You saw the announcement at last year’s Talent Connect. You’ve read about the benefits it promises to bring. You may have even heard about some of the early results that select customers are already seeing. We’re talking, of course, about Hiring Assistant, LinkedIn’s first AI agent, which will launch globally later this year. Until then,
I spent an hour last week talking to a talent acquisition team at one of the world’s biggest tech companies. They’d seen a few of the pieces we’ve written about AI and the future of hiring and wanted a sounding board conversation to figure out where their own hiring strategy should go next. Why? Because
We know that saying “yes” to fulfilling every request for training isn’t the wisest move. Not only does it stretch our limited resources, but it’s one of the actions that keeps us in order-taking mode. Every time we simply say yes and deliver a beautiful learning product, we reinforce the message to our stakeholders that
In today’s quickly evolving hiring environment, recruiters need tools that not only keep up but help them stay ahead. That’s why we’re excited to introduce Advanced AI-Assisted Search, an improved search experience that helps you find the right candidates faster, with greater precision and less manual effort. What is Advanced AI-Assisted Search? Advanced AI-Assisted Search
In today’s “Great Reevaluation,” top performers are reassessing their commitments faster than organizations can respond. While companies scramble to offer higher salaries and better perks, they’re missing something fundamental: High achievers aren’t just leaving for money — they’re leaving because of how they’re developed (or, more accurately, how they’re not). Consider the typical performance management
AI is clearly on the minds of C-suite leaders these days — for good reason. Mounting evidence shows AI offers companies a clear competitive advantage. LinkedIn data shows more than half (51%) of businesses that have adopted generative AI reported a revenue increase of 10% or more. No wonder LinkedIn data also shows that 88%
Is there a through line, a secret sauce if you will, to the companies whose HR teams are successfully grappling with the three T’s — talent, technology, and transformation — and reimagining the world of work? We believe there is, and we’ve highlighted it in CHRO Case Studies: Leading from the Front. The magic? Having
We’ve all lived this scenario: You have an intake meeting with your hiring manager and the energy is good and you are feeling it. You ask: “How much of a priority is this search?” The hiring manager says: “Oh, this is my top priority or we can’t move the road map ahead.” You reply: “Got
In today’s rapidly evolving world of work, businesses that fail to embrace an age-inclusive workforce risk stagnation. At Talent Connect United Kingdom 2025, Lyndsey Simpson, CEO and founder of 55/Redefined, brought this issue into sharp focus during her keynote session, Ageless Talent: Redefining the Future of Work. With a career spent championing over-50s talent, Lyndsey
If you’re a talent professional looking to hire nurses and other clinical workers, a new report from LinkedIn, Anatomy of Best-in-Class Healthcare Hiring, has a recommendation for you: Don’t sleep on salary. According to new LinkedIn data found in the report, 68% of nurses and 66% of other clinical talent in the U.S. cite better
