Find Out Why the Future of Work-Diversity Lies with LinkedIn Datasets

LinkedIn Datasets
A new survey by proxycrawl has found that 77% of recruiters use LinkedIn as their primary recruitment channel for 77% of their searches. In comparison, 64% of talent acquisition specialists use artificial intelligence to identify candidates. This article explains these capabilities by describing the Datasets that underpin them.
Our focus for this post will be on three of the most popular LinkedIn Datasets, which are available for free as public data on LinkedIn, and can be utilized by firms to modernize their human capital management.

1. Identifying Linguistic Abilities and Skillsets Unique to Each Individual

The ability to speak various languages is one of the essential skills linguists bring to the industry. During their training, linguists can learn hard skills and soft skills. Language specialists typically use “hard skills,” such as fluency in a foreign language or the ability to interpret, to direct their work. There is a wide variety of soft skills, often interpersonal skills, that linguists can utilize as a part of their everyday work. Both soft skills and hard skills are equally crucial because they generally support one another. Speaking a foreign language fluently and being patient is essential for an interpreter to excel in this industry.
Companies today must be able to hire individuals with a diverse range of skills to be competitive in the marketplace. For example:
    • Foreign language fluency
Usually, the process of learning to speak a foreign language is accompanied by intensive courses on the history of specific regions, cultures, and foreign influences that are intended to teach linguists how languages develop and change over time. As a result of the conquests, the cultural impact, and the imperialist efforts of the British Empire, English is a language that contains words, phrases, and structures from a variety of different languages.
    • Translation or interpretation
As linguists, we often choose to specialize in interpretation or translation, both of which require a high level of attention to detail and a good command of foreign languages. Translation and interpretation differ as a result of the fact that they are both trying to accomplish different goals simultaneously. Generally, the responsibility of a translator is to translate written words and information from a foreign language into another language, whether it be in documents, books, articles, or any other form of written information. The role of an interpreter is to convey ideas, words, and phrases from one language to another using words and phrases in their own language. There is no such thing as good translators or good interpreters, and neither good translators nor good interpreters are necessarily good translators and vice versa.
You may need specific educational paths to learn to translate and interpret skills, and the type of job you can do in linguistics will depend on the skills you acquire along the way. As a linguist, you will have the option of studying one concept or both concepts if you wish to improve your skillset and employability. There is a possibility that a linguist who can perform translation, as well as interpretation, will have a better chance of landing work since they are essentially able to perform two functions at the same time.
    • Communication is both verbal and non-verbal forms
Language scientists spend a lot of time explaining their ideas or dictating them, so verbal communication is an essential skill for them. With the assistance of interpreters, one can communicate verbally from the language of one country to the language of another. It is essential that linguists learn the subtleties of verbal and non-verbal communication, as well as the way in which they interact with each other. Aside from this, they are also taught how to use body language to support spoken words or phrases, and how body language differs from country to country. For example, there is no universal “yes” or “no” body language signal everywhere, such as the “yes” or “no” head shake.
Whenever a linguist uses body language correctly, they will be able to ensure that they convey the appropriate messages and do not violate any cultural expectations within the context of the language they are studying. Having the ability to communicate effectively allows linguists to set boundaries, make requests, provide updates, and have casual conversations with more ease. In addition to collaborating with other professionals and creating relationships, linguists can also use their communication skills to collaborate with other professionals.
    • Active listening
In communication, active listening is carefully listening and observing non-verbal communication to connect ideas. To accomplish this, it is essential to secure the spoken words with body language and pay attention to the message the speaker is attempting to convey. As an interpreter and other specializations in the linguistics field, this is particularly important since interpreting meaning often requires the ability to listen.
Linguists need to cultivate active listening skills by practising with friends and colleagues and participating in training courses or seminars. Furthermore, active listening can build stronger professional relationships among linguists through effective communication.

2. Identifying Candidates Who Are Interested In And Passionate About Particular Topics/Hobbies

It In the example of the OTA before, it has been observed that having relevant hobbies and interests significantly contributes to the success of a candidate who is passionate about what they do, and that can ultimately be the determining factor in these cases.
  • Those candidates who ski, scuba dive, or participate in other “extreme sports” may be more adventurous and daring than others, which would make them ideal candidates for a growth-oriented position that requires courage and confidence.
  • A person who plays team sports such as football, soccer, or baseball may be a more effective team player who can work together in a large corporate hierarchy.
  • Someone who is fascinated by wine festivals and the Museum of Modern Art (MOMA) or engages in woodworking and other arts & crafts may be well suited to an employment position that includes a vital cultural component or a creative component.

3. An Analysis Of The Competitive Landscape Will Help You Identify The Key Players

Human resource professionals, both those who work in-house and those who work through independent agencies, find that LinkedIn Datasets are invaluable when trying to answer some of the following questions:
    • Who are the key players in companies in direct competition with the one I am currently recruiting for?
In this case scenario, a pertinent data point would be a business that has a very active LinkedIn page, which promotes enticing recruitment campaigns. If your company has a large employee base and a high level of brand engagement, you may be a good fit for this program.
    • The winning team members generally have what type of educational/experience background?
It would be interesting to see if it were possible to identify some key resume-based commonalities which could then assist in making the entire process of hiring more successful in this case scenario. Those with an Ivy League education, experience working for small but successful startups, and professionals with a wealth of financial industry experience, despite working in fashion, are some examples.
    • Are there any members of the teams of competing organizations to whom we might be able to make an offer so that they will work for us?
In this scenario, it would be useful to decide which employees need to be promoted in relation to their performance and the length of time they have worked at the company in question as a relevant data point.

Bottom Line

In order to drive growth and creativity, businesses often have an element of worker diversity which has been shown to improve productivity. It is not for you to take my word for it as McKinsey & Company published a report titled Delivering by Diverse Teams which stated the following:

“Gender and ethnic diversity are correlated with profitability, but women and minorities (still) remain underrepresented.”

According to the study, companies with diverse executive staffs had a 21 percent chance of outperforming their counterparts who did not have a diverse executive team, according to their earnings before interest and taxes (EBIT) margins. Furthermore, companies with a higher Economic Profit (EP) rate are likely to perform better than companies with a lower Economic Profit (EP) rate.


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