LinkedIn on the job photo in 2021
March 8, 2021
With Covid-19, most of the previous expectations regarding the employment situation have been practically thrown out the window. A year has passed since workers began to leave their desks to work remotely and industries began to change their strategies to adapt to a new reality: the labor market for full-time workers and casual workers has changed dramatically.
LinkedIn published in January its Jobs up in 2021 report, which analyzed the data to rank the fastest growing employment sectors based on a combination of growth in demand and the gross number of jobs available. Kimberly Miller, Head of Research and Staffing at LinkedIn, spoke about the report’s findings and the impact of Covid-19 on the labor market and the staffing industry.
Head of Research and Recruitment, North America, LinkedIn
What are the main takeaways from the LinkedIn Jobs on the Rise 2021 report, and was there a trend or anything in the report that surprised you?
Some things jumped out and reaffirmed what we were seeing and feeling in the market that weren’t expected before the pandemic. The first was a fairly significant increase in jobs in the education sector, which we had not seen in quite some time. For example, the demand for guardians in the States increased by 21%, which coincided with my own personal experience; being a mother with children who stayed at home through virtual learning, I brought in a professional tutor to support my children. I thought it was interesting that other people felt the same.
The other thing that I found convincing was that historically low interest rates resulted in an increase of about 60% in the need for loan and mortgage experts. It’s obviously something you can’t predict until the pandemic hits, but we’re feeling and seeing the demand there, too.
Health care increased, of course, but it was something we all expected. But seeing the spike in the report in the other two segments reaffirmed what many people were going through.
How is the rise of the remote workforce affecting the hiring market?
Since February 2020, there has been a 440% increase in remote job postings on LinkedIn, due to the pandemic. What’s interesting is that the smaller subways gain candidate flows, while the big cities lose. Many recruiting firms – and businesses in general – haven’t broadened their recruiting scope enough to identify talent outside of the major subways. Some of those cities that have an influx of people with the skills in demand are Jacksonville, Florida; Salt Lake City; Sacramento, California; Milwaukee; and Kansas City, Missouri.
So I encourage those looking for talent to take a look at areas outside of standard subways when looking to fill jobs remotely. It’s about doing what it takes to attract and find the right candidates in these small countries, not just hoping that these positions will automatically attract candidates.
DE&I had gained momentum before the pandemic, but the events of 2020 propelled initiatives forward as priorities for businesses. What are some of the aspects of DE&I jobs that you see?
Our data shows that the number of roles directly related to diversity, inclusion, belonging and equity in industries and sectors increased by 71% between 2015 and 2020. This growth was even greater striking since the start of the pandemic – an increase of 64% in 2020. year. We are seeing more and more leadership and hiring positions related to DIBE on LinkedIn. For example, the number of heads of diversity roles has more than doubled since 2015, with a growth of 107%, while the director of diversity has increased by 75% and the director of diversity is just behind, with 68. % Furthermore.
Data from LinkedIn also shows that having DIBE employee roles affects the image of companies, as they are 22% more likely to be seen as industry leaders with high caliber talent and 12% more likely to be seen as having an inclusive workplace.
As a result, while DIBE roles were often nested in the past in human resources and talent organizations, we are now seeing more and more companies positioning DIBE as a key business function in its own right, reporting directly to the C -after.
Requalification is a big initiative among many companies in 2021. What light does the Jobs on the Rise report shed on the types of requalification that recruiting companies undertake, including specific jobs?
The pandemic has accelerated a broader, long-term movement towards digital addiction and strategy, and from a skills perspective, this places more emphasis on mastering technology. The LinkedIn Jobs on the Rise report projects 150 million new tech jobs around the world over the next five years, with artificial intelligence jobs among the fastest growing niches.
The top AI job titles today are machine learning researcher, machine learning engineer, and AI specialist. The roles of digital marketing and digital content creation are also gaining in importance. The main skills involved in these roles include SEO, social media, and marketing strategy. Data Science and Data Engineer roles are growing 35% annually, focused on the DC, Chicago and Atlanta markets.
The labor market as a whole is recovering, but slowly. In the meantime, where can staffing firms turn to deliver value to clients?
LinkedIn supports not only our clients, but our corporate clients as well. As a result, we have our finger on the pulse of this situation. And the hottest topic right now for clients when it comes to the issues they are trying to solve is internal mobility. I think this is something the endowment has done well for so many years. And so, I think if they can help their clients – our corporate clients – define an internal mobility strategy, by specifically identifying the skills gaps within their existing talent portfolio, it would allow staffing clients to find their way. plug in where there are gaps in their overall strategy, whether regionally or competency-based, as these clients propel staffing projects with the right people – both temporary and permanent.
When the pandemic struck, women were disproportionately negatively affected in economic terms. Has the labor market started to recover for women and how can recruitment companies help?
Thus, 2.2 million women left or lost their jobs between February and October of this last year. The positive side is that today women represent a higher percentage of new hires than before the pandemic, but of course there is still a gap, because those 2.2 million women have not fully returned. at work for various reasons.
Women are looking to get what they need when they return to work in a handful of fields. A recent survey we conducted highlighted four of these areas: work-life balance, pay and benefits, company culture and flexible working arrangements. The staffing industry is often the consultant for our corporate clients. I believe that if they can advise and help these corporate clients create positions that integrate these four areas of concern to women, they will be more likely to bring high potential women back to the workforce.
The “greening” of the economy was a hot topic before the pandemic. Are green jobs still a growing segment of the hiring market?
Absolutely. Not only are jobs increasing, but so is the need for green skills in general. There are three industries that have the highest rate of not only green jobs, but green skills: manufacturing, healthcare, and construction.
What advice would you give to staffing managers in 2021?
We’re not going back to the way it used to be. We have to consider that the new normal is going to include an environment in which we have to accept remote workforce. It is therefore important to ensure that recruiting companies invest in technology that makes their employees more productive and to reassess policies relating to the way we work. Plus, adopt policies / arrangements that give workers more flexibility to create happy and engaged employees. There are enough surveys that describe the benefits of what an engaged workforce does for the bottom line.
To discuss how LinkedIn can help you, please contact [email protected]