deepest professional aspirations.top talent withlearning programsWith new employees, theGive employees the opportunities theynumber skyrockets to aboutseek, accelerate their growth, and30X more likely.transform their careers.1SHRMIntro1. Attract2. Retain3. Build4

Showcasing your competitive advantagesTo attract top talent, your organization needs to be a place where people advance their career. It needs to be a place wherepeople are given opportunities to learn new skills and take on new challenges. And job candidates need to know about it.123Attract qualified applicantsShare stories of careerEmphasize that yourwith compelling job descriptions.transformation on yourorganization is invested inA good job description does moreLinkedIn company page.learning and development.than just explain an opening at yourAsk current employees to describeClearly state the mission and goalscompany. It highlights how a newhow they’ve used learning toof your learning program. Use yourhire will grow, learn, and make antransform their careers at yourcareers webpage to celebrate theimpact. Get job seekers excitedorganization. Discuss how they’vetools and technologies that helpabout how they can grow withinmoved into leadership roles andyour employees grow.your organization.developed new skills for success.Employees are the biggest stewardsWant to learn more? Explorethe LinkedIn guide:valuable business resource. Collectand share testimonials that highlight7 Tips for an Irresistibleyour amazing company culture andJob DescriptionIntroof your culture and your mostoutstanding leadership.1. Attract2. Retain3. Build5

Winning over the next generation of leadersAppealingto the No. 1job-changemotivationMillennials are particularly eager to grow their careers. Be the place wherethey can accomplish that. Give them opportunities to grow skills and becomethe professional they want to be.Attracting millennial talentTo understand why peoplechange jobs, we surveyedmore than 10,500 recent job66%changers globally. Forty-fivepercent said they left their old63%jobs over concerns about alack of advancementopportunity.1 These respondentssought new challenges.1of millennials expect to leave acurrent job by the end of 2020.of millennials believe their leadershipskills are not being fully developedand that the opportunity to becomea leader is an important driver whenevaluating job opportunities.Why & How People Change Jobs, 2015Intro1. Attract2. Retain3. Build6

64%of talent professionalsto keep high-potential andis a top prioritytop performing employees1RetainEmpowering employees with career growth opportunities and the ability totop talent withlearning programsengaged. Engaged employees help build your talent brand and are a greatlearn new skills in an inspiring company culture can keep them happy andresource for attracting even more top talent to your organization. 3,400for every 10,000 isthe salary cost ofdisengaged employees223of organizations strugglesay employee retention2156%23%of employees voluntarilyleave their jobs due to lackof development and training3Balancing Employer and Employee PrioritiesLinkedIn Data, 2015National Research Business InstituteIntro1. Attract2. Retain3. Build7

Empowering employeesto transform themselvesTransformation of selfTransformation of companyIt can’t be stressed enough: People leave jobs forTransformation of worldnew opportunities. In a 2015 SHRM survey of600 employees, 83 percent said careeradvancement was important or veryimportant, but only 20 percent were verysatisfied with how their current employersaddressed their ambitions.How can you empower employees totransform themselves professionally? Build aculture of transformation.A whopping 78 percent of employees say a clearcareer path would compel them to stay with anorganization longer.1Want to learn more?Explore the LinkedIn Learning guide:Creating a Culture of Learning in 6 Steps1Mercer, One in Three Employees Claim to Have a Job Rather Than a CareerIntro1. Attract2. Retain3. Build8

5 ways to cultivate atransformative learning cultureLunch & Learn sessionsOffice hoursExecutive sponsorsFacilitate 30- to 45-minute sessions thatdeep dive into a range of subjects includingembracing change, working in teams, andmanaging people. These sessions bring asocial element to learning.Set aside 45 minutes to allow employees tostop by your office for a quick overview onhow to set and manage learning goals andget the most from a learning program. Askemployees to bring their own devices for ahands-on experience.Have an executive sponsor send an email thattells employees how your learning programbenefits your organization.TIPIdentify learning champions.Encouraging and rewarding thoseInternal marketingRemindersAfter work one day, place printed materialson every desk explaining how employeescan engage with your learning program.This will generate excitement andincrease engagement.Keep learning top of mind by displayingposters around the office, sharing content onyour intranet or internal LinkedIn groups, andproviding employees with monthly reports onlearning impacts across your organization.Intro1. Attract2. Retain3. Buildwho demonstrate quick adaptivelearning cycles helps create aculture in which employees wantto keep learning.9

Derive Systems supports its missionand employees with online learningCustomer Spotlight“Our executive staffbelieves in lifelonglearning and knowsan investment in ourpeople is a win-win.”— Richard WelchCOO at Derive SystemsIntroChallengeBenefitsDerive Systems, a leader in softwaresolutions for customizing and optimizingvehicles, sought to develop employeesin a new way to benefit the company andsupport individual career goals.Derive System employees enjoy anytimeaccess to LinkedIn Learning, which makes iteasy for them to learn at their own pace. Inaddition, LinkedIn Learning makes a greatcomplement to in-person training.SolutionBy gaining new skills, Derive Systememployees are making strongercontributions to the business, “particularlyaround cross-functional teaming efforts onseveral critical enterprise-wide projectsin process,” said COO Richard Welch. Henoted that more than 90 percent ofLinkedIn Learning content viewed isrelevant to the goals of the company.Executives decided an investment in onlineinstruction would help employees notonly become stronger contributors to thebusiness but also embrace lifelong learning.The company wanted a high-quality solutionthat empowers employees to effectivelydevelop the skills they need to be moreproductive and successful.After investigating several options,Derive Systems chose LinkedIn Learning,impressed by its cost-effective, cloudbased, expert-led content covering a vastrange of technology, business, and creativeskills. Available on demand, LinkedInLearning offers thousands of coursesand a rich feature set designed to boostknowledge retention.1. Attract2. Retain3. BuildOnline learning benefits the company andcontributes to employee satisfaction, Welchsaid. “Our executive staff believes in lifelonglearning and knows an investment in ourpeople is a win-win.”10

A learning program transformedCustomer SpotlightUncovering skill gapsIn a blended learning approach, DeriveTo uncover employee skill gaps,Systems combines in-person with onlineDerive Systems sent a survey to alltraining. Managers further assessemployees—including the CEO. A keyemployee skill gaps then assign coursequestion was “What skills would helpplaylists designed to support individualyou perform your job better?”learning paths.Responses helped the company buildSupporting employeesatisfactiontraining sessions on leading teams,communication, hiring best practices,managing conflict, and more.Embracing blended learningIn-person training at Derive Systemsfocuses on plugging company-wideskill gaps, and it provides an opportunityfor candid conversations betweenHelping Derive Systems employeesdevelop skills and achieve goalspromotes a culture of lifelong learning.By encouraging employees to growand develop their careers, Welch saidthe company creates an environmentfor boosting employee engagementand job satisfaction.employees and executives. CEODavid Thawley is a presenter.Intro1. Attract2. Retain3. Build11

Hiring from withinOrganizations should promote from within whenever possible. This helpsemployees feel crucial to success. Recruit and hire internally to make ameaningful impact on retention.Align retention withinternal mobilityCost to hire an external candidate at organizations:with fewer than 1,000 employeesIn many organizations, employee 3,079retention is top of mind whilepromotions are a low priority. Winwith more than 1,000 employees 4,285retention by prioritizing internal hiring.1Recruiting ze learning while recruiting internally.12%Clearly state the skills needed to be successful in anew role. Empower candidates to learn and grow.12vs.prioritizeinternal hiringand transfers2SHRM Benchmarking DatabaseLinked Global Recruiting Trends 2016Intro1. Attract2. Retain3. Build12

Differences betweentraining and learning3Buildlearning programsTrainingTraining is transactional. Learning istransformational. Use your learningprogram as a competitive advantagewhen attracting, engaging, andretaining talent. Inspire employeesto achieve their career dreams.Promote lifelong learning.Intro1. Attract2. Retainvs.Learning Business centric Learner centric Transactional Experiential Conformity Individuality Control Freedom3. Build13

How we make the most oflearning programs at LinkedInOnboardingDelivering employeehappiness throughlearning anddevelopmentEmployees align with company culture andvalues and start following an individualizednew hire roadmap.TransformationEmployees create their own plans anddecide what skills to develop.The recipe for engaged employees is to buildInspirationa strong company culture, invest in careerEmployees receive curated and personalizedlearning content, inspiring them to meetpersonal and professional goals.transformation, and provide employees withlearning opportunities to be successful.At LinkedIn, our internal learning programsTechnologyprovide a competitive advantage by attractingEmployees learn at their own pace withhigh-quality learning content availableon demand.talent, engaging talent, and retaining talent.MeasurementAdministrators track the impacts of alearning program.Intro1. Attract2. Retain3. Build14