11 expert predictions for the state of recruitment in 2024

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By The Fetcher Team

11 expert predictions for the state of recruitment in 2024

11 mins read

Expert recruitment predictions for 2024
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As we stand at the crossroads of technological innovation and evolving workforce dynamics, the recruitment landscape is poised for significant transformations in 2024.

We've gathered insights from industry experts, offering a compelling glimpse into the trends, strategies, and breakthroughs that will define the state of recruitment this year. Here are their key predictions and the factors they see shaping recruitment and hiring in 2024.

Quote from Eliza Geeslin

1. Internal teams will be smaller and more efficient than ever

"I think the labor market will start rebounding in Q2 and pick up speed coming out of the summer.

TA teams that are much smaller due to rounds of layoffs will have a tough time meeting hiring goals and backfills because attrition will spike with a more competitive market. This will drive a need for greater efficiency as companies will likely rely on small internal teams and contractors rather than build up their TA teams again.

We'll likely see more contract recruiter roles, and companies may have to re-evaluate how they can compete for talent when faced with lower than expected offer acceptance rates."

Data Analytics Manager, Recruiting Analytics @ Hubspot

Quote from Patrick Rudewicz

2. Streamlined candidate experiences and team buildouts

"I anticipate we will see companies strategically build out their talent acquisition teams to hire at a steady pace, whether in-house recruiters, contractors, or agencies. After a challenging period of downsizing across industries, I'm not expecting to see growth numbers like those of 2021. Still, the market is full of incredibly talented individuals looking for their next career move. There is a need for recruiters given that increased volume.

The other focus will be on being meticulous and refining processes. Complicated, drawn-out processes or poor candidate experiences will always lead to the loss of talent. I believe it's essential for companies to focus on the tooling, systems, and processes they put in place to cater to their needs and help bring in the strongest talent. Suppose you don't put your best foot forward, starting from initial outreach to a candidate. In that case, you will lose them to another company that did."

Patrick Rudewicz
Technical Recruiting @ Stripe

Quote from Taylor Bold

3. Adoption of Generative AI to optimize business operations

"Since the launch of ChatGPT, AI has become a central topic of discussion across the HR industry. A few trends in 2024 that are very exciting are the inclusion and adoption of machine learning and generative AI (Gen AI) across talent acquisition.

AI's potential to improve the recruiter and candidate experience is unparalleled. By allowing AI to automate specific recruitment tasks, such as the job requisition creation, recruiters can double down on engaging with top talent to help meet their hiring and talent goals. Furthermore, AI creates the prospect of assisting recruiters to become talent marketers within a few seconds.

Engaging with Generative AI allows recruiters to create compelling and engaging messages to candidates across the talent pipeline. Embracing the transformative power of AI in talent acquisition not only streamlines operational efficiency but also empowers recruiters to focus on building meaningful connections with top talent, marking a pivotal shift in the future of HR practices."

Taylor Bold
Product Manager @ Fetcher

Quote from Jenna Pierce

4. A return to long-term thinking after short-term layoffs

"It's no surprise that machine learning and artificial intelligence will be top of mind for all business leaders. These are table stakes, and people leaders must be educated and understand how to coach and guide around risk, application, implementation, and management of this technology.

More important is how we look at optimizing our workforce inside the company. The short-sightedness of layoffs must be addressed. It is far less costly to redeploy, retrain, and enable employees already tenured and entrenched in your culture than to shed people for a short-term cash gain.

The long-term effects will impact productivity, culture, morale, and, most importantly, customer retention and revenue. Talent leaders will need to invest in mobility and ways to optimize the workforce and use technological advances to gain productivity and at-scale efficiencies.

An engaged and supported workforce who recognizes how valued they are will feel no boundaries to their ability to innovate and do their best work in service of the customer."

Jenna Pierce
Executive Leader Global Talent Acquisition

Quote from Amy Wood, Sr. Director of Recruiting Operations at Onetrust

5. Embracing technology to elevate human connections

"Companies will continue to utilize a more flexible workforce for recruiting to maintain elasticity in an ever-changing market. We'll see this come to fruition through increased use of automation and technology, contractors, and agencies rather than a whole in-house recruiting team working through manual tasks.

The companies that will thrive will be the ones that prioritize candidate experience and relationship building in their recruitment process by embracing technology to keep their recruiters doing what they do best - making human connections with candidates in the interview process. "

Amy Wood
Senior Director, Recruiting Operations & Programs @ OneTrust

Quote from Stephanie Baysinger

6. Shifting from routine tasks to strategic activities

"I think a significant area of focus for 2024 is recruitment team enablement. Recruiting tech is swarming with AI-enhanced tools aimed to automate and scale. Empowering recruiters with the necessary resources and support to shift their focus from routine tasks to more strategic activities will support the adoption of these tools in the future.

Investing in recruiter skills like relationship building, strategic talent advising, and candidate experience will enable TA teams to harness the full potential of AI-enhanced tools."

Stephanie Baysinger, GPHR
Talent Acquisition Enablement and Ops Expert
Principal @ Growth by Design Talent

Quote from Eugenia Syrytsia

7. Predictive analytics in mainstream recruiting

"Over-reliance on predictive analytics is a common current recruitment challenge. It involves how to accurately and efficiently identify and convert a desirable candidate. Predictive analytics addresses this challenge by using historical data to determine if a candidate is the right fit and to predict their growth potential.

I anticipate that predictive analytics will become mainstream because it can optimize the entire recruiting and hiring process, from job advertising to talent sourcing, onboarding, and retention. It can identify trends, patterns, and correlations in a large volume of data and is more capable than even the best and most experienced recruiter. Given the increase in the prevalence of AI and machine learning, predictive analytics is about to become commonplace for companies across various industries.

The potential that predictive analytics holds in revolutionizing recruiting and hiring is undeniable, and you can expect it to become common and, eventually, an invaluable tool in recruitment."

Eugenia Syrytsia
Seasoned Recruiter, HR Expert, Admix Global

Quote from Peter Bryla

8. Tech's impact on hiring inclusivity

"In 2024, the employment process could pose increased challenges due to the growing influence of computer systems in hiring procedures. These systems may introduce errors and bias, potentially excluding qualified candidates based on inaccurate information. Consequently, deserving individuals will find securing opportunities matching their skills difficult.

Additionally, with the rising trend of remote work, there is a possibility of a less connected and more isolated work environment, making it challenging for companies to maintain effective communication and foster a sense of teamwork among employees. This shift towards virtual interactions could result in a less engaging and unfulfilling professional experience.

In essence, my boldest prediction for 2024 centers on the potential negative impacts of technological advancements on the inclusivity and human-centric aspects of the recruiting and hiring process."

Peter Bryla
Community Manager @ ResumeLab

Quote from Linn Atiyeh

9. Personal touch defies AI in recruitment

"As the owner of a niche recruiting firm, I will go against the grain and say that AI isn't about to transform the industry—not yet, anyway.

In fact, I'm seeing more and more candidates and clients come to me looking for personalized shortlists of companies and hires. They're tired of sifting through hundreds of names and prefer focusing on a few well-selected potentials.

This means a carefully tailored cover letter for candidates—no AI can convey the right tone to express true passion for a role or industry. And for companies, this means more face-to-face interviews. Scanning a video introduction doesn't compare to speaking candidly with a qualified worker in person.

We're all craving that personal connection that allows us to truly commit to our work."

Linn Atiyeh
CEO @ Bemana

Quote from Kimberly Tyler-Smith

10. Skills-based hiring takes center stage

"I foresee a significant shift toward skills-based hiring, minimizing the emphasis on traditional credentials.

With continuous learning and upskilling becoming the norm, recruiters will prioritize demonstrable skills and adaptability over formal education histories.

This will open doors for a more diverse pool of talent, driving innovation and inclusivity in the workplace."

Kimberley Tyler-Smith
VP of Strategy and Growth @ Resume Worded

Quote from Eva Chan

11. Generative AI shapes application processes

"Generative AI will be a central concern for recruiters and hiring managers in 2024. Tools like ChatGPT have accelerated the CV and cover letter writing processes tenfold. As a result, applicants can cast much wider nets than before.

While (truthful!) AI-aided job applications aren't necessarily bad; employers now have to deal with very high application volumes of similar applications.

Therefore, I expect hiring managers to set much more specific application requirements to test how much of their own knowledge applicants can bring to the table. For example, a job description for a digital content writer position might ask applicants to name a specific tool they use for keyword research and outline its advantages for their specific work."

Eva Chan
CPRW and Senior Content Specialist @ Resume Genius

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