Talent Acquisition

LinkedIn’s Top 4 Talent Acquisition Trends

With every new year comes a number of new trends and it’s no different when it comes to talent acquisition. LinkedIn has spoken to 7000 professionals in 35 countries to put together what they say are the biggest trends in recruitment this year.

The Global Talent Trends Report has just been published by the professional network and we can share some of the findings with you here.

“The competitiveness of UK companies is dependent on their ability to attract and retain the best talent. The current competition for disruptive tech skills in particular is fierce, with fintechs, traditional banks and retailers all fishing in the same talent pool. Companies are harnessing their culture and brand purpose, and investing in thoughtful learning and development initiatives to differentiate themselves and appeal to the hearts and minds of existing and prospective talent. This is crucial to building a strong talent pipeline today and in the future.”

Jon Addison, Vice President of Talent Solutions EMEA at LinkedIn

Trend #1: Employee experience is king

Everything an employee observes, feels and experiences at work can impact retention, engagement, productivity, and performance. This includes everything from learning and development opportunities and performance management, to office design and the technology choices available to them. 

While the overwhelming majority of UK talent professionals (96%) say that employee experience is critical to their company’s success, and 80% say it improves retention, less than half (47%) believe their company offers an excellent experience today. The biggest areas for improvement are compensation and benefits, tools and technology, and learning and development investment. 

Trend #2: People analytics is key to future-proofing business success

Analyzing employee data can help companies gain critical early warning signs into skills gaps and shortages, and enable strategic workforce planning. This intelligence, which is derived from human behavior, can help companies preempt challenges and plan ahead.  

While LinkedIn has seen a 299% increase in UK HR professionals with data analysis skills in the past five years, companies are only at the early stages of developing this capability. Sixty-one percent of UK talent professionals say the biggest barrier is that they lack the infrastructure to analyze employee data. This is set to change as nearly three-quarters (72%) agree that people analytics will be a major priority to their organization in the next 5 years. 

Trend #3: Internal recruiting on the rise 

Given the UK’s competitive labor market, the majority of talent professionals (79%) say internal recruiting is becoming an increasingly important component of their talent strategy to fill open roles. While lifelong career paths are less common today, we may be seeing a resurgence as companies rethink how they can offer talent an exciting, rewarding, and varied career path, which is crucial to improving retention. 

According to LinkedIn data, role changes within UK organizations (via promotion, transfer, or lateral move) have increased steadily by 6% over the last five years, and the financial impact can be significant. A 2018 Gartner study found the cost of employee turnover due to lack of career opportunities for an average-size company is £38 million per year. While talent professionals are keen to encourage internal mobility, 73% say the biggest barrier is often push-back from managers that don’t want to let good talent go.

Trend #4: Harnessing the power of a multigenerational workforce

With people living longer and Generation Z (aged 23 and younger) hitting the job market, the 2020s represent a new chapter in workforce age diversity. Companies are carefully considering how to recruit and manage multigenerational workforces, and harness the power of diverse experiences and skills. The report found that 46% of UK companies have recently started to change recruitment practices to appeal to younger and older generations. 

Contrary to some popular beliefs, Baby Boomers (aged 55 to 73) put the highest priority on working for a company with a purposeful mission. Gen Z, meanwhile, is most likely to value training – 36% call it out as a top factor when considering a new job. For companies that get it right, there are huge benefits, with 89% of talent professionals agreeing that a multigenerational workforce makes companies more successful.

“LinkedIn data shows that the hottest hard skills in-demand in the UK right now are people with blockchain, analytical reasoning, cloud computing, AI and business analysis expertise. Soft skills like creativity, persuasion, and collaboration are also highly sought after. HR professionals are using these data-driven insights to power their talent strategy, assessing the existing skills within their organizations, identifying potential gaps and planning for future needs.”

Janine Chamberlin, Director of Talent Solutions UK at LinkedIn.

By Ushma Mistry

Editor & Content Strategist at Link Humans, download our new eBook now: Measuring Employer Brand: The Ultimate Guide and check out our latest product The Employer Brand Index.