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
A strong LinkedIn network can help you access hidden talent pools, learn from other professionals, and find new job opportunities for yourself. But you can miss out on these benefits if you’re just beginning your career as a talent professional. This can be especially true for those with a network gap. Women and people who
Imagine opening Netflix and having to apply to watch a movie. You find the title you want, fill out a short form, wait two weeks, and hope the algorithm approves your request. Sounds ridiculous, right? Now think about how most companies hire. A need emerges, we open a job, craft a description, post it, wait
Over the years, talent professionals have likely heard many arguments against the cover letter, including that it’s unnecessary and even obsolete. In a recent article, the Harvard Business Review takes the opposing view, emphasizing the importance of cover letters even when they’re not explicitly required: “As long as human beings are still making hiring decisions,”
Jobs are evolving. LinkedIn data suggests that from 2015 to 2030, some 70% of the skills used in most jobs will change, with AI emerging as a catalyst. That’s why it’s becoming increasingly important for professionals to understand and use AI tools in their roles. The people who can harness this technology will be able
You’ve probably heard that “AI agents” are the next big thing — that they’re an evolution beyond the chatbot-style AI popularized by tools like ChatGPT and that they’re going to change the way we all work. But for many recruiting professionals, all this agent talk is still only theoretical. What does the “agentic” future look
Ever since Human Resources began stretching beyond its beginnings as Personnel and Payroll, HR leaders have clamored for a seat at the table. Now they have it. And the table, it turns out, is piled high with growing expectations: Organizations are looking for their CHROs, among many other things, to usher in the era of
If you’re an HR pro, a recent article from Fast Company encourages you to travel back in time to the year 2015. “‘Uptown Funk’ was blaring on digital music outlets,” FC writes, “Snapchat filters were laid over every selfie, and hoverboards were all the rage.” It was also the time when marketing departments confronted disruptive
Worried about holding on to your most talented employees? You’re not alone: Nearly nine out of ten (88%) organizations are concerned about employee retention, according to the 2025 LinkedIn Workplace Learning Report. The cost of losing top talent goes beyond replacing employees — it includes the loss of essential institutional knowledge and business skills. At
Learning and development (L&D) plays a pivotal role in shaping successful organizations. The logic seems simple: Equip employees with the right skills and they’ll drive stronger business outcomes. Yet many L&D leaders still struggle to demonstrate the tangible impact of their programs to the C-suite. Compounding this challenge is the ongoing skills crisis. According to
