LinkedIn: Generative AI might play a big function in recruiting


The Future of Recruiting 2023 report makes forecasts shaped by GAI, economic uncertainty and the worldwide skill scarcity.

A recruiter looking at resumes. Image: elizaliv/Adobe Stock Tech employers need to keep in mind talent lacks, layoffs, spending plan cuts and economic unpredictability, as well as variety, equity and addition mandates. Suffice it to say, it’s not a simple time to be an employer.

But LinkedIn’s The Future of Hiring 2023 report discovers that generative AI tools such as ChatGPT might take some of the pressure off. About two-thirds (68%) of hirers surveyed in February 2023 said they were “really confident” or “carefully optimistic” about generative AI’s impact on recruiting.

“Generative AI– i.e., tools like ChatGPT that smartly generate content– is an interesting new innovation that holds promise for talent specialists, a lot of whom believe it can assist in lengthy jobs, like drafting task descriptions and individualized messages to prospects, to name a few,”the report stated.

The top recruiting results employing professional participants stated they wish to see from GAI tools are:

  • Automate repetitive tasks to focus on more strategic work (74%)
  • Make it faster/easier to source prospects (67%)
  • Make it faster/easier to engage candidates (59%)

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How GAI can help recruiters

While the innovations and abilities utilized on the planet of work continue to change, today, both are driven by AI, stated Jennifer Shappley, vice president of worldwide skill and acquisition at LinkedIn.

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“We understand that the number one objective of hirers is to discover the right prospect quick. Our current research found that 75% of hirers hope that generative AI can assist them discover new candidates,”she stated. Another pain point for employers is writing a task description, which can be a lengthy and uphill struggle, particularly if they are having a hard time to draw in the best prospects.

“With generative AI, we can integrate this technology into our products to assist improve parts of the working with procedure, so employers can focus their energy on the more strategic aspects of their task,”Shappley said.

One way LinkedIn is doing this is by screening brand-new AI-powered task descriptions that will make it faster and easier to compose job descriptions and bring in quality candidates for a function.

LinkedIn working with predictions

The report laid out a variety of recruitment forecasts.

Continue structure diverse labor forces

Besides using GAI in the employing process, LinkedIn is predicting that companies “will stay dedicated to constructing a diverse workforce” regardless of the uncertain economy.

Though the majority of hiring pros said employing general has been negatively impacted, three out of four said that DEI hiring is not being deprioritized– in reality, nearly 20% said it’s a higher priority now, according to the report.

Work with more agreement employees

As an outcome of the turbulent times, LinkedIn is likewise predicting employers will hire more contract workers “as a hedge against uncertainty.”

The job website based this prediction on the reality that in the U.S., for example, LinkedIn task posts for agreement positions are growing much faster than task posts for full-time staff members, which is reasonably stable. The report defines contract positions as labor “contracted” out to a company for a finite quantity of time listed by an agreement, whether full-time or part-time work.

Keep recruiting/staffing internal vs external is pretty uniformly split

The data indicates a more steady split: 22% of business anticipate to spend more on in-house recruiters this year vs. in 2022, while 23% anticipate to invest more in external staffing companies.

Stay notified about candidates’ leading concerns

Another prediction is that companies will keep a closer eye on what candidates most desire in order to remain competitive in a tight labor market.

On a monthly basis, LinkedIn surveys over 20,000 members about the most important factors they weigh when thinking about a new job. The leading concern for candidates today is exceptional payment and advantages, by a relatively large margin. This is followed by work-life balance and versatility and compensation, which the report said are likewise the two fastest-growing top priorities year over year.

“There’s much more to your employer brand name than great pay and versatility, and offering them might not make you stand apart– but be cautioned: If you don’t supply them, talent will take notification,”the report stated.

Upskilling will be key to internal recruiting and varied hiring

2 other predictions focus on upskilling. One is that business leaders will recognize the value of filling open roles with homegrown talent, offered the shaky economy. Some 75% of recruiting pros said that “internal recruiting will be an important aspect shaping the future of recruiting over the next 5 years.”

An associated prediction is that upskilling will be a key tool for employing a varied labor force. Eighty-one percent of hiring pros said upskilling and reskilling employees will be a crucial consider forming the future of recruiting over the next five years.

Tips for working with leaders to bring in tech talent

A key method to work with talent today is to concentrate on skills rather than pedigree, Shappley stated. “Gone are the days where degrees were prioritized. Today it’s about abilities.”

She suggested that talent professionals focus on three things:

  • Compose task descriptions to consist of skills and not unnecessary qualifiers like a four-year degree.
  • Inquire about a candidate’s skills during the interview process.
  • Help ensure the entire hiring team has a skills-first focus when hiring.

LinkedIn has been dealing with developing a skills-first labor market “that makes it much easier for companies to hire and establish skill based on skills, and for members to stick out and get hired based upon their skills,”Shappley said.


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