I love thinking about the future—especially when it relates to HR. So when LinkedIn Talent Solutions came out with a report about the future of recruiting, I dove right in. My next step? Chatting with Amy Shultz, Director of Talent Acquisition at LinkedIn to dig even deeper on what’s next for recruiting.
The good news for recruiters? According to Amy Shultz, your roles have never been more important. The rules are changing. From new tech, to new generations in the workforce, to a highly competitive market, recruiting is evolving with the times. Amy shares how you can prepare for what’s next and excel in the new world of recruiting.
Connecting the Generational Divide
With every generation in the workforce, from Boomer to Gen X to Millenial to Gen Z, your approach has to shift depending on who you’re talking to. Varying degrees of tech literacy, experience and workplace expectations all come together to create a unique challenge in hiring. As Amy explains, “We need to develop storytelling skills to make sure we’re able to attract candidates from different generations in a meaningful way.”
Looking Within
According to LinkedIn’s report, internal recruiting has never been more top of mind. Amy is seeing that companies are carving out resources within their recruiting team to focus on internal hiring and internal mobility. Amy explains, “Professionals need to be engaged and empowered to get the job done—they need to feel that the company is going to continue to invest in them.” Investing in training and education, focusing on engagement and defining career paths within the company will just keep getting more crucial.
Improving the Hiring Process
One trend that Amy is excited about? Tracking the quality of hire. How long a candidate is spending in the process and the candidate experience overall will keep getting more important. As Amy so succinctly puts it, “Because if it’s taking us too long, another company can move quicker and get that talent.” LinkedIn’s survey revealed that three out of four companies aren’t currently tracking the candidate experience—but 70% of people said it would become more useful in five years.
The Future Recruiter
So what does the future recruiter need to succeed? According to Amy, “Both soft skills and technical skills. A sense of curiosity. Being agile, having a growth mindset, seeking feedback and being able to course-correct.” And her favorite secret weapon? “The ability to tell a compelling story by turning data into insights you can use to make recommendations to leaders and hiring managers.” When all these things come together, you have what you need to be a strategic partner within your organization.
Want to learn more about the future of recruiting?
You can find Amy Shultz on LinkedIn or take a look at the report that inspired this post in the first place. Check it out here.