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This post is part of a series in which Influencers share lessons from their youth. Read all the stories here.
Each year for a few days in May, age gets to bestow its wisdom on youth and anyone who’s over 22 has advice for anyone who’s not. Youth may roll its eyes and shrug, that wisdom nonetheless lives on in a corner of the mind, often to be dissected and understood much later in life.
This week and next, that wisdom also lives on LinkedIn, where 80+ of our Influencers – the top minds in business in every industry from retail to media, tech or healthcare – share lessons from their youth and what their few more years of life can teach the class of 2014 and every young professional.
Let’s get that #1, best-seller intimation out of the way first: follow your bliss. There are two camps. “If I were 22, I would find what I love to do and do as much of that as possible,” writes Jordy Leiser, cofounder and CEO of StellaService. A sentiment echoed by Jonathan Bush, now CEO of athenahealth. Son of a financier, nephew of a U.S. president, he climbed the corporate ladder because it was the thing to do, but he never felt more alive than that summer he spent driving an ambulance in New Orleans. “The biggest lesson I’d like to bring back to my 22-year-old self is to let my passions lead my career choices,” Bush writes. “Everyone says they need a real job, but you can define what is real and worthy.”
Not so, says Bloomberg editor-at-large Tom Keene, who argues the need for a real job is very… real. “Each and every commencement speech I have attended starts and ends with passion. This is truly the Passion Season. Past passion, present passion and we insist you go in search of future passion. Forget about it.” More than passionate, you have to be interested, he writes. And the best place to learn that is from the bartender at the New York Ritz-Carlton. (Really, read on, it’ll make sense.)
In that vein of sobering advice, Sallie Krawcheck, who went from young marketer to research analyst to Wall Street CEO to owning a women’s network, warns you’ll have to kiss a lot of frogs before finding the right job. Accept that nothing you plan for ever quite turns out as expected and that you yourself will change. Dare to dabble, says CNBC correspondent Julia Boorstin. “You never know what you’ll enjoy doing until you actually do it,” she writes. In fact, we quizzed our participating Influencers in this series: 86 percent said they’re doing something now they never imagined then. There is wisdom and freedom in that uncertainty, adds Deepak Chopra. In youth, none of the traps of conformity and circumstance have closed.
One of those traps is believing that status, money and long hours make success. You really shouldn’t worry about making money beyond assuring a comfortable life, says Suze Orman (yes, the personal finance expert!), who recounts losing herself in consumerism in her 20s. “For far too long, we have been operating under a collective delusion – that burning out is the necessary price for achieving success,” adds Huffington Post founder Arianna Huffington. “In college, just before I embarked on a career as a writer, I wish I had known that there would be no trade-off between living a well-rounded life and my ability to do good work.” And famed Indian entrepreneur Ronnie Screwvala wishes you’d stopped looking at the Mark Zuckerbergs of this world as the picture of youthful success – they’re outliers. You won’t make your first million, let alone billion, in your 20s, but you can take steps toward future success and fulfillment (he’s in the passion camp, by the way.) “Most successful men and women across the world took their time to win the world over,” he says.
But youth has of course nothing but time and very little patience. It is a time to want everything, to seize every experience with insatiable hunger, to “have an absolute blast,” as Richard Branson – the expert in keeping one’s youthful spirit at 60+ – puts it. That’s not to say you shouldn’t be purposeful – and here General Stan McChrystal chimes in with a powerful take on the meaning of service – but you can build something and give back while enjoying your youth, says Branson. Redballoon founder Naomi Simson laughs now at how serious and intense she was as a young woman. Work won’t remember that weekend you did or didn’t spend there, she writes. Your friends and familly will remember that weekend you bailed on them to please a boss.
“Make sure you have the time of your life, stay up for plenty of sunrises and meet all kinds of people in as many places as possible,” Branson advises. “If you get the opportunity to travel, grab it with both hands.” Here he joins UN Secretary-General Ban Ki-moon and World Bank president Jim Kim, whose current international jobs are no surprise when you read what they did in their 20s, respectively traveling out of a tiny Korean village to meet President Kennedy and serving as a humanitarian in Haiti, Peru and Siberia.
There’s a feeling you only know in your early 20s, one you thought would never go away – how could it? It’s you! – until you reach 30 and realize it has. “The instinct to be free is very strong when you’re young,” writes Deepak Chopra. “The flame of discontent is still fueled by idealism.” Hold on to that, advises Frank Wu.
But that’s a post for next week, when this series continue. For now, read these and 50+ Influencer posts right here. And share your own advice for today’s young professionals: what do you know now that you wish you’d known then? What are you telling your own graduating kids? If you are 22 or close enough, what is your take on the future? Write a post on LinkedIn and use the hashtag #IfIWere22 somewhere in the body of the text. (Want to write, but don’t yet have access? Leave your info here.) We look forward to reading your words of wisdom.
If I Were 22: Infographic from LinkedIn
At LinkedIn, we have a unique view into how 300 million professionals are moving around the world to pursue career opportunities. This mobility of professional talent can tell us a great deal about the state of economic opportunity and the health of the global economy. So we’re seeking to better understand and map the dynamics of economic indicators as we continue to build the Economic Graph.
To get a big picture view of talent mobility, we analyzed our data to see which countries gained and lost the most talent between November 2012 and November 2013, and what characteristics are shared by those who relocate for their careers.
Members Are Moving, But Certain Countries Gain More Talent
We measured net inflow and outflow of LinkedIn members for 20 countries where we saw the most migration activity to see which were the overall winners and losers of talent in 2013.
As a percentage of the total country workforce, The United Arab Emirates (UAE) saw the most talent coming into the country with the majority of members coming from India. Spain, which has been facing tough economic conditions, saw the most talent leaving the country, with the majority of members leaving for the United Kingdom.
Countries in blue gained more members than they lost. Countries in red lost more members than they gained.
A few highlights stood out to us after digging deeper into specific country data:
UAE saw a strong inflow of professionals at 1.3% net gain particularly among architecture and engineering roles. This might reflect the region’s fast development and the increasingly busy skyline. We noticed that the vast majority of members who moved to the UAE (75%) came from outside of the Middle East. Additionally, we saw that many members were promoted as part of their move, with 40% of members indicating a seniority of “manager” or higher in the title of their new position.
Spain has the largest net loss of 0.3%, most likely as a result of the economic challenges in recent years. Proximity to their home country appears to be an important driving factor with 60% of professionals who left Spain remaining within Europe. However, Spanish-speaking countries in Latin America are also a popular destination for Spanish professionals representing about 20% of those who moved.
Germany has achieved a net gain of 0.4% showing it is one of Europe’s strongest and most resilient economies. Our analysis indicates that over 60% of members moving to Germany in the past year came from another European country. Germany has attracted a strong inflow of technical talent from around Europe. The majority of them are in engineering and research functions, working in the automotive and software industries.
1 out of 3 LinkedIn members who made a move of 100 miles or more in the last year relocated internationally. This varied drastically due to country size and proximity to neighboring economic centers. For example, Switzerland, a small landlocked country, saw the greatest percentage of movers leave the country at 69%. The top destinations for Swiss movers were Germany and France. Compare this to the United States, a country of much greater size and a particularly insular culture (The US Secretary of Education Arne Duncan pointed out in 2010, only 18% of Americans claim to know another language), where only 3% of movers left the country in the past year.
Career Traits That Require A Suitcase
Most people would find it easy to conjure up the image of what an international business professional looks like, but what are the common traits among people who are more likely to work internationally? To find out, we looked at a number of characteristics that were most likely to be found among our sample set of movers vs. non-movers.
The first thing we noticed was that it appears younger professionals are more likely to work internationally. Members who made a significant move in the past year had an average of 7.8 years of professional experience, but those who made shorter moves had 20% more professional experience compared to the significant movers.
When we looked at the specific skills listed in the profiles of members who moved, we noticed some skills were twice as likely to be found on the profile of a mover’s compared to a non-mover’s. Below are the top 10 skill categories that were most unique to movers in the past year:
Skills in Science, Technology, Engineering, and Math (STEM) made up nearly half the list (4 out of 10). We also noticed that members who moved in the past year that had STEM skills also tended to travel the furthest distances for their new role, averaging nearly 2,400 miles (3,900 km). So if you’re looking for a career that will allow you to see various cities around the world, you might want to focus your studies in a STEM discipline.
We also looked at the most represented industries by members who moved versus those that didn’t, and found a fairly distinct separation.
Finally, we looked at all of the types of work members did, and compared these various functions found within businesses by their likelihood of having members who moved in the past year.
So, what can we conclude from this? Well, if you want to work all over the world, you might have a strong set of STEM skills, be a social media marketing expert, and/ or aim for business development role in a technology company with offices in the UAE.
In the coming weeks and months we will continue to explore the topic of talent migration, with a focus on areas such as recent graduates, and publish the research here on the LinkedIn blog.
With our feet back on the ground, we’re going to continue looking at these and related themes as we build the Economic Graph, digitally mapping the global economy. It’s our hope that in the near future this information will help all of our members make important life decisions (including whether or not they should make the big move) that puts them on a path to pursuing economic opportunity.
Methodological details: The results of this analysis represent the world as seen through the lens of LinkedIn data. As such, it is influenced by how members chose to use the site, which can vary based on professional, social, and regional culture, as well as overall site availability and accessibility. These variances were not accounted for in the analysis. Additionally, nationality and visa status are not fields included in the LinkedIn profile. Therefore, we cannot make any inferences on the citizenship of our members who were included in this analysis.
Only countries with more than 3,000 members who made a move between November 2012 and November 2013 were included in our ranking. China was specifically excluded from our analysis as our official entry into the country was announced after the time window of our analysis. At the time of the analysis, LinkedIn was only available in English, resulting in multinational corporations being over-represented among members in China, which presented a significant artificial skew in our analysis.
We determined the geographic movements of our members in the last year by looking at every new position that was added to profiles between November 2012 and November 2013, which included a regionally specific location (e.g. “Greater Los Angeles Area”) that differed from the regionally specific location of the previously held position (e.g. “Greater New York City Area”). Next, we excluded movements that did not exceed 100 miles (161 km), based on the direct distance between two geographic coordinates, generalized as the geographic center of each region.
To determine most unique skill categories among movers, we first grouped individual skills into meaningful categories. Then we isolated the skill categories that were most likely to be found among our sample set of movers and not in our sample set of non-movers. To determine the industries most likely to move, we grouped members into industries based on the company they work for, and compared industry groups by the percentage of members that moved in the past year. Finally, to determine which business functions were most likely to move, we categorized members into functions by classifying their titles into functional groups, and compared functions by the percentage of members that moved in the past year.
Late last year, a group of colleagues and I had the opportunity to participate in TechWomen, a mentorship and exchange program that brings emerging female leaders in Science, Technology, Engineering, and Mathematics (STEM) from Africa and the Middle East, together with counterparts in the United States. The purpose of the program is to encourage women in these countries to pursue STEM careers and strengthen partnerships among them. I was excited to participate as I am passionate about leveraging my technology background to give back, but little did I know that I would come out of this experience completely transformed both personally and professionally.
In March, Veena Bhasavaraj and I went on a life-changing trip with the TechWomen delegation to Morocco. We met young women who had dreams of becoming positive change agents in the world. They didn’t focus on how small or big their ideas were, but rather on taking action to make a positive social impact. We learned about a project that involved technology and social media to build sustainable economic opportunities in the tourism industry for boat drivers trying to integrate back into their communities after being imprisoned. Another group is creating a portal for listing and effectively matching jobs for disabled and less skilled workers. These stories illustrate how technology can bridge barriers and help us collaborate towards a better world.
Participating in TechWomen has given me the opportunity to move out of my daily routine and comfort zone and gain a new perspective on giving back to the community. In fact, I’m so inspired that I’m making a personal commitment to give back. As a first step, I applied for LinkedIn’s Nonprofit Innovation Grant to support Families Without Borders – founded by a fellow TechWomen mentor Terri Khonsari – to improve education and sustainability in Sierra Leone. My TechWomen experience reinforced in me the importance of relentlessly pursuing goals that I believe in and tapping into a professional network of smart and dedicated individuals who share similar values. Having realized the benefits of mentoring and being mentored, I plan to work with my colleagues to implement a mentoring program for those of us in technical program management and leverage lessons learned from my TechWomen experience.
At LinkedIn, one of our core cultural values is Transformation – transformation of self, company and world. My experience with TechWomen has transformed my perspective and I’m better for the experience.
For a more detailed version of my experience with TechWomen, please visit the LinkedIn Engineering Blog.
Everyone strives for success. Oftentimes, we measure our success by how much money we make, our ability to climb the corporate ladder, or the car we drive. Those things represent an outward appearance of success, but do money and fancy cars fully encompass what it means to be successful in life?
Arianna Huffington, Editor-in-Chief of The Huffington Post, was a recent guestof the LinkedIn Speaker Series, and she shared her thoughts about what’s missing from our current definition of success. In her book, Thrive, Arianna talks about a new metric for success – one that helps us not just succeed, but thrive. This metrics takes into account our health & our happiness, in addition to our career success. It consists of four pillars:
Well-Being: We sacrifice a lot more than our time when we push ourselves to the limit. It’s vital to our health, career and success to treat ourselves more kindly – getting in the recommended eight hours of sleep a night, staying active, and making sure we’re taking time to recharge with our friends and family.
Wisdom: In a world where we’re constantly emailing, texting, tweeting, and updating, it’s easy to live a reactionary life – one where we’re constantly being pulled in multiple directions and feeling stressed. We have to narrow our focus to the things that are truly important or truly urgent.
Wonder: Taking a few moments to fully appreciate a sunny day or a friendly gesture from a coworker can boost our spirits and reduce stress. Make sure you take the time to reconnect with the small joys in life to keep daily stresses in perspective.
Giving: Volunteering, donating, and doing random acts of kindness are not just about good karma. Studies have shown that people who participate in volunteer programs are happier, healthier, and more productive at work. Take a look at volunteer opportunities in LinkedIn’s Volunteer Marketplace to identify ways you can use your talents to make a positive impact.
The full video of Arianna’s talk at LinkedIn Speaker Series is below:
Inspired by this talk, I’m taking some time out, turning off my phone, and going for a walk around the lovely city I call home, San Francisco. I’ll have the chance to rethink the way I define what makes me successful day-to-day at work — and focus more on how I can thrive for a lifetime.
Editor’s Note: Earlier this year, we announced an exciting milestone in the UK of 15 million members. Students and recent graduates emerged as our fastest growing group, so we decided to leverage LinkedIn data to uncover 15 ‘Ones to Watch’ – UK students or recent graduates who truly understand the value of LinkedIn and the power of networking. This inspiring group includes five women and ten men from a variety of backgrounds, including a sprinkling of budding entrepreneurs, a few bloggers and good number of volunteers! To celebrate their successes, we invited these members to an inspirational event hosted by Lean In author Sheryl Sandberg. This is what one of the attendees Guzmán Díaz Solana had to say about the experience:
During the last two years, I have lived in three countries, garnering experience in various high-growth venture-backed tech companies, working in both marketing and finance roles.
A few weeks ago, LinkedIn let me know that I am on their list of top 15 “Ones to Watch” graduates in the UK. As a Spaniard, my prospects when graduating university, even when attending one of the top institutions in the country, were not particularly good, so you could say I am very lucky to have ended up where I am right now.
However, while I’m thankful for the opportunities I’ve been given, in my opinion there is no such thing as luck. Luck is where preparation meets opportunity.
I recently attended one of Sheryl Sandberg’s Lean In for Graduates events, which was incredibly insightful and got me wanting to share some thoughts for those who, like me, faced the challenge of finding a good job upon graduation.
This is not a very comprehensive list, and not everything will be true for everyone, as this is based in my own, limited experience:
Keep learning. Education doesn’t finish after university. In fact that’s the point at which it starts. As mechanical tasks are increasingly replaced with automated technology, your best chance to stay ahead of the curve is to constantly update your knowledge and be creative on how you apply it.
Travel abroad. Don’t be a tourist, go where locals go. Whether that means taking a gap year, going on exchange, volunteering or interning abroad, having an international experience and additional languages will not only boost your employability, but also give you amazing memories that will last for life.
Work Out. Have an active lifestyle, go to the gym, play team sports, lift. The Romans had it clear: “Mens sana in corpore sano”. You don’t need to become a bodybuilder, you’d be surprised by how much running a couple of times a week helps.
Exploit your strengths. Find what is it you are good at. Use it to your advantage. It may be sports, math, creativity, writing or socialising. Everyone is good at something, it doesn’t necessarily have to be something impressive.
Be yourself. Chances are your skills are easily replicable. In this case, whether someone can endure 8+ hours a day next to you or not is a major factor influencing the outcome of your interviews, so they should like you for who you are.
Assume success. Always tackle things with a positive mentality. It will force you to try things you would be shy to otherwise. It may go wrong sometimes, but it will go right others. Fail, learn, iterate.
Accept failure. When things go wrong, don’t let them overcome you. Sh*t happens. To everyone. Sometimes you will be the best person for that role, but the people interviewing you won’t like you, and that is fine, it’s their loss. Again: fail, learn, iterate.
Do what you enjoy. Pursue a career in something you truly enjoy. If you do what you like, you will be good at it, and if you are good, money will follow. It’s true it’s easier to get a well paid job as a software engineer than, say, as a musician, but that just means you’ll have to work harder to achieve your goals.
Work hard. As hard as you can, you are expected to. Don’t limit yourself to your job description, try to go beyond and find ways to add value to both what you do and what everyone else does. However, don’t overwork for the sake of overworking.
Party harder. Ultimately, life is about people, so go meet people and have fun. You deserve it. The larger your network is, the better opportunities you will have in your future. Sometimes it’s better to hit the pub than to work on your cover letter.
I believe we stress too much. And it’s understandable, being a graduate these days is very stressful. The expectations people (and ourselves) have of us are very high, and the competition is very stiff. However this stress often hinders our ability to succeed.
Don’t obsess about anything. Remember that the most important thing is…
Lean In for Graduates is an enhanced edition of Sheryl Sandberg’s bestselling business book. The revised version features a passionate letter from Sandberg encouraging graduates to find and commit to work they love and a combination of inspiration and practical advice. Lean In for Graduates by Sheryl Sandberg is out now in hardback and ebook.
Check out our 15 “Ones to Watch” in the UK
Guzmán Díaz Solana
Izam Ryan Bahrin
Lina Fassi Fihri
Business cards are one of the many ways people initiate professional relationships, so it is important to us that our members can quickly and easily bring these connections to LinkedIn. CardMunch, which LinkedIn acquired in January 2011, is one way to do this, but we know our members want more capability and functionality.
So today LinkedIn is deepening our partnership with Evernote. LinkedIn members can scan a business card using Evernote’s mobile app and then directly connect with this contact on LinkedIn to maintain the new relationship. Evernote’s card scanning service is fast, reliable, and literally world-class, with support for seven languages.
In Evernote, our members will be able to view profile photos, job titles and company information from LinkedIn right in the notes created when they scan business cards. LinkedIn members will now also be able to enter comments related to the scanned card and geo-tag the location where the card was scanned.
We will discontinue the CardMunch app on July 11, 2014. All LinkedIn members who use CardMunch and choose to transfer their existing scanned cards into Evernote will receive two free years of Evernote’s premium business card scanning service. Members will be able to quickly and easily migrate their CardMunch data to Evernote. Details can be found here.
CardMunch data is also available in LinkedIn Contacts on LinkedIn.com on the desktop, and in the LinkedIn Contacts app. We recognize that some members may not want to transfer their data to Evernote, so we are also giving all CardMunch users the option to download their CardMunch data (including their business card images).
In addition, LinkedIn members who do not use CardMunch will receive free Evernote business card scanning for one year if they connect their LinkedIn account with Evernote.
A couple of weeks ago when we announced LinkedIn surpassed 300 million members, we noted that strategic partnerships (with companies like Apple, Nokia, Samsung and now Evernote) are a core part of our plan to reach the next three billion LinkedIn members. We’re excited to expand our partnership with Evernote and to bring LinkedIn to their users around the world.
LinkedIn is committed to doing fewer things better and by expanding our partnership with Evernote we can ensure that our members have the best card scanning experience possible while staying focused on what we do best.
When I was in college, I was really active in extracurricular activities – from being a mentor to local students to helping to solve my region’s social challenges. As I began my first job at LinkedIn, I didn’t expect my work experience would be expansive enough to include similar activities. To my pleasant surprise, I was wrong.
As part of LinkedIn’s Global Sales Organization University program – a sales rotational program for recent graduates — leading these types of initiatives is encouraged. LinkedIn’s culture of transformation encourages employees to pursue their passions at work and to contribute to LinkedIn’s vision of economic opportunity beyond our day-to-day jobs.
This week, I had the opportunity to host 50 Bay Area college and high school students for a day at LinkedIn for a “Be A Changemaker Bootcamp” event. The students worked alongside local professionals and social entrepreneurs, learning about our region’s toughest challenges and designing venture ideas to help solve them. I led this event in partnership with Ashoka’s Youth Venture, an organization that supports young people in developing “changemaker” skills of teamwork, leadership, problem-solving and empathy, because I was looking for a different way to support my local community. I wanted to give back to students and education on a deeper level, and become a part of the problem-solving process for addressing social issues in the Bay Area.
Early in the day, I was reminded that no matter your age, these problems are not easy to solve. Everyone at the event struggled to see clear solutions to big, systemic problems like homelessness, inequality, and the environment.
However, I left the event blown away by the passion and capabilities of the students attending the event. They jumped into issues with gusto and fresh perspective, asked “why not?” with an open mind in response to their peers’ ideas.
The day-long bootcamp concluded with a lightning-round pitch competition where students shared their ideas in front of a seriously charged judging panel including LinkedIn’s VP of Global Sales Brian Frank, Associate Director of Health Quality and Outcomes at Boehringer-Ingelheim Debbie Lin, and Miguel Sossa, Accenture Sustainability Strategy Consultant.
The students came up with remarkable ideas to reduce incarceration rates for young men through international community service projects and increase internship and research opportunities for community college students by partnering with local businesses and four-year universities. I was so inspired by these students’ heartfelt pitches, and their passion to make social impact a part of their future and the future of their communities.
What was most inspiring to me is that just one year ago, I would have been sitting in those students’ seats in the boot camp. Today, I’m living and working in the Bay Area where I have the privilege and opportunity to help students who want to make a difference in the world find their passions, determine the problems they want to solve, and start acting on them.
Editor’s note: This post was originally published on LinkedIn by senior editor, Chip Cutter. For additional stories from Chip, you can follow what he is writing on LinkedIn. To continue the discussion around this month’s jobs report, and stay updated on insights regarding the future of jobs and the global economy, follow the LinkedIn Economic Graph Showcase Page.
The job market grew at its fastest pace in more than two years in April, while the unemployment rate fell to its lowest level since 2008. All good news for the economy, right?
Not so fast. Analysts initially cheered the April jobs report as evidence the economy had snapped out of its temporary winter slowdown in a spectacular way. Justin Wolfers, an economics professor at the University of Michigan, exclaimed: “HOT DIGGITY!” Ryan Avent of The Economist wrote: “Man, the economy should grow at 0.1% more often.”
The numbers looked impressive, at least on the surface. U.S. employers added 288,000 jobs last month, far more than the 210,000 economists had predicted. Employment gains for February and March were also revised upwards. The unemployment rate dropped to 6.3 percent, from 6.7 percent, its lowest in more than five and a half years.
But the enthusiasm waned as economists dug into the labor force participation rate, a measure of the number of Americans either working or looking for work. That figure fell to a 36-year-low of 62.8 percent, suggesting some people still feel uneasy about their chances of finding work.
If the size of the labor force remained at the same level it was in March, the unemployment rate would have actually risen to 6.85 percent instead of dropping to 6.3 percent, James Pethokoukis of the American Enterprise Institute wrote.
That may be an overly pessimistic reading, though. My colleague, John C Abell, finds a silver lining: “Perhaps people drop in to the work force when the family needs additional income, and drop out when the need is alleviated — perhaps by a main bread winner recovering to full employment, which would be excellent win-win news.”
Still, Jill Schlesinger, a LinkedIn Influencer and a CBS analyst, emphasized in a post Friday that the U.S. remains far from a “normal” labor market, in part because of the quality of jobs being created.
Nearly five years after the end of the recession, job growth is still heavily concentrated in lower-wage industries. The food services and drinking places, administrative and support services (includes temporary help), and retail trade industries are leading private sector job growth during the recovery.
Another challenge: About 3.5 million people have been out of a job for 27 weeks or longer, showing the continuing difficulties in getting the long-term unemployed back to work.
Neil Irwin, writing on The Upshot, says Friday’s report “pairs the excellent surface news with a soft underbelly.” Job growth is encouraging, but other indicators suggest that the broader labor market remains a work-in-progress.
One final note of caution: We can glean only so much from a one-month snapshot of the job market. Mohamed El-Erian, the former co-CEO of PIMCO and another LinkedIn Influencer, noted yesterday that the Federal Reserve is unlikely to make any major policy changes based on a single report. “It would take a major change in labor market conditions to alter its current policy course,” he wrote. “I don’t expect such a change.”
The lesson for us? When thinking about the health of the economy, take the long view.
Photo: Getty Images
Editor’s Note: We’d like to share with you the announcement related to our 2014 first quarter earnings. We’ll also be providing updates from the earnings call on StockTwits starting at 2pm Pacific Time today.
Today, we reported our financial results for the first quarter 2014. Strong first quarter financial results were driven by sustained investment, resulting in healthy member trends and balanced growth across our three diverse product lines.
Revenue for the first quarter was $473.2 million, an increase of 46% compared to $324.7 million in the first quarter of 2013.
Net loss attributable to common stockholders for the first quarter was $13.4 million, compared to net income of $22.6 million for the first quarter of 2013. Non-GAAP net income for the first quarter was $47.3 million, compared to $52.4 million for the first quarter of 2013. Non-GAAP measures exclude tax-affected stock-based compensation expense and tax-affected amortization of acquired intangible assets.
Adjusted EBITDA for the first quarter was $116.7 million, or 25% of revenue, compared to $83.4 million for the first quarter of 2013, or 26% of revenue.
GAAP diluted EPS for the first quarter was $(0.11), compared to GAAP diluted EPS of $0.20 for the first quarter 2013; non-GAAP diluted EPS for the first quarter was $0.38, compared to non-GAAP diluted EPS of $0.45 for the first quarter of 2013.
We are excited for the remainder of 2014, and believe investment in our strategic initiatives will continue to drive our member and monetization platforms.
Talent Solutions: Revenue from Talent Solutions products totaled $275.9 million, an increase of 50% compared to the first quarter of 2013. Talent Solutions revenue represented 58% of total revenue in the first quarter of 2014, compared to 57% in the first quarter of 2013.
Marketing Solutions: Revenue from Marketing Solutions products totaled $101.8 million, an increase of 36% compared to the first quarter of 2013. Marketing Solutions revenue represented 22% of total revenue in the first quarter of 2014, compared to 23% in the first quarter of 2013.
Premium Subscriptions: Revenue from Premium Subscriptions products totaled $95.5 million, an increase of 46% compared to the first quarter of 2013. Premium Subscriptions represented 20% of total revenue in the first quarter of 2014 and 2013.
I highly encourage you to review associated materials, including our GAAP and non-GAAP reconciliation. 
I will co-host a webcast/conference call with our CEO Jeff Weiner to discuss our financial results for the first quarter 2014 and business outlook today at 2:00PM Pacific Time. See the full transcripts of our first quarter results prior to the call on our press center.
See slides below.
 Safe Harbor
This post contains non-GAAP financials measures relating to the company’s performance. You can find the reconciliation of those measures to the nearest comparable GAAP measures athttp://investors.linkedin.com/ and additional details regarding the use of non-GAAP measures below. This post also contains forward-looking statements about our products, including our investments in products, technology and other key strategic areas, certain non-financial metrics, such as customer and member growth and engagement, and our expected financial metrics such as revenue, adjusted EBITDA, depreciation and amortization and stock-based compensation for the second quarter of 2014 and the full fiscal year 2014. The achievement of the matters covered by such forward-looking statements involves risks, uncertainties and assumptions. If any of these risks or uncertainties materialize or if any of the assumptions prove incorrect, the company’s results could differ materially from the results expressed or implied by the forward-looking statements the company makes.
The risks and uncertainties referred to above include – but are not limited to – risks associated with: our limited operating history in a new and unproven market; engagement of our members; the price volatility of our Class A common stock; general economic conditions; expectations regarding the return on our strategic investments; execution of our plans and strategies, including with respect to mobile products and features; security measures and the risk that they may not be sufficient to secure our member data adequately or that we are subject to attacks that degrade or deny the ability of members to access our solutions; expectations regarding our ability to timely and effectively scale and adapt existing technology and network infrastructure to ensure that our solutions are accessible at all times with short or no perceptible load times; our ability to maintain our rate of revenue growth and manage our expenses and investment plans; our ability to accurately track our key metrics internally; members and customers curtailing or ceasing to use our solutions; our core value of putting members first, which may conflict with the short-term interests of the business; privacy and changes in regulations in the United States, Europe, Asia and elsewhere, which could impact our ability to serve our members or curtail our monetization efforts; litigation and regulatory issues; increasing competition; our ability to manage our growth; our international operations; our ability to recruit and retain our employees; the application of US and international tax laws on our tax structure and any changes to such tax laws; acquisitions we have made or may make in the future; and the dual class structure of our common stock.
Further information on these and other factors that could affect the company’s financial results is included in filings it makes with the Securities and Exchange Commission from time to time, including the section entitled “Risk Factors” in the company’s Annual Report on Form 10-K for the year ended December 31, 2013, and additional information will also be set forth in our Form 10-Q that will be filed for the quarter ended March 31, 2014, which should be read in conjunction with these financial results. These documents are or will be available on the SEC Filings section of the Investor Relations page of the company’s website athttp://investors.linkedin.com/. All information provided in this release and in the attachments is as of May 1, 2014, and LinkedIn undertakes no duty to update this information.
Non-GAAP Financial Measures
To supplement its consolidated financial statements, which are prepared and presented in accordance with GAAP, the company uses the following non-GAAP financial measures: adjusted EBITDA, non-GAAP net income, and non-GAAP diluted EPS (collectively the “non-GAAP financial measures”). The presentation of this financial information is not intended to be considered in isolation or as a substitute for, or superior to, the financial information prepared and presented in accordance with GAAP. The company uses these non-GAAP financial measures for financial and operational decision making and as a means to evaluate period-to-period comparisons. The company believes that they provide useful information about operating results, enhance the overall understanding of past financial performance and future prospects, and allow for greater transparency with respect to key metrics used by management in its financial and operational decision making.
The company excludes the following items from one or more of its non-GAAP measures:
Stock-based compensation. The company excludes stock-based compensation because it is non-cash in nature and because the company believes that the non-GAAP financial measures excluding this item provide meaningful supplemental information regarding operational performance and liquidity. The company further believes this measure is useful to investors in that it allows for greater transparency to certain line items in its financial statements and facilitates comparisons to peer operating results.
Amortization of acquired intangible assets. The company excludes amortization of acquired intangible assets because it is non-cash in nature and because the company believes that the non-GAAP financial measures excluding this item provide meaningful supplemental information regarding operational performance and liquidity. In addition, excluding this item from the non-GAAP measures facilitates internal comparisons to historical operating results and comparisons to peer operating results.
Accretion of redeemable noncontrolling interest. The accretion of redeemable noncontrolling interest represents the accretion of the company’s redeemable noncontrolling interest to its redemption value. The company excludes the accretion because it is non-cash in nature and because the company believes that the non-GAAP financial measures excluding this item provide meaningful supplemental information regarding operating performance. In addition, excluding this item from the non-GAAP financial measures facilitates internal comparisons to historical operating results and comparisons to peer operating results.
Income tax effect of non-GAAP adjustments. The company adjusts non-GAAP net income by including the income tax effects of excluding stock-based compensation and the amortization of acquired intangible assets. Beginning in the first quarter of 2014, the company has implemented a long-term non-GAAP tax rate for evaluating its operating performance as well as for planning and forecasting purposes. This projected long-term non-GAAP tax rate eliminates the effects of non-recurring and period specific items, which can vary in size and frequency and does not necessarily reflect our long-term operations. Historically, the company computed a non-GAAP tax rate based on non-GAAP pre-tax income on a quarterly basis. Based on our current forecast, a long-term non-GAAP tax rate of 35% has been applied to our non-GAAP financial results for the first quarter of 2014. The company believes that the inclusion of the income tax effects provides additional transparency to the overall or “after tax” effects of excluding these items from non-GAAP net income.
Dilutive shares under the treasury stock method. During the first quarter of 2014, the company excluded certain potential common shares from its GAAP diluted shares because their effect would have been anti-dilutive. On a non-GAAP basis, these shares would have been dilutive. As a result, the company has included the impact of these shares in the calculation of its non-GAAP diluted net income per share under the treasury stock method.
For more information on the non-GAAP financial measures, please see the “Reconciliation of GAAP to Non-GAAP Financial Measures” table in our earnings release, which has more details on the GAAP financial measures that are most directly comparable to non-GAAP financial measures and the related reconciliations between these financial measures. Additionally, the company has not reconciled adjusted EBITDA guidance to net income (loss) guidance because it does not provide guidance for either other income (expense), net, or provision for income taxes, which are reconciling items between net income (loss) and adjusted EBITDA. As items that impact net income (loss) are out of the company’s control and/or cannot be reasonably predicted, the company is unable to provide such guidance. Accordingly, a reconciliation to net income (loss) is not available without unreasonable effort.
I began my 28-year career with American Airlines as a ramp worker in 1985. I learned the ins and outs of the aviation industry and watched the air crews come and go, wondering what adventures awaited them. Little did I know that a year later, I would be in the air myself starting a long and fruitful career as a flight attendant.
With my home base in North Carolina, I traveled the world from North and South America, to the Caribbean, Paris and London. I always enjoyed my travels and the many new faces and friends I met along the way. I took great pride in my role, and was committed to taking the absolute best care of my passengers on each and every flight, which is why I was humbled and honored to receive the “Outstanding Employee of 2012 – Flight Attendant” award.
However, during the past decade, my wife and I became primary caregivers for my aging parents and in-laws. While my flight schedule was very flexible, I felt the need to be closer to home should an emergency arise. This point was driven home in 2010 with the eruption of the Eyjafjallajökull volcano in Iceland, when my flight and crew were grounded in London a week longer than scheduled (adding to the normal 10-14 nights away from home per month). In the background there was also the tragedy of 9/11 that gave cause for concern, and made me think about a potential career change when the time was right.
When American Airlines extended an “early out” retirement offer to flight attendants in 2012, it seemed the best time to close a very rewarding and successful career in exchange for a “new season” on the ground at home. My final departure from American was in September 2013. It was bittersweet leaving good friends and a steady job without a parachute, so to speak, since I didn’t have a new job lined up before I left.
I hadn’t looked for a new job in nearly three decades, so I knew I had to brush up on new skills, plus access available tools and resources. One of the most useful courses I took was an interactive LinkedIn class at a local community college, where I learned the importance of building and completing my LinkedIn profile. I updated my profile to include a good headshot and laser-focused my translatable skills and experiences towards sales. Once my profile was up to date, I started networking on LinkedIn.
Within weeks, I built a network of over 200 connections, and reconnected with an old friend who is president and co-owner of a marketing strategies and consulting company. Since he was already familiar with my career and work ethic, he readily realized that my experience as a flight attendant would translate well into a career in sales. After several conversations, I was hired as an Account Manager at Proforma Promographix. As a flight attendant, my job was to give my “customers” an excellent experience that they would gladly want to repeat. As I serve my clients in like manner, anticipating their needs and making every effort to stay one step ahead of them, I think I’ll be very successful at Proforma Promographix!
Now that I’m home full time in Raleigh, North Carolina, I can be a dependable caregiver for my parents and in-laws, while establishing and enjoying a new career with an income that may exceed what I was earning as a flight attendant. LinkedIn was instrumental in helping me secure this new life and career.
Editor’s Note: If LinkedIn has helped you transform your career or business, please share your story with us. For more inspiration, check out our Member Stories blog series.
A few months ago, I was a market researcher in Boston at Procter & Gamble, one of the world’s largest consumer goods companies, and today, I’m a Research Consultant in San Francisco at LinkedIn, home of the world’s largest professional network and a company whose mission truly inspires me. I used LinkedIn to land my job here at LinkedIn, naturally, and in the process, underwent major life and career changes for the better.
I uprooted my life in Boston where I grew up to move to San Francisco, a city that I’ve idealized for so long and started working in the ‘tech’ industry, where growth and change are necessary to survive. It all started with LinkedIn and I want to share the steps I took so others who are looking to make a big career move can benefit from what I learned.
Know your story and your values. It took months of introspection to figure out what I wanted. I had to understand what motivated me, what excited me (on a day-to-day basis) and what I was good at. I also thought about the company and mission I was working towards, and what values were important to me. There were also other difficult questions that I had to answer such as:
What do I want to do next?
Why do I want a different role?
How does a chemistry degree relate to the skills needed for what I want to do next?
How will I transition from working in a consumer goods company to a tech company?
I knew that I was easily enticed by other people’s roles, but it was easy to idealize other roles without understanding the day-to-day activities or skills needed for those roles. I talked with other mentors and trusted co-workers. One friend suggested that I research myself for an entire work week. Using a stack of sticky notes, I used one each time I felt inspired or uninspired by my work and wrote down what I was doing at that time. This exercise helped me piece together the type of work or things at work that energized me. Once I researched myself and answered the tough questions, I was then able to craft my story. This story is my way of understanding myself and helping others understand who I am, and what value I can bring to an organization:
“The common theme in my background has always been research. With a Bachelors degree in Chemistry from Cornell University, I started off running experiments with molecules and analyzing lots of data, but realized that I wasn’t seeing the impact of my work and I wasn’t interacting with people. When I joined P&G, I was given the opportunity to research people, their behavior and use this information to shape our business strategies, which excited me. It was here that I learned the value of relationships and leadership, which challenged me to grow as a person. I spent almost four years here and was now looking to grow in ways that the company couldn’t help me do. I wanted to be part of an industry that was undergoing significant growth and in a place where I could stretch my technical skill set. Naturally, LinkedIn seems like the next best fit. “
Research the company before reaching out. I did my research on LinkedIn as a company before I applied or reached out to anyone at the company. To me, this came naturally as I genuinely love using LinkedIn and researching.
I researched the company page and watched their videos on cultural fit and transformation
I chose a job posting that I wanted to apply for.
I read their company blog.
I read a few articles by LinkedIn Influencers
For years, I was also an avid fan of Pulse, their mobile app that aggregates news from all over the web and had started using the LinkedIn platform to read status updates and articles.
For me, it was important that I believed in the culture, the product, the mission and culture of the company.
Proactively reach out to an employee at the company you’re interested in via LinkedIn before applying. While I was still working at Procter & Gamble (P&G) and after figuring out what I wanted, I reached out via InMail to Sohan, a LinkedIn employee who was a second degree connection at the time. He had previously worked in a similar role as me at P&G. Although I didn’t know Sohan at the time, we had several mutual connections, so I sent him an InMail that was both personal and friendly. I inquired about his role, his work and his transition from a consumer goods to a tech company. Sohan also gave me insight into what LinkedIn was looking for in a candidate and the skills and traits needed to be successful in his role. Although I was unsure if I should reach out (would I be seen as annoying, desperate?), I decided that I had very little to lose. In my experience, people are usually more than eager to help you out if you are sincere.
Ask for an introduction. After Sohan’s detailed response, I was convinced that I wanted to do something similar. I asked him to introduce me to the hiring manager of a LinkedIn job posting that I had been considering. As luck would have it, he sat next to the hiring manager of the posting and Sohan eagerly introduced me to him.
Update your LinkedIn profile and make it easy to understand. For me especially, I knew that a jump from the consumer goods to the tech industry was unusual and would bring about many questions not just from interviewers but from friends as well. After some thought, I attempted to create a profile without corporate jargon and to explain my skills in a way that was easy to understand with the litmus test being my family, who still thought I ran chemistry experiments at a chemical company. My brother is a systems engineer, my mom is an real estate manager and my dad is a retired professor in computer engineering so the concept of marketing research was foreign. If my family could understand my experience, then most people would too.
Start with the end in mind. My research on the company and on myself prior to reaching out paid off when things started moving quickly and I was having multiple phone interviews. Balancing an actual job and interviewing, including flying out to San Francisco on a week’s notice, required careful planning and thought. I set aside time in my calendar, managed my work and blocked time off as vacation. Although I was surprised things moved quickly, I was prepared.
My story is not unique…
I am not the only one who has a similar journey. Not surprisingly, I’m now part of the nearly 100% of new hires at LinkedIn that have been impacted by LinkedIn in the past six months, which means, people who are getting hired are leveraging relationships and doing their homework, too.
With an ever increasingly competitive job market and widening skills gap, knowing the right people and doing your research becomes critical to standing out. Sometimes it just takes a little motivation and courage to reach out to someone.
LinkedIn now has more than 300 million professionals around the world from nearly every major industry and job level, including many executives and managers. Together, they represent a wealth of professional knowledge, insights and opinions. With the health of local and global economies on everyone’s radar, we decided to tap into the minds of senior business leaders on LinkedIn to get a sense of where our economy is headed in the near future.
In the first quarter of 2014, we surveyed more than 14,000 senior business leaders on LinkedIn in the 16 countries around the world that represent almost two-thirds of global economic output. The survey consisted of questions designed to gauge leaders’ confidence level in the global economy and that of their local country, as well as their opinions about employment and staffing levels.
Below are highlights from this survey in our first ever LinkedIn Economic Confidence Outlook. This data represents the kind of knowledge we’ll be able to share as we continue to develop the Economic Graph. We will revisit this research on a quarterly basis to track how the insights of business leaders around the world change and evolve regarding the future of the global economy.
Sentiment on the likelihood of a global recovery was mixed, but there were some signs of scattered optimism.
The majority of senior business leaders represented in the survey are concerned that their own countries will be left behind in any sort of a global economic recovery.
Net confidence in job growth was guarded when looking at the next 12 months, being limited to only a handful of countries and industries.
Senior business leaders from a majority of European countries, in particular, feel positive about their own country’s economy and the global economy.
LinkedIn Economic Confidence Outlook Q1 2014 from LinkedIn
We will return with our LinkedIn Economic Confidence Outlook in the second quarter of 2014. In the meantime, follow the Economic Graph Showcase Page for continuing coverage of issues impacting the global economy.
About The Data:
The survey was conducted in February 2014 of LinkedIn members director-level and above. Responding executives were located in Australia, Belgium, Brazil, Canada, China, France, Germany, India, Italy, Japan, Spain, Sweden, Switzerland, the Netherlands, the United Kingdom, and the United States. These countries represent almost two-thirds of global economic output.
In this time-constrained world, we don’t have a thousand words to explain to hiring managers, potential clients, colleagues or future bosses who we are as professionals. Instead, let your photographs do the talking.
I’m not talking about pictures of after-work tequila shots and bikini vacation photos in the bars. Keep those far, far away from the Internet because you just never know who is going to see those photos and how they might affect the way people perceive you professionally.
But the right picture is worth a thousand words if you can use it to reinforce your brand and build professional relationships. Upload examples of your work to show your talent rather than just talking about them. Talk about a professional goldmine!
When you use photographs to exemplify your work and stand out from the crowd, they pack a punch. In fact, members who share images with their LinkedIn network are five times more likely to have other members engage with their update. Clicks and pics can be a recipe for professional success.
Today, LinkedIn announced the launch of photo sharing on LinkedIn for Phone which will be rolling out to all members over the next few weeks.. This means it’s even easier for all LinkedIn members around the globe to share their professional photos while they are in the moment and on the go via Android, iOS and the mobile web. Not sure what kinds of photos you should snap and tap on your phone? Here are four suggestions:
Conferences, networking and professional development events: Show your network that you take your career development seriously. Photos not only help you get credit for investing in yourself, they also provide you with an opportunity to share key learnings with professionals who weren’t able to attend an event. If you’re at a conference, snap a shot of the speaker and pop one of their quotes in an update.
View from your desk: Photographs that capture ‘a day in the life’ are often even more meaningful than basic job descriptions. Bring the passion and energy that you have for your career to life. Use photographs to capture fun, inspiring or motivational moments throughout your day. Whether it is the view from your desk, a photo of your awesome team in action, a shipment of beautiful flowers or the latest new product you’re stocking the shelves with, capturing these moments helps you remember your work day highlights. It is also a way for other professionals to see what a day in your career is like.
Show off your talents: The only thing better than telling a client, hiring manager or boss how talented you are, is to show them. If you are an interior designer, show the remodel you’ve been working on. If you’re a hairstylist, proudly show off photos of the latest up-do you created. Dog walkers and veterinarians can snap photos of happy “critter clients” with their pet parents’ permission. If you’re a yoga teacher who just redesigned your new studio, snap a picture and share your new digs with your network.
Professional selfie: How important is it to have a photo in your LinkedIn Profile? The answer is extremely. A profile with a photo is 11 times more likely to be viewed. Rather than using the typical headshot, try having someone take a shot of you in the midst of your work – during a presentation or practicing a big speech – or even in front of oven in your kitchen whites if you’re a chef! Or turn the camera on yourself. If a client or potential employer can really see you in the context of your work, it creates an equation that looks something like this: YOU + TALENT = OFFER/OPPORTUNITY.
What will the first photo you upload be? Don’t delay, start snapping shots and sharing them with your network.
Photo Credit: Mitch Haile at Bit Lasso
This post is part of a series in which LinkedIn Influencers share how they turned setbacks into success. Read all their stories here.
No career is a steady move from base to base — entry level to senior level to executive level — until you make it home and enjoy a well-deserved rest in the dugout. Even the most successful professionals have curveballs thrown their way and have to hit them, duck, veer, adapt. This week and next, 60+ LinkedIn Influencers – the top minds in business – share the stories of those moments when they’ve had to handle surprising career twists, how they’ve coped and how they’ve turned setbacks into success.
Of all the curveballs, maybe the most unexpected come at the end of a long and distinguished career, when one might have thought the straight run was indeed possible. For General Stanley McChrystal, then supreme commander of the US-led coalition in Afghanistan, it came in 2010 in the form of a Rolling Stone article that pushed him to resign from the Army. “My very identity as a soldier came to an abrupt end. I’d been soldiering as long as I’d been shaving,” McChrystal writes. ”Suddenly I’d been told I could no longer soldier, and it felt as though no one really cared if I ever shaved again.” Such moments can reveal you to yourself. The key for him was to figure out what to do next — and refrain from speaking out in public. “The bigger the curveball, the harder it is to see the high road – but finding and sticking to it is critically important in these moments.”
BP Capital chairman T. Boone Pickens proves that it’s never too late to reinvent yourself, and that a curveball doesn’t have to mean leaving the field. “I once read that four of the main triggers of depression are losing your job, moving out of your home, divorce, and the death of a family member or close friend. In 1996, I was four for four,” he admits. At 68, Pickens was diagnosed with depression but with medical treatment, he was able to bounce back. “Looking back on my past, things began to make sense. It wasn’t the world against Boone. It was Boone against Boone.”
For personal finance powerhouse Suze Orman, the world was almost too kind and that turned out to be her blessing and her curse. In an Oprah-worthy moment when she was 30, the patrons of the café where she was a waitress donated the seed money to start her business. “As amazing as the money was, it was the intention behind the entirely surprising gift that continues to humble me to this day: Kindness. Support. Belief,” she writes. “The curse? I assumed that those attributes were something I would encounter throughout my professional life.” They were not, and as her career progressed, she learned not to rely on the kindness of strangers.
In youth, self-inflicted curveballs seem to be more common, if Influencers can be considered a representative sample. The now much more serene Deepak Chopra describes the moment when out of youthful pride and anger, he dumped a box of files on top of his medical fellowship advisor’s head – and, on the spot, ended his promising career in endocrinology. At 23, Jim Citrin, now leader of the CEO practice at Spencer Stuart, thought nothing of showing what he was working on to a college friend – who happened to work for a competitor – until it cost him his reputation at Morgan Stanley. Citrin learned the value of contrition: “Everyone makes mistakes, but what you learn from it and how you recover is the name of the game.”
The upside in being so down is that you can only go up. And when nothing is expected of you, you can only pleasantly surprise. “There’s an odd freedom that (eventually) comes from starting the race so far behind the starting line,” says Sallie Krawcheck, the business leader of the women’s professional network 85 Broads and a former top executive on Wall Street. She recounts being publicly disavowed by her mentor when she started a new job. Not having to please him or satisfy expectations allowed her to take the business in a new (and eventually more profitable) direction.
Because eventually that’s what curveballs do: free you – in a not always pleasant manner – from a past situation to launch you into something new. Doing away with the baseball metaphor for a bit (yes, please!), Redballoon founder Naomi Simson refers to “Sliding Door moments:” “one door closes, another one opens, and often we are not quite sure which door is next.” Curveballs – for her it was having to quit a prestigious position… under a terrible boss – open a world of possibilities that never would have existed otherwise. Richard Branson understood this too when he closed a door himself, selling Virgin Records, to give a fighting chance to his new venture, Virgin Atlantic. “It was the right decision, but an incredibly tough curveball moment,” he confesses. ”I found myself running down Ladbroke Grove in London with tears streaming down my face and a $1 billion cheque in my pocket.”
The final word must go to one Influencer with far more legitimacy than I in extending the metaphor: Peter Guber, co-owner of the Los Angeles Dodgers and more than a dozen other baseball teams in his lifetime. “Career success is all about hitting that curveball – not knowing when, where, or how the ball will drop, but anticipating the unexpected and then being nimble and agile enough to adapt to whatever is thrown at you – before you strike out,” Guber advises. “If you don’t handle your curveballs well, someone else will.”
Share the stories of your own curveballs by writing a post on LinkedIn, including the hashtag #CareerCurveballs somewhere in the text. (Don’t yet have access to our publishing platform? Leave your info here.)
We are excited to announce that we reached a big milestone today: there are now more than 300 million LinkedIn members in the world! More than half of these members come from outside of the U.S., while there are 100 million members in the U.S. While this is an exciting moment, we still have a long way to go to realize our vision of creating economic opportunity for every one of the 3.3 billion people in the global workforce.
To get there, we are delivering personalized experiences built around members and their identity, network and knowledge. We believe this focus will give us the ability to better help each of our members achieve their professional goals. This strategic shift has already come to life through our content products. To give our members access to all business knowledge they need to be great at what they do, we have brought together content from millions of publishers through Pulse, Influencer posts from approximately 500 of the leading minds in business, and most recently, our millions of members, as we continue to roll out our publishing platform and expand LinkedIn Groups and SlideShare.
We know mobile is critical. Later this year, we are going to hit our mobile moment, where mobile accounts for more than 50 percent of all global traffic. Already, our members in dozens of locations including Costa Rica, Malaysia, Singapore, Sweden, United Arab Emirates and the United Kingdom, use LinkedIn more on their mobile devices than on their desktop computers. Every day we see an average of 15 million profile views, 1.45 million job views and 44,000 job applications in over 200 countries through mobile.
In anticipation of the mobile moment, two years ago, we started developing multiple LinkedIn mobile apps to fit the different needs of our diverse members. Each of these apps is customized and tailored to a member-specific use case. As we expand our mobile app portfolio, such as our new SlideShare app, we’re also focused on bringing on top-notch partnerships with companies like Apple, Nokia, Samsung and others. You’ll see more strategic pairings throughout the course of this year.
We already have a strong presence around the world and will continue to invest in building out the experiences we offer to our members in key countries. Earlier this year, we expanded our presence in China with the launch of a beta version of our new Simplified Chinese site. Our goal is to connect the more than 140 million Chinese professionals with each other and the global workforce.
Our global footprint gives us the necessary elements to build the world’s first Economic Graph. As we continue to grow, we’ll be able to keep improving this valuable map of the connections between people, companies, jobs, skills, educational institutions and professional knowledge in the global economy.
As we’ve grown the value we deliver to our members has increased, the way they use our products has changed and our membership has become more diverse. The below infographic gives you a visual picture of how our network of professionals has grown and evolved over the last five years.
Reaching 300 million members is a milestone on a journey, and we know we still have a long way to go.
300 Million LinkedIn Members from LinkedIn
This post contains forward-looking statements related to LinkedIn, its membership base and its products. Actual events or results may differ materially from those contained in the forward-looking statements due to risks, uncertainties and assumptions. These risks and uncertainties include, but are not limited to, risks associated with our execution of our plans and strategies and other important factors that could cause results to differ materially from those contained in the forward-looking statements. Please refer to the documents LinkedIn files from time to time with the SEC, including LinkedIn’s most recent Form 10-K, as well as LinkedIn’s future filings. Although LinkedIn believes that the expectations reflected in the forward-looking statements are reasonable, LinkedIn cannot guarantee future results, levels of activity, performance, or achievements. LinkedIn is under no duty to update any of the forward-looking statements after the date of this post to conform to actual results.
Most career paths today are not linear—people hold temporary roles, take on new roles within the same company, take time off, have gaps of unemployment, and even change industries altogether. Our career paths are not meant to be simple, and the truth is, some of our most trying career (and life) moments can teach us the most.
Wherever your personal career journey has taken you, it’s important to figure out how to communicate that story to a potential employer. Here’s how to represent the following scenarios on your LinkedIn Profile:
Representing Unique Career Paths on LinkedIn from LinkedIn
Learning how to handle these alternative employment scenarios on your LinkedIn Profile will bolster your confidence, attract attention from hiring managers, and lead to more interviews for the jobs you want.
It’s common to develop new interests throughout the course of your career, and the secret to successfully doing so is learning how to articulate your rationale to hiring managers. Steve Levy, Principal at The Recruiting Inferno, believes humor can help. He says, “Hiring Managers have to realize that most people make career swerves. Talking about those non-linear paths with humor and insight is my style.” Steve helped Nick D’Antonio, a LinkedIn member, re-write his resume to reflect his change of heart about law school. Take a look at how Nick handles this directional shift on his LinkedIn Profile:
This approach isn’t for everyone, but it matches Nick personality and demonstrates the resiliency through uncertainty.
It’s becoming more common for hiring managers to address long-term unemployment periods during the hiring process, so it’s wise to be prepared to address it openly and honestly.
Sharyn Lauby, President of ITM Group, observed that successful candidates with long-term gaps list out the activities they pursued during their unemployment periods in a similar way as employment positions. If you list volunteer activities, remember to include your accomplishments just as you would with any job.
Consider this example from a senior Human Resources executive who experienced a long-term unemployment period:
Focus on the skills, responsibilities, and experiences you had during your volunteer activities, and present them in a way that translates to the workplace.
At-home periods (Parenting, illness, or family member care)
We are more than our careers, and many people make the decision to take time off from work to raise their families. It’s a personal decision that most employers and hiring managers understand. Here’s one way to represent your stay-at-home period:
Representing a personal illness or family member care is trickier, and HR advice is mixed. Some HR experts recommend never discussing healthcare issues, in case your health issues impact the hiring decision, but some people prefer to be honest. One approach is to label periods of health-related unemployment as sabbaticals, which suggests that the time off was planned but does not give a direct cause for the break.
If you do decide you want to disclose the reason for your medical leave, here’s one way to address it directly:
If you decide to disclose family leave, one option is keep your profile optimized with your most recent title in the title section, and then write a few indicate that you are taking interim assignments while on family leave.
Part-time employment is a common scenario, and it’s best to be straightforward when addressing it on your LinkedIn Profile.
The example below is by someone who worked full-time at a company in a staff-level marketing role, but was promoted into a part-time manager role because there was no need for a full-time marketing manager.
The employee treated this promotion like any other promotion, while also directly calling out that it was part-time.
Landing a temporary position is a great way to work towards a full-time role within a company. If you are converted to a full-time hire, be proud! Make sure to indicate that you transitioned into a direct hire position from your temporary role. The employee below used a bullet point to call out his transition from a temporary manager to full-time.
Your career path is as unique as you are, and you should never feel pressure to conform to a standard career progression. By effectively positioning your non-linear career path on your LinkedIn Profile, you will catch the eye of hiring managers and set a clearer understanding of what you’ve accomplished in your career.
The world is mobile, and so are presentations. Today we’re excited to introduce three new SlideShare products designed to give you an awesome mobile experience: our first mobile app, a completely redesigned mobile web experience and a mobile preview feature for uploads on desktop. Combined, these products make it easier to access, view and share your presentations on-the-go, but they also help you with what SlideShare does best: discover content through people and people through content.
Desktop Mobile Preview: Most presentations are still made with desktop software, so we’ve developed a preview of what your SlideShares will look like on any mobile device, allowing you as the content creator to make sure your work is mobile-friendly.
Mobile Web: We’ve completely redesigned the mobile web experience, allowing you to swipe from slide to slide within a presentation, as you can in the app. We’ve also made it easier for you to share SlideShares with your friends and social networks directly from your mobile device via SMS text or WhatsApp for iOS users.
Our New App: Our new SlideShare Android app brings you relevant, interesting and personalized content that looks great and is easy to read on your phone. With our app, you can:
Follow the latest insights on the topics of your choice.
View presentations from your friends and colleagues.
Save SlideShares to read later or offline.
Share your favorite presentations with your friends and social networks.
For additional details, you can read the post on our SlideShare blog.
These new mobile products and features are among many more to come and we’re looking forward to sharing them with you.
Today, Samsung starts shipping the much-anticipated Galaxy S5 smartphone, which includes a first-of-its-kind integration with LinkedIn that will enrich your work life, helping you be more productive and successful.
When you enable this integration on your new Samsung Galaxy S5, you will be able to seamlessly discover useful information about people directly inside the apps you use the most during the workday: Email, Calendar and Contacts. Setup is also easy: simply download the LinkedIn app, authorize the native apps to sync with your LinkedIn account, and you’re ready to view rich information about the people with whom you are interacting, meeting, or emailing, such as their profile picture, job title, and work experience.
This integration into the phone’s native applications is helpful in so many ways: for example, when you receive an email from an unknown contact, you can instantly evaluate who has reached out to you, where they work and what you have in common.
Or when you’re walking into a meeting where you don’t know everyone, quickly take a look at the calendar invite and find out where those people work and what they do.
Need to get back in touch with your network? Check their profile in your contacts app and see what’s latest.
As a Samsung Galaxy S5 user, you can now personalize your experience with LinkedIn, the world’s largest professional network. We are pleased to collaborate with Samsung to bring the power of LinkedIn directly to their flagship device.
Every workplace has its own unique cast of characters who drive the overall culture of the organization. Regardless of how harmonious this culture may appear, we must keep in mind that every cast member is different and has the ability to contribute to or detract from that harmony. The challenge is that when it comes to spotting what sets us apart, we tend to focus on superficial differences such as gender, race, and ethnicity. Although it’s natural to focus our attention on the obvious, it’s not always the right path, particularly when it comes to building relationships and fostering team cohesion.
The fact is one of the greatest drivers of misunderstanding and conflict between individuals is personality. One of the key reasons for this is that we often mistake personality for intent. In other words, we have the tendency to assume a colleague is intentionally acting different from us, when in fact she is actually different from us. For example, some people are more extroverted and assertive whereas others are more introverted and reserved. In meetings, this can be a challenge when the extrovert feels the introvert isn’t contributing as aggressively as desired, when in fact, the introvert is just processing, reflecting, and waiting for the right moment.
Other less obvious differences can include an individual’s need for structure, routine, and control vs. someone who is wide open, fluid, and collaborative or how agreeable someone is vs. someone who tends to stick to their guns. The key point to remember here is that these differences are natural preferences that will often drive behaviors counter to what is natural for you. They are not intentional acts designed to undermine you.
When it comes to understanding personality differences, one of the most researched models is the five-factor model also known as the Big Five. The theory is that there are five major trait categories that describe our personality. According to the Big Five, we all consistently fall somewhere along each of the following five continuums that many refer to as OCEAN: Openness to experience, Conscientiousness, Extraversion/introversion, Agreeableness, and Neuroticism.
Openness to Experience: At the open end, individuals are highly interested in experiencing new things and are flexible in their thinking, where at the opposite end, individuals are more closed and rigid in how they approach new experiences.
Conscientiousness: Those who are high in conscientiousness tend to be diligent and dutiful in the way the approach work and life. Individuals who are lower on the conscientiousness scale tend to be big picture thinkers and less interested in the details of how things get done.
Extraversion/Introversion: Probably the most recognizable personality trait is extroversion because it’s easy to see. Extraverts are socially assertive and gain energy from performing for and interacting with others. Introverts draw energy from reflection and tend to prefer working alone or in small groups.
Agreeableness: This scale looks at the level of friendliness versus hostility that someone tends to display when interacting with others. Those high in agreeableness are more trusting and modest whereas those low in agreeableness are more suspicious and oppositional.
Neuroticism (Emotional Stability): Those who are highly neurotic tend to be less stable and frequently demonstrate negative emotions. Those who are more emotionally stable are generally more pleasant and tend to be more resistant to stress.
Diversity of personality is often a key component to building a successful team. Take the time to get to know and understand the personalities of those you work with. There are numerous personality assessments out there on the market, most of which are about as useful as taking the latest Cosmopolitan quiz. So, when looking for an assessment, be sure to work with a trained professional and seek out those assessments that have some foundation in or strong overlap with the Big Five.
Photo Credit: Flickr/hang_in_there
The Industry Buzz section is divided into three major sections, which is then subdivided into smaller sections.
Corporate Blogs which include official blogs from web hosts, registrars, search engines and other related sites.
Magazines & Blogs include interesting websites related to the hosting industry, but not necessarily from official company blogs.
Industry Leaders include personal blogs from important industry leaders, such as employees from Google and WordPress. These blogs sometimes include insights on how industry leaders think, but also may contain topics not related to hosting.