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How are you adapting to the fast-paced changes in tech hiring?
2024 is shaping up to be a year of transformation in the recruitment world, especially when it comes to technical roles. Whether you're a hiring manager, recruiter, or someone interested in the future of work, staying ahead of these changes is crucial. But don’t worry—you’re not alone!
Think about it: AI, skills-based hiring, and remote work are no longer just buzzwords—they’re shaping the future of how we build teams. But what do these trends actually mean for you? How will they impact the way you find and hire top talent?
Let’s explore the trends and predictions that will define technical hiring in 2024 and see how you can prepare for the future—starting now.
1. Adoption Of AI-Powered Recruitment
One of the biggest trends we’re seeing in 2024 is the rise of artificial intelligence (AI) in the hiring process. More companies are leveraging AI tools to streamline everything from screening resumes to scheduling interviews.
AI-driven software can sift through thousands of resumes in seconds, flagging the best-fit candidates based on predefined criteria. This reduces the time hiring managers spend on administrative tasks and allows them to focus more on human interaction and candidate engagement.
What this means for you: If you're hiring, AI tools can save you time and help you find qualified candidates faster. But be careful—these tools need to be programmed with the right criteria to avoid biases in the screening process.
2. The Shift Toward Skills-Based Hiring
Another major shift is the growing focus on skills over formal degrees. Big players like Google, Tesla, and IBM have already ditched degree requirements for many positions, and more companies are following suit.
A 2022 report by Harvard Business Review found that skills-based hiring has increased by 63% over the last few years, and that trend is likely to continue into 2024.
Why the shift? Simply put, the pace of technological change means that skills learned in a traditional academic setting can quickly become outdated. Employers now prioritize candidates who can demonstrate practical, up-to-date knowledge over those with traditional academic credentials.
What this means for you: Look beyond just where a candidate went to school. Focus more on what they can actually do. This opens the door to hiring from more diverse backgrounds and increasing your talent pool.
3. Evolution Of Remote and Hybrid Work
The global shift toward remote work during the COVID-19 pandemic has permanently changed the hiring landscape. In 2024, remote and hybrid work options are no longer just perks—they’re expectations. A survey by Buffer found that 97% of employees want remote work options, even after the pandemic.
Tech talent, in particular, expects flexible working conditions. Companies that don't offer remote or hybrid options risk losing top candidates to competitors that do.
What this means for you: Make sure you’re offering flexibility. If your company hasn’t embraced remote or hybrid work yet, 2024 might be the time to reconsider.
4. Prioritizing Diversity and Inclusion
Diversity, equity, and inclusion (DEI) initiatives are no longer a "nice to have"—they’re a top priority. Companies are under increasing pressure to build diverse technical teams, and 2024 will see even more emphasis on this.
A report from McKinsey & Company shows that companies in the top quartile for gender diversity are 25% more likely to have above-average profitability, and those in the top quartile for ethnic diversity outperform competitors by 36%.
What this means for you: Review your hiring process to ensure it’s inclusive. Use data to track diversity metrics, and make sure your recruitment marketing appeals to a wide range of candidates.
5. Building a Strong Employer Brand
The competition for tech talent is fierce, and how your company presents itself to potential candidates matters more than ever.
In fact, according to LinkedIn’s Global Talent Trends Report, 75% of job seekers consider a company’s employer brand before applying. Candidates want to know not just what the job entails, but also what it’s like to work at your company.
In 2024, companies that invest in their employer brand—by promoting their culture, values, and commitment to employee well-being—will have a significant edge in attracting top talent.
What this means for you: Invest in building a strong employer brand. Show candidates why they should want to work for you, not just what they’ll do for you.
6. Leveraging Data to Drive Hiring Success
Data is increasingly playing a key role in shaping recruitment strategies. From tracking candidate engagement to measuring the effectiveness of job postings, companies are using data to make more informed hiring decisions.
Deloitte predicts that by 2024, over 70% of organizations will rely on predictive analytics to assess candidates and improve hiring outcomes.
Data-driven insights allow companies to identify bottlenecks in the recruitment process, understand candidate behavior, and tailor their strategies to attract the right talent.
What this means for you: Start integrating data into your hiring process if you haven’t already. Tools like applicant tracking systems (ATS) and recruitment analytics platforms can provide valuable insights.
7. Role of Freelancers and Gig Workers
The gig economy continues to grow, and it’s starting to have a bigger impact on the tech industry. According to a study by Upwork, 36% of the U.S. workforce freelanced in 2022, and that number is expected to rise in 2024. More companies are turning to freelancers, contractors, and gig workers to fill technical roles on a project basis rather than hiring full-time employees.
This shift offers companies flexibility, allowing them to scale teams up or down based on project needs. However, it also brings challenges in terms of managing a distributed, often temporary workforce.
What this means for you: Consider how freelancers and contractors might fit into your hiring strategy, especially for short-term projects or specialized skills.
8. Investing in Upskilling and Reskilling
As technology rapidly evolves, companies must ensure their existing employees keep up. Upskilling (teaching current employees new skills) and reskilling (training employees for new roles) will be crucial in 2024.
A report from Gartner shows that 58% of the workforce will need new skills to do their jobs successfully in the coming years.This means that companies will need to invest in continuous learning programs, not just for new hires but for their entire workforce.
Those that don’t may struggle to retain top talent, as employees are increasingly seeking opportunities for growth and development.
What this means for you: Start thinking about how you can offer upskilling and reskilling opportunities to your team. Offering professional development can be a great way to improve retention and keep your workforce competitive.
Summing It Up
2024 is shaping up to be a transformative year for technical hiring. From AI-driven recruitment to the rise of remote work and the emphasis on diversity, companies will need to stay ahead of these trends to attract and retain top talent.
If you're a hiring manager or recruiter, staying flexible and keeping an eye on these trends will be key to building strong, dynamic teams in the years ahead. Ready to adapt and innovate? Sign up with Intervue today!
2024 is your year to make it happen!
