How LinkedIn Hires and Keeps the Best Talent

One of the most essential roles in the future of work is HR. What is often seen as an outdated department only used for hiring and firing is actually the core of creating and implementing useful, forward-thinking company culture. One of the leaders of the new wave of HR is LinkedIn, where the HR department works to ensure a healthy work environment and that employees are treated beautifully. In the words of senior vice president of global talent organization Pat Wadors, her goal is to make sure LinkedIn can scale at its staggering pace without losing it entrepreneurial spirit and core values.

One of the most important aspects of reaching that goal and creating an effective workplace is making sure employees are in the right positions. Especially in a competitive tech environment like Silicon Valley, finding and keeping the best talent can seem like a dogfight with so many other companies trying to do exactly the same thing. LinkedIn has been successful at maintain great talent, and even leads most companies in the number of Millenials it hires; it is estimated that by 2020, Millenials will make up 50% of the workforce, but at LinkedIn they already make up 70%, which means the company is a case study and leader in how to tailor your culture and workplace to work with Millenials and employees of all generations.

Pat offered some of her best tips to find and keep the best talent that will create a fun, respectful, and productive environment in your organization:

  • Watch how things are changing. New trends in the workplace, such as working part time or having flexible work, are a huge draw to employees. Staying on top of trends can help organizations see what employees really want and can help them tailor a position’s requirements to meet the needs of its people. Being willing to adapt with changes makes your organization more fluid and more primed for the future of work.
  • Deliver on promises. If you promise something to an employee to entice them to come work for you, you definitely need to follow through. Be honest with employees throughout all stages of the hiring and work process. If they don’t feel valued or if they think there are better promises elsewhere, there isn’t much stopping them from going to another company that will keeps its promises.
  • Have career conversations with employees. On average, people peak in a position at around three to four years and will start to look for a change. To keep employees in your company, have an open career conversation with each employee every two years or so. Discuss their goals and start planning for where their next gig could be within your organization. You can’t keep everyone forever, but you can plan for the future and keep employees engaged and feeling valued.
  • Use data and analytics. Take a look at analytics including employee survey results, performance reviews, LinkedIn profiles, and more to get an idea of the drivers of people who stay at a company longer. Providing yourself with as much information as possible will help plan for the future and adapt current company practices to retain employees.

Retaining employees will look different for every company and industry, but these principles still hold true as the workforce transitions with new trends and ideas. Staying informed and in communication with your potential and current employees can give you the tools to win the talent war.

How does your company hire and keep the best talent?

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