Linkedin Talent Blog
NOVEMBER 18, 2019
In a new report from LinkedIn, The Future of Recruiting , we surveyed nearly 3,000 global talent professionals about the recruiting skills that would become more important by 2025. Three key skill sets emerged: Engaging passive candidates, analyzing talent data to drive decisions, and advising business leaders and hiring managers.
Linkedin Talent Blog
OCTOBER 30, 2019
That’s why many companies are enhancing their recruiting teams by adding specialists dedicated to talent analytics, recruitment marketing, and recruitment tech. They can (and often do) take on the work of many people: data analyst, marketing guru, tech whiz. Still, wearing all those hats can get tiring.
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ClearCompany Recruiting
JUNE 17, 2021
from 2017 to 2025. The market for talent management tools is forecasted to grow 13% by 2027. Over 36 million Americans are expected to be working remotely by 2025, nearly doubling the pre-pandemic remote workforce. The global big data analytics market is predicted to grow from $14.85 billion by 2025. Source ).
Proactive Talent
OCTOBER 21, 2016
The Evolution of Candidate Expectations What used to be a world consumed by job boards, applications, automation, and job hunters is now a place of social recruiting – one where referrals, analytics and integrated recruiting strategies rule. Candidate expectations have shifted drastically, too.
ClearCompany Recruiting
MAY 23, 2023
An estimated 50% of employees will need reskilling by 2025, according to the World Economic Forum, and we know that upskilling and internal promotions boost morale and prevent employee turnover. With HR technology, your company can more easily facilitate training and development initiatives.
Recruiting Daily Advisor
DECEMBER 27, 2019
It also includes new talent analytics that will provide a powerful competitive advantage to firms that can fully assess the labor market supply and what it means for business expansion or relocation.”.
Linkedin Talent Blog
NOVEMBER 11, 2020
She’s been tasked with overseeing the company’s efforts to get to 50% women in its workforce by 2025. Fiona Vines , the head of inclusion and diversity and workforce transition at BHP in Australia, pays particular attention to retention data. Fiona says attrition is still slightly higher for women, but it has shrunk considerably.
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