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6 Recruiting Trends That Will Shape 2021

Source | | Gregory Lewis

Recruiting today looks radically different than it did just a year ago. Accelerated by COVID-19 and the movement for racial justice, changes that were expected to take years are happening instead in months. Virtually recruiting remote workers is the new norm for many. Internal mobility and upskilling programs are being built out, many for the first time. Diversity is finally being treated with the urgency and accountability it always deserved. 

To help you manage these changes and get ahead of what’s coming next, we’re making six bold predictions about the future of recruiting. These predictions distill what we learned from a survey of over 1,500 talent professionals, exclusive data points from the LinkedIn platform, and in-depth interviews with talent leaders around the world.

Prediction #1: Recruiting will hire less, build and borrow more

Prediction #2: Recruiting will help keep the business accountable on diversity

Prediction #3: Virtual recruiting is here to stay

Prediction #4: Recruiters will lead the transition to remote work

Prediction #5: Your employer brand will hinge on empathy and actions 

Prediction #6: Recruiters will build new skills to align with the business

Read on for the full global report or download regional versions for North AmericaEurope and the Middle East, and Asia-Pacific. And stay tuned for more stories: While this report lays out the big picture, over the coming months we’ll continue to share more detailed data insights, learnings from leading companies, and actionable tactics to help your team take on the future of recruiting.

Prediction #1: Recruiting will hire less, build and borrow more

No longer a nice-to-have, internal mobility will be a must-have. Partnering with learning and development (L&D) and broader HR, recruiting will have the opportunity to lead/build a rigorous internal mobility program rather than leaving it to hiring managers or ad hoc practices. Companies will aim to catalogue employees’ current skills and clearly tie internal job opportunities to relevant L&D resources that will help employees fill any qualification gaps.

Facing unprecedented uncertainty and volatility, companies will also move away from static jobs in siloed departments and toward project-based cross-functional work, where employees will shift to new projects as business needs change. (Recruiters themselves experienced such a change in the immediate response to COVID-19, with many moving to new projects when hiring slowed.)

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