[Music] hi I'm Brendan Brown welcome to talent on tap I head up recruiting here at LinkedIn today we're talking about LinkedIn's 2020 global talent trends and there's four of them with one theme let's get into it first trend we're gonna tackle is employee experience so what is employee experience it's the idea of shifting both mindset and practices from a company where employees work for the company and now shifting to really where the company really works for the employees we know that talent largely is the number one thing at any organization and it's that talent that's gonna help that company win in order to do that prioritizing what the experience is for employees day to day is something that can really make a difference in terms of retention commitment quality of work quality of life etc second trend is people analytics not necessarily a new topic but I can tell you having spoken to many of our customers at LinkedIn and my peers in the recruiting industry the varied investment in people analytics is pretty significant so one you need to start building a team that has that capability but really the goal is to start to evolve human resources from what has been a legacy risk management organization policy driven organization and instead thinking about how can I advise the business what are those trends that I'm starting to see or insights that I'm starting to see and some of our data that the business really truly needs to understand things to think about in terms of what you could measure you can actually measure employee experience a lot of organizations will do surveys on a quarterly annual or biannual basis identifying skill gaps is something that people analytics team can help out with almost instantaneously and think about that as a recruiter if you want to understand truly where the skill gaps are within your company for example maybe an engineering leader thinks that there's enough Python skills to deliver the roadmap but you take a look at the skills within the company you realize mmm it's not there if you can bring that conversation with some data to that engineering leader I can guarantee you that that conversation will be different than you had in the past other things like evaluating how effective your recruiting channels actually are competitive intelligence is something that's very analytically and data-driven but all of these lead to you becoming much more of an influencer in your credibility going up significantly so I believe that people analytics will be the backbone of HR as we move forward into the future it's going to become a table stakes thing for any Talent team if it's something that you're not thinking about or not prioritizing you can start small and if you already have a team there's nothing to do but go forward and continue to get more sophisticated in the work that you're doing the next big trend is internal recruitment some people might call it internal mobility very very very bored my experience in talking to my peers recently has been that this is something that lots of folks are prioritizing so internal recruitment is is just that it's moving people around the company but what I would say needs to change is the fact that historically at many companies people move around the organization in a way this may not be that intentional or that strategic so we as talent professionals and recruitment professionals need to think about what role we can play and doing a few things one making sure that we're proposing strategies and processes to make sure we move talent around the company in a way that helps us achieve what the business needs to get done but I can tell you from a retention point of view if you have a strong commitment to internal recruitment a good process to back it up and good transparency and awareness of where all the opportunities are retention will have a nice benefit because people stay longer so there's a massive motivation to make sure that we're prioritizing our internal talent in a way that's going to give us the impact that we need for the business the fourth trend is multi-generational workforce so today we have Gen Z Gen X Millennials baby boomers often working together in organizations across the world it's a really unique blend of experiences and demographics and I think it's a massive opportunity often times it is not really unleashed or maximized first and foremost it's good to understand what these generations are all about and the fact that they may value different things may behave differently may find purpose in different ways so a few companies I've talked to have done interesting things like reverse mentoring having baby boomer workers have a mentor who is from gen Z and formalize those conversations and create a dynamic in which people can learn from each other in a meaningful way so understanding and hiring people to help build a product sell a product develop a service that will meet the needs of their peer out in the market is really really important if I'm twenty-two years old trying to build a product for people that are sixty chances are I won't be able to build a great product but if I'm 22 and I can help recruit someone who's 60 to help me build that product so it really meets the needs of that generation good things are gonna happen am i leaping to conclusions about someone who's from a younger generation am i bringing bias about thinking about someone who's in a generation who's older than I am and finding out if there are people that can help be a sounding board or even a mirror for me in terms of making sure that they check me if making assumptions of bringing bias to the table that I really need to to drop and get over so those are four trends that are in our report this year and then there's also one theme which is empathy and I think this is absolutely critical in organizations today having empathy and really putting yourself in someone else's shoes I think is monumental because empathy when it's a part of the fabric of an organization I know that my fear would be reduced I'm not going to be afraid to go into a meeting and to get a bunch of hardcore feedback from someone that then may crush my confidence I might become less likely to speak up next time in a meeting so empathy I think is sort of the currency that can sort of flow through an organization to make sure that people can actually do their best work but it's something that needs to be active so I believe it can be a differentiating factor from organizations that are good to organizations that are spectacular in terms of people feeling like they can be themselves they can use their own voice in a way that means something and they can have a set of relationships that are much deeper than a transactional office relationship that many of us have experienced in our careers today so there's our four trends our one theme for 2020 let us know if there are things on your mind that you want to be talking about we will definitely be digging into these topics more as we roll through 2020 and looking forward to seeing you next time on talent on top [Music]