By Rachel Hill<\/em><\/p>\n\n\n\n February 26, 2024<\/p>\n\n\n\n <\/p>\n\n\n\n As we in Recruitment and HR<\/a> also know all too well, having the right talent in the right roles, with a good fit to the role and organisational culture will make or break an organisation. Having the right talent will seriously impact your ability to deliver services or impact your company\u2019s bottom line if NFP or government, service or mission delivery.<\/p>\n\n\n\n I\u2019ve scoured the internet and found some of the latest reports and pulled these together in terms of trends and themes \u2013 and then tried to summarise what they will mean for HR, Culture and Recruitment teams in 2024. We will need to adapt to stay ahead of the competition.<\/p>\n\n\n\n I looked at several insightful articles about workplace trends from 2023 and early 2024 that will be impacting organisations in 2024 and beyond.<\/p>\n\n\n\n Gartner\u2019s annual list of future work trends<\/a> provided the biggest insights to navigate workplace transformation effectively. Key trends from their 9 Future of Work Trends for 2024<\/a><\/p>\n\n\n\n The Gartner report was written by Jordan Turner, based on the research by Emily Rose McRae, Gartner\u2019s Senior Director Analyst, and published by Gartner on their website. The full report can be found <\/em>here<\/em><\/a>:<\/em><\/p>\n\n\n\n <\/p>\n\n\n\n <\/p>\n\n\n\n Consider if you are being flexible enough on hours, days and or remote working. Four-day weeks are even more attractive to many candidates.<\/p>\n\n\n\n Hybrid work arrangements are likely to continue and be in demand, organisations will need to optimise their hybrid workplace offerings. Successful implementation of hybrid work requires well-thought-out strategies for communication, collaboration, and culture-building.<\/p>\n\n\n\n Values matter, and so do your culture and corporate responsibility statements or climate change messages and sustainability initiatives. Gen Z and beyond are actively seeking out organisations that make their actions explicit and transparent re climate change.<\/p>\n\n\n\n Do your new hires and internal leadership promotions can resolve conflict resolution in their teams? Do they have the soft skills to have difficult conversations? Consider building this into your leadership recruitment assessments or leadership training programs.<\/p>\n\n\n\n Many leaders of yesteryear may be technically brilliant but not so good in sticky conversations\u2026.<\/p>\n\n\n\n Are your hiring managers trained in Diversity and Inclusion? and how does this impact their current hiring practices, thinking, shortlisting, interviews etc? Are managers aware of their own unconscious bias? As we know, diversity is not only about hitting quotas but also are people recognising different skills, and having a broader view of \u201ctalent\u201d. Are you new hires made welcome and allowed to bring their whole self to work? Think about inclusivity and cultural safety when they start on the job as well \u2013 as this will be key.<\/p>\n\n\n\n If degrees and paper-based qualifications count for less. Think of transferable skills when hiring, focus more on competence and behaviours, and be open to those changing industries. Interview against \u201clived experiences\u201d not just qualifications. Again, you may need to train your hiring managers to re-consider \u201cwhat talent looks like?\u201d Do they need a degree? Can you hire from outside of the typical job role or a different industry, and then provide them with skills and training once on board? Think build versus buy<\/em>.<\/p>\n\n\n\n Apprentice schemes, Traineeships and those wanting a career change will become more prominent in 2024 as employers need to be less \u201cpicky\u201d on the qualifications and meeting \u201cset selection criteria\u201d and more open to and focus on an individual\u2019s transferable skills and behaviours or their propensity to learn\/pick up new skills.<\/p>\n\n\n\n Not only do we need to revisit many roles and the ways of working across all industries \u2013 with AI helping automate many tasks. What does this mean for Recruitment Processes? Are you using new AI in your ATS, job advertising campaigns, screen tools and assessments? Are your recruiters up to speed with the latest tools and technologies?<\/p>\n\n\n\n Candidate applications (cover letters and CVs) may become obsolete or will also change with AI. Does it matter? As long as candidates have the right skills and behaviours that you are looking for.<\/p>\n\n\n\n Once in the job will candidates have free reign on AI tools. Or be trained on how to use them. Just like social media policies, will we have rules around AI? I can see a whole new field of quality control or audit checking that \u201cthings\u201d (documents, contracts, marketing materials, articles) are fact-checked and correct. Will employees know the errors? As Gartner says there will be a much stronger need for data governance, quality control and good employee judgment when using these tools.<\/p>\n\n\n\n The above eight points from and with thanks and attribution to research and article by Matt Manners<\/a> from here<\/a>. Also Summarised and Sourced from articles published by Gallup which identified six workplace trends that leaders should watch in 2024<\/a>, and 8 Key trends from Key Workplace Trends of 2024 Affecting Talent Development<\/a> Written by John Hackston<\/a>, and published in the Association for Talent Development.<\/p>\n\n\n\n So, 2024 looks like it will be full of new challenges for Recruitment teams and HR. Maybe less of an evolution of the function but more the revolution in the way things are done! These trends or wants and needs of candidates and technologies have been coming for a couple of years now, but I can see an acceleration of pace in 2024. The need to adapt recruitment practices in a candidate-tight market will be paramount. The above will certainly have an impact on hiring manager skills and new ways of recruitment or more flexibility and openness to different ways of working\/different candidate profiles created within organisations.<\/p>\n\n\n\n Work with me! If you would like some help, I'm always here and happy to have a free initial 30-minute chat<\/a> about your recruitment strategy, Operations and TA modelling and AI tools. Especially the use of AI tools in recruitment and or separately the need to train your hiring managers in Diversity and Inclusion. Please feel free to contact me at Rachel Hill.<\/a><\/p>\n\n\n\nAs we begin 2024 it's good to touch base on the latest workforce trends and the impact these will have on your Recruitment Practices. As always Recruitment needs to stay flexible and vigilant as to what is happening in the marketplace. What is going to attract (or turn off) candidates and what are also the employee expectations in terms of on-the-job needs and wants, job roles, salaries, benefits or values etc, for what can be used as a retention tool.<\/h2>\n\n\n\n
The Latest Reports And Data<\/h2>\n\n\n\n
Workforce Trends<\/h2>\n\n\n\n
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Identification Of 4 Key Themes:<\/h2>\n\n\n\n
1. Shifting EVP (Employee Value Proposition Needs)<\/h2>\n\n\n\n
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2. New Manager Skills & Necessities<\/h2>\n\n\n\n
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3. The Collapse Of Career (Qualification) Assumptions<\/h2>\n\n\n\n
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4: AI Reshaping Work<\/h2>\n\n\n\n
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So, The Impact For Recruitment Practices?<\/h2>\n\n\n\n
1. Revisit Your EVP And Employer Branding Messages And Flexible Work Arrangements<\/h2>\n\n\n\n
2. Soft Skills Of Leaders Become Even More Paramount In Hiring Practices<\/h2>\n\n\n\n
3. Collapse Of Paper-Based Qualifications<\/h2>\n\n\n\n
4. AI Reshaping Recruitment Practices<\/h2>\n\n\n\n
Other Trends And Reports Worth Mentioning Include:<\/h2>\n\n\n\n
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In Summary<\/h2>\n\n\n\n
Where To Begin?<\/h2>\n\n\n\n