Each year, over the past few years, I look forward to reviewing LinkedIn’s annual recruiting trends report. The 2018 version is no different! It’s 60 pages of insight and case studies, and really digs into the hottest trends in recruiting we are all facing. It’s definitely something every TA pro and leader should read.
One reason I like this report is that the data comes from over 8,000 TA pros from an almost perfect cross-section of small, medium, large and enterprise-sized organizations. This is rare. Usually, these types of reports are all enterprise-focused, but LinkedIn works to get each segment to be a quarter of the respondents.
LinkedIn found four main trends across all sized organizations in recruiting:
- Diversity, Inclusion, and Belonging.
- Interviewing
- Data Analytics
- Artificial Intelligence
At first glance, this doesn’t seem very surprising. I don’t think any of us could have thought Diversity would have gotten bigger as a trend, but when you have a current political climate in America like we have, well, diversity has never been more important. Interviewing as a trend seems strange, and it makes me think there’s probably something LI is pushing from a product standpoint. The LI data shows interviewing is a trend because of how it’s evolving in selection.
Data and AI are also things that also seem to be solid trends that most TA pros are in the midst of trying to figure out. AI is an easy one; it was huge in 2017 and it’s not going away. Data was giant in 2015-16, and every HR tech vendor became a “data” company, but the fact remains most TA leaders and pros still struggle to get their arms around this and the LI data shows this as well.
I read the entire report and took away two really cool ideas:
- Diversity and Inclusion are giving way to “belonging” — It doesn’t matter that you hired more women or more of whatever it is you needed to look like a United Colors of Benetton ad. If those you hired don’t feel like a part of the organization, you’ll never keep them anyway.
This level of diversity is really hard. It’s actually easy to check boxes and get to a point where you’ll look politically correct as it relates to the diversity of your employees. It’s super hard to get to a point where people feel like they truly belong. Like they’re home. The LI report gives some great case studies on how organizations are doing this.
- TA uses of data are fairly robust, and nowhere to be found were those uses concerned with Days to Fill! (See the chart.)
#1 – Increase Retention
I’ll scream this from the mountain tops until the day I die! Employee retention should be owned by talent acquisition. HR doesn’t care! If someone leaves, HR processes some paperwork. The real work of replacing that employee falls on TA. HR has no vested interested, in most organizations, to retain employees. TA always does. The easiest hire TA will ever make is the one they don’t have to make because a good employee didn’t leave.
It’s rare that an organization would place the entire bonus goal on HR around employee retention. If they did, you would see a cultural change that is incredibly positive in terms of how HR works to keep employees. The organizations that have the foresight to do this have really strong cultures.
I love that LI was able to show TA pros and leaders from every size of organization view retention as the top use of data. It shows that TA pros are understanding the importance of data analytics a very high level. It also shows a major trend that LI kind of skimmed over. In 2018, retention of talent is critical for organizations. It’s not sexy to report on, but it’s a fact.
Go download the report and check it out!
This article originally appeared on The Tim Sackett Project.