People First Personnel
Top recruitment trends poised for 2024
With the weeks flying by, it will be 2024 before we know it. Now is the time for recruiters to start planning and preparing for the year ahead, including familiarising themselves with new trends in the pipeline so they can be one step ahead of the game.
From data-driven recruitment strategies to automation, take a look at the top recruitment trends set to be big in 2024.
The recruitment process isn’t exactly renowned for being inspiring and exciting, hence the arrival of gamification. The concept involves elements of games being introduced into hiring activities, to create a more engaging and effective experience for both employers and candidates.
Through game-based assessments and virtual scenarios, recruiters can assess a candidate’s ability for a role, such as their problem-solving skills, and how they work when under pressure. For candidates, gamification makes the process more fun and interactive. It also showcases a company’s culture more proficiently, as well as employer branding.
Definitely a top recruitment trend for 2024.
Data-driven hiring processes
Another trend forecast to be prevalent next year is using recruitment strategies driven by data. Using data can increase the quality of a company’s hire. The process involves selecting a number of hiring metrics. Common ones include timeframe to hire, cost per hire, candidate experience scores, and job acceptance rates. Recruiters use applicant tracking software to track the data and then analyse the suitability of a candidate.
AI and automation
Artificial intelligence (AI) and automation has been making significant inroads in recruitment throughout 2023 and looks to move up a gear in the new year. For recruiters, AI is streamlining the hiring process. For example, AI-powered job ad builders can help hiring managers create rejection emails more quickly and efficiently.
AI can also screen through large volumes of CVs quickly, matching a candidate’s experience and qualifications with the job requirement. It can also use predictive analytics to analyse candidate data, such as social media profiles, online behaviour, and CVs, to predict which candidates are the likeliest to be successful in a given role.
Chatbots are also be used increasingly used by recruiters to assist candidates with their applications. As such, recruiters are able to engage with candidates more efficiently, thereby saving everyone involved time by automating routine tasks.
Video interviewing tools powered by AI are being used to conduct pre-screening interviews and reduce the time and cost of carrying out in-person interviews.
A greater emphasis on diversity, equity and inclusion
2023 has seen a drive for greater diversity, equity and inclusion (DE&I) in the workforce, something that is set to continue into 2024. For employers, recruiting staff from different backgrounds can increase productivity, and improve innovation. As candidates are becoming increasingly conscious of diversity and inclusion and cautious of companies that ignore it, prioritising DE&I in the workplace can also lead to higher employee retention rates. Again, AI is being used to help increase diversity in a workplace. Using AI-driven chatbots can help reduce bias by eliminating elements such as gender, appearance and age from the equation.
Gen Z entering the workforce
2024 will see a new demographic enter the workforce – Gen Z. This younger generation will naturally expect everything to be fast-paced and virtual, so employers will need to be up to speed to help attract and retain those entering junior level roles.
Using outdated recruitment methods will only put this tech-savvy generation off, so recruiters should think automation, and mobile-optimised application processes to engage this type of candidate at the hiring stage.
Prioritising the mental health of employees
With the Covid-19 pandemic having disrupted life and work as we once knew it, recent years have been challenging for everyone. As a result, employers have needed to take proactive steps in addressing mental health issues and concerns among their workforce. The need to prioritise the mental wellbeing of staff will continue into 2024. Simple things like encouraging healthy eating by offering free fruit in the office or putting on a cycle to work scheme to get employees moving, can go a long way in maintaining the mental and physical health of employees. And by nurturing such a caring environment will help attract candidates and retain them once they are there.