The world of recruiting is shifting, and recruiters and candidates alike will witness the implications of the post-pandemic landscape play out in the months and years ahead. While most sectors had shown a decline in hiring in this past year, the hiring for industries like IT and consumer goods are only set to pick up in 2024.

Let’s take a look at the top hiring and recruiting trends we anticipate seeing as companies change the way they approach their recruitment and retention strategies in 2024:

1. Virtual recruiting: With a variety of tools supporting each stage of the recruitment funnel, virtual recruiting tools enable recruiters to handle their entire recruiting cycle online. Without ever meeting a candidate in person, recruiters can now quickly attract talent, connect and screen applicants, conduct in-depth interviews, introduce candidates to hiring managers, and even give virtual worksite tours. Virtual recruiting will continue to grow, as will the challenges it presents in affording candidates a close-up look at company culture and sustained in-person interaction for both the candidate and the company to determine fit.
2. Automation: Many processes such as application tracking and candidate management, which were traditionally performed manually by recruiters are being automated. Digital interviewing platforms and human resources management systems (HRMS) are fundamentally changing the work of recruiters. By leveraging HRMS technologies at the beginning of the recruitment process, recruiters may reduce one of the factors that adds the most friction to the candidate experience – the duration of the hiring process itself.
3. Artificial intelligence: AI technology is used to source candidates, review resumes, and schedule interviews. Artificial intelligence can even be leveraged to comb through answers to written interview questions – learning from the data and using algorithms to push the best candidates forward. The removal of prejudice from job descriptions is one particular area where AI shows considerable potential. Language that might be biased or gendered in job descriptions can be replaced by writing tools powered by AI such as Chat GPT. Some of the other uses for AI include calculating a candidate engagement score, assisting with candidate matching, job description recommendations, and screening with automated messages.
4. Chatbots: Chatbots employed in the hiring process are assisting in increasing candidate leads and converting more applicants. Chatbots powered by AI direct users to available positions and even offer them pertinent articles to inform them about the positions. Candidates frequently inquire about how to apply, the status of their applications, benefits, remuneration, and how to search for specific opportunities on chatbots.
5. Remote work: One positive outcome of the pandemic was that it helped in reducing the time it would take for remote working to become more established and integrated into the corporate work culture. Based on the type of industry in question, at least a hybrid of in-person and remote work is something that most companies may look at adopting now, or in the near future. Candidates may have already begun to set themselves apart with remote work certifications – which are classes designed to equip workers with the tools and skills needed to work from home.
6. Predictive analytics: Part of the role of the recruiter is to help attract, identify, and convert the best quality candidates to boost productivity at your company. Predictive analytics puts data behind those decisions and helps you make even more informed estimates. It uses historic and current data to make predictions about the future. Predictive analytics uses information from your HRMS, resumes, job descriptions, and other sources to make predictions about potential candidates. It might monitor things like how well they fit into the company’s culture, whether they’re likely to stick around, how well they can pick up new abilities, and how well they can develop and stay engaged.

Are there other trends you see dominating the recruitment strategies of the major industries in 2023?