LinkedIn recently turned 20 and that got us thinking about how the world’s changed in the past two decades. Back in 2003, 50 Cent topped the Billboard charts; Beyoncé launched her first solo album; an 18-year-old Cristiano Ronaldo made his debut for Manchester United; and the film adaptation of the musical Chicago won Best Picture at the Academy Awards.

Fast forward to today and Ed Sheeran, Taylor Swift, and Morgan Wallen are topping the charts. Ronaldo, still going strong and rumored to be heading back to Europe after a short stint playing in the Middle East, has entered the conversation as one of the greatest to ever play the “beautiful game.” Beyoncé, now also known as Queen Bey, has seven albums under her belt. And this year’s Best Picture went to Everything Everywhere All at Once starring Ke Huy Quan, an actor who was previously best known for his kid-sidekick role in the nearly 40-year-old Indiana Jones and the Temple of Doom.

Time hasn’t spared the recruiting industry either. In 2003, a recruiter may still have had a Rolodex jammed with contacts, help wanted ads still existed at the back of print newspapers, and, riding a wave that began in the late 1990s, online job sites were increasingly popular with candidates and hiring managers alike.

Today, the talent world is abuzz with the possibilities of GAI, a hiring slowdown has put a renewed emphasis on internal recruiting, and talent acquisition may have found a more permanent seat at that often elusive table with company leaders.

It’s in this spirit of reflection that we posed the following question to five talent acquisition leaders: What’s the biggest change you’ve seen in recruiting in the past 20 years?

Below you’ll find their answers, touching on everything from candidate attire and a team sport mentality to a glass-clinking ode to the constantly evolving world of recruiting.

Tim Sackett: An opportunity to move past a faulty recruiting strategy

“We have an opportunity to get beyond Post and Pray,” says Tim, an HR and talent influencer and president of HRU Technical Resources. “It’s the main recruiting strategy we had 20 years ago and, unfortunately, it’s still the main recruiting strategy we have today: We post jobs and pray for someone to apply. We aren’t going out and finding the best talent for our jobs. We are presenting ‘interested’ talent as the ‘best’ talent to our hiring managers.

“We have amazing technology and communities (including LinkedIn) that have developed over the past two decades and we still are selling those who apply to our jobs as the top talent in our market. This is a lie. It’s a lie we continue to sell our executives in every company. But we’re at a point now where we have the technology and know-how to be better in today’s dynamic talent marketplace.”

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Source: , 23 mai 2023, Mike Irvine