By Brianna Rooney for HR Daily Advisor
It’s hard to believe that 2023 is nearly over, marking now as the time when HR professionals and organizational leaders should start planning for the next year, including their plans for talent acquisition. The work and hiring landscape is rapidly evolving, especially following the pandemic and the Great Resignation.
Today’s job seekers bring a wealth of unique skills to the table, which also means they’re looking for better benefits and more flexible positions. As a result, HR teams and staffing professionals will need to grow out of their previous recruitment strategies to consider these shifting trends and attract the best, most skilled talent.
When evaluating talent acquisition trends in 2024, HR professionals should closely analyze their hiring process, job descriptions, and qualification outlines to determine what changes or improvements need to be made. They should also consider whether there are any new sources for talent acquisition and determine how to gain access to those opportunities.
As we look toward a new year of hiring and onboarding new employees, here are some of the recruitment predictions for 2024 to keep a particularly close eye on.
1. AI in Recruitment
Artificial intelligence is nothing new, but innovations in AI have allowed broader use of the technology in all areas of business, including hiring. AI in recruitment came into play heavily in 2023—specifically the use of ChatGPT—and looking into 2024, HR professionals can look forward to AI continuing to play a core role in streamlining and optimizing the hiring process.
AI-powered tools can help with such tasks as CV screening, candidate matching, job posting, and interview scheduling by leverage machine learning algorithms to analyze immense volumes of data, identifying the most qualified candidates, and saving recruiters time and effort. Analytical tools can help identify patterns, predict success, and measure the effectiveness of recruitment strategies, allowing organizations to make more informed decisions and enhance their overall recruitment outcomes.
2. Virtual Reality for Assessments
Virtual reality (VR) tech has gained significant traction in recent years, and we can expect it to make an even bigger impact in 2024 with particular regard to hiring and recruiting strategies. For instance, VR assessments allow candidates to showcase their skills and abilities in a simulated environment, providing a more realistic view of what day-to-day work may be like for them, and allowing recruiters to measure their performance in specific areas key to the role.
In this way, VR allows HR professionals to evaluate candidates without spending excess money and time by having them come onsite for multiple interviews and assessments. I expect this to become a key talent acquisition trend in 2024, as it eliminates some of the more common roadblocks that may otherwise prevent efficient hiring processes.
3. Chatbots for Screening and Q&A
The use of chatbots in hiring and recruiting increased exponentially in 2023, and will likely continue gaining popularity as we move into 2024. Automated, AI-powered chatbots can help screen and initially interview candidates for positions, freeing up time for HR professionals to focus on the candidates who are the best fit for the role.
Chatbots can also be used to answer questions candidates may have during the application, interview, and hiring process. However, chatbots are unable to properly assess candidates’ more human qualities, such as work ethic and culture fit, so recruiters and hiring teams still need to be involved in the process.
4. Onsite and Hybrid Role Considerations
The pandemic accelerated the adoption of remote work, which has since shifted from a “trend” to an expectation in many fields. As a result, countless organizations have become far more comfortable implementing remote hiring processes, virtual assessments, online onboarding, and remote work models for their teams.
When it comes to recruitment predictions for 2024, I expect companies to continue improving their processes for evaluating candidates’ soft skills critical for remote work, such as self-discipline and communication. In addition, onsite and hybrid positions may become tougher to fill as more people become comfortable with the benefits remote work environments can provide—both for employers and employees.
5. Consider Skills-Based Hiring
Anyone who’s ever searched for a job knows that most listings have stark similarities, with hardline requirements like specific degrees and a certain amount of years worth of experience. As we continue moving into 2024, however, with diversity, equity, and inclusion (DEI) initiatives taking center stage, a skills-based approach to recruiting may better serve organizations overall.
Changes to job listings, such as stating a certain degree is preferred but not required, may encourage more highly skilled and qualified candidates to apply. There are millions of people currently seeking jobs who have a wealth of self-taught skills—or ones not related to their college degrees—who could still prove to be a tremendous asset to companies.
Early adopters of skill-based hiring in 2023 saw significant returns in KPIs such as reduced time to fill open positions, cost per hire, and an increase in diversity. The future of talent acquisition will likely see many teams carry skills-based hiring into 2024.
The world of talent acquisition is becoming more and more competitive. In order to source and entice the most talented employees, recruiters must be on the cutting edge of the talent acquisition field. Embracing these emerging trends will allow recruiters and HR professionals to be more effective, efficient, and make better-informed hiring decisions.
This, in turn, will let them free up more time to focus on building relationships with candidates, hiring managers, and clients.
By taking a hard look at your hiring processes and implementing tested and trending techniques, 2024 can be a year that the talent pool in your organization exponentially grows.
