The talent acquisition and recruitment landscape have changed significantly in recent times. In 2024, a large number of new trends will definitely define the future of recruitment. In this article, we discuss what talent acquisition and recruitment trends will be realized in the year to come.
1. Digitalization of Recruiting
In 2024, digitization will continue in recruitment and talent acquisition. But a large number of companies will still employ digital technologies and AI-based software in the recruitment process. As per the study of recent years, more than 76% of talent acquisition leaders indicate that technology is the most critical to achieving success in recruitment today.
Many digital recruitment platform, like Taggd, will emerge as the preferred channels for companies to attract and engage with talent. It is also noted that these online talent hubs leverage data, automation, and AI to increase their effectiveness in hunting for talents and also provide a better candidate experience. These online recruitment platforms enable employers to speed up their hiring process on a large scale.
Taggd also has initiated a one-of-its-kind TA Super 10 platform where it awards and recognizes the top TA specialist across India. It is back again this year with TA Super 10 2024. It is opportunity for the recruitment and TA experts to join and get recognized in the industry.
2. Rise of the Gig Economy
The growing gig economy includes self-employed individuals and freelancers. Therefore, this alternative labour force will be more widely adopted by organizations in the future to obtain qualified personnel whenever required, not even through recruitment. By 2023, almost half of the workforce could be composed of gig workers.
3. Focus on Candidate Experience
With more options for candidates, recruiters should focus on providing a positive application experience. In 2024, talent acquisition teams will use AI chatbots to deliver a very user-friendly experience through personalized services for candidates. Recruiters will also employ video interviewing and assessments as a tool to ease the hiring process. Finally, the overall experience will be one of the key deciding factors in accepting offers for the candidates.
4. Diversity, Equity, and Inclusion (DEI)
DEI is the top concern for the recruiter currently. Companies realize that a diverse workforce and an inclusive culture have several important positive business outcomes. By the year 2024, employers will seek to eliminate prejudices and obstacles that are suffocating a large number of minority groups.
Acceptable methods are blind recruitment, uniform interview techniques, inclusive language in job ads, flexible working hours, and the survey of belonging. Additionally, the DEI will be evaluated by the data through a quest towards an increase in the workforce composition with regards to gender, ethnicity, sexual orientation, and people with disabilities, among others.
5. Using People Analytics
Talent analytics refers to the process of utilizing data and research in talent recruitment. In 2024, analytics will become a widely used tool among recruiters, from which they will derive many insights that help improve hiring results. Cost per hire, the source of hire, time to fill, offer acceptance rates, and quality of hire are just some of the KPIs that will be measured.
By means of analytics, employers can identify the best recruitment channels, remove biases, consider hiring trends, assess any skill gaps, and plan for future talent. Analytics will play an integral role in data-driven decisions for talent acquisition.
6. Rethinking the Recruiter’s Role
This technology is changing the role of the recruiter a lot. With many of the traditional administrative responsibilities taken away, recruiters can focus on value-added activities.
In 2024, the focus will be on recruiters as talent advisors, candidate relationship managers, employment brand builders, data analysts, and HR tech experts, not forgetting strategic hiring partners. They need skills like emotional intelligence, design thinking, and business acumen. Talent acquisition performance will depend on the attitude of the recruiters.
7. Virtual and hybrid hiring
The pandemic years have turned remote hiring into a very convenient and cost-efficient practice for many employers. By 2024, virtual and hybrid hiring models will remain very popular, even in various roles and sectors. Finally, screening interviews, pre-employment assessments, the final round of interviews, and even onboarding can be held virtually.
8. The Growing Importance of Employer Branding
A strong employer brand is essential for grabbing the attention of the best candidates in the market. Employer branding highlights what makes an organization unique and desirable as a workplace.
In 2024, there will be greater emphasis on cultivating and promoting the employer brand story across digital channels. Microsites, employee testimonials, workplace photos and videos, awards, and online reviews will be used to strengthen the talent brand.
9. Data-driven Talent Pipelining
Top companies use talent pipelining strategies to facilitate the establishment of connections with potential candidates before specific job openings come up. With time, through the development of talent communities, they can fill up the vacancies more quickly.
In 2024, more sophisticated data analytics and AI will be used to identify and interact with high-potential prospects online. Mapping between the skills demand and supply forecasts will ensure that the targeted talent nurturing initiatives are put into action. Talent pools that comprise niche experts, alumni, competitors’ staff members, and also passive candidates will be developed.
10. Rise of Total Talent Acquisition
The total talent acquisition includes all the talent types, such as full-time hires, part-time workers, gig workers, etc. Organizations will develop strategies on how to access and engage the pool of total talents rather than concentrating only on permanent employees.
Conclusion
As we march into 2024, the talent acquisition function is very ripe for disruption. The transformations discussed also include some of the most significant changes ahead. Talent leaders who can exploit these trends will have the ability to improve their talent acquisition capabilities and hire better talent more quickly. With proper technology adoption, such as digital requirement platforms, AI, data-driven analytics, and many more, they can create agile, future-ready recruitment engines. As the battle for talent continues to rage unabated, those who adopt these trends will have an outstanding advantage on the war front.
To know more about the adoption of these trends, visit Taggd, India’s top digital needs platform. Taggd provides AI-powered technology, analytics, and expertise for leaders to identify talent, shortlist, and engage them across various industries and roles. The applications for participating in TA Super 10 are open now. By partnering with Taggd today, you can get ahead of the talent acquisition curve.
