HR trends for 2024.

2023 is nearly to it’s end, but 2024 is just around the corner. That means not just new opportunities in personal plan, but also new prospects for the HR sector. Attracting new talent into the workplace usually comes with some challenges, due to the the growing expectations of potential new recruits. That’ s why at TalentSight we work so hard and passionately to make the processes of recruiting the perfect IT candidates an easy one. We offer some useful tips and key HR trends to bear in mind for the upcoming year.

Talent attraction is becoming a more personal issue

Due to the growing expectations of the candidates such as flexible or remote work, social preferences etc., talent attraction is becoming a more personal issue. In 2024 companies must focus more on the individual work policies rather than the general framework of the working life. That means that companies must adapt to the talent’s lifecycle and business performance.

For instance, for freshers and recent graduates it will be very useful to work under the mentorship of an expert. That will help their development and make their adaptation in the company easier.

Flexible start and end of the working day is also becoming more preferable among the employees. You should not forget also remote work.

Another personal issue are the social preferences like sport cards, team buildings, health insurances and everything else that can benefit the new talents.

HR Tech Platforms and Integrating AI in HR

AI has started to make inevitable inroads into people's lives, mostly into their work-life. In 2024 expectedly artificial intelligence will be a hot topic within the HR field focusing on the talent acquisition. Talent acquisition tools are integrating AI functionalities into them and that means that companies will need to think how to automate the manual work across their processes.

Since ChatGPT came out end of last year, a lot of AI-capable tools were released, making our life easier. The recruitment sector was no exception and there have been a handful of tools and platforms with integrated AI functionalities in them. It is becoming the norm and many people already say AI features are to be expected when using new tools.

AI can help streamline a lot of the recruitment process like screening, sourcing, connecting and other administrative tasks, however in 2024 companies will need to balance between the usefulness of AI and the still necessary human interaction and skills.

Adapting to new workforce demographics

The changing demographics of the workforce is inevitably, that why companies should learn to adapt to the needs and work routines of the new generations stepping into the labor market.

The contemporary workforce is undergoing significant shifts, marked by the aging of the workforce as baby boomers retire and the entry of millennials and Generation Z into employment. These changes bring forth both challenges and opportunities for businesses across industries.

One important factor to consider is the gap between the older, more seasoned professionals and the younger workers in terms of their needs. Companies looking to hire senior tech talent should adjust their benefits accordingly. While individual preferences may vary, senior talent often prioritize benefits such as remote work, job stability and retirement bonuses.

Also the emergence of millennials and Generation Z in the workforce introduces fresh perspectives and preferences. Millennials, for instance, prioritize a healthy work-life balance. To attract and retain millennial talent, offering flexible schedules and opportunities for growth and development becomes imperative.

Rebranding HR as People and culture

Considering employees merely as 'resources' fails to align with contemporary HR practices. In contrast, adopting a 'people and culture' perspective emphasizes the establishment of a workplace culture that fosters a positive employee experience, enabling individuals to thrive and advance in their careers.

Nowadays HR has become the guardian of employee wellbeing, engagement, company culture and more. The current approach in HR strategy centers around cultivating a positive employee experience, fostering career growth and development, and championing a diverse and inclusive workplace culture. Concurrently, it harnesses technology and data to enhance decision-making capabilities.

A crucial aspect of modern HR strategy is attracting top talents. Despite talent search platforms, it is important for your recruitment efforts to get your employer branding and value proposition right.

To foster employee motivation HR teams should concentrate on engagement strategies. This entails offering opportunities for career development, implementing reward and recognition programs, and cultivating a positive workplace culture.

Intensifying competition for top talent

Аttracting top talent is becoming an increasingly fierce race. The Covid – 19 pandemic has changed the work environment irreversibly and things we considered as luxury such as hybrid or remote work become an essential requirement. Moreover, the guarantee for work-life balance is key factor for new employees.

Numerous professionals are contemplating leaving their current positions in pursuit of opportunities that provide a superior work-life balance and align more closely with their values. They are engaging in a thorough comparison of options and conducting extensive research on multiple opportunities before making decisions about their next career moves.

Before offering competitive compensation was sufficient to attract top talents. These days, employees want their work experience to feel personalized, meeting their needs at every step of their career journey. Employers need to make sure that employees enjoy a great experience right from when they join, all the way through their development and future plans with the company.

Sourcing beyond LinkedIn

A notable shift is emerging as organizations increasingly stray away from the conventional reliance on LinkedIn. Traditionally viewed as the go-to platform for professional networking and talent acquisition, companies are diversifying their recruitment strategies to explore alternative channels. With the evolving landscape of remote work and the rise of digital nomadism, HR professionals are exploring niche platforms tailored to specific industries or skill sets. This departure from the LinkedIn-centric approach reflects a growing recognition that talent pools are no longer confined to a single platform and that the most qualified candidates may be found in unexpected corners of the internet.

If you are wondering how you can access this greater pool of qualified candidates, we recommend using a Talent Acquisition Database such as TalentSight. It has a vast database of qualified IT professionals gathered from all around the web - LinkedIn, GitHub, StackOverflow and more. If you want to learn more check out our other articles at: https://talsight.com/blog

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