Preparing For The Future Of Work In Recruitment

The Future of Tech Talent isn't what you think... Our AI-powered research at AI ALPI reveals a seismic shift in developer behavior that's reshaping HR strategies: The Rise of Portfolio Developers 📊 Key Findings → • 8 in 10 top developers now run multiple side projects • 73% prioritize employers who support side ventures • 65% generate additional income streams • 47% leverage their projects for rapid skill development Why This Matters ↳Talent Risk: Your best developers are building escape vehicles ↳Innovation Gap: Side projects are becoming innovation engines ↳Culture Shift: Traditional loyalty metrics are evolving ↳Competition: The creator economy is your new talent competitor Strategic Imperatives for CHROs → • Modernize IP policies (86% of developers consider this crucial) • Create "intrapreneurship" programs • Implement flexible work arrangements • Develop portfolio-based compensation models The Opportunity ↳ Transform this challenge into competitive advantage: • Innovation spillover from side projects • Enhanced skill development • Stronger employer brand • Reduced hiring costs • Increased retention through flexibility The Warning ⚠️ Organizations slow to adapt risk: → 3x higher attrition in tech roles → 2.5x slower innovation cycles → 4x higher recruitment costs The Future Is Here: Side projects aren't just hobbies anymore - they're the new career development strategy 🔥 Want more breakdowns like this? Follow along for insights on: → Getting started with AI in HR teams → Scaling AI adoption across HR functions → Building AI competency in HR departments → Taking HR AI platforms to enterprise market → Developing HR AI products that solve real problems #HumanResources #FutureOfWork #TalentManagement #HR #Innovation #Leadership

Futurists use a framework called The Three Horizon's framework which is a helpful way to think about change over a period of time. It's one of the things we used at the University of Houston Foresight program. Horizon 1 is about today and your current way of operating. Horizon 2 is about transitional innovations or the "in between zone" where you are testing new ideas but are still anchored in today's systems and approaches. Horizon 3 is more long-term and focused on transformational futures. When applying this to HR, it can look something like this: ⚙️ Horizon 1: HR of today. -Running payroll, managing benefits, recruiting talent. -Performance reviews, employee engagement surveys. -Ensuring compliance, handling employee relations. -Efficiency, stability, and scale. 🛠️ Horizon 2: This is the HR in transition. -From roles to skills. -From static career paths to dynamic talent marketplaces. -From traditional management to distributed leadership. -From generic engagement efforts to personalized employee experiences. There’s no playbook. But this is where progressive CHROs are spending time—experimenting, iterating, and evolving. I see this a lot with my CHRO group Future Of Work Leaders (link in comments) 🌌 Horizon 3: This is the transformative future of HR. -What if your EVP was co-designed with AI and adjusted in real-time? -What if every employee had a personal AI career coach that evolved with them? -What if we stopped “managing” people and started orchestrating ecosystems of work? In Horizon 3, HR is not a department. It’s an experience engine. A culture architect. A strategic integrator of people, technology, and purpose. 🔮 Futurists use this model not to predict—but to prepare, provoke, and build. The most future-ready HR teams aren’t waiting for disruption. They’re designing the future while maintaining today. The future of HR isn’t something you respond to. It’s something you lead. Follow Jacob Morgan for more content on employee experience, HR, the future of work, and employee experience. #FutureOfHR #HRLeadership #ThreeHorizons #StrategicHR #EmployeeExperience #FutureOfWork #CHRO #Leadership #FuturistThinking #FutureReady

The old recruiting playbook is broken. The talent supply chain mindset has to keep up with the workforce. Workforce planning ➜ Forecast demand before it becomes urgent. Talent pipelines ➜ Not just for active candidates ➜ Passive, rediscovered, and internal talent. Sourcing strategies ➜ shift from reactive hiring to proactive market mapping. The companies doing this right are filling roles AND designing supply chains that: ✔ Predict hiring needs ✔ Optimize sourcing ✔ Stay ahead of talent trends Future-proof your recruiting strategy. ➜ Use historical trends, hiring velocity, and business growth projections to figure out hiring needs before they become fires to put out. ➜ Your next hire is probably already in your network. Look at past applicants, passive candidates, and internal mobility. ➜ Monitor competitor hiring trends, salary shifts, and skill demand to stay ahead. ➜ Use AI and automation for repetitive tasks. Let recruiters focus on sourcing and engagement. Think beyond the open role today. #hiringbestpractices #recruiting #jobmarkettrends

In TA and want to know what your leaders are being asked to plan for? 2024 trends from the top down to HR/TA department heads: 1️⃣ Do more with less (people and tools): ✔ Talent density experimentation and analysis to key in on maximizing each individual's performance and predict how to hire better ✔ Assess tool stacks to identify redundancies. Consolidation of tools into a one-stop shop for process, cost, and speed. Which tools can do more under one umbrella? ✔ Creation of or focus on tightening the reigns for performance criteria (think KPIs, OKRs) to ensure real-time assessment of team and individual performance 2️⃣ Where the adoption of AI will gain the most benefit for the organization: ✔ The hunt for AI: Identify where there are problems in the organization that AI can solve. Is it tool consolidation (one-stop ATSs, interview transcription tools that create rubrics and interview templates); Process streamlining, or reducing (coordination/sourcing) people resource reliance; Predictive analytics for candidate scoring and/or quality of hire ***Focus on time, money, and resource savings*** 3️⃣ From early/mid-stage startups to large enterprises: Scale globally, particularly in lower-cost countries: ✔ Building and beginning the execution of annual and long-range global expansion strategies. Problems to Solve: Geo/countries? Entity, PEO/EOR, RPO? TA capacity/Delivery alignment; timelines and resource needs; cost optimizations (comp, benefits); internal operational support structure (follow the sun support). The key questions: How do we continue our growth trajectory (or speed it up) and keep talent acquisition costs flat? 4️⃣ Future of work - Specific to where we work. Continuing discussion and planning for supporting a more distributed workforce: ✔ TA - What is our talent attraction philosophy? In-office mandates and hiring within 40-50 mile radius of offices...requires more office space or a more precise location focus; fully distributed hiring globally (hire the talent wherever they are); Geographical focus (hire in certain countries or regions: APAC, NAM, LATAM, EMEA with a focus on timezone vs. proximity to an office) ✔ HR/Talent Development - Tooling that supports an inclusive, communicative distributed workforce (think training, comms tools, flexible performance structures) AND Org design (modeling for proper ratios by region, leadership coverage, timezones) ✔ Legal/ Comp/Benefits: Can we legally operate in regions we desire to hire and what is the risk profile of doing business? Can we reasonably and cost-effectively compete for talent and pay fair wages/benefits to employees in desired regions while saving on cost Job seekers: Map your experience in these areas to relevant problems you can solve for the company for interviews. Employees: Be curious, take a stretch project. Company wins, you win. #management #HRtrends #jobsearch #Talentacquisition #Humanresources #futureofwork #startups #productivity #careers