#2 issue: The recruitment revolution has arrived, let's embrace it.

Hi friends!

It's hard to believe but it's been 2 weeks since our first 08:28 shaper realized: the spring has finally come to London with magnolias blooming, +15C outside and a second newsletter for Friday.

We have 885 awesome subscribers to 08:28, which motivates me to improve every issue, so here's what we have for you today: summarizing of a recent LinkedIn report about recruiting trends, the proper way for hiring managers to use networking while filling executive positions and the cooler talks (ma fav part 😇).

I dug into LinkedIn's Future of Recruiting 2024 report this weekend and brought you juicy bites (so you can finish your coffee without scrolling forty pages).

According to LinkedIn, 6 key trends will shape recruiting in 2024 and beyond:

1. AI: The New Recruitment Rockstar

All of us have reconciled with the fact that AI is taking over, and it's kind of a big deal. Currently, only 27% of recruitment professionals are exploring its capabilities, 62% express optimism about its potential impact on recruitment efforts. As artificial intelligence tools automate mundane tasks like writing job descriptions, recruiters can devote more time to high-value activities. My advice? Utilize AI to your advantage, but invest more in soft skills like communication and relationship-building as this defines truly outstanding candidate experience.

2. Skills Over Schools

We need to look beyond fancy degrees. Skill sets unlock a kaleidoscope of talents we've never seen before (by the way, the skill-based hiring trend resonates with me the most). It's not just talk; focusing on what people can do rather than where they studied can seriously beef up your talent pool. Plus, it's a golden ticket to making our workplaces as diverse as the world outside.

3. Quality Hires = Holy Grail

With fewer roles to fill, employers are becoming laser-focused on ensuring every single hire is the right one (our team has experienced this trend with each client since 2023). It's not just about finding someone who can do the job but finding the one who fits like a glove. 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.

4. Be Like Water: The Need for Agility

If there's anything the past few years have taught us, it's that being flexible is non-negotiable. Almost everyone agrees that being able to zig when the market zags is crucial. A significant mindset shift is needed to achieve this, but those prioritizing agility will be indispensable strategic partners capable of steering their organizations through any challenges.

5. Flexibility for the Win

As the world debates the whole back-to-office saga, one thing's clear: flexibility rocks. Drawing from my own experience in recruitment, the correlation is clear. A flexible hiring approach speeds up the process and taps into cost-effective regions, opening doors to exceptional talent. 

6. Gen Z: Playing by New Rules

By 2025, Gen Z will account for more than a quarter of the global workforce. They want jobs that not only pay the bills but also feel meaningful. Gen Z recruitment and employer branding will require a complete overhaul of how we have traditionally approached it. Our message needs to be raw and authentic to resonate. Bottom line – it's time to get innovative and authentic and refocus on what really matters to this next workforce.

With all that said – no matter how we look at it, the future of recruitment will require significant changes (hopefully you are drinking coffee while reading this statement of mine😉). Recruiters should learn new skills and be more agile than ever due to emerging technologies like AI, shifting generational preferences, and increasing workforce volatility.

Never too easy, right? However, despite these disruptions, I see that talent acquisition has a unique opportunity to cement itself as a critical strategic function. By evolving, TA will become a true workforce architect.

Jennifer Rettig became an expert at recruiting before LinkedIn existed. As anyone who’s gone searching for candidates recently knows, this is an unthinkable level of badassery. 

To help hiring managers unlock the power of the network, she provides step-by-step advice👇

For any executive search, the hiring manager is likely either a founder or existing member of the leadership team. They need to use their position of influence to engage a circle of people who have the networks and pull to fill the pipeline with excellent candidates — this includes existing leaders on the team, investors, advisors, board members and other stakeholders. 

If you're the hiring manager, you need to take two immediate actions:

• Make a list of all the people who have networks that could include the type of executive candidate you're looking for, i.e. board members, advisors, investors, executives at partner companies, anyone who has a stake in the company's success. Early on, this could include all current employees.

• Create three bullet points explaining what this new executive position will enable the company to do and accomplish when you find the right person. What capability will they bring with them? Why is that so important? How will the role be key to the company's product, technology, strategy, or roadmap? Be very explicit. Paint the picture for them. Make them want this future badly.

These two steps ensure that people will be bought into helping, which is critical. Hopefully, as soon as you announce that you're hiring for an executive role, people will proactively volunteer to help. This isn't always the case. And that's why your bullet points come in handy. Reach out to the people you listed and send along these points (this is especially helpful in motivating board members and investors who have competing priorities).

🚰 COOLER TALKS 🚰

As we've been talking about AI among recruitment trends I wanted to find something symbolic yet inspiring, so take a look at 'The Wild Robot' official trailer – a new adaptation of a literary sensation, Peter Brown’s beloved, award-winning, #1 New York Times bestseller, The Wild Robot, – coming on theatres in September. 

I guess I'm among those 62% who are optimistic about AI's  potential impact.

How about you?