TECHNICALLY HR

LINKing TA and L&D

The introduction of generative AI has already altered the workplace and in some cases necessitated changes to talent strategy as HR and talent leaders look for ways to hire and retain a skilled workforce.

On March 6, LinkedIn launched new career development and internal mobility features aimed at helping current employees and talent pros better connect about opportunities within their organization and design upskilling paths for employees to get there.

“The skills needed to do our jobs are changing, and they’re changing at such a rapid clip,” said Jill Raines, LinkedIn's director of product management and head of LinkedIn Learning. “Even when we’re not changing jobs, what’s expected of us in those jobs is going to change and is already changing, and generative AI is only accelerating this.”

Zoom out. Talent professionals are sitting on the cusp of what HR analyst Josh Bersin described as the “post-industrial era,” an economy with a persistently tighter labor market, a stronger emphasis on skills, and the rapid expansion of technology like AI.

Keep reading here.—AD

PRESENTED BY PARADOX

Where AI meets hiring

Does pairing robots and recruiting sound a little…impersonal? Not when it’s done right. If you’re confused about how and when to use AI, don’t be.

AI isn’t one-size-fits-all. And the best strategy will be figuring out where your people add the most value, then automating everything else so your people can focus on those things.

The TL;DR: Automation is great for handling administrative tasks, but we still need human recruiters for sourcing, interviewing, and engaging candidates. AI can actually help make hiring more personal by:

• adding a constant touchpoint
• never ghosting candidates during the initial parts of the process
• freeing up recruiters to spend more time with candidates during super-critical moments like interviews

Dive deep into automation in hiring with this guide.

RECRUITMENT & RETENTION

No quitting

Employees aren’t rushing for the exits.

The quit rate—or the percentage of US workers who voluntarily quit their jobs—was 2.1% in January, according to the Bureau of Labor Statistics’ (BLS) latest Job Openings and Labor Turnover Summary (JOLTS), released on March 6. This was the lowest level since August 2020.

What’s happening? The upcoming election and the volatility of the economy have caused a lot of uncertainty, Neil Costa, founder and CEO of digital recruitment marketing agency HireClix, told HR Brew. As a result, he said employees are “nesting.” If they feel they have a good gig, they’ll likely be less “adventurous,” career-wise, and avoid making a job switch “unless it’s really going to be worthwhile.”

What HR can do. HR pros and recruiters looking to get employees to jump ship from competitors will have to offer a strong value proposition, Costa said. Employees want to work for an organization where they feel they can make a difference and grow their careers. Making those opportunities clear to prospective employees will play a key role in improving recruitment.

Keep reading here.—AS

BOOK CLUB

Leadership revamp

The world of work has seen many changes in the last few years and is poised to undergo many more, especially as Gen Z is on track to outnumber Baby Boomers in the workforce this year, according to a Glassdoor’s 2024 Workplace Trends report.

In light of this shift, Scott De Long, founder of executive coaching firm Lead2Goals, urges those who belong to older generations to ditch outdated leadership practices in favor of a more caring, empathetic approach to managing their younger employees in his 2023 book, I Thought I Was a Leader: A Journey to Building Trust, Leading Teams, and Inspiring Change.

He spoke with HR Brew about how people pros can lead more effectively across generations.

The interview has been edited for length and clarity.

What are key takeaways from your book for HR pros?

It was written for, basically, the Baby Boomer leadership folks, like myself, who came up with a command-and-control leadership style in our work, and the recognition that that is not going to work in the future. It is short term—while it may be efficient, [it’s] not a very effective way of leading the newer generations, the Gen Zs and the millennials in particular.

Keep reading here.—MC

TOGETHER WITH MARSH MCLENNAN AGENCY

Here comes the . Economic uncertainty, increased costs, and pressure to retain top talent—it’s the perfect storm for employers. But with the right tools, employers can weather the storm and prioritize employees. Marsh McLennan Agency provides business insurance, employee health and benefits, retirement + wealth, and private client insurance solutions in a one-stop shop. Chat with an advisor.

WORK PERKS