These include changes to LinkedIn’s flagship product Recruiter where representative results are reflected when users search for a talent pool. This means, for example, if there are 6,500 engineers (40% women, 60% men), the recruiter will see 40% of women in each page of the search results to more fairly represent the available pool.

New reports and insights have also been added to the product enabling users to see how their jobs and InMail are performing from a gender perspective.

LinkedIn further announced it is building a new version of the Recruiter product that will bring sourced candidates, media leads and job applicants in one place. 

With regards to LinkedIn’s applicant tracking system Talent Hub, users can source candidates via Recruiter search, manage talent pipeline, collect feedback and extend an offer within the same platform.

They can also tap into LinkedIn’s data to get an accurate sense of the available talent pool and to see how candidates are engaging with their company, while the platform features a shared place for hiring notes and feedback aimed at fostering collaboration between recruiters, hiring managers, and others within the hiring team.

Finally, with regard to Skills Insights in LinkedIn Learning, LinkedIn is adding company skills within LinkedIn Learning Pro to help learning and development administrators develop their current workforce by identifying skills gaps within their organisation, and give them the ability to compare their workforce skills with competitors.

Meanwhile, new courses are being added on LinkedIn Learning aimed at helping hiring managers and leaders tackle unconscious bias in their organisations and create the best culture for hiring more diverse teams.

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