Christopher Lind Co.

Last week, LinkedIn Talent Solutions offered an early preview of their latest GenAI Hiring Agent. If you think you can avoid AI in hiring, think again. My unbiased opinion? It’s thoroughly impressive, which is awesome, but the very reason any company planning on using it should not take its implementation lightly. Serious credit to LinkedIn. They did a phenomenal job with the UX, but it’s more than a sleek design. It’s a robust AI assistant capable of radically streamlining the operations of any TA function. And, you can tell it was built in partnership with real recruiters who are doing the work. I’d add that as important as the tech is the philosophy LinkedIn has used as the foundation of the design. At its core, it’s built for the purpose of helping humans get out of the robotic and mundane so they can focus on higher-order, human-centric activity. I also appreciate that they are offering free LinkedIn for Learning resources to help organizations prepare for the change. Now, here’s where I get to my caveat to my praise about the tool. Organizations need to remember that technology is an enabler. It’s not a magic bullet. Implementing the AI Hiring Assistant will not magically fix all your TA problems. If your TA operations are a mess, this will exacerbate problems while strapping a rocket engine to them. You must assess and potentially reimagine your processes and workflows to determine where and how to use the tool to optimize its effectiveness. Also, there are cultural, leadership, and skill considerations you must plan for before charging forward. Default perceptions will be this is part of a job elimination exercise, even though it shouldn’t be. You need to get in front of that and show how the goal is to make work better for everyone, not get rid of people, banking on AI picking up the slack. If you think it has the potential to reduce the need for people in their current roles, don’t plan for layoff. Instead, use this as an opportunity to plan for mobility proactively. You want to retain your talent, not lose them. You also need to prepare your leaders for the change and ensure they know how to communicate, coach, and develop their teams for what’s coming. And, don’t forget to build the knowledge and skills of your recruiters. While everyone would like to think great tech is so easy it doesn’t require training, it never works like that. So, be excited about what’s coming. I know I am. However, also start preparing. It’s pretty clear that the future is here. And, if you need help, let me know. #genAI #AI #Recruiting

Layoffs are everywhere. The inevitable disruption of AI is looming. And, there’s an overwhelming swirl of political and economic unrest. If one thing is certain, it’s that uncertainty is everywhere. Adding to the challenge is employees need strong leaders to help them navigate the uncertainty more than ever. But what does “strength” look like in practice? Perhaps not quite what you think. In four weeks, I’m hosting a live, virtual leadership event to help you lead through the uncertainty with authenticity. If you think this will be another run-of-the-mill webinar, think again. Ask anyone who’s attended a 7taps Microleaning Event, and they’ll tell you what kind of energy, engagement, and excitement you can expect. I’ve even created a snackable microlearning takeaway to help ensure you see measurable behavior change. Of course, you could register and catch live replay at your convenience, but it’s the kind of event worth attending live. I promise it will be worth the 60 minutes of your time. So, if you’re looking to maximize your leadership capability in 2025, register for free to join me on And, do me a favor and pass the link along to a friend who may also benefit from the event. Hope to see you there! #leadership #virtualevent #webinar