Ready or not, here comes 2024!
More than ever, recruiting efficiently in the new year will require talent leaders, recruiters, and organizations to keep an eye on the latest trends, insights, and best practices.
The Staffing Industry Analysts (SIA) project 3% growth for the staffing and recruiting industry in the new year, which is a promising sign for everyone. But it’s also a bat-signal of sorts indicating that you should be well-prepared to meet the changing needs of employers and candidates if you want to grow.
Here are the top six recruiting trends that will affect organizations, recruiters, and talent acquisition teams in 2024—and how you can be ready to make them work for you.
The Top Six Recruiting Trends That Will Impact Employers in 2024 and Beyond
1. Remote and hybrid work will continue to grow.
Remote work options show no signs of slowing in 2024. Nearly all companies (90%) say they’ll return to the office by the end of next year—but the five-day commute will be no more, according to experts. As organizations increasingly embrace flexible work arrangements, the location of talent is no longer restricted by geography. This shift has profound implications for recruiters who are now tapping into a global talent pool to match candidates with employers.
However, the permanent shift to a hybrid work model will require recruiters to be more discerning of a candidate’s ability to thrive in a partially or fully remote environment. Take self-discipline, for instance. A candidate who has previously thrived in a remote work environment will likely demonstrate the ability to stay focused and organized without constant supervision.
Communication skills are always top of the list, too—especially in remote setups. A candidate who can effectively express ideas, collaborate through virtual channels, and bridge any gaps in communication might outshine someone with a more impressive resume but less effective communication skills.
Remote and hybrid work models also have the potential to enhance cross-cultural collaboration, which studies show significantly improves workplace innovation and creativity. Diverse teams tend to make better decisions approximately 66% of the time compared to their nondiverse counterparts. More on that next.
2. Diversity, Equity, and Inclusion (DEI) initiatives are no longer negotiable.
DEI initiatives are growing in importance every year, and companies that fail to make it a top priority will pay the price—from perception to innovation and beyond.
Across all industries, BIPOC, Hispanic, and nonwhite employees are 21% more likely to feel isolated and excluded at work. That’s impacting comfort levels when it comes to contributing valuable ideas at work—which, humanity aside, is just bad for business.
According to 2019 research by McKinsey, companies that exhibit cultural, ethnic, and gender diversity are more likely to perform better than less diverse organizations on profitability. Plus, employees who work at companies that exercise a genuine commitment to DEI are significantly more likely to view their workplace as a healthy and successful one.
Building up DEI initiatives within your organization takes time, but it’s simply the right thing to do. And there are ways to make more sustainable and permanent shifts.
Here are some great places to start:
- Hire a dedicated DEI practitioner to run DEI programs
- Provide unconscious bias training to hiring managers
- Ensure you’re using inclusive job description language
- Use interview panels comprised of people from different backgrounds and cultural groups
3. Mental health support and a focus on holistic employee wellbeing will become a must-have.
The days of not talking about mental health are gone. Or at least they should be. The past few years have been hard on everyone, with burnout becoming increasingly common among recruiters, even today. Research indicates that 42% of HR and talent acquisition professionals have experienced severe fatigue due to their intensifying job demands in recent years.
Prioritizing employee mental health is the way to go because it allows individuals to cope with challenges (even good ones) and setbacks in their lives—both at work and at home. Good mental health at work helps teams remain agile when changing roles and responsibilities or facing other difficult situations. It helps employees flourish in their roles as they more effectively manage stress and boost resilience.
Creating a brave space for employees at all levels to communicate openly without fear of being ignored, punished, or ridiculed is nonnegotiable if you want to avoid losing out on insightful feedback that could help you retain valuable talent.
4. A tasty employer brand will be the secret sauce to attracting and retaining top talent.
Employer brand will take center stage in 2024. It’s not just about pay and benefits anymore, today’s candidates want more—a sense of purpose, a workplace that values them, and opportunities for growth.
Your employer brand is like your company’s personality in the job market. It’s what candidates think of when they hear your name. Today, jobseekers want to know about your culture, your commitment to diversity and inclusion, your sustainability efforts, and your impact on society. Creating and showing off a compelling employer brand isn’t a choice anymore—it’s a must.
Start with what you’ve already got going for you: your current workforce. Happy employees become your best advocates. Conduct surveys and gather feedback to understand what your employees love about your organization. Then, use this insight to make real improvements to your workplace.
Really itemize and communicate what makes your organization special. Highlight your dedication to diversity, sustainability, and social responsibility. Use social media, your website, and employee review sites to tell your story. Share success stories and employee experiences to give candidates a glimpse of what it’s like to work for your company.
Get your employer brand right and you’ll be able to attract and engage talented individuals all while boosting your reputation in the marketplace. Here’s how you can build a successful employer brand strategy:
- Define your unique employee value proposition: Identify what makes your organization unique and the value it offers workers beyond their paycheck.
- Plan how to tackle talent acquisition challenges: Make sure you have a deep understanding of your hiring needs and related priorities before you initiate the hiring process.
- Build your employer brand voice: Your employer brand voice, expressed through carefully chosen words and images, is essential for effective connections with the right candidates and building trust with your current and future team.
- Promote your employer brand: Use various channels to communicate your employer brand, including your company website, social media, job listings, and employee testimonials. Create engaging content that reflects your workplace culture, values, and employee success stories.
5. Elevated recruitment marketing efforts will be fiercer than ever.
With organizations expanding their reach to a global talent pool, in 2024, recruiters and talent acquisition teams will find themselves navigating uncharted territories. The role of recruitment marketing is to create a compelling narrative that attracts right-fit candidates and makes your organization stand out in the crowd. Basically, it’s putting the right message in front of the right person at the right time.
This might sound simple enough, but considering how many templated messages get sent on a daily basis, it’s safe to say successful recruitment marketing requires a little more thought.
To excel in recruitment marketing, consider these strategies:
- Craft candidate personas: To connect with the right talent, start by understanding them. Use sourcing data to create candidate personas. Find out where they are online, what they seek in a job, and what about your organization makes them want to work for you.
- Target candidates individually: Avoid generic messaging. Instead, personalize your approach. Tailor messages to each candidate’s preferences and motivations. Reach them where they engage online, be it on widespread platforms like Facebook or more outside-the-box platforms like Snapchat.
- Nail down your voice, tone, and visuals: Once you have your tailoring and targeting down, cater your brand voice, tone, and visual design accordingly. For example, if your ideal candidate is a Baby Boomer or Gen Xer, craft your message around how the job aligns with their wealth of experience. Whereas if you’re targeting Millennials or Gen Z keep the focus on their fresh perspectives, ambitions and boundless potential.
6. Artificial intelligence (AI) will free up time for recruiters and enhance the candidate experience.
AI is poised to revolutionize how companies identify and engage top talent while significantly improving the overall candidate experience. Its role in recruitment has been rapidly expanding, and it’s set to become indispensable.
How Recruiters and Talent Acquisition Teams Can Use AI
Recruitment professionals are increasingly relying on AI-powered tools to streamline their processes. According to reports, talent acquisition experts typically spend around 13 hours sourcing applicants for just one open position. And this is only the first stage of the process—the overall hiring process involves many more steps. AI algorithms can quickly analyze and match candidate qualifications to job requirements, ensuring that no promising candidate is overlooked. This not only saves recruiters countless hours but also enhances the accuracy of candidate selection.
AI-powered chatbots and virtual assistants, like Mya and XOR, are transforming candidate interactions. AI offering 24/7 availability means candidates can have their questions answered and needs addressed instantly, improving the recruiting experience by reducing wait times while also allowing recruiters to engage with potential hires more effectively.
How Candidates Will Use AI for Job Hunting
AI is reshaping how candidates search for roles, too. So how does this impact recruiters and talent acquisition teams?
According to Korn Ferry’s 2024 Talent Acquisition Trend report, AI will assist candidates by finding openings for roles they may not have considered, optimizing their resumes and cover letters and preparing them for interviews. It will also keep the lines of communication open, as it can continually update candidates on where they stand in the recruiting process.
AI also makes it easier for candidates to seek fairer pay, since it can easily compare salary ranges. This will empower candidates and put them in a better position to negotiate or walk away if they’re not getting an offer that matches the market—and, ultimately, will affect how organizations attract and retain top talent in a competitive job market.
Prepare Your Talent Acquisition Team for the Future of Recruiting With ITAC
From the continued growth of remote and hybrid work arrangements to the paramount importance of Diversity, Equity, and Inclusion (DEI) initiatives, and the nonnegotiable focus on mental health support, the staffing landscape is evolving more rapidly than ever before. To thrive into 2024 and beyond, recruiters and organizations must adapt and innovate. Are you equipped to tackle these shifts head-on?
By partnering with ITAC, you gain access to a wealth of recruiting expertise and cutting-edge solutions. We’re committed to helping you meet the changing needs of talent acquisition in 2024 and beyond. Get in touch today!