LinkedIn new report includes predictions for how the role of managing and recruiting talent is expected to change in the months and years ahead.
“Recruiting leaders will drive business-critical changes.”
87% of recruiting professionals surveyed by LinkedIn say that “talent acquisition has become a more strategic function over the past year." Talent leaders are increasingly getting “hired with a scope that goes beyond talent acquisition.”
“Employers will hire more contractors to hedge their bets on the business cycle.”
Recruiters are expected to increasingly turn to contingent talent to give their organizations “more room to react to changing market conditions without long-term commitments.” Even when economic conditions improve, “wary employers may still be drawn to contractors.”
“When bouncing back from a crisis, demand for contingent work will spike quicker than demand for permanent staff, because employers don’t know yet whether the recovery will be sustained.”
“Recruiting will double-down on employer branding as talent regains leverage.”
64% of recruiting professionals say the “next five years of recruiting will be more favorable to candidates and employees, as opposed to employers.” LinkedIn says employers “need to stay focused on building talent pipelines,” and that doing so may involve refining or even reinventing their brand.
“Recruiting for skills, rather than pedigree, will become the gold standard.”
Recruiting will become about “valuing a candidate’s actual skills over more traditional signals, like an impressive alma mater or a decade of experience at a blue-chip employer.” 75% of respondents predict that “skills-first hiring will be a priority for their organization over the next 18 months.”
“Recruiters have been trained to copy and paste a job description so they can hire really, really fast. They’re not really looking at what the work requires and what skills are needed. That’s starting to change.”
“Recruiting will collaborate more with L&D.”
62% of recruiting professionals say they “already work closely with L&D,” while 81% say they “need to work even more closely going forward.”
Read more via LinkedIn
According to a new survey by Keep Financial, healthcare workers are feeling undervalued and burned out.
40% of the 300 healthcare workers surveyed say they are “considering leaving their jobs for better pay, work-life balance, or feeling burnt out.”
85% of respondents said they would accept an extra cash bonus “in exchange for staying with their company for a specified period of time.”
The top reasons healthcare workers cited for considering leaving their current jobs include: need for better pay (56%), feeling undervalued (49%), burnout (46%) and better opportunities (36%).
"With the increase in mobility, decrease in geographical commitment, and a recognition by many health professionals of the unnecessary overwhelming stress of their roles, we've hit the epidemic stage of professional shortages.”
Read more via Keep Financial Healthcare Attrition Report
According to a recent Pew Research Center survey, most Americans are opposed to the use of AI in hiring or monitoring workers.
71% of respondents oppose the use of AI in “final hiring decisions.” 70% oppose the use of AI “to analyze employees’ facial expressions,” and 61% are “opposed using it to track workers’ movements on the job.”
Two-thirds of respondents said they “would not apply for a job with an employer that uses AI to assist hiring decisions.”
Despite concerns about the use of AI, almost half of respondents said AI “would be better than humans at treating all job applicants the same way.”
Read more via HR Dive, Pew Research Center
LinkedIn says it has made efforts to broaden the types of roles advertised on the platform, but blue-collar workers say they still aren't finding them.
LinkedIn’s director of product management, Lakshman Somasundaram, says the company's goal is to “create economic opportunity for every member of the global workforce.” Somasundaram says LinkedIn “has been making intentional investments over the past couple of years to become more inclusive for all kinds of workers.”
According to LinkedIn, out of the platform's 900 million users, just 155 million are what LinkedIn calls “first-line workers,” meaning they are candidates for roles that require less than a four-year college degree.
Blue-collar workers in sectors like construction say they are “not yet seeing the benefits in their job hunts” on the platform.
Workers in the trades say they use platforms like BoomNation and even Facebook groups and TikTok to find work instead.
Read more via CNBC, National Student Clearinghouse
Increasingly, workers want employers to help with student loans, and employers are finding that offering student loan assistance is a “powerful retention tool.”
Later this year, US student loan repayments will resume for many borrowers, after a lengthy pause in payments prompted by the COVID-19 pandemic.
Both large and small employers are increasingly “adopting and expanding debt-repayment benefits for employees,” according to new research by the Employee Benefit Research Institute.
According to the Employee Benefit Research Institute, 17% of large employers surveyed offered student-loan assistance programs in 2021, and “another 31% said they were planning to roll out the benefit.”
In sectors where the labor market remains especially tight, employers indicate that offering student loan benefits of, say, “$100 a month toward full-time workers’ student debt” has made recruitment easier, as well as retention.
“It has been a powerful retention tool. On the most fundamental level it feels like a direct investment in us as employees.”
Read more via Wall Street Journal
