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2024 Recruiting Trends: Predictions from the Suna Recruiting Team

One member of a recruiting team during an interview

As we step into the promising landscape of 2024, the recruitment industry finds itself at the forefront of transformative changes, fueled by technological advancements, shifting workforce dynamics, and an evolving global landscape. In the dynamic world of recruitment, staying ahead of the curve is not just a strategy but a necessity. Let our Suna recruiters be your guiding compass, providing you with the foresight to navigate through the evolving trends, seize opportunities and thrive in the ever-changing realm of talent acquisition.

“Buckle up, recruiters! 2024 is set to shake up the hiring landscape with a wave of disruptive trends. Prepare for a potential shift in the power balance between candidates and employers, necessitating a sharpened employer brand and employee value proposition. AI will revolutionize recruitment, automating tasks like resume screening while freeing up time for building relationships. As remote work becomes the new normal, mastering virtual recruitment, developing engaging online onboarding, and fostering a strong remote culture are key to success. DE&I initiatives will move beyond buzzwords, with concrete actions throughout the employee lifecycle from recruitment to promotion opportunities. Traditional interview formats are being re-evaluated, with companies opting for more innovative and engaging methods to assess candidates’ skills and potential. To stay competitive, embrace upskilling and reskilling programs, empowering your workforce for the future of work. By adapting to these trends and embracing continuous learning, we can position ourselves as strategic partners within our organizations, shaping the future of work and attracting top talent. So, get ready to adapt and thrive in this dynamic environment.”

– Carmen Luna, Recruiting Team Lead

“Over the past couple of years, and what I believe will continue in 2024, we’ve seen a shift in focus from employers hiring based on degrees to skills. Employers are prioritizing the right fit in technical and “soft” skills over degrees earned from universities, as well as an uptick in recognizing alternative credentials such as PHR, SHRM, PM, etc… When companies start to hire based off of skills rather than degrees, this opens up the candidate pool to a more diverse workforce and higher quality candidates. The knowledge and experience that on-the-job learning gives is unmatched and with college tuition continuously increasing over the last decade, hiring based off skills and experience opens opportunities to top talent that might not have had the privilege to attend a university. In addition to bringing in a boarder talent pool for employers, hiring based off skills can also speed up the time to hire and overall reduce hiring costs. Another part of this trend we are seeing is the deployment of skill tests during the hiring process. These tests can bring to light the candidates that have the necessary skills to perform the position, making hiring decisions faster, less money and time spent on ads and interviews, and reduce the costly effects of not hiring the right person for the position.”

– Molly McCormick, Recruiter

“As 2023 draws to a close, the staffing industry finds itself navigating a dynamic landscape marked by distinct shifts. While the once-dominant “Great Resignation” fades into the rearview mirror, new trends emerge, demanding adaptability and innovation.

The demand for temporary workers is surging, as companies seek flexible solutions to manage fluctuating workloads and skill gaps. According to Staffing Industry Analysts, the temporary staffing market is expected to grow by 7.2% in 2024, reaching a value of $168.2 billion. Staffing agencies must adapt to this trend by expanding their talent pools and streamlining deployment processes.

However, extended hiring timelines due to heightened competition and economic uncertainty require agencies to diversify their recruitment channels and optimize talent pipelines. A report by LinkedIn Talent Solutions found that the average time to fill a position has increased by 20% since the start of the pandemic. In addition, economic headwinds necessitate diversification of client bases, a focus on essential industries, and cost-effective solutions.

Technology and automation remain key drivers of change, with AI-powered tools streamlining processes and enhancing talent acquisition. Data-driven decision-making will be crucial, allowing agencies to predict future needs and optimize operations.

To remain competitive in a tightening talent market, agencies must invest in talent development through upskilling and reskilling programs. A report by SHRM found that organizations that offer upskilling and reskilling programs are 70% more likely to retain their employees. Prioritizing employee well-being and fostering a positive, inclusive work environment will also be crucial for attracting and retaining top talent.”

– James Owsiany, Recruiting Manager