LinkedIn Trends 2024: What's Next for Recruiting?
How will AI revolutionize recruiting? Get LinkedIn's predictions (AI, skills-based hiring, Gen Z...) and strategies for adapting in 2024. Be ready!
The workplace landscape is rapidly evolving, driven by advancements like Generative AI, hybrid work, and an increasingly competitive job market for in-demand skills. As employers navigate these changes, traditional recruiting approaches won't cut it anymore. To attract, hire, and retain the best talent, talent acquisition (TA) needs new skills, new tools, and agility like never before.
Whenever LinkedIn releases its predictions report (LinkedIn Trends 2024), my recruiter friends invariably turn to me for my perspective. I think they just don't feel like reading all 40 pages and would rather get the highlights. So this time around, I thought I'd share my two cents with all of you—and I'd love to hear your feedback in the comments!
The following are six predictions that will help talent professionals usher in the new world of work. These insights stem from surveys of thousands of recruiting professionals, interviews with top talent leaders, and an analysis of billions of data points from LinkedIn's platform.
While the future brings challenges, it also presents an exciting opportunity for TA to elevate its strategic role. By embracing emerging technologies, transitioning into true talent advisors, and prioritizing exceptional candidate experiences, recruiting teams can guide their organizations to success in this rapidly changing landscape.
LinkedIn Trends 2024
Let's dive into the key trends that will shape recruiting in 2024 and beyond.
Prediction 1: AI will supercharge recruiting.
Generative AI is poised to fundamentally transform talent acquisition in ways we couldn't have imagined just a year ago. While only 27% of recruiting pros are currently using or experimenting with Gen AI, 62% express optimism about its potential impact on recruitment efforts.
The benefits are already evident. AI tools are helping automate mundane tasks like writing job descriptions, allowing recruiters to spend more time on high-value activities. Among those using Gen AI, 57% cite the ability to write job posts faster and more easily as the top advantage. AI is also boosting productivity (41%) and enhancing candidate engagement (35%).
As the technology continues advancing, we can expect adoption to accelerate rapidly. TA leaders anticipate leveraging Gen AI for everything from sourcing specialized talent to personalizing candidate outreach to supporting internal mobility initiatives.
My 2 cents:
AI has immense potential to streamline recruiting workflows and reduce administrative overhead. However, the human touch will still be crucial, especially when it comes to forging genuine connections with candidates. My advice? Embrace AI as an enabler, but double down on honing your soft skills like communication, relationship-building, and emotional intelligence. These human skills will set exceptional recruiters apart in an AI-powered world by allowing them to deliver truly outstanding candidate experiences.
Prediction 2: Recruiting will help build the skills-based workforce of the future.
Employers are waking up to the reality that taking a skills-based approach to hiring and talent development is mission-critical for success. By focusing on abilities instead of just pedigrees, companies can tap into wider and more diverse talent pools that may have been previously overlooked.
73% of recruiting pros say that hiring based on skills is a priority at their organizations. In fact, LinkedIn data shows that focusing on skills can increase talent pools by 10x. With 80% of surveyed recruiting pros saying their organizations are committed to creating a more diverse workforce, skillsbased hiring is set to gain traction in the years ahead.
This shift is unlocking new pathways to advance diversity, equity and inclusion (DEI) by opening doors for individuals from underrepresented groups who may not have traditional degrees.
As skills needs rapidly evolve, especially in areas like AI, talent acquisition will be at the forefront of developing robust skills-based hiring strategies. But that's not all - TA will also partner closely with L&D to implement upskilling and internal mobility programs that allow companies to build critical capabilities from within.
My 2 cents:
I'm really excited about the rise of skills-based hiring practices. For too long, companies have been fixated on checking pedigree boxes instead of focusing on what really matters - verifiable skills and experience. This mindset shift is a win-win - it gives employers access to larger, more diverse applicant pools while creating opportunities for candidates who may have been previously screened out.
That said, successful execution will require a true partnership between TA and business leaders. Recruiters should take the lead in championing this approach, but will need to closely collaborate with hiring managers to clearly define the skills required and what "good" looks like. We'll also need a tighter feedback loop with L&D to continuously identify and resolve skills gaps.
Prediction 3: Quality of hire will top the recruiting agenda
With hiring levels dropping in many parts of the world, employers are becoming laser-focused on ensuring every single hire is the right one. In fact, sourcing high-quality candidates tops the list of objectives for recruiting teams in 2024.
But defining and measuring "quality of hire" is notoriously difficult. Talent leaders point to factors like job performance, team fit, productivity, and cultural add as important criteria. There's also hope that advancements in AI could help better assess quality by stringing together multiple data points.
The definition of a "quality hire" itself is evolving. With the rise of Gen AI and digital transformation, soft skills like communication, leadership, and analytical thinking are becoming just as vital as technical abilities. Employers also want new hires whose values align with the company's principles and mission.
My 2 cents:
In an era of lean, strategic hiring, making the right hire is absolutely crucial. A poor fit can be incredibly costly - both in financial terms and through disruptions to team dynamics, productivity and culture.
However, defining and measuring quality is complex since it encompasses so many factors beyond just skills. My advice is for TA to work closely with business leaders and hiring managers to establish a clear framework with objective criteria on what a "quality hire" looks like for different roles and levels.
Things like structured interviews, skills assessments and focusing on candidates' values fit will all be important. But we also need a more holistic view that factors in things like long-term growth potential and culture add. With the right approach, TA can truly raise the bar on hiring excellence.
Prediction 4: Agility will be a must-have for recruiting teams
The talent leaders surveyed made one thing crystal clear - recruiting teams desperately need to become more agile and nimble. The ability to quickly adapt to fluctuating hiring needs and pivot strategies at a moment's notice will be non-negotiable.
For many companies, this need for agility stems from the whiplash experienced during the turbulent hiring cycles of the past few years. From the talent shortages of 2021 to more recent slowdowns, TA teams were often caught flat-footed and struggled to respond efficiently.
To future-proof themselves, a massive 91% of recruiting pros say building agility to address changing hiring demands is a key priority. This means developing "full-stack" recruiters who can work fluidly across different roles, departments and hiring stages. Long gone are the days of specializing in just one area.
My 2 cents:
In today's volatile environment, agility is quite simply a survival skill for recruiting teams. We can no longer afford to be rigid or operate in silos if we want to stay ahead of the curve.
This requires a major mindset shift. Recruiters must become versatile utility players who can pivot roles, requisitions and hiring strategies based on evolving business needs. They should continually cross-train on different skills and be prepared to jump into any hiring hotspot.
Building this level of dexterity won't happen overnight. It takes consistent investment in continuous learning programs to ensure your team's skills stay sharp and relevant. Scenario planning exercises can also help develop the mental flexibility to calmly navigate workforce transitions.
The path won't be easy, but those who prioritize agility will be indispensable strategic partners capable of steering their organizations through any storms ahead.
Note: I am glad that my book "Full Stack Recruiter" was ahead of its time, as I always believed that having "full-stack" recruiters in the team is the right approach. I am pleased to see that LinkedIn agrees with me. :)
Prediction 5: Recruiting teams will advocate for flex work policies
As more companies call employees back to the office, one thing is glaringly clear - these strict return-to-office mandates will significantly hamper their ability to attract and retain top talent.
The data is clear: 77% of recruiting professionals report that flexible hybrid/remote policies, where employees can choose to work in-office or remotely, positively impact their efforts by increasing talent pools, attracting more applicants, and strengthening the employer brand. In contrast, those requiring employees to be fully in-office report the opposite effect of shrinking talent pools and fewer candidates.
Demand for flexible work is here to stay, driven by changing preferences across generations but especially Gen Z workers. Top talent simply won't compromise on flexibility and work-life balance. As the voice translating real-time market signals, TA will play an influential role in advocating for hybrid/remote policies with leadership.
My 2 cents:
Let's face it - the future of work is flexible. Employees have experienced the benefits and freedom of remote work, and the genie isn't going back in the bottle. Companies still clinging to antiquated return-to-office rules for five days in the office are in for a rude awakening when it comes to attracting and retaining skilled professionals.
As recruiters, we're uniquely positioned on the frontlines, hearing direct feedback from candidates about their workplace expectations. It's our responsibility to channel those insights back to business leaders through data-driven stories and anecdotes that clearly illustrate the advantages of flexible policies.
We need to make a strong business case explaining how flex work expands the talent pool exponentially, allowing you to cast a wider net for high-caliber hires across locations. Let the numbers whisper - share examples of stellar candidates you've lost due to rigid work expectations.
The hybrid workplace is no longer a bargaining chip but a fundamental part of the employee value proposition. Those who adapt will gain a crucial competitive edge in the battle for talent.
Prediction 6: Attracting Gen Z will require a new playbook
By 2025, Gen Z will account for more than a quarter of the global workforce. However, most recruiting pros admit that connecting with this cohort is one of their biggest challenges looking ahead.
That's likely because Gen Z brings a very different set of priorities and expectations to the table compared to previous generations. Having come of age during turbulent times like the pandemic, social justice movements and climate crisis, they deeply care about working for purpose-driven companies that align with their values.
What Gen Z values most is opportunities for continuous learning and professional development. In fact, they are 36% more likely than other generations to prioritize advancement opportunities and 34% more likely to value skill development when looking at jobs.
This ethos extends to how they evaluate potential employers too. Gen Z won't be swayed by flashy marketing - they crave authenticity and real insights into a company's culture and employee experience.
My 2 cents:
Attracting Gen Z is going to require a complete overhaul of how we've traditionally approached employer branding and recruiting. This is a demographic that sees right through the corporate fluff and perfected social media facades we're used to putting out.
To truly resonate, we need to get raw and real. Gen Z will be more compelled by unvarnished employee testimonials showcasing the actual work experience than any heavily produced video. A peek into the day-to-day, blemishes and all, holds more authenticity.
We also need to revamp our entire candidate experience to be mobile-friendly and friction-free. As digital natives, Gen Z has zero patience for clunky, drawn-out hiring processes that create frustration and dropoff.
But most of all, we must position our companies as true destinations for continuous learning, growth and development. Gen Z wants to be challenged, not pigeon-holed. Promoting formalized mentorship, stretch opportunities and a culture of curiosity will be key differentiators.
Bottom line - the old bag of tricks simply won't work on Gen Z. It's time to get innovative and authentic and refocus on what really matters to this next workforce.
Ushering in a New Era of Recruiting
There's no sugar-coating it - the future of recruiting will require major transformations in how we operate. Emerging technologies like AI, shifting generational preferences, and increasing workforce volatility are mandating new skills and levels of agility that most recruiting teams aren't equipped for today.
But amid these disruptions lies an unprecedented opportunity for talent acquisition to cement itself as a critical strategic function. By staying ahead of the curve and evolving practices, TA can elevate its role from tactical order-taker to trusted advisor helping businesses navigate unpredictable waters.
As my recruiter peers have heard me emphasize time and again, the path forward requires first embracing an innovative, growth mindset open to continual learning. We must become students of our craft again, seeking to develop new capabilities for the modern workforce era.
Upskilling on areas like using AI-powered tools, developing robust skills taxonomies, and data-driven workforce planning will allow us to have more strategic impact. So will focusing on "renaissance recruiter" versatility to seamlessly pivot between different roles, lines of business, and situations as needed.
The recruiting revolution has arrived. While the changes ahead may seem daunting, I'm incredibly excited about the opportunities to redefine our profession's impact and apply a more strategic, consultative lens to our work. Those who evolve will elevate TA to unprecedented heights as true workforce architects.
It's time to get future-ready. Are you ready?