Artificial intelligence, Hollywood villain or a helpful work-ally? Despite initial concerns from futurists like Elon Musk and scientists like Stephen Hawking, AI has made a significant impact in various industries, including healthcare, education, sales, marketing, security (through innovations like smart locks and cameras), and even in recruitment!
In fact, a notable 54% of HR recruiters think of AI as an opportunity. They feel adopting AI tools is imperative to boosting efficiency, enhancing candidate experiences, and staying competitive in the ever-evolving recruitment landscape. In the dynamic recruitment landscape, staying ahead of the curve is not just an advantage—it’s a necessity.
So, what trends and technologies can recruiters or hiring agencies adopt to stay competitive? Let’s explore the anticipated trends set to shine in the coming year.
5 Hiring Trends for Recruiters and Hiring Teams to Look Forward to in 2024
1. We will See Continuity of Remote Work:
We practically saw this trend unfolding on the horizon from a cosmic distance. And as this trend gained momentum, companies worldwide caught on to the fact that folks can ace their work from virtually anywhere.
Stepping into 2024, it’s not just a trend; it’s a fresh take on how we approach work. What once kicked off as a response to the pandemic, shouting, ‘Let’s work from home,’ has matured into a deliberate nod to the efficiency of remote work.
As per FlexJobs’ Employee Engagement Report, 48% of employers continue to offer remote work. Regarding post-pandemic workplace plans, 26% opt for a hybrid model, and 22% anticipate continued remote work opportunities, as revealed by survey respondents. (source)
As for companies, they are no longer confined by geographical limitations when searching for top-tier talent. This shift has also widened the talent pool and in response, many remote-work platforms, such as Deel, have surfaced to make the transition easier, simplifying remote work, assisting companies in effortlessly overseeing global teams.
With smooth payroll processes and stress-free compliance management, remote work has never been easier.
2. Recruiters are Bullish on AI’s Pervasive Role in Recruitment:
I think we can all agree that Artificial Intelligence has transcended its status as a Hollywood star, becoming critical to the recruitment landscape.
68% of recruiters see AI as a tool that can eliminate biases from the hiring processes, ultimately leading to fairer candidate evaluations. (source)
The utilization of AI spans various aspects, including job recommendations on career platforms, candidate matching, personalized job description suggestions, automated candidate screening messages, the scoring of candidate engagement and something as tedious as note-taking during interviews or updating the ATS afterwards. There are many tools in the market these days such as Quil’s AI notetaker.
Quil relieves recruiters of the tedious task of note-taking during interviews. This not only saves time but allows recruiters to focus on the nuances of the conversation, ultimately leading to more informed hiring decisions.
In fact, many big companies like Boston Consulting Group, Swarovski, and Colgate-Palmolive are amongst the companies are using AI-enhanced digital tools for a faster and efficient recruitment process.
3. More Companies will Focus on Candidate-Centric Experiences:
A significant 78% of candidates currently express that the hiring experience they undergo with a prospective employer serves as a gauge for how much the company values its people. (source)
The hiring process is no longer just about employers selecting candidates; it’s a two-way street. Candidates are evaluating companies as much as companies are evaluating them.
Creating a positive candidate experience will be paramount. Here are a few ways you can create a candidate-centric experience:
- Ensure clear communication at every step. Candidates should never feel in the dark about the process.
- Simplify the application process. A user-friendly interface and straightforward steps can significantly enhance the candidate experience.
- Provide timely feedback to candidates. Whether positive or constructive, timely communication shows respect for their time and effort.
- Tailor interactions to the individual. Personal touches, such as addressing candidates by name, can go a long way in making them feel valued.
- Set clear expectations about the recruitment process, timelines, and what candidates can expect. Transparency builds trust.
- Ensure that essential information about the company, culture, and the role is readily available. This helps candidates make informed decisions.
- Be responsive to candidate inquiries. Quick responses demonstrate attentiveness and a genuine interest in their candidacy.
- Implement inclusive hiring practices to make candidates from all backgrounds feel welcome and appreciated.
- Extend the candidate-centric approach to onboarding. A smooth transition into the organization sets the tone for a positive employee experience.
- Ask for feedback from candidates and use it for continuous improvement. An evolving and responsive recruitment process ensures ongoing candidate satisfaction.
4. Data will be a Guiding Compass for Decision-Making:
It’s the era of big data.
The recruiter’s playbook is being rewritten. In 2024, the data-driven approach will emerge as not just a trend but a cornerstone for achieving unparalleled success in the competitive recruitment realm.
Integrating big data into recruitment has myriad benefits, from enhanced candidate sourcing to heightened cost-effectiveness. A key advantage lies in expanded talent pools, facilitating access to diverse candidates with varied skills.
This speeds up finding the right people, making hiring faster and reducing the time spent on screening and interviews. Big data helps assess candidates objectively and predict how well they might do, helping employers make better decisions and avoid bad hires. Using this data-driven approach automates tasks, making the hiring process quicker.
Moreover, it enhances cost-effectiveness and ROI by reducing time-to-hire and cutting hiring costs, allowing resource allocation to strategic initiatives. Improved retention rates contribute to long-term savings and a more stable workforce.
5. Diversity and Inclusion Initiatives:
‘Diversity and inclusion’, they are not just fancy words. They are integral to hiring as maple syrup is to Canada, or tea is to London, if you prefer.
While companies are recognizing the value of diverse perspectives and are actively seeking ways to foster inclusivity, it is more than just publishing a statement on your website or social media.
Building a diverse workforce begins with recruitment. Prioritize a candidate’s ability to perform the job, irrespective of race, color, religion, sex, gender, national origin, or other protected categories.
An inclusive workplace stems from leadership and permeates the entire company.
Here are a few best practices to keep in mind to create a positive and safe wrokplace atmosphere for your diverse employees:
- Start with a simple strategy: ‘Listen.’ Connect with diverse employees for insights on necessary changes in the organization.
- Schedule one-on-one sessions with upper management to gather constructive feedback on improving diversity issues.
- Create a safe environment for open discussions on different perspectives.
- Cultivate an inclusive culture that embraces all employees as a business owner.
- Educate your team on inclusive behavior and enforce policies in line with diversity and inclusion initiatives.
- Foster a workplace where employees feel safe and accepted, recognizing its significance for business success.
- Implement a peer-to-peer buddy system, where experienced employees mentor new hires, guiding them through processes and fostering connections.
- Appointing mentors for new hires contributes to DEI and enhances the overall onboarding process.
“AI will Take Over the World!”- AI is Not the Monster Often Made Out to be…
People found the idea of television absurd. In the early days of television, not everyone was in fact captivated by the new invention. C.P. Scott, the editor of the Manchester Guardian, expressed skepticism, stating, “Television? The word is half Greek and half Latin. No good will come of it.”
However, attitudes have shifted over the years. People are glued to their screens. The same can be said for artificial intelligence, particularly within the domain of recruitment tools, a similar transformation is underway. As Fei-Fei Li, Co-Director of the Stanford Institute for Human-Centered Artificial Intelligence, wisely asserts, “Artificial intelligence is not a substitute for human intelligence; it is a tool to amplify human creativity and ingenuity.”
Much like the transformative impact of television and lightbulbs on daily life, AI in recruitment now stands as an empowering ally. It elevates human capabilities, nurtures innovation, and plays a pivotal role in creating a more efficient and effective hiring process.
Quil leads the way in transforming the hiring scene through our revolutionary AI Recruiting Assistant. Picture a world without the challenges of tedious interview note-taking and manual updates to your Applicant Tracking System (ATS). Our cutting-edge tool not only effortlessly records and organizes interview insights but also seamlessly integrates with top ATS platforms like Lever, Zoho Recruit, Greenhouse, and more.