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#recruiting #recruitment #recruitingagency #hiring #linkedin When it comes to hiring and partnering on hiring, values alignment matters. Recruiter Auntie has some VERY STRONG OPINIONS about ethics in recruiting. Here, we break down the exact kind of agency (and recruiter) we won't be touching with a 10 foot pole. ____________________________________ 💁🏼 Please like and subscribe! Tell your friends! Follow me on all the things: 👉 My Site: https://www.recruiterauntie.com/ 🤳 My Social: LinkedIn https://www.linkedin.com/in/amymil/ Twitter https://twitter.com/YogaPantsRec Instagram https://www.instagram.com/amyamesmiller/ Facebook https://www.facebook.com/amymiller15 TikTok https://www.tiktok.com/@recruiterauntie?

AD One of my favorite things about LinkedIn's Future of Talent Report is that it has something for everyone. Whether you work in talent acquisition or you’re trying to get hired - you NEED to read this report. Recruiters, it’s time to ask better questions. Are we starting with the job description, or the business problem we’re trying to solve? Are we spending enough time evaluating evidence and building relationships, rather than just searching resumes? Are we recruiting the same way we’ve always done? It’s time to rethink how we show up.  Job seekers, this can help you too. We’ve seen how it’s all too easy to use AI to create highly polished resumes and profiles. Certainly nothing wrong with a little AI support, but if everyone looks the same? Proof of your skills and abilities now becomes incredibly valuable.  Verification. Demonstrated skills. Specific accomplishments. Professional activity. Real connections. These are the key data points and actions that will help job seekers stand out in the ways that really matter. Explore the LinkedIn data and insights shaping the future of TA: https://business.linkedin.com/hire/resources/report/future-of-talent?trk=inf-share @LITalentSolutions

AD What does a strategic talent partner do that a traditional recruiter doesn’t? That was my first question for two TA leaders at LinkedIn's Talent Connect Summit. Then the follow-up - as our industry evolves, what do recruiters need to learn? Let’s be real - “strategic talent partner” has officially entered the corporate phrase danger zone. It sounds great. It looks great on a slide. But what does it actually mean in practice? I wanted to hear from TA leaders about the behaviors and skills that distinguish a recruiter who is filling jobs from a talent partner who is helping the business solve talent problems. We can’t just throw out clever soundbites and buzzwords. We need to lean all the way into this new way of working in Talent Acquisition. And yes, during all of this VERY SERIOUS INTERVIEW DISCUSSION, Recruiter Auntie was sipping an iced coffee. Because why not? We’re making the rules now. Two conversations. Incredibly thoughtful answers. A lot to consider about where our profession is headed. Watch their takes then let me know - what skill do you think recruiters need to build NOW that will matter most in the future? @LITalentSolutions #TalentConnect #FutureOfTalent

AD Filling a job requisition is not a talent strategy. That distinction is going to separate the TA organizations that evolve from the ones that simply keep recruiting with newer software. One of the things I’m watching closely coming out of LinkedIn's Future of Talent Report is the shift from “How do we fill this role?” to “What does the business actually need?” That sounds subtle. It’s anything but. Once you start with the business outcome, the recruiter’s job gets a whole lot more interesting. Maybe the answer is a hire. Or internal mobility. Succession planning. Redesigning work. Automating repetitive tasks. Building a talent pipeline before a role even exists. The report lays out four emerging personas in Talent Acquisition - The Headhunter, The Advisor, The Architect, and The Concierge. I’m fascinated by what happens when we stop treating those as job titles and start thinking about them as capabilities the modern TA function needs. The future of recruiting is NOT “everyone becomes an AI recruiter." It’s answering a much more interesting question - "What kind of talent organization does the business actually need?” This is where Brené Brown's comment during the Talent Connect keynote really stuck with me - “People want to know that technology is happening for them, not to them." I’d suggest that applies to candidates just as much as employees. It also puts a pretty big responsibility on all of us working in TA. We get to help shape what that future actually feels like for the humans on the other side of the technology. I’m here for it. Explore the LinkedIn data and insights shaping the future of TA: https://business.linkedin.com/hire/resources/report/future-of-talent?trk=inf-share @LITalentSolutions #TalentConnect #FutureOfTalent

AD I’ve been on LinkedIn since 2006. I’ve seen a lot of features and fixes in that time, including the latest evolution of Hiring Assistant. So when I tell you this is one to watch, I mean it. My team recently got access to Hiring Assistant, and my recruiters LOVE it. They’re spending less time hunting through profiles and more time doing the actual recruiting work: talking to qualified candidates, partnering with hiring managers, and moving people through the process. At the LinkedIn Talent Connect Summit, Dan Shapero announced Hiring Assistant 2 - the next evolution of Hiring Assistant. Now let me tell you what REALLY caught my attention. VERIFICATION. We have officially entered the era of “okay, but can we trust the information?” Hiring Assistant 2 brings additional signals into the recruiting workflow -  including LinkedIn verifications, prescreening responses, relevant work evidence from Connected Apps, and flags for information that may deserve a closer look. I want technology to help my team get better information faster so that we can make better-informed decisions. The less time they’re chasing “proof”, the more time they have to actually talk to candidates and business partners. A common frustration across the Talent Acquisition industry is how all resumes are starting to look the same. I get it! Candidates want to stand out. Validated information can help them stand out for the right reasons. Now for my recruiter friends? It means more time spent on the candidates who warrant a conversation - not endless scrolling and administrative nonsense. The bottom line is simply this - the best recruiting partnerships are built on trust. I’m very interested in what happens when we have better data to help earn that trust. Meet the next generation of Hiring Assistant. Learn more about LinkedIn Hiring Assistant 2: https://business.linkedin.com/talent-solutions/hiring-assistant?trk=inf-share @LITalentSolutions   #TalentConnect #LinkedInHiringAssistant

AD Day 1 at LinkedIn’s Talent Connect Summit, and it gave me A LOT to think about. Here’s one data point currently living rent free in my head. 31% of large tech companies have become leaner. AI startups? Revenue per employee is 66% higher than at large tech companies. Read that again. If companies are building smaller, leaner teams while expecting those teams to create more value, the conversation around talent has to change. Recruiters can no longer wait around to find out “How many people do we need?” We have to start leaning in with our business partners and ask “What talent do we need - and what can that talent actually unlock?”  Speaking of unlocking - can we talk about Hiring Assistant 2? My team already loves it - now they’re getting a whole new level of personalization, workflow capabilities, and hiring signals. I can’t wait to see their reactions. Then there was Leland Melvin. Former NFL player. Engineer. NASA astronaut. Is there anything Leland CAN’T do? His keynote was a pretty spectacular reminder that careers don't always move in a straight line. The skills someone brings from one chapter of their career may be exactly what makes them exceptional in the next one. For recruiters and talent leaders, THAT is the interesting part. Maybe the future of talent isn't just about finding people who have already done the job. Maybe it's about getting much better at recognizing what people could do next. Bottom line - LinkedIn Talent Solutions is helping talent teams hire for what’s next and I can’t wait for y’all to see it - learn more here: https://business.linkedin.com/hire/hiring-assistant?trk=inf-share I’m ready for Day 2. Let's see what else Recruiter Auntie can get herself into. 😂

Ad I’m on the ground at LinkedIn Talent Connect talking about what’s changing in talent acquisition and, more importantly, what recruiters and talent leaders need to be paying attention to. The future of talent isn’t just about adding more AI to the tech stack. It’s rethinking how we work, build teams, and make better decisions. The Talent Connect Show kicks off today, with global broadcasts featuring conversations on AI, workforce readiness, building trust in AI, and putting AI to work. If you’re in recruiting, TA, HR, People, or just trying to figure out what the heck happens next in the world of work… you’re going to want to watch. Find out when to tune in, what we’ll be talking about, and who you can expect to hear from here: https://www.linkedintalentconnect.com/show?trk=inf-share @LITalentSolutions

Ad “You’re doing what now??” The reaction I got from a few people close to me when I said I was off to NYC to explore AI in Recruiting!! I know I know – I have a bit of a reputation as a bot slayer, but the truth is, I’m EXCITED about new ways of working. I care deeply about improving recruiting and Talent Acquisition for ALL of us (hi job seekers). I LOVE technology and believe it or not – your girl is an early adopter. That’s EXACTLY why I am so jazzed to attend @LinkedIn’s Talent Connect. My team absolutely loves Hiring Assistant – they use it EVERY DAY! You best believe I want to investigate what’s coming so I can help empower THEM to be their best. From defining what “good” looks like to how to put AI to work, we’re covering it all. Want to watch along? Find out when to tune in, what we’ll be talking about, and who you can expect to hear from here: https://www.linkedintalentconnect.com/show?trk=inf-share @LITalentSolutions #TalentConnect