We recently hosted another outstanding F.R.B.R. conference and our motto, “all killer, no filler,” couldn't have rung more true. With over 500 attendees and 10 expert speakers, the event was a powerful reminder that the industry is evolving faster than ever. The key to success? Adaptation, strategy, and a relentless focus on human connection.
For those who couldn't make it, here are the most important takeaways from the event and why they matter as we approach 2025.
And if the inevitable FOMO creeps up, there's always the next one! Be sure to save your seat for the next F.R.B.R. conference on Feb. 25.
Recruiting is no longer just about filling roles; it's about building relationships. Pete Radloff, senior leadership recruiter at Datadog, emphasized that engaging with candidates isn't optional; it's essential. Too often, recruiters focus on immediate hiring needs and neglect long-term relationship building.
However, trust is built over time, and the recruiters who invest in consistent, meaningful interactions will have a significant advantage.
Personalization has also become non-negotiable. Candidates expect more than generic outreach, and recruiters who take the time to remember past conversations, understand motivations, and share relevant insights will stand out.
Technology can help streamline this process but should enhance, not replace, the human element. In the coming year, the best recruiters will be defined by transparency, authenticity, and adding real value beyond job offers.
Michele Thompson, VP of strategic sourcing at Sustainable Talent, tackled every recruiter's challenge: the inevitable swings in hiring demand. Economic downturns and hiring freezes hit talent acquisition teams hard, but preparation makes all the difference.
One of the most important strategies is treating career management like you treat candidate sourcing. Having an updated resume, expanding professional networks, and continuously learning new skills ensures you're just as ready for career shifts as the candidates you help.
Social media is useful, but real-world connections remain invaluable. A simple business card—whether physical or digital—can be a powerful tool for building meaningful relationships that lead to unexpected opportunities.
For job seekers, positioning matters. Thompson stressed the importance of clear, concise outreach. A long-winded LinkedIn message with a resume attached won't get results. Instead, focus on crafting a strong personal brand, delivering a direct, compelling introduction, and making it easy for hiring managers to see your value.
Recruiting is not just about hiring talent; it's about driving business strategy. Michael Goldberg, senior director at U.S. Renal Care, broke down how the role of TA leadership has transformed. The best talent leaders today “move at the speed of business,” aligning hiring strategies with company objectives and anticipating employment needs before they arise.
This shift requires more than just recruiting expertise. You must be able to influence decisions, use data to drive hiring strategies, and ensure that every candidate touchpoint enhances the employer brand.
The competition for top talent has never been fiercer, and organizations that fail to evolve will struggle to attract and retain the best people.
Brandon Jeffs, director of people and talent at TLDR, emphasized that clarity, confidence, and community are essential for recruiters in 2025. Strong relationships with mentors, peers, and candidates drive success. AI should enhance, not replace, human connections, balancing data-driven decisions with personal engagement.
Employer branding also plays a crucial role. Every candidate interaction shapes a company's reputation, making it vital for you to craft a trustworthy and engaging experience.
Kayla Vanderputten, senior technical recruiter, tackled a frequent recruiting challenge: working effectively with hiring managers. Misalignment can lead to confusion, delays, and poor candidate experiences.
She emphasized transparent intake meetings to set expectations, standardized processes to maintain consistency, and frequent check-ins to prevent miscommunication. Training hiring managers on applicant tracking systems and best practices foster a more efficient and collaborative hiring process.
Data has become one of the most valuable assets in recruiting. Trish Wyderka, lead researcher at Fidelis Companies, highlighted how recruiters can gain a competitive edge by leveraging deep market insights. Researching salary trends, industry movements, and emerging skill demands helps recruiters stay ahead of hiring needs.
Talent pool mapping, an often-overlooked strategy, ensures that recruiters know where to find the best candidates when the right opportunity arises.
Salary intelligence is another game-changer. Offering competitive pay is crucial, but it's just as important to understand what motivates candidates beyond compensation. Use data to source talent, and influence leadership decisions, and position your organization as the top choice in your field.
The rise of artificial intelligence in recruiting has sparked both excitement and caution. Chrissy Wilson, principal recruiting partner at JRA Consulting Services, explored how AI reshapes everything from resume analysis to candidate sourcing. While AI can streamline hiring processes, recruiters must remain vigilant about potential biases and ensure that technology is used as a tool, not a replacement for human judgment.
Heather Colvin, senior technical recruiter at Smart Data, introduced prompt engineering as a critical skill for recruiters in 2025. AI is only as effective as the prompts given, and those who master this technique will refine searches, improve candidate matching, and gain an edge in sourcing top talent.
The takeaway was clear: AI is here to stay, but use it strategically rather than relying on automation alone.
Perhaps the most powerful message of the conference came from Steve Levy, principal talent advisor at DHI Group Inc. He reminded attendees that recruiting is ultimately about people. In an industry driven by metrics and technology, losing sight of the human impact is manageable. But real success comes from empathy, integrity, and the courage to challenge outdated hiring practices.
Recruiters are responsible for advocating for candidates, countering bias, and creating opportunities for those who may otherwise be overlooked. Fear of disruption or rejection should never outweigh the importance of doing the right thing. The best recruiters don't just fill jobs; they change lives.
As we enter 2025, the talent acquisition landscape will continue to evolve. Technology will advance, market conditions will shift, and candidate expectations will rise. But one thing will remain constant: the power of relationships.
The December FRBR Conference was a reminder that success in recruiting isn't about chasing trends. It's about adapting, staying curious, and leading authentically. The most impactful recruiters will be those who embrace change, leverage data, and, most importantly, never lose sight of the people behind the process.
The next FRBR Conference is right around the corner on February 25. It's another opportunity to gain insights, build connections, and be part of the conversation shaping the future of recruiting. Don't just watch from the sidelines. Be there!