The recruiting trends for 2024
We have summarised the most important recruitment trends for 2024 for you in the following article. Learn more about recruiting via social media channels, the importance of an employer brand and recommendation marketing here.
Maximum marketing power
In order to attract the right applicants for your own company, it will be necessary to adopt marketing methods even more than before.
To resolve uncertainties about which online portals represent the best recruiting channels, performance marketing can be sensibly integrated into recruiting strategies. What this means: All recruiting measures are verifiably measured and evaluated.
In this way, detailed recruiting metrics can be obtained that provide information, for example, about which advertisements received a lot of attention, when, how often and on which platform. The ratio of views and applications received can also be used to align further strategies and recruiting ideas.
Professional social media presence
Social media such as Facebook or Instagram, and also professional networks, can only be used sensibly for recruiting if the company already has a successful presence there. If this has been neglected so far, now is a crucialtime to have social media activities professionally developed and linked to recruitment.
Adding interesting stories, images, and brief reports to your news feed on a regular basis should be a part of successful social media recruitment. In addition, include news about team events from time to time, introduce employees or let them have their say.
In short: regularly publish posts that strengthen the desire to become part of your team, even if you don’t currently have any vacancies to fill.
Furthermore, specialised hiring can be facilitated by participating in Facebook and LinkedIn groups that are related to the theme.
Employer branding
Social media recruiting has the advantage that you contribute to the branding of your own company through appropriate strategies. Recruitment via social media is not just about finding suitable applicants, you invest in image building and promote the awareness of your company, investing in overall employer branding.
You can increase the benefits for recruiting by taking feedback you receive online seriously and responding constructively. If you respond confidently to criticism and take suggestions for improvement, this can have a positive effect on your e-recruiting and increase interest in employment in your company.
Chain reactions through recommendation marketing
Some trends in personnel marketing go as quickly as they came. Others prove to be permanently irreplaceable. The latter includes recommendation marketing, which you should not lose sight of in 2024 either.
In general, you should always view your employees as brand ambassadors. Nobody knows the production team, the sales department and the accounting department as well as the employees who work in the department every day. And no one knows as precisely as they do what requirements applicants have to meet in order to work successfully and meaningfully in exactly this position.
Be open when employees suggest potential applicants. And moreover:
Employees that are motivated, content, and dependable are more likely to tell their friends and family when a position becomes available at their organisation.
More reach through remote work
In technologically advanced companies, many tasks can be completed remotely. This opens up the possibility of including freelancers or people who are retired, on parental leave, etc. in the recruiting strategy.
However, a distinction must be made between the classic home office job of permanent employees, outsourced teleworking and actual remote work. A key difference is that remote jobs allow you to do the work freely with your own time and location. This does not apply to employees in the call center or in the home office.
In order to impress people with a remote offer, the technical requirements must be right. This includes a virtual workplace that allows trouble-free communication. But the effort is worth it, because by integrating remote workers, your applicant pool can be expanded to include talent from all over the country and abroad.
Positive candidate experience
If you are responsible for recruiting, tracking applicants is also one of your recurring tasks. If negative statements about the application process are repeatedly made, you should pay attention. This is rarely an “act of revenge” by rejected applicants. More often, this means that the application process needs further optimisation.
Basically, anyone who applies for a job knows that usually only one person can win. It is not an appropriate form of rejection that causes bitterness, but rather an inappropriate form or the complete refusal to contact rejected applicants again at all.
If you haven’t done so yet, examine the entire recruiting process with a view to the application process:
- Are the advertisements formulated in such a way that the right applicants are addressed? Are the job, position, requirements and benefits precisely formulated?
- How easy or complicated is it to start the application process?
- How long does the application process take? Do you make contact early and provide applicants with all the important information?
- Do you go to the interview prepared and on time or does it happen that an appointment is forgotten?
- How do you respond to applicants you reject?
Make sure that your applicants receive friendly appreciation within a transparent process from the first contact to the last cover letter, thereby reducing the risk of negative reviews. On the contrary, you can even observe that even rejected applicants still say positive things about your company.
Intelligent recruiting solutions
Traditional recruiting is time-consuming and therefore usually only focused on filling current vacancies. Instead of spending months looking for specialists and managers for positions that are already open, it is advisable to proactively search for suitable personnel.
With modern recruiting tools and cloud-based software such as SAP SuccessFactors Recruiting, the entire process can be automated and controlled both pre- and post-processing.
For example, you can go beyond the current applicant search:
- Build a pool of applicants for future vacancies.
- Identify passive candidates.
- Recruit individual managers or entire teams.
- Obtain feedback regarding the application process.
- Location-independent onboarding processes
Anyone applying for a remote job is rarely interested in traveling for onboarding. Remote work meets the job applicants’ desire not to be tied to fixed locations and times.
Nevertheless, the usual onboarding phases must also be adhered to for remote activities, especially when complex areas of activity are involved or when it is necessary to deal intensively with corporate values and processes.
You can simplify remote onboarding by using special software that ensures communication in the preboarding phase. Also check all previous onboarding processes and measures to see whether they are suitable for the change or need to be replaced by new methods and tools.
Taking over entire teams
Gastronomy, hotels, event agencies, industrial production – the pandemic years have caused a rapid loss of jobs and qualified workers in too many areas. For some this means laying off entire teams, for others there are opportunities to take over entire teams.
Effective networking will be a major benefit for all those seeking to share ideas in HR management and, if needed, safely relocate or rearrange their personnel in 2024.
Work-life integration
“Work-life balance” sounds like balancing free time and playing table tennis table in the office. This approach hardly does justice to the complex integration of work and private life. The newer concept of work-life integration, which is based on the individual life situation of employees, has therefore made it into recruiting trends.
The principle can be implemented anywhere where it is not important to be present at a specific place at a specific time. Employees can then react more flexibly to certain circumstances – be it that the daycare center only opens at 9 or that they are simply more productive at night than during the day.
The prerequisite is that it is not the time clock, but the result that decides whether the service provided meets the requirements.
Smart decisions with HR analytics
Collecting, organising, analysing, evaluating data – these are the four essential steps in using HR analytics. This means the analytical process in recruiting differs significantly from collecting and lining up columns of numbers.
In this way, you not only gain recruiting metrics that can be used to answer important questions and make fact-based decisions, they also develop solutions that help to recruit and retain the most important resources for the company: employees whose know-how exactly matches the advertised vacancy and who have a great interest in long-term employment.
Analytical HR processes are therefore advantageous for small companies that have difficulties finding applicants, as well as for large companies that can hardly save themselves from applications.
Know more on the topic
By using HR analytics
Define your requirements and compare them with information and data from potential applicants.
You will find weak points in the application process or levers to optimise it. Use data-supported tools to fill your vacancies more quickly and in a more targeted manner and to avoid fluctuation.
Recruiting trends 2024 – Our prediction that will impact your work!
Now that we have presented some of the recruiting trends for 2024, let’s take a quick look at what will be important in 2024. The whole big topic is of course artificial intelligence. The focus here is not on new jobs that are created in your company or old jobs that are eliminated, but also on the support that AI can offer you in your recruiting processes.
In the future, artificial intelligence will be used, especially for the simplification of basic regular chores. However, even with AI’s further advancement, human factors in hiring processes should not be disregarded because data cannot fully replace human judgement.
Another recruiting trend that should not be ignored is the topic of augmented reality. Even if the technology may currently be in its infancy, the announcement of new products will not ignore this development in HR recruiting.
Automation, proactive action and flexibility are the most important recruiting trends in 2024
Automate recurring processes to gain more time for core tasks: What is emerging as the current recruiting trends for 2024 meets the needs of the HR departments and the interests of the employees. In addition, proactive action is becoming increasingly important to shorten application processes.
Important milestones on the way to building an applicant pool are the professional use of social media, internal restructuring with a view to more flexible processes and more individual funding opportunities.