7 2024 Tech Recruitment Trends To Watch Out For 

7 2024 Tech Recruitment Trends To Watch Out For 

Ever wondered what the future holds for recruitment in 2024? Undoubtedly, technology will play a significant role in shaping trends in the recruitment industry. Organizations will increasingly rely on the most recent developments to perform their duties more effectively as technology continues to dominate our world.

While we can’t predict everything, we’ve gathered insights to create a helpful guide for navigating the changing recruitment world. By tapping into these, you can be better equipped to adapt to the shifts in recruitment practices, enhancing your approach to finding and securing opportunities in this dynamic environment.

 

Trends Reshaping the Future of Recruitment 

What are the current hiring trends for 2024? Like many other areas of business, hiring is going digital and changing how it works to match today’s job market.

Related Reading: 2024 and Beyond: New Tech Trends Shaping the Future 

Here are a few trends in how recruitment adapts to address evolving demands.

 

1. Virtual Recruitment

According to Monster’s 2022 report on the future of work, 89 percent of companies are now doing virtual recruiting, and 19 percent find it better than in-person.¹ The trend of virtual recruiting is growing, but it also brings challenges.

One major challenge is giving candidates a real sense of the company culture and maintaining personal interactions. Excellent virtual recruiting experiences aim to showcase the company culture when a candidate discovers a job opening with the organization.

Companies are essential in human capital management (HCM), which involves your business’s methods and plans for hiring, training, and keeping employees. HCM is a framework that links your workforce to your business goals.

Virtual recruiting is gaining importance in HCM strategies, especially with the rise of remote work. Your business is no longer confined to searching for candidates near your offices. Now, you can extend your search and find the best candidate for a position, regardless of their location.

PwC, an accounting firm, demonstrates how virtual recruiting influences HCM. Their mobile-friendly approach empowers job seekers, allowing them to schedule interviews, select interviewers, and receive real-time updates on their progress. As virtual interviews become more prevalent, candidates are increasingly questioned about their virtual work experience.

 

2. Remote Work

Hybrid and remote work setups continue to be prominent in 2024 with 98 percent of workers indicating a preference for remote work, at least intermittently, over the course of their careers. This reflects a slight uptick from the 97 percent reported in 2022.²

While these numbers highlight a sustained interest in remote work, they also suggest that the shift toward flexible work arrangements is becoming more ingrained in the professional landscape.

In this context, organizations can stand out to job seekers by offering the flexibility to choose remote work technology and equipment, like standing desks or noise-canceling headphones. Providing collaboration tools and remote learning opportunities is another distinguishing factor.

Organizations can set themselves apart by incentivizing candidates with remote work certifications. For instance, offering bonuses or making certifications a requirement ensures that applicants have the necessary tools and skills for remote work, as exemplified by programs like North Dakota State University’s one-month course.

Additionally, some companies, like Ring Central, are forming entirely virtual teams in the early stages of talent acquisition. In 2020, the collaboration platform vendor transitioned its entire internship program to a virtual format, including a supporting summit and a project focused on conceptualizing new features for their products.

 

3. Automation

Companies are experiencing significant changes in their roles due to the adoption of technology like Candidate Relationship Management (CRM), Applicant Tracking Systems (ATS), and digital interview platforms. These tools, often managed through Human Resources Management Systems (HRMS), automate many manual processes.

HRMS enhances the overall employee experience by assisting in tasks like resume management, interview scheduling, and tracking the process for hiring managers, recruiters, and applicants. Using HRMS tools in the initial stages helps recruiters save time, addressing a central pain point in the candidate experience—the length of the recruiting process.

Related Reading: Workplace Automation: How To Prepare Your Team For The Future 

In 2024, companies will increase automation for tasks like candidate screenings and initial interviews, especially with the rise of asynchronous video technology. This software allows applicants to record their responses to a set of questions. Video technology is helping companies expedite the applicant-to-hire process, often on a large scale.

Organizations, like Walmart with its “Project 24” are leveraging this technology to speed up the hiring process. They aim to move from a job opening to a job acceptance within 24 hours and streamline the process by replacing in-person interviews, messaging exchanges, and scheduling with a pre-employment assessment and a phone interview.

This combined effort has reduced the time to identify a hire and extend an offer from 14.5 days to 3.5 days.

 

4. Artificial Intelligence (AI)

AI technology is applied to find candidates, assess resumes, and organize interviews. Some platforms use AI to analyze responses to written interview questions, learn from the data and employ algorithms to advance the best-fit candidates.

Companies also continue to embrace AI, with 36 percent believing it would enhance their jobs.³ They use AI for job recommendations on career sites, matching candidates, suggesting job descriptions, screening candidates with automated messages, and scoring candidate engagement.

AI shows significant potential for eliminating bias from job descriptions with AI-powered writing tools capable of replacing biased or gendered language in job descriptions.

Related Reading: 2023 Industry Trends: A Spotlight on the Industries Transformed by AI 

 

5. Chatbots

Recruiting chatbots are vital in enhancing applicant conversion rates and increasing candidate leads. They prove valuable by offering candidates an opportunity to learn about the organization before applying, thereby reducing the time human recruiters spend answering such queries.

Their impact on career sites is substantial. Sites equipped with chatbots experience a 95 percent increase in conversion to leads, 40 percent more completed applications, and a 13 percent rise in job seekers clicking on job requisitions.⁴

These numbers underscore the significant contribution of chatbots in streamlining the recruitment process, making it more efficient and engaging for potential candidates.

Chatbots are particularly useful as candidates frequently seek information about application processes, status updates, benefits, compensation, and details about specific roles. Marriott International was among the pioneering hospitality companies to employ recruitment chatbots. These AI-driven chatbots guide users to available roles and provide relevant content to educate them about the positions.

 

6. Predictive Analysis

Part of the recruiter’s role involves attracting, identifying, and converting the best candidates to enhance productivity in the company. While recruiters can make well-informed judgments about the best fit for a role, predictive analytics adds data-driven insights to these decisions, making estimates even more accurate.

Predictive analytics uses both historical and current data to make future predictions. HR takes information from HRMS, resumes, job descriptions, and other sources to forecast outcomes related to applicants. It might track aspects such as cultural fit, the likelihood of staying with the company, the ability to learn new skills, and engagement levels.

In large companies like JP Morgan, where a single job posting can draw thousands of applicants, machine learning algorithms assist recruiters in sorting through resumes.

These algorithms identify which applicants are more likely to be interviewed and hired, recognizing trends in those likely to stay, particularly in high-turnover roles. While computers don’t make the final hiring decisions, their recommendations are valuable recruitment tools.

 

7. Cloud-Based Information Storage

Numerous companies worldwide are adopting secure online data storage and management platforms, leveraging cloud-based solutions. Instead of dealing with stacks of papers or centralizing data on a single computer, using cloud-based HR systems ensures a more streamlined and secure data flow.

This practice enables HR professionals to access and manage employee information from anywhere, aligning with the evolving trends in work setups.

Furthermore, this organized information storage, restricted to HR personnel, enhances data security and compliance with privacy regulations. This becomes particularly crucial in light of the cyberattacks and data breaches observed in the past few years.

Related Reading: Cybersecurity Best Practices for Companies in 2023 

 

The Future Path of Recruitment 

In the face of constantly evolving global events, businesses strive to adapt, prompting transformations in HR practices. From virtual hiring to broadening perspectives on the potential labor pool, recruitment is undergoing rapid and dynamic changes.

Businesses are essentially reimagining how they find and bring in new talent. By embracing innovation, leveraging technology, and adapting to changing dynamics, you can position your business as a leader in this competitive field.

 

FUTURE-PROOF YOUR WORKFORCE WITH DAVIS COMPANIES

Navigate the evolving recruitment landscape in 2024 with DAVIS Companies. With over three decades of expertise, we stand ready to lead you through the latest trends, ensuring your workforce strategies seamlessly align with industry advancements. Reach out to us today and start your journey toward a future-ready team!

 

References 

1 Monster. THE FUTURE of WORK. 2022 Global Report. Monster, 2022, media.monster.com/marketing/2022/The-Future-of-Work-2022-Global-Report.pdf.

2 Buffer. “Buffer | State of Remote Work 2023.” Buffer: All-You-Need Social Media Toolkit for Small Businesses, 2023, buffer.com/state-of-remote-work/2023.

3 Jobvite. “Recruiter Nation Survey.” Jobvite, 2020, www.jobvite.com/wp-content/uploads/2020/10/Jobvite-RecruiterNation-Report-Final.pdf.

4 Inc, Phenom People. “Phenom Study: AI Recruitment Chatbots Double Candidate Leads & Increase Job Apply Rates.” GlobeNewswire News Room, 4 Mar. 2020, www.globenewswire.com/news-release/2020/03/04/1995136/0/en/Phenom-Study-AI-Recruitment-Chatbots-Double-Candidate-Leads-Increase-Job-Apply-Rates.html. Accessed 11 Dec. 2023.

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