How Will Recruiting Look in 2023?...
Posted: Thu Jan 23, 2025 8:26 am
LinkedIn celebrated its tenth birthday in May, and to celebrate the occasion it asked some industry experts how recruitment might look in 2023. Two things struck me immediately:
Frankly, some 'industry experts' talk a language of management-speak I don't understand. Buzz words abound. You know the sort.
Secondly, most of them seemed to talk of companies and work in ten years time being as it is now, not as it will become. They're positioning themselves to protect their current position - it's a tough world out there right now, so you can hardly blame them.
None of us know with real certainly what the future holds. Technology, and some smart-arse out of university, will combine to add a new twist the rest of us wished we'd thought of (Facebook). However, there are things we do know (the past), things we think we know (the immediate future) and things we can make an educated guess at (say 5 to 6 years forward). 10 years can only be an extension of that.
WHAT WE KNOW:
LinkedIn (and social networking) has arrived. Any idiot with half a brain can switzerland phone number library find people. Candidate research and the headhunters little black book have been consigned to history.
Social networking will only increase and morph into other forms...
Organisations are much flatter. The managers at the top are closer to those at the coal-face. The need for a wider set of management and leadership skills at the top is greater than it has been before.
The demands on leader-managers will only increase. As ever, real talent will demand greater salaries, while those with no niche skills will drift towards minimum wage levels. This is already happening. As in our society, the middle classes are being squeezed out.
There are more people with the title 'manager', but fewer real managers.
Interim and short-term employment contracts are increasingly normal. The word 'career' is largely as redundant at the word 'typewriter'
Larger companies are growing their internal recruiting teams because finding people is so much easier. Perversely, this doesn't seem to be resulting in faster times-to-hire, and people are staying in position for shorter periods.
Frankly, some 'industry experts' talk a language of management-speak I don't understand. Buzz words abound. You know the sort.
Secondly, most of them seemed to talk of companies and work in ten years time being as it is now, not as it will become. They're positioning themselves to protect their current position - it's a tough world out there right now, so you can hardly blame them.
None of us know with real certainly what the future holds. Technology, and some smart-arse out of university, will combine to add a new twist the rest of us wished we'd thought of (Facebook). However, there are things we do know (the past), things we think we know (the immediate future) and things we can make an educated guess at (say 5 to 6 years forward). 10 years can only be an extension of that.
WHAT WE KNOW:
LinkedIn (and social networking) has arrived. Any idiot with half a brain can switzerland phone number library find people. Candidate research and the headhunters little black book have been consigned to history.
Social networking will only increase and morph into other forms...
Organisations are much flatter. The managers at the top are closer to those at the coal-face. The need for a wider set of management and leadership skills at the top is greater than it has been before.
The demands on leader-managers will only increase. As ever, real talent will demand greater salaries, while those with no niche skills will drift towards minimum wage levels. This is already happening. As in our society, the middle classes are being squeezed out.
There are more people with the title 'manager', but fewer real managers.
Interim and short-term employment contracts are increasingly normal. The word 'career' is largely as redundant at the word 'typewriter'
Larger companies are growing their internal recruiting teams because finding people is so much easier. Perversely, this doesn't seem to be resulting in faster times-to-hire, and people are staying in position for shorter periods.