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Paloma Canseco has applied to 250 jobs since July. She's tweaked cover letters and filled out long, monotonous forms on different companies' internal <a target="_blank" class="" href="https://www.businessinsider.com/jobseekers-recruiters-hiring-broken-ai-bots-resumes-interviews-spam-bias-2024-5">job postings</a>. And last week, she got a call back from a recruiter about a graphic-design job. Robin was polite and friendly on the phone, asking Canseco open-ended questions, like, "Tell me about your last project and what you liked about it." But Robin wasn't a person. It was an <a target="_blank" class="" href="https://www.businessinsider.com/ai-power-list-2024">AI recruiter</a>.Canseco hung up. "This is meant to be a conversation," she tells me. "I'm not going to spend my time with this recruiting company if they don't hire actual recruiters." It takes her half an hour to apply to each job on average, she says, and putting that effort in only to be met with an automated response feels like an insult.Job hunting has never been fun, but the process "feels broken," says Rohan Rajiv, the head of career products at<a target="_blank" class="" href="https://www.businessinsider.com/americas-hottest-comedy-club-linkedin-satire-unhinged-ceos-2024-10"> LinkedIn</a>. According to the company's data, job applications are up 20% since last year. It's an intense and frustrating process. And LinkedIn wants to fix the disconnect, in part by fighting AI … with AI.Earlier this year, the company rolled out new AI tools to premium subscribers. People could open a chat window and ask a chatbot whether they were a good fit for a job based on their profile and the job description. Then, this summer, LinkedIn unveiled an update that would use <a target="_blank" class="" href="https://www.businessinsider.com/companies-using-ai-bain-survey-roi-2024-6">generative AI</a> to quickly write cover letters based on job descriptions and a user's profile. I tried it and found the results weren't bad — a cover letter may just need a few tweaks or extra personalization before it sounded like me.In the coming weeks, LinkedIn will begin making its AI <a target="_blank" class="" href="https://www.businessinsider.com/careerist-corporate-ladder-decline-promotions-work-ethic-american-dream-2024-10">job-matching</a> tools widely available to all users, Rajiv tells me. They can visit any job listing and ask LinkedIn to show how they match up, and generative AI will detail how well they fit the role and break down how a recruiter may evaluate their profile. The hope is that with more transparency, people will apply to fewer jobs — but ones that better fit their qualifications — and stop "swinging at every <a target="_blank" class="" href="https://www.businessinsider.com/ai-fintech-reflexivity-pitch-deck-raise-30-million-series-b-2024-10">pitch</a>," Rajiv says, adding: "It's natural to make quantity and volume your friend. But the greater the volume, the tougher the match."The age-old career advice that there's no harm in trying, it turns out, has a limit that we've stretched past the point of insanity. Can LinkedIn save us from hiring hell?Only 30 years ago, most people largely found jobs through their networks, career fairs, and newspaper ads. Monster launched its job board in 1994, and <a target="_blank" class="" href="https://www.businessinsider.com/how-linkedin-got-weird-work-life-blurred-lines-of-oversharing-2023-9">LinkedIn</a> came around about a decade later. Recruiting software and AI, which seemed like opportunities to streamline the process, have in some ways further complicated the art of landing a good gig. Applicants are asked to fill out long forms that repeat the information already outlined on their résumés and LinkedIn profiles, in what seems like an endurance test of their ever-depleting sanity. Sites like LinkedIn are great for searching tons of relevant job openings in one place, but people can end up overapplying, casting a wide net to roles that might not be the best fit.That's particularly true for some using LinkedIn's Easy Apply feature or generative-AI tools that help them mass-apply. In a ZipRecruiter survey last year, 25% of respondents who had gotten new jobs said they used AI to help them. Following the peak of the pandemic, people were looking to quit and change jobs during the "<a target="_blank" class="" href="https://www.businessinsider.com/quiet-quitting-hustle-culture-coasting-viral-work-debate-2022-9">Great Resignation</a>" at the highest rates since the US Bureau of Labor Statistics began tracking the data in 2000. That means more people are entering this chaotic job market and dealing with the pain points over and over. All those hopeful (or half-assed) résumés also hit a wall of overwhelmed recruiters. Some use AI to try to reduce the noise. In a Society for Human Resource Management survey of companies that use AI in recruiting, nearly 65% of respondents said they used it for writing job descriptions, 34% said they used it to review and scan résumés, and 33% said they used it to communicate with applicants throughout the process. Other recruiters are wary of the tech because we still don't know enough about how those tools make the decisions they do. And automated human-resources tech has a history of favoring men over women, as well as down-ranking résumés with Black-sounding names or those with employment gaps.The fatigue has fully hit job seekers. This week, in a post that went viral on LinkedIn, Hayley Finegan, an HR professional, posted an "open but picky" banner on her LinkedIn profile, poking fun at the "<a target="_blank" href="https://www.businessinsider.com/linkedin-open-to-work-banner-badge-job-pros-cons-2024-9">open to work</a>" LinkedIn banner, which some job seekers see as desperate and cringeworthy. "I've applied for exactly three jobs, and that's because I'm holding out for the right one," she wrote. "I'm not here to take just any job — I'm here for the right role." Capturing the overworked-job-seeker mentality, the post quickly went viral. (Finegan did not respond to a request to be interviewed for this story.)<a target="_blank" class="" href="https://www.businessinsider.com/hiring-slump-professional-white-collar-jobs-recession-high-salary-2024-4">Job seekers</a> and recruiters are caught in what feels like a never-ending loop. The two may seem pitted against one another, with applicants trying to figure out how to get past the recruiter and get paid, and recruiters working to suss out who's fluffing up their résumé or even lying. Both are increasingly ghosting one another. In reality, they want the same thing: a good job match for the least amount of effort. There may be no perfect number of jobs to apply to: Indeed recommends people apply to about 15 jobs a week, or two to three each day. But the average recruiting time for a job is going up, hitting 44 days in early 2023, the human-capital advisory firm The Josh Bersin Co. found. And there's not enough transparency in what's driving the decision-making.For people who haven't updated their profiles, provided as many details about their skills, or posted to the feed, tools like LinkedIn's may not work as well to fully show their qualifications. But Rajiv says the company's AI tool will synthesize not just a person's highlighted skills but other data, like posts they share to the feed, which can include other skills they have. LinkedIn is also shaking things up on the recruiter side. Starting Tuesday, some recruiters can use the company's hiring assistant, a tool where they upload job descriptions and have generative AI synthesize qualifications for the role and build up a roster of candidates.The best tool for job hunters is speed. They need to see jobs soon after they're posted and apply, and that gives them a better chance than applying for hundreds or thousands of jobs. AI may help notify candidates when the right positions are posted. Find that perfect job quickly "can happen, and increasingly it will as these algorithms get smarter," says Julia Pollak, ZipRecruiter's chief economist. ZipRecruiter also rolled out revamped AI tools to help job seekers find better matches this summer. And earlier this year, Indeed began offering an AI tool to better recommend job candidates to recruiters.Some recruiters say that AI isn't capturing the full picture of candidates. Millie Black, a principal technical recruiter at Techtrust, says she's passionate about AI's potential. But she says she's found that tools like <a target="_blank" class="" href="https://www.businessinsider.com/another-safety-researcher-is-leaving-openai-2024-10">ChatGPT</a> don't "read between the lines" and overlook some skills that may make a candidate a great fit, even if they aren't the ones directly listed. The same has happened for certain LinkedIn searches, she says. It's something she could figure out because she has in-depth knowledge of the specialized tech jobs she recruits for. When searching for the one person on the planet who can do the role, recruiters still have to pore over résumés.But Black also says she's seen an uptick in fake candidates lately. At times, she's had to ask candidates for identification documentation before even sending them through the process, or prescreen people on video calls "just to see a face," she adds. As she's recruiting for high-paying, US-based jobs that offer remote work, scammers are more common. "My whole job is to beat" down the fakers before they make their way to the hiring managers. She has also learned to add questions to try to weed out less serious applicants. "If you just throw a job up as Easy Apply and don't add pre-screening questions, you get way too many people," she says.Canseco has not yet tried LinkedIn's AI tools because she isn't a premium user, but she could get access to them soon. When she applies for jobs, she often uses LinkedIn and tries to reach the company directly, to stand out. One recruiter at a job she recently applied to told her she was among 3,000 applicants they had received in that week.<a target="_blank" rel="" class="" href="https://www.businessinsider.com/author/amanda-hoover">Amanda Hoover</a> is a senior correspondent at Business Insider covering the tech industry. She writes about the biggest tech companies and trends.

LinkedIn thinks it has the solution to our hiring crisis

<ul class="summary-list"><li>This post originally appeared in the Insider Today newsletter.</li></ul>Welcome back, and happy birthday to Insider Today 2.0! Today marks one year since we relaunched. Whether you've been here from the beginning or joined along the way, we appreciate the support. OK, that's enough self-congratulating.In today's big story, why LinkedIn's #opentowork banner <a target="_blank" href="https://www.businessinsider.com/linkedin-open-to-work-banner-badge-job-pros-cons-2024-9">is so controversial</a>.What's on deck:<ul><li>Markets: He used to be one of Tesla's biggest fans. Now, <a target="_blank" rel="noopener" href="https://www.businessinsider.com/elon-musk-tesla-stock-crash-tsla-price-outlook-ross-gerber-2024-8">he's a huge critic</a>.</li><li>Tech: Nvidia's <a target="_blank" rel="noopener" href="https://www.businessinsider.com/nvidia-may-lose-ai-inference-market-groq-cerebras-2024-8">biggest blind spot</a>.</li><li>Business: How people are making the most of their <a target="_blank" href="https://www.businessinsider.com/credit-card-rewards-points-amex-millennial-gen-z-luxury-lifestyle-2024-8">credit card rewards</a>.</li></ul>But first, I'm low-key looking for a job.If this was forwarded to you, <a target="_blank" href="https://www.businessinsider.com/subscription/newsletter/insider-today">sign up here.</a><h3 id="7fa5f018-5b05-4a37-a8dc-d3f89138bcb3">The big story</h3><h2 id="5fd547b9-ec52-41fc-8e08-4f4b27dd8097">Not open to being open</h2><div type="image" title="A figure hiding shamefully from pointer cursors" height="1500" width="2000" msid="113031425" hostid="261" sizebytes="113168"></div>One of the biggest debates on the internet has nothing to do with politics, the market, or sports. Instead, it's about your LinkedIn profile picture.The argument focuses on the benefits or downsides of <a target="_blank" href="https://www.businessinsider.com/linkedin-open-to-work-banner-badge-job-pros-cons-2024-9">using the Open to Work banner on LinkedIn after losing your job</a>.That last sentence alone might have elicited an internal reaction from some of you. Like it or not, the banner is viewed by some as "the digital-age equivalent of standing on the sidewalk wearing a sandwich board that reads Job Wanted," writes Business Insider's Aki Ito.And besides the shame job seekers might feel, some people believe the banner comes with a risk. Touting that you are #opentowork could actually discourage recruiters from reaching out, so the thinking goes. Welcome to the internet in 2024.The result is a "bizarre" environment: One where job seekers worry that showing you're looking for work will actually make it harder to get a job, a source told Aki."Saying 'we can't hire you because you said you want a job' is like saying 'we can't feed you because you said you're hungry.'"<div type="image" title="A ball and chain with an open cuff labeled &quot;#openforwork&quot;" height="1500" width="2000" msid="113031419" hostid="261" sizebytes="125414"></div>Not everyone is scared of the banner.About 40 million users signaled they were #opentowork in July. And for good reason.Only one of the eight recruiters Aki spoke to said the banner would give them pause when looking at a candidate. Several even said they actively seek out candidates who publicize that they're open to work.But the #opentowork hesitation could be more about our personal biases than what recruiters might think. The negative reaction to the banner, while not fair, is understandable.For many, #opentowork represents our corporate mortality. A little ugly reminder that we could be next on the chopping block.None of that, however, should stop someone from using every tool in their arsenal to get a job.And even if you still feel embarrassed about using the banner, rest assured there's plenty of stuff people should be hesitant to post.LinkedIn has gotten incredibly <a target="_blank" href="https://www.businessinsider.com/how-linkedin-got-weird-work-life-blurred-lines-of-oversharing-2023-9">weird since the pandemic</a>. People are comfortable oversharing <a target="_blank" href="https://www.businessinsider.com/linkedin-cringe-how-to-post-new-job-hiring-resume-2024-3">intimate details on what's meant to be a professional network</a>. In some cases, they've even <a target="_blank" href="https://www.businessinsider.com/linkedin-is-a-dating-app-remote-work-online-romance-2024-1">used it as a place to find a date</a>.<h3 id="77f31a4c-8462-4e3d-a71f-838cb79493fb">News brief</h3><h2 id="1fcd294b-3f53-425f-9f20-4093e8623b59">Top headlines</h2><ul><li>Hewlett Packard confirms it will continue to <a target="_blank" rel="noopener" href="https://www.businessinsider.com/hp-confirmed-will-continue-sue-mike-lynch-family-2024-9">sue Mike Lynch's family for $4 billion</a> after he died in a tragic yacht sinking.</li><li>Elon Musk thinks he knows <a target="_blank" rel="noopener" href="https://www.businessinsider.com/elon-musk-x-feed-more-toxic-forward-posts-puppies-2024-9">why your X feed might be getting more toxic</a>.</li><li>Chip companies like Nvidia and Intel are facing a <a target="_blank" href="https://www.businessinsider.com/chip-companies-nvidia-intel-gender-gap-ai-boom-2024-8">major gender gap amid the AI boom</a>.</li><li>Why everyone in tech is talking about '<a target="_blank" rel="noopener" href="https://www.businessinsider.com/why-everyone-in-tech-talking-founder-mode-paul-graham-chesky-2024-9">founder mode</a>.'</li><li>A grocery tycoon turned Walmart robotics supplier is one of this year's biggest wealth losers after <a target="_blank" rel="noopener" href="https://www.businessinsider.com/ai-robotics-grocery-rick-cohen-symbotic-wealth-billionaires-walmart-stock-2024-9">$9 billion wipeout</a>.</li></ul><h2 id="8120060b-ae66-48dc-b149-f0489a30ffa2">3 things in markets</h2><div type="image" title="A price tag with the American flag on it" height="1000" width="2000" msid="113031418" hostid="261" sizebytes="69334"></div><ol><li>The stock-half-full view. Americans who own stocks generally <a target="_blank" href="https://www.businessinsider.com/stock-market-outlook-impact-economic-sentiment-spread-owners-non-owners-2024-9">feel much better about the economy</a> than Americans who don't. The gap between the top one-third of stock owners and those who don't own any stocks has never been wider, and those who feel good have reason to — the S&amp;P 500 has soared nearly 50% in the past two years.</li><li>Blackstone's using generative AI to supercharge an internal search tool. The PE giant's DocAI acts like an internal ChatGPT thanks to the trove of documents uploaded by workers. The tool, which will be fully rolled out this fall, is designed to <a target="_blank" href="https://www.businessinsider.com/blackstone-employee-productivity-generative-ai-2024-8">help workers search and summarize more efficiently</a>.</li><li>How one of Tesla's biggest bulls turned bearish. Ross Gerber, a longtime supporter of Elon Musk, has shed around half of his fund's stake in Tesla since November 2023. He spoke to BI about <a target="_blank" rel="noopener" href="https://www.businessinsider.com/elon-musk-tesla-stock-crash-tsla-price-outlook-ross-gerber-2024-8">why he's done a 180 on the EV maker and its polarizing CEO</a>.</li></ol><h2 id="f4b54806-7f81-450c-ba32-92560d4fae9b">3 things in tech</h2><div type="image" title="Sam Altman is surrounded by logos of competing AI companies." height="900" width="1800" msid="113031421" hostid="261" sizebytes="200156"></div><ol><li>It's getting harder to make big leaps at the frontier of AI. There are a lot of capable AI models now, and they're all pretty similar to each other, which has pushed costs down. Now that the AI frontier has become "a commodity," as one startup CEO put it, there will be <a target="_blank" rel="noopener" href="https://www.businessinsider.com/ai-frontier-crowded-winners-losers-2024-8">huge winners and losers in the space</a>.</li><li>Nvidia's got some competition. The chip giant's dominance isn't certain in one particular area of AI computing: inference. Demand for inference chips will only increase as AI matures, and the field is growing <a target="_blank" rel="noopener" href="https://www.businessinsider.com/nvidia-may-lose-ai-inference-market-groq-cerebras-2024-8">crowded with formidable competitors</a>, like the ex-Googler-founded Groq and the California powerhouse Cerebras.</li><li>Supersized seed rounds shake up VC. The earliest stage of the startup market is getting out of control. As investors rush to fund the next big startup, the amount they're willing to pledge upfront has ballooned in the past three years. The <a target="_blank" href="https://www.businessinsider.com/seed-stage-investing-funding-venture-capital-getting-wild-2024-8">$5 million-plus seed round</a> might be the new normal.</li></ol><h2 id="9260fa45-d397-4b3c-b4f8-4bb193976216">3 things in business</h2><div type="image" title="Photo illustration of a credit card." height="1500" width="2000" msid="113031426" hostid="261" sizebytes="76120"></div><ol><li>Welcome to credit card points mania. Credit card rewards are having a moment thanks to great perks, points, and cashback deals. Gen Zers explained the <a target="_blank" href="https://www.businessinsider.com/credit-card-rewards-points-amex-millennial-gen-z-luxury-lifestyle-2024-8">mix of cards they use</a> to level up their rewards and live a life of more luxury. (Rule number one: Stay out of debt.)</li><li>Meet the quiet luxury millionaires. Not all millionaires have flashy homes and cars. Six wealthy-on-the-DL people told BI their strategies for growing and keeping wealth that are at odds with a loud-luxury lifestyle. Here's how they <a target="_blank" href="https://www.businessinsider.com/millionaire-investing-saving-spending-financial-independence-retire-early-fire-2024-9">build wealth modestly</a> without sacrificing comfort.</li><li>The most promising healthcare AI startups, according to VCs. AI is dominating healthcare investments this year as VC funding picks back up after a slump. BI spoke to leading VCs to identify <a target="_blank" href="https://www.businessinsider.com/22-most-promising-healthcare-ai-startups-2024-8">22 companies using AI</a> to improve cardiovascular care, insurance payments, and more.</li></ol><h2 id="1ad7b482-3f4b-44b4-81b6-a864aa386478">In other news</h2><ul><li>Take a look inside the LA home Elon Musk is foreclosing on, <a target="_blank" href="https://www.businessinsider.com/pictures-los-angeles-home-elon-musk-foreclosing-gene-wilder-belair-2024-8">which once belonged to Hollywood royalty</a>.</li><li>Mercer advises institutions with more than $16 trillion in assets. Here's what its top investment strategist is <a target="_blank" href="https://www.businessinsider.com/mercer-advice-institutional-clients-invest-private-credit-2024-8">telling the world's biggest investors</a>.</li><li>These 2024 status symbols show that <a target="_blank" rel="noopener" href="https://www.businessinsider.com/status-symbol-item-sales-show-quiet-luxury-changing-americana-corporate-2024-9">it's not all about quiet luxury anymore</a>.</li><li>Investors are headed into the worst time of year for stocks. <a target="_blank" href="https://www.businessinsider.com/stock-market-outlook-september-season-fed-cuts-election-investing-2024-8">Here's why September is brutal for the market</a>.</li><li>A US Army vet moved to Japan with his wife and bought an abandoned house for $35,000. <a target="_blank" rel="noopener" href="https://www.businessinsider.com/us-veteran-moved-japan-abandoned-house-akiya-foreigner-renovation-2024-9">They have no plans to leave</a>.</li><li>Wasteful consumerism has a new worst enemy: <a target="_blank" rel="noopener" href="https://www.businessinsider.com/gen-alphas-new-obsession-decluttering-2024-9">Gen Alpha tweens</a>.</li></ul><h2 id="9f5d80ac-3466-429f-a50a-2ffbb70c65ff">What's happening today</h2><ul><li>Supreme Court Justice Ketanji Brown Jackson's memoir is released.</li><li>Russian president Vladimir Putin visits Mongolia.</li></ul>The Insider Today team: Dan DeFrancesco, deputy editor and anchor, in New York. Jordan Parker Erb, editor, in New York. Hallam Bullock, senior editor, in London. Grace Lett, associate editor, in Chicago. Milan Sehmbi, fellow, in London. Amanda Yen, fellow, in New York.

Linkedin's job-seeking solution comes with both success and shame

Even as Indian women face low representation in leadership roles in the workforce (18 per cent), they are now seeking more entrepreneurship opportunities as compared to men, according to new <keyword id="28120" type="General" weightage="100" keywordseo="linkedin" source="Orion">LinkedIn</keyword> data released on Wednesday. The data, published in the <keyword id="69007" type="General" weightage="20" keywordseo="world-economic-forum" source="Orion">World Economic Forum</keyword>'s 2022 <keyword id="2573327" type="General" weightage="80" keywordseo="global-gender-gap-report" source="Orion">Global Gender Gap Report</keyword>, showed that the share of female founders grew by 2.68 times compared to 1.79 times among men between 2016 to 2021. The growth rate of female entrepreneurship showed to be the highest during the pandemic -- in 2020 and 2021. Besides being underrepresented in leadership roles, the data also revealed that women are also not being promoted internally to leadership in companies at the same rate as men. Men are 42 per cent more likely to be promoted into leadership positions than women. This could explain why women in leadership roles also increasingly lag behind their male counterparts in the senior stages of their careers, with the proportion of women in the workforce decreasing along the corporate ladder. In <keyword id="3658" type="General" weightage="50" keywordseo="india" source="Orion">India</keyword>, the representation of female leaders has dropped from 29 per cent at the senior level to a staggering 18 per cent at the managerial level. "Our new data is indicative of one thing: working women in India are being held back by more barriers in the workplace when compared to men. But despite the adversity, many women remain undeterred and continue to chart their own path by pivoting to entrepreneurship and building careers that allow them to work on their own terms with greater flexibility," said <keyword id="10697755" type="General" weightage="80" keywordseo="ruchee-anand" source="Orion">Ruchee Anand</keyword>, Senior Director, <keyword id="14445297" type="General" weightage="20" keywordseo="india-talent-learning-solutions" source="Orion">India Talent &amp; Learning Solutions</keyword> at LinkedIn, in a statement. "We saw this especially in the years of the pandemic (2020 and 2021), when women sheltered from a shrinking job market by starting their own businesses that also created opportunities for other women," Anand added. However, the new data also reveals that there is progress being made. More women are being hired into leadership roles from eight years ago, shooting up to 24 per cent this year -- 1.36x since 2015. However, more needs to be done. "As employers navigate this challenge of making work 'work' for women, they must remember that factors like internal mobility, fair hiring practices with a focus on skills, and flexibility are going to prove key in not just levelling the playing field for women, but also improving efficiency through balanced representation, diversity of perspectives and inclusive leadership at the workplace," Anand said. Further, to support female entrepreneurs, and women in the workforce, LinkedIn has also unlocked some of its courses for free until August 22. These include <keyword id="6358360" type="General" weightage="80" keywordseo="gender" source="Orion">Gender</keyword> in Negotiation; Getting to Yes: Advice for Female Founders on How to Get Funded; Leadership Strategies for Women; and <keyword id="14445296" type="General" weightage="80" keywordseo="success-strategies-for-women" source="Orion">Success Strategies for Women</keyword> in the Workplace. SEE ALSO: <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/science/health/news/australias-health-minister-warned-that-millions-could-get-covid-19/articleshow/92866659.cms">Australia's Health Minister warned that "millions" could get COVID-19</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/stock-market/news/mindtree-lampt-infotech-infosys-indusind-bank-and-other-hot-stocks-on-july-14/slidelist/92865161.cms">Mindtree, L&amp;T Infotech, Infosys, IndusInd Bank and other hot stocks on July 14</a>

LinkedIn data reveals that Indian women are now seeking more entrepreneurship opportunities than men

<ul><li>Previously a top sales director at <keyword id="28120" type="CITY" weightage="20" keywordseo="Linkedin">LinkedIn</keyword>, Virginia joins <keyword id="7091983" type="UNKNOWN" weightage="20" keywordseo="jiosaavn">JioSaavn</keyword> to lead global brands partnerships and the company’s growing audio ad platform. </li><li>She will be responsible for driving adoption of JioSaavn’s innovative advertising solutions for brands, while overseeing agency and client relationships.</li></ul>JioSaavn has on-boarded <keyword id="6199498" type="UNKNOWN" weightage="20" keywordseo="virginia-sharma">Virginia Sharma</keyword> as Vice President of Brand Solutions. Based out of JioSaavn’s Gurgaon office, Sharma will lead the company’s global digital ad monetization efforts across platforms. She will be responsible for driving adoption of JioSaavn’s innovative advertising solutions for brands, while overseeing agency and client relationships. With more than 20 years of experience leading marketing and sales teams, Sharma joins JioSaavn from LinkedIn, where she excelled in the top 10% of sales leaders. Virginia also worked with IBM for more than 15 years in various global and regional roles, including India Vice President of Marketing and Communications before joining LinkedIn Asia Pacific in 2014. In addition to an impressive track record at some of the world’s largest technology companies, Sharma is an industry leader in her own right. She was recognized on the 2018 Economic Times Women Ahead list, as well as Impact Top 50 Women in Marketing Media and Advertising in both 2018 (#38) and 2019 (#35). Sharma was also the first chairperson for the Marketing Society India Chapter and a member of the Global Advisory Board for UVA’s McIntire School of Commerce. She was the first Indian leader to become a Marketing Academy Fellow delivered by McKinsey and Co. Sharma is currently pursuing her doctorate in Business Administration from Indian School of Business in Business Model Innovation. “I am excited to join the passionate and like-minded leadership team at JioSaavn, where music and people take center stage every day. Music is a lifelong companion; it evokes moments and memories, it’s a conduit for emotional expression; and it connects people of all ages and backgrounds. As a seasoned marketer and early JioSaavn user, I already recognize many opportunities for brands to find their voice on the JioSaavn platform, allowing them to engage and build loyalty with millions of consumers. Let’s play!” Sharma said about her new role. Having worked in the U.S., Singapore, Japan and India, Sharma brings a truly global perspective to JioSaavn’s Brand Solutions team. Part of her new role will be finding innovative solutions that balance a great user experience, advertisers’ needs and respect for content creators. As a former marketer for many years, she is in a unique position to identify with brands looking to achieve a variety of different objectives to grow their businesses. Vinodh Bhat, Co-founder, President and Chief Strategy Officer, JioSaavn said about Sharma: “As the JioSaavn user base continues to grow, the company was ready for a strong, seasoned and passionate executive in our core market to scale our advertising business. Virginia is recognized as one of the top digital leaders in the country and set records at LinkedIn for monetization in India. She is an accomplished Marketer turned Sales Leader with the proven capability to understand marketer needs and create durable long-term solutions for them, applying a mix of business creativity and strong ad technology. In addition to her wealth of expertise and strategic understanding of the industry, she is also a great culture fit at JioSaavn. We are pleased to welcome her to the team and very excited to work together on this road ahead.” The on-boarding of Sharma is the latest in a few valuable additions to JioSaavn’s management team. Mihir Shah, VP of Consumer Revenue, joined the company last year from Hotstar, where he led product and marketing growth teams through the stellar growth in just 2 years. At JioSaavn, he leads the global consumer premium business and is already demonstrating similar traction. Under Shah’s leadership, a new version of JioSaavn Pro led to an organic 4x growth for JioSaavn’s paid subscriber base in 2019.

LinkedIn’s Virginia Sharma joins JioSaavn as Vice President, Brand Solutions

<ul class="summary-list"><li>Green job postings increased 8% annually over the past five years, but green talent can't keep up.</li><li>To help meet demand, job seekers should consider adding green skills to their résumés.</li></ul>The portion of green talent — workers with the knowledge or skills needed to support environmental <keyword id="11896309" type="UNKNOWN" weightage="100" keywordseo="sustainability" source="Orion">sustainability</keyword> now and in the future — in the global workforce rose from 9.6% in 2015 to 13.3% so far in 2022 — a 38.5% growth rate, according to <keyword id="11909878" type="UNKNOWN" weightage="60" keywordseo="linkedin" source="Orion">LinkedIn</keyword>'s new <a href="https://economicgraph.linkedin.com/en-us/research/global-green-skills-report" target="_blank" rel="nofollow noopener sponsored">Global Green Skills Report 2022</a>.<div type="image" title="a woman in a green dress stands against a wall" height="999" width="1332" msid="89810121" hostid="261"></div>"We're seeing workers with green skills being hired at a higher rate than those without," <a href="https://www.linkedin.com/in/sueduke/" target="_blank" rel="nofollow noopener sponsored">Sue Duke</a>, head of global public policy at <a href="https://www.linkedin.com/feed/" target="_blank" rel="nofollow noopener sponsored">LinkedIn</a>, told Insider. "So that means getting ready for this is going to be good for you as well as good for the planet."While the number of workers transitioning into "green" jobs, or roles that benefit the environment or support sustainability, and adding "green" skills, like pollution mitigation, waste prevention, and sustainable procurement, to their résumés is growing, it's still too low to keep up with growth in the industry. According to LinkedIn's report, job postings that required green skills increased 8% annually over the past five years, but the share of green talent grew by just 6%."The trend is in the right direction, but based on those projections, we're going to hit a <keyword id="12229461" type="UNKNOWN" weightage="60" keywordseo="skills-gap" source="Orion">skills gap</keyword> in 2026," Duke said. "That means the demand for green talent is going to outstrip the supply, and that's something that we have to come to grips with immediately. That's not good for workers, and it's not good for the planet, so we need to act now if we're going to ensure that gap doesn't emerge." The demand for <keyword id="12095311" type="UNKNOWN" weightage="60" keywordseo="green-jobs" source="Orion">green jobs</keyword> is being driven by governments and companies making commitments to reduce carbon emissions or achieve other sustainability goals, she said. But other sectors not traditionally thought of as green, like the financial or tech industries, are increasingly seeking workers with green skills."Demand is coming, not just in the growth of the green sector, but from companies across the board making those commitments and starting to implement their climate plans," Duke said.<h2>The most in-demand green jobs </h2>LinkedIn found that the fastest-growing green job titles between 2016 and 2021 included sustainability manager, wind turbine technician, solar consultant, ecologist, and environmental health and safety specialist. The most in-demand "greening" job titles, or roles that can be performed without extensive green skills but typically require some of them, include compliance manager, facilities manager, and technical sales representative.<div type="image" title="headshot of a man wearing a pink hat" height="843" width="1125" msid="89810124" hostid="261"></div>"There are lots of opportunities for people to incorporate climate action into their job, no matter what that job is," <a href="https://www.linkedin.com/in/evanhynes/" target="_blank" rel="nofollow noopener sponsored">Evan Hynes</a>, the cofounder of <a href="https://climatebase.org/" target="_blank" rel="nofollow noopener sponsored">Climatebase</a>, a job platform that helps match job seekers with companies focused on addressing climate change, told Insider.He said he's seen more demand for climate-tech jobs like data scientists and software engineers, but many companies are struggling to find the right talent."We desperately need more people to make climate the focus of their careers," Hynes said.Millennials are more likely to have green skills already. According to <a href="https://www.pewresearch.org/science/2021/05/26/gen-z-millennials-stand-out-for-climate-change-activism-social-media-engagement-with-issue/" target="_blank" rel="nofollow noopener sponsored">Pew Research Center data</a>, people between the ages of 25 and 40 have been more active than others in addressing climate change. There's also a need to address gender and educational inequities in the green job market to meet the demand, as many of the green job sectors, like <a href="https://www.weforum.org/agenda/2019/09/science-tech-jobs-dominated-by-men" target="_blank" rel="nofollow noopener sponsored">science and technology</a>, have traditionally been male-dominated. Duke said that for every six women considered green talent, there are 10 men, a number that hasn't changed since 2015.<h2>Upskilling will help meet the green talent demand</h2>Green skills — including remediation, recycling, and knowledge of <a href="https://www.osha.gov/" target="_blank" rel="nofollow noopener sponsored">Occupational Safety and Health Administration</a> policy, climate change, and renewable energy — are among the most in demand, according to LinkedIn. Across job sectors, employers are looking for people with experience in sustainable fashion, oil-spill response, sustainable business strategies, and environmental services.About 10% of job postings on LinkedIn last year required at least one green skill, even for roles not in the environmental sector, Duke said. For example, skills around renewable energy showed up in job posts for financial analysts and business engineers, as companies across industries are launching sustainability goals and initiatives.Re-skilling or upskilling is needed to meet the green-job-market demand. Hynes said today's workers need a "base-level understanding of sustainability, climate change, and climate solutions." Climatebase recently launched a climate-career-accelerator <a href="https://climatebase.org/fellowship" target="_blank" rel="nofollow noopener sponsored">fellowship</a> program to help professionals work with mentors in green industries to gain green skills through coursework, projects, and mentorship.Networking and seeking online training courses through universities, two-year colleges, or trade associations, or talking to your employer about continuing-education programs are some ways to boost green skills, Duke said. "There are ways for you to transition your existing role in your existing sector in a more sustainable way," she said.

The green job market is growing — here are the most in-demand sustainability-related careers and the skills they require

<ul><li>Over the years, the professional networking site <keyword id="28120" type="General" weightage="20" keywordseo="linkedin" source="Orion">LinkedIn</keyword> has managed to carve a niche for itself in the business-to-business segment.</li><li>This popular marketing tool is also the most expensive digital advertising platform on the internet.</li><li>We speak to digital advertising agencies to find out why it is expensive if it is worth it and how can advertisers make the most of it on a small budget.</li></ul>If you've ever tried running advertisements on the professional networking site LinkedIn, then you probably will have noticed that they generally cost a lot more per click and per 1000 impressions (CPM) than Google Ads and Facebook Ads. It is the most expensive digital advertising platform of them all in India. For example, we tried boosting an article on Facebook and LinkedIn with a similar allocated budget of ₹2,000. Facebook’s average Cost Per Click (CPC) was as low as ₹0.51 but LinkedIn cost us around ₹20. <div type="image" title="Linked vs Facebook" msid="91623702" hostid="261" caption="&amp;lt;p&amp;gt;Linked vs Facebook advertising cost&amp;lt;/p&amp;gt;"></div> <cmsannotation type="cmsannotation" annotationid="Why is LinkedIn advertising more expensive than other platforms?" text="Why is LinkedIn advertising more expensive than other platforms?">Why is LinkedIn advertising more expensive than other platforms?</cmsannotation> After boosting our articles on both these platforms, we found that Facebook uses demographic and interest-based targeting that directly targets consumers, while LinkedIn focuses more on professional targeting. So, LinkedIn is more suited for B2B commerce and Facebook is generally better for B2C targetting. While the cost and objectives vary from brand to brand, Aashka Mehta, media lead at advertising agency Schbang, says, “The cost to advertise on LinkedIn is almost 15-20X more expensive than on Facebook.” “LinkedIn’s level of targeting is very different from other platforms. It is niche and hence the additional cost for the same,” adds Mehta. LinkedIn makes it easy for a brand to segment its audience and reach one like-minded set of people at a time. It offers rich demographic data points such as job function, seniority, company name, geography, industry, interest-based targeting group membership, skills, etc. Telling us when are LinkedIn ads commonly used by a brand, Shradha Agarwal, ceo and co-founder of digital agency Grapes, says, “LinkedIn Ads campaigns are usually being used for job recruitment ads, service and product sales, lead generation, promoting content, increasing visibility, and reaching for a new company location. And if we have to compare getting relevant traffic to the website, Linkedin is at least 5X of Facebook and 2X of Twitter. However, conversions are way better.” For N Chandramouli, ceo of TRA Research, which is a brand intelligence and data insights company, LinkedIn has become ‘official WhatsApp’ of sorts. He gave us an example of how expensive LinkedIn’s lead generation can be, which is considered to be its most effective form of marketing on the networking site. “Per lead could be a person, a company or anything that I'm seeking. If you were to advertise, this could go up to about ₹1300 per lead, which is a very expensive lead generation point. But if you use the platform intelligently, not wildly spend like Facebook -- from over a few lakhs of rupees, you can get it down to ₹200 per lead. The amount of spends can go from as low as $1,000 or even lesser per month to maybe $10,000 or even higher per month. So, it all depends on how active you really want your campaign to be.” <cmsannotation type="cmsannotation" annotationid="Is LinkedIn gaining more attention from advertisers now?" text="Is LinkedIn gaining more attention from advertisers now?">Is LinkedIn gaining more attention from advertisers now?</cmsannotation> After the advent of social media and the internet, marketing trailblazers have started chasing return on investment (ROI) on their marketing strategies. They have shifted their focus away from monthly reports to taking insight-based decisions. To understand what ROI on LinkedIn means, as an example, let’s say you spent $5,000 on LinkedIn ads and it generated $10,000 in revenue from those ads. Here’s how you can track your ROI: Marketing ROI (%) = [($10,000 - $5,000) / $5,000] * 100 Marketing ROI (%) = 100% While LinkedIn is not a low-cost medium, it is known to yield a positive marketing ROI and marketers say it is worth it. “It has a promising conversion rate of 6-8%! At $5.26, LinkedIn has the highest CPC compared to other social media platforms. However, this doesn’t mean that LinkedIn’s ads are overpriced. Rather, it just shows how highly ‘clicks’ are valued on this platform,” says Shrenik Gandhi co-founder and CEO of digital advertising agency White Rivers Media. For its ability to deliver targetted audience and concrete ROI, Rajni Daswani, director of digital marketing at advertising agency SoCheers, also says expensive advertising on LinkedIn is worth it. “There is no other platform that gives you a direct audience with the educated, working-class, bread earners in the family kind of people. A lot of brands are seeking this data and are willing to pay the expensive rates that come with it.” <cmsannotation type="cmsannotation" annotationid="LinkedIn’s growth story and what lies ahead" text="LinkedIn’s growth story and what lies ahead">LinkedIn’s growth story and what lies ahead</cmsannotation> LinkedIn has seen massive growth in its users after the pandemic. As per research and analytics platform NapoleonCat, LinkedIn had an audience reach of 89 million people in India in April 2022, which accounted for 6.3% of its entire userbase. On the other hand, <keyword id="6384676" type="General" weightage="20" keywordseo="social-media-platform" source="Orion">social media platform</keyword> Facebook’s <a href="https://napoleoncat.com/stats/facebook-users-in-india/2022/04/">user </a>base in India in April 2022 was 400 million. Currently, India is the second-largest market for LinkedIn. Around the time when the coronavirus outbreak started blanketing the globe, LinkedIn’s user base in India was recorded at 67 million in April 2020. <div type="image" title="LinkedIn-users" msid="91623756" hostid="261" caption="&amp;lt;p&amp;gt;LinkedIn&amp;#39;s user growth&amp;lt;/p&amp;gt;"></div> With 810 million users worldwide, LinkedIn has become the backbone of the global business community. For any working professional, it is a platform that allows you to make a first impression on your prospective employers, help you build your community and amp up your skills. Advertisers are using LinkedIn to avoid shouting into a void. This professional networking platform gives them targetted B2B audience. So, it is also increasingly taking up more of brands’ budgets. LinkedIn’s ad revenue exceeded <a href="https://view.officeapps.live.com/op/view.aspx?src=https://c.s-microsoft.com/en-us/CMSFiles/SlidesFY22Q2.pptx?version=4a9117e1-04ff-5143-12a0-1ecfc041aa59">$1 billion in 2021</a> and its overall revenue grew by 37%. Sharing the reason behind the recent influx of B2B advertisers, Sachin Sharma, Director, LinkedIn Enterprise Marketing Solutions India, says, “As we emerge from the pandemic, building a community has never been more important. Our 88 million member strong professional community in India of customers, marketers, advertisers are all turning to LinkedIn at this time to learn, connect, and share information and knowledge — and LinkedIn has been uniquely positioned to foster this community. We are a top 3 player in B2B digital advertising today, and our community is the backbone of this record-breaking growth. With our targeting features, they are better able to reach the right, and highly engaged, professional audience so they can be more precise with the ads they show. We're also making the right investments by training our bidding models to be smarter in how we bid, which is improving ROI for our customers and bringing them more value for their campaign spends and driving more conversions.” <div type="image" title="LinkedIn-users.2" msid="91623773" hostid="261" caption="&amp;lt;p&amp;gt;Advertising revenue generated by LinkedIn year-on-year&amp;lt;/p&amp;gt;"></div> According to LinkedIn, f<a href="https://business.linkedin.com/marketing-solutions/cx/17/06/advertise-on-linkedin?trk=sem_lms_gaw&amp;src=go-pa&amp;veh=LMS_NAMER_Core_USCA_Search_Google-Brand_DR-PRS_Broad_HeadTerms-Beta_All_English_Core_378907683579__%2Blinkedin%20%2Badvertising_c__aud-925775953436:kwd-23182566377_6458957180&amp;mcid=6612464045041733652&amp;cname=LMS_NAMER_Core_USCA_Search_Google-Brand_DR-PRS_Broad_HeadTerms-Beta_All_English_Core&amp;camid=6458957180&amp;asid=77594820616&amp;targetid=aud-925775953436:kwd-23182566377&amp;crid=378907683579&amp;placement=&amp;dev=c&amp;ends=1&amp;gclid=CjwKCAjwjuqDBhAGEiwAdX2cj2lTVNqgugdLVkw4pjQ_HT9U7ndYyuYl0_1wUsTKKBlHFvOgBieIqxoCsVEQAvD_BwE&amp;gclsrc=aw.ds">our out of five </a>of its users have the power to impact business decisions. These movers and shakers also have <a href="https://business.linkedin.com/marketing-solutions/cx/17/06/advertise-on-linkedin?trk=sem_lms_gaw&amp;src=go-pa&amp;veh=LMS_NAMER_Core_USCA_Search_Google-Brand_DR-PRS_Broad_HeadTerms-Beta_All_English_Core_378907683579__%2Blinkedin%20%2Badvertising_c__aud-925775953436:kwd-23182566377_6458957180&amp;mcid=6612464045041733652&amp;cname=LMS_NAMER_Core_USCA_Search_Google-Brand_DR-PRS_Broad_HeadTerms-Beta_All_English_Core&amp;camid=6458957180&amp;asid=77594820616&amp;targetid=aud-925775953436:kwd-23182566377&amp;crid=378907683579&amp;placement=&amp;dev=c&amp;ends=1&amp;gclid=CjwKCAjwjuqDBhAGEiwAdX2cj2lTVNqgugdLVkw4pjQ_HT9U7ndYyuYl0_1wUsTKKBlHFvOgBieIqxoCsVEQAvD_BwE&amp;gclsrc=aw.ds">2x the buying power</a> of typical online audiences. While Facebook has more users than LinkedIn across the world, some advertisers find LinkedIn more lucrative than other networking platforms. Gandhi explains why LinkedIn gets more preference in the brandverse. “LinkedIn’s competitive advantage is that it is a professional networking site. While Facebook boasts over 2 billion people, LinkedIn has 600+ million professionals - In digital advertising, quality reigns supreme over quantity! Compared to other social media platforms, LinkedIn advertising is more expensive but it is certainly not overpriced for the value it provides.” As per Pranav Ahuja, co-founder and CEO of digital ad agency Xeno, LinkedIn typically allows you to choose from four different kinds of ad formats: sponsored content, sponsored messaging, lead generation forms, and text and dynamic ads. The initial 2-4 weeks of advertising on LinkedIn are typically considered a learning experience for brands and media buyers to figure out what works (or doesn’t). To begin with, LinkedIn recommends a daily budget of at least $100 or a monthly budget of $5,000. To get the most bang for your bucks, make sure you end your LinkedIn ad with a clear call to action (CTA).

LinkedIn is the most expensive digital advertising platform but is it worth it?

<ul class="summary-list"><li>Economist Daniel Zhao said "the labor market is likely to be cooler in 2024."</li><li>Career coach Stacey Perkins emphasized the importance of networking if you're thinking about a new job.</li></ul>If you're looking for work this year, consider how you network, do your research about where hiring is happening, and even try submitting a video to <a target="_blank" href="https://www.businessinsider.com/five-ways-job-seekers-can-stand-out-against-tough-competition-2022-2">stand out among the other job seekers</a>.That advice is based on conversations with an economist, a career coach, and a senior vice president at a workforce solutions company."The labor market is likely to be cooler in 2024, which means it probably will be <a target="_blank" href="https://www.businessinsider.com/job-search-switch-harder-to-get-job-hiring-labor-market-2023-12">harder to find a job</a> this year than last year," Daniel Zhao, lead economist for jobs search platform Glassdoor, told Business Insider.The Bureau of Labor Statistics hasn't released <a target="_blank" href="https://www.businessinsider.com/unemployment-rate-job-growth-labor-market-wages-december-economic-outlook-2024-1">employment or hiring</a> statistics just yet for 2024. However, data for 2023 shows job openings cooled down and average monthly job growth was smaller than it was in 2022.Payroll employment rose by 2.7 million last year, for an average monthly gain of 225,000, a <a target="_blank" href="https://www.bls.gov/news.release/empsit.nr0.htm">news release</a> from BLS stated. However, that lags behind 2022's increase of 4.8 million.But job numbers don't tell the whole story. Zhao said there are other factors that could "buoy sentiment about the job market in the new year.""As <a target="_blank" href="https://www.businessinsider.com/inflation-up-how-consumer-price-index-looked-december-2024-1">inflation</a> comes down and people start to look past the possibility of a <a target="_blank" href="https://www.businessinsider.com/recession-prediction-goldman-sachs-economic-growth-gdp-wall-street-economy-2024-1">recession</a>, then that should help improve overall sentiment among workers and employers alike," Zhao said, adding that may give job seekers the confidence that they can land better jobs.Rebecca Croucher, senior vice president, head of North America marketing and sales enablement at ManpowerGroup, said finding work "is going to continue to be hard unless you have the right skills.""If people invest their time and really understand what are some shortage areas when it comes to hiring and people with skills, I think it'll be easier to get a job," Croucher said.Zhao, Croucher, and career coach Stacey Perkins outlined four tips for job seekers in today's labor market.<h2>Make a job plan</h2>Perkins, a career coach at organizational consulting firm Korn Ferry, suggested job seekers figure out a robust strategy for job searching, which doesn't mean simply submitting your résumé to many places.This can involve making a list of employers you actually want to work for. Perkins suggested looking at who you have a mutual connection with or identifying who you already know at the places noted on the list. That way, even if there isn't an opening just yet, you have already taken a step in making yourself known to the employer."You want to be the one that they're thinking about because you've started building some of those relationships," Perkins said.For people who may have a career gap, Perkins said "people do want to see that you've done something." Because of this, Perkins suggested volunteering or doing a class.Perkins added that applicants should follow up with a note after submitting their résumés but avoid writing a repeat cover letter. Instead, focus on a few highlights, she said."Don't just put your application in and just sit and wait," Perkins said. "You want to find a recruiter, the potential hiring manager, or somebody who might be a decision-maker and just send them a quick note."For people just graduating and looking for work, Croucher suggested looking for an internship first because it could be easier to get."It's not always possible to predict which industry will do well or do poorly in a given year," Zhao said, adding that "it's more important than ever to do your research" of industries and companies that are doing well before job searching.<h2>Try networking</h2>Zhao said online resources where people can <a target="_blank" href="https://www.glassdoor.com/Compare/index.htm">compare employers</a> could be one way to determine if a company would be a good fit, but another way is through networking.Networking can include talking to different people who may work where you're hoping to get a job — from alumni to friends and family, Perkins noted."I think when you find somebody where you already have something in common, again like alumni, or you're part of a book club or a running club or something like that, then it's easier just to strike up the conversation," Perkins said.For job seekers sending cold messages, Perkins advises against just writing that you're interested in a job at the company and asking if they can help. Instead, highlight something from their profile — if they reached out on LinkedIn, for instance.<h2>Try sending a video</h2>People can try creating a video about themselves as one way to potentially be distinct from others applying for the same role. Croucher said it's similar to a cover letter — just in a different format."To me, it's somebody willing to take a risk and do something different to stand out," Croucher said. "And that's a skill in and of itself."Croucher said the video is really about a job candidate showcasing being comfortable talking about themselves and also can be a first impression."This is really what would make you stand out and really talking about why you're interested in the job and showing some passion for that specific job," Croucher said. "Because when I hire people, I want to hire people that are passionate about what they do because then they take more pride and work ethic is usually higher."<h2>Try adding information to your LinkedIn profile</h2>"Another big thing in this market is to keep your LinkedIn profile updated," Perkins said, noting things like certifications are good to add."If you're new to working right out of college or you're trying to change careers, I do think it's important to have the certifications and training," Croucher said.But job seekers should be picky about what they want to include. Croucher said that putting too much detail could "cut themselves out of the running" for a role.

With a possible cooler labor market this year, here are 4 tips for getting a job in 2024

Satya Nadella-run <keyword id="10387" type="General" weightage="100" keywordseo="microsoft" source="Orion">Microsoft</keyword> has posted robust revenue of $45.3 billion and a net income of $20.5 billion for the July-September quarter, riding on a strong performance on its cloud, server, and Office businesses. While revenues were up 22 per cent, net income registered 48 per cent growth as pandemic forced millions to work and learn from home. "Digital technology is a deflationary force in an inflationary economy. Businesses -- small and large -- can improve productivity and the affordability of their products and services by building tech intensity," said Nadella, Chairman and CEO of Microsoft. "The Microsoft Cloud delivers the end-to-end platforms and tools organisations need to navigate this time of transition and change," he said in a statement late on Tuesday. Revenue in <keyword id="12397930" type="General" weightage="20" keywordseo="productivity-and-business-processes" source="Orion">Productivity and Business Processes</keyword> was $15 billion and increased 22 per cent. Office Commercial products and cloud services revenue increased 18 per cent, driven by Office 365 Commercial revenue growth of 23 per cent. "LinkedIn revenue increased 42 per cent, driven by <keyword id="352060" type="General" weightage="20" keywordseo="marketing-solutions" source="Orion">Marketing Solutions</keyword> growth of 61 per cent," the company informed. Revenue in <keyword id="3772946" type="General" weightage="20" keywordseo="intelligent-cloud" source="Orion">Intelligent Cloud</keyword> was $17 billion and increased 31 per cent in the September quarter. Server products and cloud services revenue increased 35 per cent, driven by Azure and other cloud services revenue growth of 50 per cent. "We delivered a strong start to the fiscal year with our Microsoft Cloud generating $20.7 billion in revenue for the quarter, up 36 per cent year over year," said Amy Hood, executive vice president and CFO of Microsoft. Revenue in the 'More Personal Computing' vertical was $13.3 billion and increased 12 per cent. Xbox content and services revenue increased a mere 2 per cent, while Surface laptop revenue decreased 17 per cent. SEE ALSO: <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/business/startups/news/has-the-legal-battle-between-phonepe-and-bharatpe-over-pe-been-going-on-for-too-long/articleshow/87299198.cms">Has the legal battle between PhonePe and BharatPe over ‘Pe’ been going on for too long?</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/india/news/supreme-court-of-india-verdict-on-pegasus-spying-case-appoints-a-retired-judge-committee-for-probe/articleshow/87299281.cms">A panel headed by a retired judge will probe if the Indian government used Pegasus to spy on journalists and other prominent citizens</a>

Microsoft records $20.5 billion in profits for July-September quarter riding on cloud, office biz

<ul><li>LinkedIn’s report on The Long and Short of ROI revealed that 50% of digital marketers rely on inaccurate metrics</li><li>Marketers, with a lead generation objective, claim to use cost-per-click as their ROI metric, which does not show impact-per-advertising dollar spent. </li><li>The report shows 64% of Indian marketers needed to show ROI numbers to justify spend and get approval for future budget asks, as opposed to 58% globally. </li></ul><a href="https://www.linkedin.com/company/linkedin/">LinkedIn</a>’s ‘<a href="https://business.linkedin.com/marketing-solutions/blog/linkedin-news/2019/the-long-and-short-of-roi">The Long and Short of ROI’ report</a> reveals that 50% of digital marketers rely on inaccurate metrics. Marketers, with a lead generation objective, claim to use cost-per-click as their ROI metric, which does not show impact-per-advertising dollar spent. The objective of the research study in India to identify how digital marketers measure ROI (Return on Investment). The survey was conducted amongst 4,000 marketing professionals across 19 countries, including India, and reveals how measuring ROI over the length of the sales cycle can lead to more accurate reporting, greater marketer confidence, and improved campaign management. The findings of the report also highlight that digital marketers deliver tremendous value to their businesses but struggle to highlight their impact or true ROI when reporting on performance. The metrics are either reported too soon or wrongly chosen to deliver quick results in order to meet business pressures. In fact, 78% digital marketers in India claim to be measuring digital ROI long before a sales cycle has concluded. In India, only 3% of digital marketers are measuring ROI over a 6-month period or longer -- one of the lowest amongst all regions, lower than the global average of 4%. This means that many marketers are likely not measuring ROI at all. “The Indian digital marketing industry is incredibly competitive today. As marketing campaigns become more dynamic, real-time, and data-driven, measurement is going to be a key discussion in boardrooms going forward. The LinkedIn report highlights how Indian marketers are struggling to measure the true impact of performance; they are thinking short-term and are measuring KPIs, instead of ROI. Measuring too quickly can have a poor impact on campaigns, specifically in industries such as higher education and real estate where it can take months of consideration before sale,” says Virginia Sharma, Director, Marketing Solutions - India, LinkedIn. Here are the common behaviours of digital marketers in India, when it comes to ROI and measurement, and best practices for marketers to consider: <ul><li>78% Indian marketers measure ROI too soon: 78% of Indian marketers measure ROI within the first 30 days of the campaign, which results in an inaccurate reflection of the actual return, considering that sales cycles are 60-90 days or longer. In fact, only 3% of Indian marketers are measuring ROI over a six-month period or longer – one of the lowest among all regions (lower than the global average of 4%).</li><li>50% digital marketers rely on inaccurate metrics: 81% of Indian digital marketers claim to measure ROI today, which strongly reinforces India’s data-driven stature. However, another finding shows that 50% digital marketers - with a lead generation objective - claim to use cost-per-click as their ROI metric, which does not show impact-per-advertising dollar spent. Ideally, cost-per-lead is a better measurement metric here. This is the highest percentage among all countries, clearly indicating that Indian marketers are measuring short-term impact in the form of KPIs, which is not an accurate reflection of ROI.</li><li>64% Indian marketers face pressure to prove ROI: As opposed to 58% globally, 64% Indian marketers acknowledged that they needed to show ROI numbers to justify spend and get approval for future budget asks. This clearly shows how pressured Indian digital marketers are internally, hence rushing to measure and prove ROI. </li><li>60% of Indian marketers have to consider revising budgets: 60% of Indian marketers who measure ROI in the short term end up having budget reallocation discussions within a month, often unprepared and hence under confident. In fact, 47% of Indian digital marketers don’t feel confident about their ROI measurements today. </li></ul>

50% digital marketers rely on inaccurate metrics: LinkedIn Report

<ul><li>In the last few months, stories of job candidates <keyword id="2928356" type="General" weightage="20" keywordseo="ghosting" source="Orion">ghosting</keyword> their potential employers before the joining date are growing on the internet.</li><li>Now, employers are taking to public platforms like <keyword id="28120" type="General" weightage="20" keywordseo="linkedin" source="Orion">Linkedin</keyword> and Twitter to call out these runaway candidates who disappear without a word.</li><li>We speak to recruiting and staffing platforms to find out the reason behind this increased rate of dropouts before the joining date and how employers can move on after being ghosted.</li></ul>You meet them for a cup of coffee. You can guess that things are going well from the way they talk about their dreams and life goals. You start picturing your future together, hoping they would accept your offer. Just then, they respond to your email, “Thanks for extending the offer, I am delighted to accept it. I’ll put in my resignation letter today and I look forward to working with you in two months.” However, two months later, they stop replying, block you on social media platforms and just disappear before the joining date without saying a word. Sorry to break it to you, but dear employer, you are being ‘ghosted’ by your job candidate. <div type="image" title="why-you-gotta-ghost-on-me-why" msid="90868708" hostid="261"></div> Originally coined in the world of online dating, ghosting occurs when someone disappears from a relationship without warning. In the workplace, ghosting refers to one party vanishing from the interview process without a trace. This phenomenon of ghosting is creating new headaches for employers in a tight labour market marked by the great <a href="https://telanganatoday.com/indian-it-industry-hit-by-great-resignation#:~:text=Some%20of%20the%20major%20causes,get%20to%20work%20on%20the">resignation</a>. Employers are still searching for their long-lost virtual ghosts After the pandemic, the hiring process has moved online and there’s no human interaction with the prospective employers, making it easier for candidates to vanish and become untraceable. Before the pandemic, the acceptance rate after the offer was rolled out used to be about 80%, which has dropped in general to 60% acceptance now, says Anshuman Das, chief executive officer (CEO) and cofounder of talent solutions provider Careernet. “Also, pre-pandemic the ratio of accepted to joining was almost about 80% and now it has dropped to 55-60% in India.” Another poll by recruitment platform Naukri revealed that when it comes to having multiple job offers, 56% job seekers believe it’s okay to reject their current offer if there is a better offer on the table. Sharing why ghosting is becoming more common now, Sharmeen Khalid, chief human resources officer, Naukri.com, says, “There is a pent up demand post-Covid due to which there is an increase in the number of opportunities available for job seekers as the job market continues to show strong signs of recovery. Due to these trends, getting a job offer sitting from the comforts of home, within a very short period has become a realisable possibility. This has led to many job seekers getting multiple job offers, which is leading to offer refusals, employees absconding, ghosting etc.” Is it ethical to call out runaway employees publicly? It is also before the appraisal process that many candidates start looking for better opportunities and reshuffling in organisations begins. There has been a 15% rise in employees looking out for a job change during this appraisal season, finds <a href="https://economictimes.indiatimes.com/jobs/15-rise-in-job-applications-during-appraisal-months-report/articleshow/90558161.cms?from=mdr">data </a>from Spectrum Talent Management. There’s also a clear upward trend in talent demand. As per Naukri’s <a href="https://www.naukri.com/blog/understanding-hiring-trends-with-naukri-jobspeak-report-march-2022/">JobSpeak </a>Index, there have been steady signs in hiring activity over the last two quarters with 16% year-on-year growth in March 2022. With this increase in demand, candidates now have an upper hand to reclaim a measure of power in a situation that has favoured employers for decades. While the practice of ghosting itself is not new to corporations, it does appear to be more widespread than ever before as job openings outpace job seekers after a long lull, turning the tables around. As a result, hiring and retention have become great challenges for employers across different onboarding stages. These frustrated employers and their HR representatives are using social media platforms to <a href="https://www.linkedin.com/feed/update/urn:li:ugcPost:6915624999139627008?updateEntityUrn=urn%3Ali%3Afs_updateV2%3A%28urn%3Ali%3AugcPost%3A6915624999139627008%2CFEED_DETAIL%2CEMPTY%2CDEFAULT%2Cfalse%29" data-type="tilCustomLink">call out runaway</a> candidates with the hashtags #hiringwoes and #ghosting. <div type="twitter" handle="beastoftraal" handlename="Karthik 🇮🇳" image="http://pbs.twimg.com/profile_images/1140493276316745734/WH-6N17h_normal.jpg" favoritecount="247" retweetcount="31" status="Social/Public shaming as a way to instill fear in candidates? The first pic's candidate deleted their LinkedIn prof… https://t.co/KmmAtogtK9" createdat="1649566524000" id="1513017782698319873"></div> Staffing and business services Quess Corp’s chief human resources officer Ruchi Ahluwalia says that calling out candidates on a public platform such as LinkedIn may not be ethical as its breach of confidentiality between a candidate and organisation. Instead, she suggests, “Calling out in public forums will not give the right message about the organisation. Candidates can be marked out in the internal organisation database, so in future there are possibly no opportunities for them with that organisation.” HR business partner at talent consulting firm Never Grow Up Manali Parekh says this trend of using the internet to publicly name runaway candidates puts the company in a bad light. “Calling a candidate out publicly feels a little extreme. On a human level, we need to ask ourselves if there could be another reason apart from monetary benefits that a candidate has ghosted a potential employer, look at multiple factors including their health, location, sudden change in social circumstances and mental health, which could play a role in why a hiring manager has been left in the dark. Tightening one’s hiring process, maintaining a database of candidates who have ghosted you in the past and committing to a ‘no-ghosting’ policy within the company will benefit your business in the long run.” If an employer calls out a candidate on a public platform, they should also be prepared for it to backfire. “If a company calls out a candidate saying you backed out of a contract, some candidates will start sharing their unethical practices, too. All these conversations should not be brought on social media,” says Das of Careernet. Reasons why employers are ghosted and how can they avoid it As per Google trends, the query ‘how to shop for jobs’ saw its peak between March 27 and April 02, 2022 in India. On a scale of 0 to 100, this query scored 67 between this period. <div type="image" title="pasted image 0 (3)" msid="90868742" hostid="261"></div> While the allure of a better pay package, attractive benefits, comprehensive healthcare and flexible work hours could all be possible factors for why candidates ghost companies, experts told Business Insider India that it is not just compensation. Highlighting that this is a trend among younger groups who are known to be more vocal, Sekhar Garisa, CEO of recruitment and job search firm Monster India says, “Demand-supply gap leads to competing offers and typically candidates negotiate based on the current offer and so end up getting better offers than the first one. Secondly, lack of post-offer engagement leads to candidates not establishing a connection with the prospective organisation. Third, feedback from former and current employees, which may not be positive and increased retention efforts from their current organisation to hold employees back post-resignation. Also, young candidates often reject a company citing work culture not being as per their liking.” According to Google <a href="https://trends.google.com/trends/explore?geo=IN&amp;q=how%20to%20say%20no%20to%20boss">trends</a>, the query ‘How to say no to your boss’ saw its peak this week in India. Saying no to your boss or potential employer is a difficult thing, especially if you’re in the early stages of your career or if you’re passionate about your job. Ahluwalia believes that this hesitance is also one of the reasons why candidates find it easier to leave without saying goodbye. “In some cultures especially in India, direct refusals, such as saying the word “no”, might be interpreted as rude and impolite. Refusal often leads to disagreements or disputes, which one tries to avoid.” Young internet users who have developed shopping cart syndrome, the mindset of putting items in the cart, also like to keep various job options some of which they don’t even need or are unsure of, says Ahluwalia, adding that this practice of <keyword id="12154639" type="General" weightage="20" keywordseo="job-shopping" source="Orion">job shopping</keyword> adds to gratification and self-esteem. To avoid being ghosted and embarrassing themselves by ranting about a candidate later on public platforms such as LinkedIn, companies need to have a very strong recruitment process including a compelling employer value proposition that differentiates them from others. The disappointment of people picking up the offer and not joining in at the last moment, that percentage in the US, even in this hot market, is not more than 10%, says Das. He points out that there is one major difference between these two markets. In India, the notice period is between 30-60 days. In the US, the notice period is just 15 days, leaving very little window for candidates to shop for job offers and plot their runaway plans. Experts also said that companies should focus on having a healthy and robust pipeline of alternate candidates so they can manage such situations better. Khalid of Naukri.com advises, “The candidate experience process needs to be transformed so that the candidate gets the confidence that he/she is getting a great opportunity. There should be transparency in the hiring process so that candidates trust the recruiters and share all details with respect to other offers, expectations, etc.” The internet gives job seekers the power to call out an employer for following unethical practices and also to disappear if they are being treated poorly. To avoid being ghosted, employers must build an inclusive and transparent environment where employees feel heard and fairly compensated. “It is important to lead by example and display values such as inclusivity, transparency and trust across the organisation through your existing employees, the practices you follow, the policies you build and the social presence that you have. This will enable candidates to prioritise an organisation’s culture over the CTC [cost to company] that they’ve been offered,” says Parekh. She adds, “And finally, do not ghost your candidates. After all, you know the saying - karma will eventually bite you back.”

As ‘ghosting’ haunts employers, wounded HR representatives take to Linkedin to call candidates out. Experts call it unethical

<ul><li>In our latest interview series, we talk to brands to understand how they are coping with the new normal and their strategies towards navigating these difficult times.</li><li>In today's interview, <keyword id="9248898" type="PERSON" weightage="20" keywordseo="sunil-narula">Sunil Narula</keyword>, Vice President, <keyword id="6354839" type="UNKNOWN" weightage="20" keywordseo="marketing">Marketing</keyword>, <keyword id="8559871" type="UNKNOWN" weightage="20" keywordseo="Panasonic-Life-Solutions-India">Panasonic Life Solutions India</keyword>, walks us through all that the brand has been doing to stay relevant during the month of the <keyword id="91743" type="PERSON" weightage="20" keywordseo="lockdown">lockdown</keyword>.</li><li>He tells us that the company is doing all in its might to not only ensure the safety of its employees and stakeholders, its is also making sure there is no retrenchment, and employees and vendors are paid regularly. </li></ul> March and April usually are critical times for businesses because traditionally organizations have their sales closing during this time. However, this year, everything has been turned on its head due to the unprecedented spread of the <keyword id="1754604" type="PERSON" weightage="20" keywordseo="coronavirus">Coronavirus</keyword> and the resulting lockdown. While a few states are slowly easing restrictions and shops are opening up again, it will take a long time for things to get back to normal. Retail might take an even longer time to bounce back. However, with the gradual relaxation of lockdown norms, organizations are slowly limping back to normalcy and devising ways of ensuring that there is business continuity without endangering any of the stakeholders involved. We recently caught with Sunil Narula, Vice President, Marketing, Panasonic Life Solutions India, who spoke to us about all that the brand has been doing to stay relevant during the month of the lockdown. He also tells us how the brand has been communicating with its influencer community that includes electricians, architects, specifiers and helping them upgrade their skills during the lockdown period. Moreover, the brand has been doing everything that it can do to ensure that its employees and stakeholders are taken care of. At a time when there are job and salary cuts everywhere, Panasonic Life Solutions India has made sure that there are no retrenchment, that they pay not only their employees regularly but also that their vendors are paid on time. Edited excerpts: Q) As the country has been in a lockdown for more than a month now, how have you been tackling this unprecedented event as an organization? March is a very critical month for us because that’s when we have our annual sales closing. Because of the sudden lockdown, our top-line and bottom-line got impacted as our dependence on the month of March is traditionally high. Whereas, a lot of our sales depends on the demand received in the last 10 days of the month. Our sales in April were zero, because of the lockdown and all physical stores, markets were shut, and there was no financial activity. However, around April 28 and 29, when the lockdown was meekly relaxed, we started observing a slight movement in the market and things are limping back to normalcy. Panasonic Life Solutions has strongholds in Tier II and Tier IV markets and these regions haven’t experienced the impact as compared to the metros and Tier I markets. With the business continuity in the smaller markets, this has further resulted into restructuring of the business at some level. We are witnessing sales and movement in markets like Rajasthan, Uttar Pradesh, Chhattisgarh, Bihar, Karnataka etc. Besides this, we have seen resumption in sales of Indoor Air Quality products like fans amidst the on-going summer season in contrast to the Air conditioner or a cooler. Reopening of hardware retailers selling fans has slowly contributed to the sales. Q) For consumer-facing brands, it's critical to stay connected with your audience. How have you done that during the lockdown? Amidst the current global situation, consumer sentiments are of utmost importance. It has become a fundamental aspect of the marketing communications team to stay connected with relevance. Connecting via social media platforms with our consumers is an ongoing effort, however, our focus also has been to engage with our electrician community and channel partners who are influencers to us. We have conducted 35-40 training sessions talking about our varied products to ensure that our stakeholders, namely electricians, distributors and dealers, are adequately trained and their skills are upgraded. We haven’t tapped mainstream mediums like television or print media to communicate since the lockdown announcement but we are highly active on social media. Apart from our trade business, a big portion of our business comes from construction and renovation. Besides this, our consultants, architects and others have been constantly engaging with us via platforms like e-mails and LinkedIn as well. Q) What are the mediums you have used over the past few weeks? Have you moved marketing monies from other mediums to digital? Do you think as a brand you'll continue to be digital heavy in terms of marketing even after the lockdown is lifted? We have reduced our dependence on conventional marketing media, our ATL spends have been considerably reduced for this year. We are evaluating various media for marketing this year, this would include leveraging the digital, social and e-comm channels. The way consumers would consume the content would change and with this our strategy of reaching them. Apart from this, we are also looking at influencer programs. Our main influencers are electricians, architects, specifiers etc. We are also planning and running targeted marketing programs for them in both online and offline space. We would develop the skills of our electrician community with an ACE (anchor certified electricians’ program), alongside also educate them on our products. This way we would reach the masses across the country. Q) As a marketer, what has your priority been during this crisis situation? Covid-19 has impacted the economy majorly so far, the uncertainty of normalcy looks at a distance. We are concerned regarding the safety and well-being of our employees, stakeholders, dealers and distributors. At Panasonic Life Solutions, customer centricity has been pivotal and over the years we have built robust trust amongst them. We have stayed connected with our consumers, stakeholders, employees and distributors via digital and social media platforms as constant communication is the key. This will not only revive the customer relation but will also boost their morale in staying together in this. In times of crises, it is imperative for people to get right, credible information, especially with fake news and information rampantly spreading on social media. It has become increasingly important to communicate the accurate information that affects the company and employees during a crisis period transparently and in a timely manner. Q) What have your key learnings from these past few weeks been? Consumers are looking for trust in these challenging times and they would not experiment even if they must pay a premium. The consumers would not experiment in such a time and want to go with trusted partners and brands. It should be noted that in this Covid era, social distancing being the key, production costs are due to rise of at least 30-40% across segments and industries. While time will say how much of the increased costs can be absorbed by the companies and industries themselves by bringing in some efficiencies, but the end consumer would need to pay more in times to come. Q) You are present in a segment that might not have been very relevant during the lockdown as these are products the purchase of which can be pushed. However, how have you made your communication relevant to the consumer, to continue to stay in their minds? You are correct, the purchase of our category products can be pushed, but if you look at it another way, switches and switchgear can burnout and need replacement, lights can blow out and the fans might also need replacement during the summer season, and that’s when these products become essential. Wherever the lockdown has relaxed, we started seeing sale of our products across verticals, which testifies our assumption above. Furthermore, we have also been active on social media and through mailers, webinars and virtual events to reach out to our focused group. Q) Do you believe effective communication strategies during a time of crisis can help cement a brand's place in a consumer's life? Yes, it is vital to have effective and transparent communication strategies in place during times like these in order to ensure smooth and consistent communication at all levels and different stakeholders.At Panasonic Life Solutions, we are consistent in practicing and following empathetic communication with our consumers in order to add value and assure them security in crisis situations. As a one of the leading market players, we are monitoring market trends, consumer behavioral patterns which are important in driving relevant conversations with the consumers. During this lockdown, we have witnessed that most consumers engage via social media platforms to communicate their concerns and queries. We have rapidly adapted to this change by channelizing our resources through digital and social marketing mediums. The digital space has been dominant and we are actively involved in staying connected with our customers. Q) Did brand purpose become more important for you as a brand during these last few weeks? Both Anchor and Panasonic are brands that have always stood for the community, people and the nation. In the last few weeks, the purpose has come to the forefront even more. We have stood by all our employees, vendors, suppliers and dealer / distributor community. Our MD has very clearly spelt out that there would be no retrenchment, we have been paying all our employees regularly. Apart from this, all our vendors have been paid on time and additionally, we have offered enhanced credit terms to all our dealers/distributors/partners’ community. Q) What will your strategy be towards bouncing back once the situation starts getting to normal? There will be umpteen numbers of challenges in terms of market stability and on the financial front post the COVID-19 era. We will aggressively prioritize our focus on the safety of our employees and their families. Post resuming offices, we will observe and take precautions before opening up our workplaces, including proper sanitization of our work spaces, maintaining social distancing and wearing masks. For some of our offices, we might continue to work from home even after the lockdown is over, and only ask the employees to come in when it’s necessary. Also, along with our employees, it is necessary to take care of our channels of distribution. We have a strong network of nearly 3,600 dealers and distributors across the country, and they are an essential part of our business. We will do our best to support them, though supplies and logistics is a major concern at the moment. As a brand, we want to ensure that all our channel partners are adequately taken care of in terms of cash flow and supply of goods. We have ensured that the suppliers get their payments despite the lockdown, and have arranged for soft copies of documents which are required to facilitate international shipping. In addition to this, we have got additional permissions to ensure that our warehouses can operate.

Marketing in the times of Covid-19: Panasonic Life Solutions India

<ul class="summary-list"><li><keyword id="11909878" type="UNKNOWN" weightage="60" keywordseo="linkedin" source="Orion">LinkedIn</keyword> has become a staple of white collar work and the job hunt process. </li><li>The networking platform allows users to maximize their professional online presence. </li></ul>Linkedin is to white-collar workers what Instagram is to influencers: The job-search site is one of the key ways professionals build their network, influence, and <keyword id="11894132" type="UNKNOWN" weightage="100" keywordseo="careers" source="Orion">careers</keyword>. But aside from job openings and career-related content, LinkedIn is also an employer with <a href="https://www.linkedin.com/company/linkedin/">over 22,000 workers</a>, and according to the company reviews site Glassdoor, nearly 90% of LinkedIn employees would <a href="https://www.glassdoor.com/Reviews/LinkedIn-Reviews-E34865.htm">recommend</a> working at the job-search platform to a friend.It's little surprise that LinkedIn is regularly named one of the best places to work - claiming the <a href="https://www.glassdoor.com/Award/Best-Places-to-Work-LST_KQ0,19.htm">No. 13 spot on Glassdoor's list of best places to work</a> by employee choice in 2021. Job seekers can and should use the platform to help launch their careers, especially if they're interested in working at the platform itself. Here are the things any job candidate looking to grow their skills and join LinkedIn should know before starting the application process. <h2>How to use LinkedIn to adapt to the changing job market </h2><div type="image" title="students of color virtual learning" height="2338" width="3118" msid="87588784" hostid="261"></div>A recent LinkedIn study found <a href="https://www.linkedin.com/pulse/new-tools-help-you-navigate-great-reshuffle-linkedin/?trackingId=oe80YlnYJLlnT7kRhNDfuw%3D%3D">59% of Americans</a> have experienced a "career awakening" - a phenomenon where workers realize they want more opportunity and passion in the workplace. This has led to some workers to want to switch industries entirely. As a result, many job seekers will need to reskill and rethink how they approach the <keyword id="12491564" type="UNKNOWN" weightage="60" keywordseo="hiring-process" source="Orion">hiring process</keyword>, Tomer Cohen, LinkedIn's chief product officer, <a href="https://www.businessinsider.com/linkedin-talent-war-3-biggest-trends-tomer-cohen-2021-10?r=linkedinjobs-lp">previously told Insider</a>. In response to this need, LinkedIn has made some of its <a href="https://www.linkedin.com/pulse/learn-skills-you-need-transform-your-career-moment-massive-/?trackingId=lG1dkvK%2FRsGydnm7ZLrIrQ%3D%3D">LinkedIn Learning courses free</a> for all users until the end of the month.Becoming a paid member of LinkedIn can earn job seekers access to some of the websites most popular lessons, including sessions such as "<a href="https://www.businessinsider.com/reviews/out?u=https%3A%2F%2Fwww.linkedin.com%2Flearning%2Fdelivering-an-authentic-elevator-pitch">Delivering an Authentic Elevator Pitch</a>" and "<a href="https://www.businessinsider.com/reviews/out?u=https%3A%2F%2Fwww.linkedin.com%2Flearning%2Fthe-six-morning-habits-of-high-performers">The Six Morning Habits of High Performers</a>." LinkedIn membership costs $19.99 or $29.99 per month depending on the plan. Additionally, LinkedIn has witnessed a record level of job openings and recruiter activity over the past year, Cohen <a href="https://www.businessinsider.com/linkedin-talent-war-3-biggest-trends-tomer-cohen-2021-10?r=linkedinjobs-lp">previously said</a>. To make the job hunt easier for candidates LinkedIn <a href="https://www.linkedin.com/pulse/new-tools-help-you-navigate-great-reshuffle-linkedin/?trackingId=oe80YlnYJLlnT7kRhNDfuw%3D%3D">introduced new filters</a> to allow users to decide whether they want to search for remote, hybrid, or on-site only jobs.<h3>Read More:</h3><a href="https://www.businessinsider.com/linkedin-talent-war-3-biggest-trends-tomer-cohen-2021-10?r=linkedinjobs-lp">LinkedIn CPO: The job market is unlike anything I've seen before. Here are the 3 biggest trends job seekers and employers need to know in today's war for talent.</a> <a href="https://www.businessinsider.com/linkedin-learning-free-online-career-courses-2021-10-11?r=linkedinjobs-lp">If you want to switch careers during the Great Reshuffle, LinkedIn Learning is offering free courses and a career summit to help</a><a href="https://www.businessinsider.com/linkedin-learning-popular-online-courses?r=linkedinjobs-lp">11 popular LinkedIn Learning courses to boost your career, from elevator pitching to Excel</a><a href="https://www.businessinsider.com/linkedin-eugene-hayden-grow-audience-engaged-2021-8?r=linkedinjobs-lp">I landed new career opportunities by growing my LinkedIn network from 350 connections to over 25,000. Here are the 5 crucial steps I took.</a><h2>How to get a job at LinkedIn </h2><div type="image" title="2016 10 19T120000Z_31163539_S1BEUHXHGGAA_RTRMADP_3_CZECH USA CYBERCRIME LINKEDIN.JPG" height="2333" width="3111" msid="87588786" hostid="261"></div>LinkedIn has more than <a href="https://www.linkedin.com/company/linkedin/jobs/?src=or-search&amp;veh=www.google.com.com">1,000 open jobs</a> right now. The company isn't just looking for engineers or tech workers but also <a href="https://www.linkedin.com/jobs/search/?f_C=1337%2C2587638%2C39939%2C290903%2C9202023%2C2561065&amp;geoId=92000000&amp;keywords=marketers&amp;location=Worldwideon=Worldwide">marketers</a>, <a href="https://www.linkedin.com/jobs/search/?currentJobId=2770422403&amp;f_C=1337%2C2587638%2C39939%2C290903%2C9202023%2C2561065&amp;geoId=92000000&amp;keywords=communications&amp;location=Worldwidecation=Worldwide">communication experts</a>, <a href="https://www.linkedin.com/jobs/search/?geoId=92000000&amp;f_C=1337%2C2587638%2C39939%2C290903%2C9202023%2C2561065&amp;keywords=sales&amp;origin=COMPANY_PAGE_JOBS_KEYWORDJOBS_KEYWORD">sales representatives</a>, and more. And job seekers are in luck, according to Loni Olazaba, LinkedIn's former director of inclusion recruiting. Olazaba <a href="https://www.businessinsider.com/linkedin-job-search-advice-loni-olazaba-2021-9?r=linkedinjobs-lp">previously told Insider</a> that the company's hiring process has sped up in response to the hot job market, such that offers only take two weeks in some cases.One quality all job seekers should show when applying for the company is an understanding and passion for the company, both Olazaba and Reno Perry, former talent solutions consultant at LinkedIn, <a href="https://www.businessinsider.com/cover-letter-landed-job-seeker-role-linkedin-change-careers-2021-10?r=linkedinjobs-lp">previously told Insider</a>. To learn more about the four steps of the interview process, and how to exemplify the company's five core pillars, check out the articles below. <h3>Read More:</h3><a href="https://www.businessinsider.com/linkedin-job-search-advice-loni-olazaba-2021-9?r=linkedinjobs-lp">LinkedIn is hiring for 1,000 jobs right now. Here's how to land one, according to its director of inclusion.</a><a href="https://www.businessinsider.com/cover-letter-landed-job-seeker-role-linkedin-change-careers-2021-10?r=linkedinjobs-lp">Read the cover letter that landed one job seeker a role at LinkedIn</a> <a href="https://www.businessinsider.com/how-to-get-a-job-at-linkedin-recruiting-executive-2021-10?r=linkedinjobs-lp">LinkedIn is hiring for over 1,000 jobs right now. A recruiting executive shares the 5 values she looks for in job seekers at all levels.</a><h2>What life at LinkedIn looks like </h2><div type="image" title="LinkedIn" height="2592" width="3456" msid="87588788" hostid="261"></div>LinkedIn isn't just committed to selecting the best talent; it's committed to keeping it. In June 2020, Teuila Hanson, LinkedIn's chief people officer, and her team <a href="https://www.businessinsider.com/linkedin-hr-chief-teuila-hanson-paying-erg-to-improve-culture-2021-8?r=linkedinjobs-lp">spearheaded a new initiative</a> to compensate employee resource groups, or ERGs. ERGs are meant to bring together workers of shared identities who can then advocate for their communities.LinkedIn's ERG chairs serve two-year terms and receive $10,000 per year.Additionally, the company aims to offer professional development opportunities for all its employees, such as LinkedIn "Career Month," a month-long program with workshops, speakers sessions, and talent opportunities to help LinkedIn employees grow their careers at the company. "It's dedicated time to support our employees in their career journeys and help them realize their career goals and transformations here at LinkedIn," Hanson said.Career Month was made optional and remote so that LinkedIn employees across the world could participate to their desired degree. In July, CEO Ryan Roslansky made a decision about the company's work model for similar reasons - <a href="https://www.linkedin.com/pulse/linkedins-hybrid-approach-we-trust-each-other-ryan-roslansky/">announcing the company would abandon the "one-size-fits-all" approach</a> and make most positions remote or hybrid. <h3>Read More:</h3><a href="https://www.businessinsider.com/linkedin-hr-chief-teuila-hanson-paying-erg-to-improve-culture-2021-8?r=linkedinjobs-lp">LinkedIn is paying select employees $10,000 a year to help improve company culture. It could be the next big path to leadership.</a><a href="https://www.businessinsider.com/linkedin-hybrid-work-plans-decided-individual-managers-2021-7?r=linkedinjobs-lp">LinkedIn will allow individual teams to decide if they ever want to return to the office</a>

How to maximize your LinkedIn presence and land a high-paying job at the professional networking company

With the advent of digital technologies, leading brands and companies are now transitioning from traditional sales to digital marketing. This has created ample opportunities across new and emerging areas including online advertising, brand campaigning and social media marketing. Here a few of those opportunities for interested candidates. 1. LinkedIn Position: Digital Marketing Insights Analyst Location: Bangalore, India Experience: Minimum 6 years Eligibility: BA/BS Degree in Data Science/Analytics, Computer Science, Math, Marketing, Statistics, Economics LinkedIn is hiring full-time Digital Marketing Insights Analyst in Bangalore. The job’s responsibilities include analysing social media platforms, impart training on data-driven insights and data tools. To apply for the job, the candidate should have experience in SQL/ Presto/Hive/Pig/Python and knowledge of Tableau, Excel or PowerPoint. Interested candidates can apply<a href="https://www.linkedin.com/jobs/view/1430544270/?eBP=CwEAAAFstqRiwm6M5Iy7dvmpoiXDm9Kv5rqVJbx8YbuUyrADXThJqboUdmzCSVCUcVrw4SsoKy2xTwfqCDpMGItbILb0o8wQcYajY48mcNOHivZeuysV-3fWkKq84yvkp4PzSmcsL7R9Ec3mVWZxFxiSN04hHa_r7Ps5eOb1EsBv8QCSd-Gz_xYFWaInBhmfR7V3zJiBgAuq6ERrbT7w_WlWus26Gn33o4s4vyHu9B25wjhMfVqF5UHReZv8TQjFDi4gNpxW4YqTdEXZcONma5ooZmtFc6T-zBhDCEofHYZGY2ldLJ-x8QPiQShVrbIRiDFLcVTcYn90L_M4yU0ilrtGEFy_ksjSsGKaAi0Xdj7o9BwHImOxyXzTZjBUjXsdM5wb0Xy9Y0VvC3zBeQ&amp;recommendedFlavor=COMPANY_RECRUIT&amp;refId=0616e731-b234-4565-9d2d-dc9b5e154cea&amp;spSrc=CwEAAAFstqRi95i_b-XgqnrKXacjgioVIbCM04AYtih6pnocxs6Aw9NxJilZbPFb81FkAP3dyNmxERvSUHMyx0TDbfg&amp;trk=d_flagship3_search_srp_jobs"> here</a>. 2. <keyword id="6360657" type="COMPANY" weightage="20" keywordseo="olx">OLX</keyword> Group Position: Digital Marketing Lead Location: Bangalore, India Experience: Minimum 6 years Eligibility: Bachelor’s degree in Marketing, Engineering degree, MBA from Tier 1 institutions OLX Group is hiring a team lead for digital marketing. The candidate will be responsible for outlining the strategy and run campaigns. He or she will also plan web, SEO/SEM, social media strategies and track conversions. Interested candidates must have at least 4 years of experience in digital marketing along with knowledge of analytics. Interested candidates can apply <a href="https://www.linkedin.com/jobs/view/1371626613/?alternateChannel=detail&amp;alternateCode=seturl&amp;eBP=CwEAAAFstqpDHH7AG2C2YM30P7FdzPddmnUiV_fLSCj3LKiCS9aduGD7KaW2BM9olNiPyY6ZrWzLUf5HRzClBFUlPOrnKYu4UVGXklxxsZgc4iYXrXXu2mKLljnNv-Ntf1pvjn7E6GBENvhj7KXqEKJPyWgdkkQFYmd2bSLISZaLRCzTBa0st1bb7lOClMxxK6DVzXwKyS7eb9OfhUkChpNR7YYVcTIg7sLvn71HSPODuSoqrileKSfXcQQRkIcGaO_tZTwZlfL7mQQ085dhR6-E2r4g7XLRqpJTCWR1d_HgnE2OQiG_CsB1o5cla9PDyxkDQNeogJwCbPndLwIT15w1KgPkrkU2&amp;recommendedFlavor=IN_NETWORK&amp;refId=c1eda8aa-a9e0-4cdb-b1e0-6094509c99ac&amp;trk=d_flagship3_job_details">here</a>. 3. Infosys Position: Digital Marketing Architect Location: Bangalore, Pune, Hyderabad, Chennai Experience: Minimum 8 years Eligibility: Engineering degree, MBA from Tier 1 institutions The applicants should have experience in marketing <keyword id="24019" type="PERSON" weightage="20" keywordseo="automation">automation</keyword> and knowledge of Adobe cloud solutions, analytics and campaigns. The position requires experience in using technologies like Drupal, SharePoint and FileNet. The candidate should have skills in Big Data or Data Appliance Platform. Interested candidates can apply <a href="https://www.linkedin.com/jobs/view/1383153238/?alternateChannel=detail&amp;alternateCode=seturl&amp;eBP=CwEAAAFstqpDHNtAOEnzPLHO9c-ZGO4XWw4boXkUYGYsQ0ToZgWpoAXLKZV-XsF6Rb1-oBIend1CP6mBmOBZc4I0TqLmuOJRlyl9HXjwlAPgtVaD514u8A_FndSq4VWQI5JwzjChMINQMC6eBHI5ce9FM0xV1uj-pK4bpLjeUuXORkMDHYJIeWZ3gdEiVllsr8g_HLUVcOtZZAPw2w75JT01dbzKWvv32z0WlUnasfpdfGQ0FTO-piyyR4D4L05o_nSMCElTuWqeeHNZkwqd-hJ0jicSLaAE3brfD7cQzfa1xibJfzyWt7jWiI44YVhF5hEG9L_QfBRcQPbP1OZ7-6tJ_667Ewpk&amp;recommendedFlavor=HIDDEN_GEM&amp;refId=c1eda8aa-a9e0-4cdb-b1e0-6094509c99ac&amp;trk=d_flagship3_job_details">here</a>. 4. Accenture Position: Product - Digital Marketing, Product Management Location: Not specified Experience: Minimum 7 years Eligibility: Master’s in Digital Marketing, programming skills Technology major Accenture is looking for candidates for the digital marketing team. The role includes content and campaign management along with its analysis, working on advertising and promotion. Candidate should have knowledge of C-Suite, Technology Sales, Client Management, and Consultative sales. Interested candidates can apply <a href="https://www.linkedin.com/jobs/view/as-%E2%80%93-products-digital-marketing-content-management-7-at-accenture-in-india-1371666083/?utm_campaign=google_jobs_apply&amp;utm_source=google_jobs_apply&amp;utm_medium=organic&amp;originalSubdomain=in">here</a>. 5. WWF Position: Manager - Campaign and Communications Location: New Delhi, India Experience: Minimum 10 years Eligibility: Marketing or Communications degree WWF India, one of the leading environmental conservation platforms is hiring full-time manager for its communications team in New Delhi. The job’s responsibilities include development and broadcasting communication material and analysing data. To apply for the job, the candidate should have experience in problem solving and assessment, and management skills. Interested candidates can apply <a href="https://www.linkedin.com/jobs/view/1357429301/?alternateChannel=detail&amp;alternateCode=seturl&amp;eBP=CwEAAAFstrK38vAUQxEx3HYNaiW4UKZNL6wnnZo8O5h6gsV79W0X7f_PNdqdiFJqABa9fpBDTgX-G-eiQxCOeix1d2AW_M1BhUV14lPXZOsgVZUUDFQTcO4JoVK7Bf0RxtDbU0vqPnGUnXSJpelaJv8FpRrOJnV-MsKglmEn7dJFskRaM_tWiM6sHaSfqTAuLLV_w3haRAmrSuYjkTBLdUFT87Bne2EUq6G08iQdwrFI7DIIEusk3-fPgljpDhmtuoqh6TVUk8G140K_GR2UUz9B82SHklLp6QYXkbnCw8X09Cl1WoTnz8P_taBVf5asoRlWw7O2zdjfYwjxCLktNQIzhxe3Rwl0k-oH4G8NSe2RU7F7UfFDktY6xiblqGgWuZIn3-I&amp;refId=532cca77-6791-4a24-89b7-96be14860d3c&amp;trk=d_flagship3_job_details">here</a>.

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