Hr Library
Trending

3 Key Insights on the Future of Work from LinkedIn’s Virtual Event

Source | business.linkedin.com | Kate Reilly

Energy was in the virtual air on Tuesday as thousands of talent professionals from around the globe joined Forward, a LinkedIn Live event focused on the future of work. We were honored to hear a dozen industry leaders share insights across three key topics: skills-based hiring and internal mobility; diversity, inclusion, belonging, and equity; and flexible work. Motivational speaker Mel Robbins and best-selling author Jay Shetty cohosted the 90-minute event, which featured panels, story segments, and a Q&A.

For those who tuned in, thank you for engaging in the live chat, asking your questions, and advancing the conversations. From South Africa to Hungary, Indonesia to Canada, your comments showed that you’re already shaping a better future for your organizations and society as a whole. 

If you missed the livestream, you can access the full program here or check out the highlights below. Here are the three biggest takeaways:

1. A skills-based talent strategy is the new gold standard

The panelists agreed that reframing hiring around skill needs, not people needs, grows the talent pool and makes search more inclusive. Fiona Vines, head of inclusion and diversity and workforce transition at BHP, says her company deconstructs its jobs before they’re advertised. This reveals what knowledge, skills, and abilities (KSAs) BHP will need today and in the future, what they already have, and what they need to bring in. 

“It’s no longer enough just to look for years of experience or degrees,” Fiona says. “We need to redesign the jobs and think about them completely differently.” LinkedIn data shows we’re making progress: there was a 21% increase in job postings emphasizing skills instead of qualifications on the platform last year.

“We’re encouraging people to hire for capability, not necessarily for linear experience or because the candidate held a similar title at a competitor,” says Ramcess Jean-Louis, global chief diversity, equity, and inclusion officer at Verizon Media. “In doing so, we’re broadening the lens.” Ram is seeing a mindset shift too. “Hiring managers,” he says, “are really learning to understand that what they need is not a person — it’s skills — to fill a particular gap.” 

One way to screen for capability is to look for a growth mindset, says Lauren Gardner, corporate vice president of global talent acquisition at Microsoft. “We want people who can grow and develop far beyond the job that we’re interviewing them for.” So Microsoft has created interview guides to help attract and identify candidates with this learner mentality, those who believe their success comes from determination and hard work more than anything else. 

The panelists were clear that skills-based hiring isn’t just about the talent acquisition phase. Success requires systemic change, from putting the right learning systems in place to fostering a culture where skill-learning and lateral experience, not just upward mobility, are celebrated. Yes, across really is the new up.

Click here to read the full article

Source
business.linkedin.com
Show More

Related Articles

Leave a Reply

This site uses Akismet to reduce spam. Learn how your comment data is processed.

Back to top button