Why HR leaders need to stop making do

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At a critical time in the race for talent, HR leaders are increasingly making do with limited resources and tools. LinkedIn discusses the challenges in plugging skills gaps and how the right resources can help make hiring easier

IN THE race to attract and retain top talent, competition is tougher than ever. Talent pools have shrunk, and employers still face significant skill shortages. After three years of pivoting and adapting, HR teams are also fatigued by constant change. In this environment, many teams are still having to ‘make do’ with limited tools and systems for hiring and retention. According to LinkedIn, now is the time to stop making do and start investing in tools that help HR teams tackle these demands head-on.

With more than 800 million members, LinkedIn is the largest professional network in the world and a popular choice among professionals looking to advance their careers. Use LinkedIn to find top talent and improve your employer branding. LinkedIn Talent Solutions are built to help companies of all sizes throughout the entire candidate journey. Our range of solutions will help you plan, hire and develop more effectively than ever, helping you to build winning teams!

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“Our partnership with LinkedIn enables us to elevate our learning, engagement and hiring experiences and put human skills at the heart of our talent strategy”

Renato Manuel Jiao, Globe TELECOM

LinkedIn’s 2022 Global Talent Trends report shows a 14% decline in hiring rates in Singapore between September 2021 and September 2022 – a sign of a slowing economy after its “meteoric rise” in 2021. LinkedIn chief economist Karin Kimbrough notes that the labour market remains tight, and employers need to get a strong grasp on the skills they have and which skills they still need to attract and develop. “Amid this uncertain backdrop, we anticipate further deceleration in hiring from the historical highs seen [in 2021],” Kimbrough says. “Having that understanding will help [organisations] weather economic highs and lows and labour market volatility.” When it comes to training and upskilling staff, HR leaders say that finding and building the right skills for their organisations’ gaps is difficult. Research from Gartner revealed that 40% of HR leaders can’t build these solutions fast enough to meet their evolving needs, and, despite recruiting being a top priority for these leaders, 36% say they don’t have sufficient sourcing strategies to find the skills they require. When these pressures lead to staff attrition, the knock-on effect on the rest of the team can be significant. If key people leave the HR department, the workload will inevitably shift onto the remaining team members, leaving them to quickly learn new specialist skills to fill the gap. It also creates a lot of pressure to fill critical job vacancies, and, with the labour market tightening across APAC, critical skill shortages become a significant issue. Add in a limited time frame, and HR teams have to decide which roles take priority, putting pressure on already-reduced resources.

Addressing skills shortages under high-pressure conditions is no easy task for an HR leader. Given the current tight labour market, recruiters often spend valuable time interviewing candidates who don’t have the skills they need – and with recruitment costs growing, the pressure to justify these accumulating costs increases. For HR leaders, these ‘make do’ moments often result in trade-offs between saving on costs and investing in the right talent. These tough calls can have ripple effects on an entire organisation, its people and, ultimately, its HR leaders. This is a timely opportunity for employers to stop making do and start

To help tackle the race for talent and its growing pressure on resources, LinkedIn’s Enterprise Program aims to help HR leaders finally stop making do, offering recruitment cost certainty and skill-building capabilities all under one roof. It helps them make the shift from traditional hiring to a skills-first and upskilling mindset. Enterprise Program provides single pricing for all job posts custom-built for each organisation. It also provides limitless job posts for every open role and supports internal skill-building and development with limitless access to over 39,000 skills and more than 18,000 LinkedIn Learning courses.

“As Globe continues to evolve, it is more important than ever to invest holistically in our people,” says Globe Telecom’s chief human resource officer Renato Manuel Jiao. “Our partnership with LinkedIn enables us to elevate our learning, engagement and hiring experiences and put human skills at the heart of our talent strategy.” To find out more about the LinkedIn Enterprise Program, click here.

Addressing skills shortages

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The challenges ahead

This year will be tough for HR leaders. They are facing a cooling economy, ongoing uncertainty, slower hiring rates and fierce competition for talent with the right skills.

Doing more starts here

To help their organisations stand out from the crowd, the LinkedIn Enterprise Program encourages employers to build a LinkedIn Careers Page. The Enterprise Program has already generated excellent feedback from major clients, with Globe Telecom praising its ability to build critical skills and competencies at an essential time.

SINGAPORE

-14%

AUSTRALIA

-14%

NEW ZEALAND

-12%

Sept 2021–Sept 2022

Hiring rates

of leaders can’t build skill development solutions fast enough

40%

of leaders say recruiting is a top priority

46%

of leaders say their talent sourcing strategies are insufficient

36%

Gartner, 2022

HR challenges

LinkedIn Global Talent Trends report 2022

doing more. This means investing in their HR teams, filling critical skill gaps and taking the pressure off their employees, their businesses and their leaders.

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