Every year, LinkedIn releases a list of predictions gathered from experts across various industries and disciplines. The problem with predictions is that, even when they come from experts, they're more "crazy ideas" than they are "highly probable." As humans, we love guessing about what the future will hold – even when the past has told us, time and time again, that we're simply not that good at it.
But that's not going to stop LinkedIn. However, I'll say this: 2025’s predictions seem a lot less firmed up and clear than last year’s list — which leads us to believe that LinkedIn is on their way to admitting they're just as unsure about what the future holds as the rest of us are. This year's predictions seem less like theories about new things that may crop up and more like things we've already started to see play out throughout 2024 — which means these predictions just may come true, after all. Did LinkedIn find the cheat code to predictions — AKA just "predicting" things that have basically already happened?
Either way, there are a few interesting call-outs that seem likely based on the way the past year went — so we’ll dive into those and discuss how they may take shape in 2025.
The rise of millennial CEOs
As millennials reach their 40s, they’re increasingly taking on top leadership roles. This shift is changing the dynamics of corporate leadership.
Over the past twenty years, we’ve seen many "founder mode" corporate leaders (think: Mark Zuckerberg, Brian Chesky, and so on). But with millennials about to surpass Gen X in leadership roles (and just in the workforce in general), a new type of millennial CEO is becoming increasingly common: the non-founder who either rises through the ranks or is scouted out to lead a company.
Examples include CEOs of Red Lobster (35 years old), Kickstarter, and Instacart (both in their 30s)
It's natural to expect that this trend may lead to changes in company culture and leadership styles. We're all familiar with the joke about working millennials — that they could have open heart surgery scheduled for Monday but be responding to emails on Tuesday morning. With millennials at the helm of more and more large organizations, will this mindset begin to have an impact on how we, at large, view work-life balance?
I guess time will tell. But either way, recruiters should consider how this shift could impact executive searches and leadership qualities sought by companies.
"I think companies will change for the better with millennial CEOs at the helm," Ofo Ezeugwu, CEO of WYL, told LinkedIn. "I think we have a better tenor for listening and communicating in a multi-generational way where we can connect the dots for folks."
Global growth will hinge on supporting workers
Five years later, economic focus is (finally) shifting from pandemic recovery to productivity gains.
50% of the decline in global growth recently has been due to lack of productivity gains — and LinkedIn predicts that economies around the world will begin to shift their focus toward investing in their workforces in an attempt to turn this trend around.
While they've been preoccupied over the last fear years, policymakers may soon shift away from playing the defense and instead focus on offensive strategies like reducing barriers to competition and increasing digitalization. As a result, certain industries, like cybersecurity, may see significant growth.
Our take? This trend is more long-game than anything else, and definitely one that we'll watch play out over the course of 2025 and beyond. The biggest call to action for recruiters is to simply stay aware of these macro trends so that you can adapt your strategies and identify growing sectors.
Corporate employees as the next wave of influencers
If you've logged onto LinkedIn at all in the past six months, you've likely either seen a sponsored post...or commentary on one.
The Age of the Influencer has finally come for the professional world — and companies may start factoring in employees’ potential as influencers during the hiring process. There's a ton of discourse happening right now about what this may mean for hiring in general, who the ideal influencer is in the corporate world, and how this works, practically speaking.
As Gen-Z begins to take up a higher percentage of the workforce, they're seeking ways to diversify their roles — and their compensation — within a company. For this reason, the move toward more influencers in the space could look like creating hybrid positions that combine traditional roles with influencer duties.
"The reality is that most influencers can make a yearly corporate income in just a few partnerships on their own,” content creator Jenna Palek told The Times, “so long-term benefits and personal relationships will be key to keeping influencers."
Our take? There’s a need to distinguish between general “influencers” and valuable subject matter experts — who may already exist within a company. Chances are, within any given company, there's a handful of super knowledgeable teammates who just need a microphone and a bit of a kick when it comes to creating content.
As the digital landscape becomes increasingly noisy, influencer posts from random people with no real product knowledge will become par for the course. But if you're able to leverage the expertise of people who already work for your company to share about your product in a way that demonstrates its value, you'll be able to stand out.
Key considerations for recruiters
- Recruiters should be prepared to discuss influencer potential with clients and candidates.
- Be cautious of the potential for increased digital noise and loss of authenticity
- Focus on finding individuals with genuine expertise and the ability to share valuable content
- Consider how influencer roles might impact compensation and long-term career development
- Help clients define clear goals and strategies for leveraging employee influencers
Wrapping up
As we move into 2025, these trends/predictions/big ideas present both challenges and opportunities for recruiters. The best thing you can do is stay informed and stay adaptable — because the only constant is change!
Staying up-to-date on these shifts in the business landscape will be crucial for providing strategic advice to clients and identifying the best talent in an evolving job market. If that sounds overwhelming, remember — we're here to help you stay abreast of all of this, and to help you navigate the changes as they come.
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