We’re navigating a dynamic world of work — from an uncertain economy to rapid technological advancements like Generative AI (GAI), which is poised to reshape many of our roles. Companies are being pressed to achieve more with fewer resources, and they have had to both adapt their talent strategies and ways of working to leverage the potential of GAI. At the forefront of these changes—and leading the charge—are talent acquisition (TA) professionals.
More than ever, we’re being called to influence areas traditionally led by other functions, such as talent development, performance management, and employee engagement. This signals the growing impact of our field. So, whether you’re an aspiring TA professional or actively navigating these changes, here are some essential insights to support your success in the journey ahead.
Among the new skills emerging for TA leaders is training and development (T&D)
Workplace transformation is accelerating at an unprecedented pace, with LinkedIn’s inaugural Work Change Snapshot revealing that 10% of workers hired in 2024 hold job titles that didn’t exist in 2000.
In APAC, GAI is expected to drive a 70% shift in skills by 2030—18 percentage points faster than the projected rate without GAI, a trend seen widely across the region. In other words, job roles are evolving even if our titles remain the same.
This underscores the importance of organisational upskilling in the era of GAI. And, in this rapidly evolving skills landscape, our data shows that T&D skills—traditionally important to learning and development (L&D) teams mainly—has now become a critical requirement for TA leaders. In fact, job posts for TA leadership roles listing T&D as a necessary skill have surged by 317% year-over-year.
As talent acquisition expands in influence, our role isn’t just about supporting L&D—it’s about being a guiding force for the talent we bring into the organisation. TA leaders today must balance an understanding of immediate skill needs and a future vision for the evolving capabilities that will drive the business forward.
This dual focus positions us to contribute meaningfully to talent development, equipping our organisations not only to succeed now but also to anticipate what’s next. To do so, we need T&D know-how, which will help us shape resilient, future-ready teams that can adapt and thrive in a world of constant change.
To support TA leaders as our workforce continues to transform, LinkedIn is offering 250 AI courses in 7 languages covering various topics from prompt engineering, to integrating AI into business strategy. These resources are designed to help all professionals across all industries and levels enhance their AI skills.
The second-fastest emerging skill for TA leaders: Adaptability
“Adaptability” has emerged as the second-fastest emerging skill for TA leaders, with a 190% increase in its listing as a requirement in job postings. In today’s fast-paced environment, embracing change is not a choice but a necessity for TA leaders.
In this economic climate, we’re seeing a significant shift. While global hiring has slowed, internal mobility is on the rise. In markets like Singapore, internal mobility has increased by 21%, followed by 8% in the Philippines and 6% in Indonesia, compared to a global increase of 6%. This indicates that companies are shifting their focus to redistributing the talent they already have across their organisation, to navigate ongoing uncertainty.
This change is far from an isolated event—I can confidently say this will not be the last shift we will have to deal with in the years to come. This is why adaptability has become an essential competency for TA leaders.
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