Every profession has challenges. Everyone has something they can complain about, something that isn’t working the way it should. Learning and development (L&D) isn’t any different. In reality, challenges are the reason professions — including L&D — exist in the first place. Solving challenges is why this profession started and it’s why we still exist.
I recently wrote about how important speed is to getting quality talent. We have to move quickly or we risk missing out on the best talent, as the best talent is often impatient. But we also have to be sure we’re investing time up front in aiming before we fire. We should only move quickly
Sometimes when you are interviewing, you may find yourself stuck in the “we-eds.” That’s when every response from your candidate starts with “we” — “we” accomplished this or “we” struggled with that. Candidates use “we” for two reasons: one noble and one nefarious. Noble use: “I feel uncomfortable bragging, and I want you to think
If you’re a talent professional, you know how frustrating it is when a promising hire falls short. With global hiring still sluggish and companies becoming increasingly strategic about headcount, quality of hire has never been more critical. It’s no surprise, then, that 89% of talent acquisition pros in LinkedIn’s newly released 2025 Future of Recruiting
If you’re having retention issues and are losing high performers to competitors, it may be time to focus on an often-overlooked role within your organization: the middle manager. “Companies need to upskill their middle managers urgently,” Fast Company writes in a recent article, “to keep employees engaged and stop hemorrhaging talent. After all, talent is
For most companies, employer branding is straightforward — it’s how an organization shapes its image to attract and retain top talent. But for staffing firms, the playbook is different. Unlike many other types of business, staffing agencies must appeal to three distinct audiences: the talent they place, the clients they represent, and the recruiters and
I’m not surprised at all to see AI literacy as a top skill in LinkedIn’s recent Skills on the Rise report. I’ve been especially intrigued to see AI tools making a direct impact on the talent acquisition profession. Quick story: I’m a senior recruiter at LinkedIn supporting our corporate functions (primarily finance and legal). I’m
TL;DR — You need speed to get quality, and you need quality to get speed. Sometimes, with unrealistic hiring managers, we in recruiting need to explain tradeoffs between speed, quality, and cost. Cheap and fast doesn’t always get you quality. Quality and cheap? It can take forever to find, and underpaid people become a flight
As AI continues to transform the world of work, one thing is clear: AI skills are no longer a nice-to-have, they’re a must-have for employees and organizations aiming to succeed and grow. And according to a recent LinkedIn study, companies in the top quartile of AI literacy had 18% higher revenue than companies in the
Talent professionals are swamped. When I talk to LinkedIn Talent Solutions customers like you these days, I regularly hear that you’re being asked — among many other things — to: Do more with less. Compete successfully for specialized, hard-to-find talent. Seamlessly integrate AI into your company workflows to increase productivity and efficiency. Bridge the skills
