26 May 2023

The Current and Future Recruitment Landscape

Paul Halsall

Red Tiger Consulting


I write this blog post hot off a trip down in London where I attended the Transform 23: The Future of Recruitment event at LinkedIn’s UK head office. The event was about what Steve and I often talk about in terms of the changing landscape of recruitment.

All recruiters present at the event agreed that coming out of lockdown they had a great financial year. Confidence came back, people who had put their careers on hold were suddenly looking again – we at Red Tiger Talent were absolutely mad busy! Roll forward almost a year and we are still busy but at a more sustainable pace.

the current and future recruitment landscape: photo of a team working around a desk with their laptops out as someone is presenting at the front of the group.

Things are changing and if you are recruiting into your organisation or are generally interested in what the recruitment landscape is changing to then read on. A lot of what I present here is based on Microsoft’s work trend index 2022 and a lot of this we are actually seeing on the ground!

Recruitment Landscape: Big Growth in Green Jobs

Currently about 1% of global roles are in the green economy. I could not believe that stat (if I had to guess I thought it would be x15 higher) given the importance of the challenges our planet is facing given global warming. This sector is expected to grow exponentially as individuals, governments and companies have their green agenda moving rapidly up their priority lists. I have seen it in the Economic Development Consulting sectors I work in where clients and candidates are all asking about roles that focus more on the green economy/energy and sustainability angles of economic policies.

Paul at the Transform 23: The Future of Recruitment event for recruiters
Paul at the Transform 23: The Future of Recruitment event

Understand the Benefits that Generations Want

A key phrase I heard was that “hybrid working is not a benefit but now is an expectation”. Again, due to COVID the workforce got used to working from home and the shift that it created in people’s personal lives. The reality is that roles can be done remote but also people do want the office contact.

33% of core job skills will change in the next 5 years and this is now the number one reason candidates are moving roles (to gain skills). This now creates a skills-first hiring market which I will speak more about next.

Skills-First Hiring

I have a few clients ask me for people with at least x years’ experience in the same role. The issues that I see with this is 1) you will reduce the talent you are looking at with this mindset, and 2) people will get bored in a role they can do with their eyes shut.

Skills-first hiring is less about experience but more about the skills that people can bring to the role. In my mind employers need, where possible, to think longer term about what they need and also how long it takes to get people “up to speed”. I have clients that it has taken months to convince that they need to change their expectations on candidates. If they had taken a longer-term view and hired the person with less experience but the right skills, that individual would be up to speed by that time – and then how do you quantify that given the project work that may have been turned down in that time.

Recruiters Need to Turn Data Into Insight

The role of the recruiter is changing not least due to the above points (and the next one) but because of the above we now need to be able to give clients insight to what we advise. As Steve and I are Analysts turned Recruiters this puts us in a great position. So in the example above where the client didn’t do skills-first recruiting, I need to be looking to back up why they should have done that through data and insights.

We already do this with clients so that is pleasing, but we need to look at areas we can improve this part of our service. We are seen as trusted advisors, but how do we build on that and make it more obvious that this is one of our core strengths?

Artificial Intelligence (AI)

The view I share with most that were at the event is that given recruitment has ultimately a human element, then I do not see AI as a threat to our roles as recruiters but more of a help to us. I see AI as a way of automating some of the tasks that we currently do so that we can spend time doing more of what differentiates us from competitors.

As recruiters we need to embrace technology to help do our jobs and to do that you need to understand the technology better. Our recent trial of LinkedIn Professional is all linked to this and how we can understand and use the service’s algorithms to help make our candidate searches not only deeper but more efficient.


I am not just saying this as the co-owner of Red Tiger Talent, but I came away from the event really pleased that as a business we are already doing a lot of what recruiters will need to do in the future. Due to our background as consultants and analysts we are really well placed to further improve this offering.

The labour market is constantly changing and it is important that we as recruiters understand and also advise our clients on this. It is also important to build the trust so that clients will listen and take action on the insights that we give them.

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Published by Paul Halsall

Paul is an experienced head hunter, data and insight specialist, trainer and coach. His experience lies in Location Planning and Mapping but more recently within Business Management, working internationally on a variety of accounts.


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