Staying updated on the latest workforce trends is crucial for TA leaders and HR professionals. This week, we delve into three significant developments shaping the talent landscape and get SocialTalent CEO, Johnny Campbell’s first-hand takes on these pieces.
- HR Brew explores how DE&I leaders are bracing for the challenges posed by Trump’s re-election, from budget cuts to a potential rebranding of diversity initiatives to navigate legal and political headwinds.
- Fast Company warns that relying on AI to write your cover letter could backfire, producing generic applications that fail to make a memorable impression on hiring managers.
- John Vlastelica uses LinkedIn to spotlight the “taxes” talent acquisition teams pay—hidden inefficiencies and misalignments that hinder hiring success and demand strategic solutions.
Join us as we explore these pivotal insights and their implications for the future of work.
1. DEI Leaders Share How They Believe a Trump Presidency Will Impact the Future of Diversity Initiatives
Source: HR Brew
DE&I leaders face growing challenges amid political and corporate shifts following Trump’s re-election. Budget cuts, layoffs, and anti-DE&I policies threaten the future of these initiatives. Many predict companies will rebrand DE&I efforts to mitigate legal risks, focusing on “inclusion” or “belonging.” Despite setbacks, experts emphasize DE&I’s critical role in a diversifying workforce. While some fear contraction, others believe the work will persist, evolving to prioritize trust, empathy, and psychological safety in a polarized environment.
Johnny Campbell’s take on this:
“For much of early 2024, in the US, we had already seen a re-branding of DE&I as “Equitable” or “Fair” work practices, which isn’t necessarily a bad thing. The reality is that, for whatever reasons, the DE&I push in the US over the last 4 years has not worked. It has further polarized workplaces and the wider public. It needs a rebrand, it needs a rethink but be certain of this, “it” isn’t going away. No matter who is running the country, employees vote with their feet and particularly for younger demographics, fairness and equity is a top priority. If organizations want to attract and retain the best talent, DE&I/ Equity/ Fairness remains a requirement.“
2. Why You Might Not Want to Use AI to Write Your Cover Letter
Source: Fast Company
While using AI to write your cover letter may seem efficient, it could make you blend in with other applicants. Generative AI tools often produce homogenized content, as many users rely on the same systems for assistance. This risks creating cover letters that lack individuality, potentially causing hiring managers to overlook them. Instead, use AI for initial inspiration or suggestions, then craft your own letter to showcase your unique voice and stand out in a competitive job market.
Johnny Campbell’s take on this:
“What amazes me about this article is that it took a PhD to write it!! Wake up!! Recruiters and hiring managers haven’t been reading your cover letters for over a decade now. Using AI to write them isn’t going to change this! But more seriously, many candidates are using AI to write their CV, which isn’t a bad idea but the real point is that it is increasingly hard to stand out. Application volumes have soared since candidates started getting help from AI so yes, it is even more difficult to stand out right now. I’d recommend using AI to ask for suggestions on how to get noticed, how to use your network and how to make an impact that is much more memorable than the words on your CV.“
3. What Kind of Taxes Are You Paying in Talent Acquisition?
Source: John Vlastelica on LinkedIn
Talent acquisition teams face “taxes” according to John Vlastelica—hidden costs like inefficiencies, misaligned hiring processes, and poor candidate experiences—that drain time, resources, and results. These taxes manifest as longer time-to-fill, lower close rates, and wasted recruiter and interviewer hours. John challenges TA leaders to identify and address these issues by reframing their impact in terms stakeholders can understand. By reducing these “taxes,” TA teams can improve speed, quality, and diversity, positioning themselves as strategic partners within their organizations.
Johnny Campbell’s take on this:
“We’re obviously huge fans of John’s work as one of the top presenters on the SocialTalent platform but I particularly love how he has used mutual friend Bryan Adams’ framing of costs as taxes to help make the case for improved TA practices and processes. A great leader not only manages down but they manage up and across the business. They get leadership buy-in for their initiatives and they know how to frame challenges to get budget. We’ve become tired of hearing about hidden costs of things, but “taxes” make us angry, they make us feel like somebody is stealing from our pockets and that’s just not right!“
Stay up-to-date on all things hiring and talent! Follow SocialTalent’s LinkedIn and sign-up to our weekly newsletter!
The post Talent News Round-Up: DEI’s Future, AI Cover Letters, and TA Taxes appeared first on SocialTalent.