Jenny Halpern

We work with 600+ partners to track real-time changes in the inclusion space. Our latest guide breaks down major shifts and the practices that are standing strong. Swipe through to explore the trends, and how your organization can move forward with clarity and confidence. #HR #Talent #DEI #Inclusion #InclusiveLeadership #ERG #ERGs #BRG

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My morning news scroll, featuring yet another " global Tech Giant Layoffs plan" headline, immediately brought back the recent recession's challenges and the lingering questions about talent strategy in volatile times. It made me wonder: can Talent Acquisition (TA) truly transcend reactive cycles and become architects of a resilient, cost-effective future workforce? This led me to envision the transformative power of Artificial General Intelligence (AGI) in recruitment. I imagine a future where: • My morning coffee isn't accompanied by market anxiety, but by an AGI-powered dashboard proactively mapping talent needs for 18-24 months. It anticipates market shifts, identifies critical skills and potential gaps, and even pinpoints passive, high-potential individuals globally – not just for a role, but for our evolving culture and long-term strategic direction. This is a living blueprint for sustainable growth. • Initial interviews are handled objectively and empathetically by intelligent virtual partners. This frees human experts for profound, strategic dialogues about leadership, innovation, and genuine impact, truly assessing a candidate's fit for our unique environment. • Offers are made without guesswork or bidding frenzies. AGI analyzes real-time global compensation, understands candidate motivations, and projects long-term value. This enables personalized, data-optimized offers that are competitive and deeply resonant, fostering genuine commitment and long-term retention. • Onboarding transforms into an adaptive, intelligent journey. AGI anticipates learning curves, connects new hires to vital networks, and predicts integration challenges, allowing proactive support to ensure every team member thrives. Background checks are handled with swift, unerring accuracy, fortifying organizational foundations while maintaining ethical boundaries. The most profound realization is that this isn't just about technological advancement; it's about reclaiming strategic control and unlocking massive value. It's about radically reducing dependence on external agencies for critical talent work. Imagine millions in outsourcing costs reinvested into innovation, employee development, and the core of what makes companies resilient and sustainable. For me, this journey is deeply personal. It's about moving beyond reactivity and the painful boom-and-bust hiring cycles. It's about embracing AGI to empower TA as the strategic architect of an adaptive, thriving workforce, making us the undeniable competitive edge our organizations need, especially in turbulent times. What thoughts does this ignite for you? How do you envision navigating the future of talent with such powerful tools? #TalentAcquisition #AGI #FutureOfWork #HRTech #RecruitmentInnovation #StrategicHR #WorkforcePlanning #AI #FutureOfTalent #CostSavings #InHouseRecruiting #HumanCapital #LinkedInForRecruiters #Resilience #EconomicDownturn

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Most workforce strategy conversations still center on corporate roles. Meanwhile, nearly 80% of workers are on the frontline. That’s where scheduling, pay, skills, compliance, hiring, and engagement are all moving at once. When those pieces don’t connect, leaders end up reacting instead of planning. UKG is leaning into that complexity with an integrated approach built specifically for frontline-first organizations. Josh Bersin’s recent write-up dives deeper: https://ukg.inc/4aKeAqu #Frontline #WorkforceStrategy

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Diversity isn’t just a value—it’s a competitive edge. Embedded in talent, strategy, and structure, it drives faster problem-solving, stronger teams, and resilient growth. From inclusive talent pipelines to cross-regional collaboration, diversity builds agility across every layer of an organization. When woven into how we work, innovate, and lead, diversity becomes a capability that powers lasting impact. 🌍✨ #TessellationGroup #PiecingTogetherSustainability #InclusiveGrowth #DiversityInAction #DEI  

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Denise Brown, Talent Acquisition Specialist at First Call, shares her key takeaways after reading SHRM’s 2026 Talent Trends Report See her insights below! 💭 Companies can’t rely on hiring alone to solve workforce challenges. Nearly 70% of HR professionals still struggle to recruit, so more organizations are developing existing talent. In manufacturing, especially across Indiana, growth is coming from investing in training and internal mobility, not waiting for the “perfect candidate.” My take: the future of hiring will be driven by adaptability, trainability, and long-term retention—not just resumes. Are manufacturers building talent internally, or relying on reactive hiring? Share your thoughts below. https://lnkd.in/gWN7qU9U #Manufacturing #WorkforceDevelopment #TalentStrategy #HRTrends

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TALENT AND/OR/VS OPERATIONS TLDR: are CHROs the new business problem solvers? Partnering with leaders rather than servicing administrative ask? I’m seeing a huge shift in org design: the CHRO isn’t “the head of talent” anymore, they’re being asked to act like a head of talent + operating system. Not in the admin sense. In the “how do we make this company execute through people?” sense. A few patterns I’m noticing: -The CHRO role is expanding from hiring + HR programs into capability-building, performance systems, leadership effectiveness, workforce planning, and change execution. -The CHRO/COO relationship is becoming one of the most important partnerships in the C‑suite: COO owns the operating rhythm; CHRO ensures the rhythm is realistic, adoptable, and sustainable for humans (and therefore repeatable). -CEOs are still highly focused on retaining and engaging employees, 60% ranked this as the most important...but what about the other 40% are they missing out! -the other 40% of CEOs are focusing priorities of growth and technology/AI So what does that mean for the “people vs process” debate? I don’t think it’s people or process. It’s problem-solving over process-building. • Process builders optimize what’s known. • Problem solvers design for what’s changing (skills, AI, structure, speed, accountability). My take: the best CHROs are becoming enterprise problem solvers—translating big CEO intent on talent into actionable, operating reality. What are your thoughts on your company, is the CHRO closer to the COO… or still treated as a service function?

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I’ve spent nearly 15 years in HR, but my first five years were deep in the weeds of benefits and comp. If you’ve ever tried to decode a US healthcare plan, you know that navigating it can feel soul-crushing. Benefits can be confusing on a good day, and many employees don’t realize how little navigational support exists until they need it most. I can't fix the system, but I can help other HR leaders navigate it with as much clarity, dignity, and care as possible. Here are a few things that have worked for me: 🔎 Transparency starts early. When I post a job, I lay it all out in the job posting and embed high-level medical benefit details into the summary. The job posting includes benefits start dates, the systems we use, and even the type of laptop you’ll use. No surprises, no fine print. We are aware of our benefits and tools, and we aren't gatekeeping them. 📄 Offers go out within 15 minutes. Candidates receive: • The offer letter, confirming any comp details discussed and negotiated (PDF + DocuSign or whatever system we’re using — it doesn’t need to be fancy to be effective) • Full benefits plan details, rates, and start dates • A "what to expect" guide that bridges them right into onboarding on the most critical health and wealth topics 🚩 I plan for the worst. Because I’ve seen it: a child diagnosed with cancer, an employee contracting HIV, a spouse receiving an ALS diagnosis just as they were finally planning their long-awaited Hawaii trip after retirement. No one plans for this, but when a crisis hits, the last thing anyone needs from HR is “let me get back to you.” A simple cheat sheet, contact list, or FAQ ensures employees know exactly where to turn and get support fast. 🧠 I discuss difficult topics openly. Mental health. Substance use. Chronic conditions. These aren’t taboos; they're the reality of the challenges that workers face. Bringing care, clarity, and zero shame into every conversation does wonders, and it normalizes finding support on these topics. 🤝 Managers can be culture shapers. The right manager becomes an advocate for programs like Employee Assistance Programs (EAPs) and coaching, helping to normalize support-seeking across teams. When you invest early (especially in things like manager transition support inside your EAP), you build internal champions who help drive awareness and adoption. At most companies, benefits are the second-largest expense after payroll, yet they are often still treated as an afterthought. They shouldn’t be. They’re one of the most human parts of your business. ✨ Sharing is caring. If you’re seeing this, you’re likely: A) already building better workplaces, or B) ready to, but not sure where to start. There's space for both. In the spirit of building better workplaces, what’s worked well on your teams when it comes to navigating benefits? Let's inspire each other. Who knows, maybe your ideas will become the life raft for other HR leaders who are struggling with this topic!  🫶

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Expansion of services – Chicago Recruiting Forum, Inc. Your recruiting function is either working for your business or against it. Here's the reality for a lot of small and mid-market companies right now: · Critical roles sitting open 90, 120, 180 days · No senior TA leader to own the strategy · Contingent agencies eating your budget with mediocre results · A recruiting team that's reactive, not strategic You don't need a $300K full-time hire to fix this, instead you need the right expertise, at the right time, at the right cost. This is where Chicago Recruiting Forum can help. 𝗧𝗵𝗲 𝗦𝗵𝗼𝗿𝘁𝗹𝗶𝘀𝘁 | 𝗦𝗲𝗮𝗿𝗰𝗵 We don't send stacks of names or resumes; we deliver catalysts who transform businesses and accelerate change. Leader-led, targeted searches for the roles that matter most with no fluff, just the right person at the right time. 𝗙𝗿𝗮𝗰𝘁𝗶𝗼𝗻𝗮𝗹 𝗧𝗔 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶p & Recruitment Support - Fortune 150 expertise at a fractional cost Embedded TA leadership that sets strategy, aligns with your business, and develops your team. We also become your recruiting function and handle all recruitment efforts as needed. Why us? · Over 20 years’ experience leading talent acquisition at US Foods, PG&E, CHC Helicopter, Kerry, Sara Lee, and GE Healthcare IT managing 16,000+ annual hires and delivering $7M in cost reductions. · Two decades of judgement calls, choosing to show up for the people around me through bankruptcy, pandemic, mergers and wildfires and be worthy of their trust. · Success is not measured by what I fix for you, but by what the team can now do without me after I leave. If you're a CHRO, CPO, or HR leader who's been living with either of these problems too long — let's talk. Contact me or visit chicagorecruiting.com to learn more. #TheShortlist #FractionalTA #ExecutiveSearch #TalentAcquisition #FractionalLeadership #HRLeadership #ChicagoRecruitingForum

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Struggling to do more with less in recruiting? Jenny Li, Director, shares actionable tips to improve recruiting productivity without compromising quality. Read the full blog: https://lnkd.in/ggsEriyN #RecruitingProductivity #TalentLeaders #HRStrategy

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A full people analytics stack doesn’t just take tools—it takes time, expertise, and continuous upkeep. Before you even get to insight, you’re managing a backlog of integrations, validations, and support needs. Visier gives you a running start with prebuilt infrastructure and proven models—so you can focus on enabling better people decisions from day one. 🔧 See what it really takes to build from scratch—and what you gain by starting with Visier. Download the full guide 👉 https://okt.to/92yMKw

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I'm going to go out on a limb and mash up the first two points in this summary from the HR Analytics Summit in London. "Stories are the Strategy" Throwing dashboards (thousands at a time) at people is not a solution. Steve Hall, Phil Schrader and I talk constantly about how do we tell the story. When you tell the story, you can find the problem. When you find the problem, you can find the solution. Thanks Louise Vanlommel for putting this together.

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New Indeed Hiring Lab report! The US labor market has added 3.5M jobs over the past two years, but growth has been uneven. Healthcare continues to stand out as the sector driving the largest share of new roles, while many other industries remain slower to recover. Here’s what stood out to me: - Job postings remain above pre-pandemic levels in over half of sectors - +3.5M jobs from July 2023-July 2025 (+2.3% growth) - Healthcare + social assistance added 1.8M jobs in that period - Healthcare postings are 32% above February 2020 baseline - Physician, surgeon, and therapy demand is 80%+ higher than pre-COVID - Nursing demand has cooled but is still 15% above pre-pandemic Healthcare remains the strongest engine of job growth, keeping overall labor market momentum positive. Read the full report here: https://lnkd.in/eyZ235-D

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Recruiting leaders👇What’s been one of your best strategies for scaling your team or function? 🎧 Listen in as Anders Sundquist and I dig into: 🧭 Talent strategy + execution when the business is moving fast 🤖 AI skill development & approach across the funnel 🌱 Culture and investing in your team for the long game 🤝 Building stakeholder trust and strong working relationships 📊 Data-driven recruiting that actually informs decisions & shapes strategy If you’re leading or scaling a TA function, this one’s for you. https://lnkd.in/e-8RzdVj

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More TA leaders are rethinking how they structure their team. Not cutting for the sake of it. Right sizing because it is the smarter commercial call. A full time recruiter sits on payroll whether the workload is high or low. A fractional specialist flexes with it, and brings sharper expertise to the roles open. It is time to redesign, think differently. The leaders doing this are running TA like a business unit, not a cost centre. https://hyring.ai is built for this shift. #talentacquisition #hiring #hyring #abudhabi #dubai #riyadh #doha #recruitment

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I’m a big fan of data because it gives you a clear picture of where you are and informs your next steps.The findings in Workday’s latest Global Workforce Report point to a quiet but significant talent crisis. Top performers are leaving at higher rates, growth and mobility are stalling, and employees are feeling disconnected from AI strategy. It’s a challenge leaders cannot afford to ignore. But here’s the good news: there’s a path forward. By prioritizing development and growth, being crystal clear about vision and strategy, and positioning AI as a powerful partner that elevates human potential, organizations have an opportunity to reverse these trends and build a more engaged and resilient workforce. To learn more about the report—which includes our own case study for boosting AI sentiment and adoption—click here: http://bit.ly/46i7dTr

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Our skills‑based hiring report is just the start. It’s the first of five talent tensions we’re unpacking in our 2026 Talent Trends report series - each one exploring where the gap between promise and reality is creating real risk for organizations. Next up, we'll be exploring productivity and performance under scrutiny. As uncertainty grows, more employees are “job‑hugging”, and many organizations are struggling to see where real contribution is happening and where it’s quietly slipping. If you'd like to receive each report as it’s released, you can sign up once and receive the full series straight to your inbox. 📨 Sign up for the next reports in the series: https://lnkd.in/e9UQ8Sf5 📄 Or download Report 01 - Skills‑based hiring: rhetoric vs reality to get started: https://lnkd.in/esyCVm4H

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New research from Indeed Hiring Lab reveals variation in job mobility across occupational categories has a significant impact on the broader job market. Over a two-year period, 2.6% of Indeed users switched to new jobs every month and 64% of those job switchers also changed occupations. The research shows nursing and software development have the lowest proportion of switchers coming from another occupation. People in these occupations are also most likely to remain in their job when they switch. By contrast, hospitality, arts & entertainment, childcare, logistic support, and personal care & home health are the occupations people are most likely to leave when they switch jobs. Read the full report for more insights: #HiringLab #Jobs #LaborMarket

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Headcount tells you how many people you have. Skill count tells you what you’re actually capable of. In today’s environment, workforce strategy can’t stop at filling roles. Leaders need clarity on the capabilities driving performance, and the ones that will matter next. In our latest article, we explore the shift from role-based planning to skills-based thinking, and why the most resilient organizations are mapping capability, not just hiring headcount. Growth isn’t about adding bodies. It’s about building leverage. Read: https://lnkd.in/gk2FgDDQ

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TA is evolving. But are we measuring what actually matters? The talent market is full of contradictions. Hiring is happening, but it’s cautious. Candidates want more clarity. Employers are taking longer to make decisions. AI is everywhere in the conversation, but still nowhere near full adoption. Through it all, TA is changing. The best teams are thinking about skills, internal mobility, and workforce planning, not just filling roles. However, many are still reporting on time to hire and cost per hire, metrics that track activity rather than impact. So how should TA functions prove their value? What should be measured if the goal is real business influence? My guest on Episode 766 of Recruiting Future is Bharat Siyani, VP of People and Culture at Elmo Software. In our conversation, Bharat outlines what impact really looks like, which metrics actually matter, and how TA can position itself as a strategic partner in the business. We discuss: • The contradictions in today’s talent market • Finding the signal in the noise • Understanding nuance in recruiting decisions • What AI should do versus what humans must own • Moving beyond efficiency metrics • Measuring value, outcomes, and long-term fit • Tech hiring in a volatile landscape • Skills, context, and redefining roles • TA’s role in shaping the workforce • What the TA team of the future might look like 🎧 Listen by searching Recruiting Future wherever you get your podcasts #JoinTheConversation