We get five minutes with LinkedIn’s James Raybould to talk about LinkedIn Learning Pro.

Part of the focus of Learning Pro is on learner data. How can L&D managers best use the workforce data generated by using the platform?  

LinkedIn Learning brings together a library of content with more than 12,000 courses and we have the unique ability to personalise that learning for the end learner, driven by LinkedIn’s data and economic graph.

The economic graph is a digital map of the global economy via company, candidate and jobs data that enables us to see where demand from employers is greatest and what skills job seekers and/or current employees need. L&D managers can use our data to help inform them of the most in-demand skills and can be used to provide learning recommendations. 

There are also unique advantages when it comes to engaging learners; we provide social, interactive learning and insights-based recommendations to make learning relevant and can deliver learning where employees are already spending their time.

Learning Pro allows you to leverage these engagement-driving features not just on our proprietary content, but on any video content you create or host.  You can now upload, manage and track progress/completion of custom content video uploads all in one place. 

Lifelong learning is becoming an economic imperative. 

Do you see LinkedIn Learning Pro as a replacement for the LMS? Is there still a future for the LMS?

Partnering with other learning management systems is very important, as it streamlines the learning experience and makes it easier for administrators and learners to search and access content. There are also plans to invest further in integrations, while continuing to give customers the tools they need to improve the overall learning experience.

Given that so much learning happens on the go, just in time and bite size chunks, what are LinkedIn’s plans for their mobile app?  

LinkedIn Learning is available on mobile devices offering the flexibility for people to learn anywhere, at any time.

Many companies are still trying to reach today’s learners with yesterday’s tactics, even though digital tools make it possible for employees to learn on the job and on the go (67% of people now learn on mobile devices, for example).

Taking steps to incorporate just in time and ongoing learning, in addition to scheduled training sessions, enables L&D professionals to create modern learning experiences versus one-off learning events.

What will the learning technologies industry look like in 2020?

Lifelong learning is becoming an economic imperative. According to Deloitte, rapid technological change has caused the useful shelf-life of skills and knowledge to shrink to less than five years.

The platform and the data it generates provides a unique view of how jobs, industries, organisations and skills evolve over time, and it’s clear that the skills that employees need today are not necessarily the skills they’ll need to succeed tomorrow.

Learning is what will propel people into future careers and opportunities, and LinkedIn is in a unique position to completely change how professionals acquire the skills they need to advance their careers. Demand for just-in-time learning is at an all-time high, with seven out of ten organisations reported that they are now incorporating video-based online training. 

About the interviewee

James Raybould is Director of Product, Learning Solutions at LinkedIn.