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Talent Acquisition Trends in 2024

A 5-page article on 2024 Talent Acquisition Trends by Roy Maurer was recently published by SHRM. In it, the VP of Talent at LinkedIn posited that, “We are entering a period where career development has never been more important.” 

To save you time, I have distilled a synopsis of the salient points that will likely affect L&D globally.

The first trend, toward AI assistance, has the opportunity to alleviate administrative burdens and free up employees’ valuable time to engage in more innovative and engaging tasks especially with date Relationship Management systems and ATSs (Applicant Tracking Systems) as well as job advertising, sourcing systems, and onboarding solutions will be affected by AI developments this year.

The largest risks, inaccuracy of results, the possibility of losing a human touch in recruitment, and some industries reducing some jobs, can be mitigated by organizations realizing how critical human oversight will be to the AI-powered hiring process.

Second is prioritizing employee retention with an anticipated slowdown in hiring. With an increase in layoffs, a rise in outsourcing, and low unemployment rates, companies will focus on nurturing and engaging employees via internal mobility. They will build internal talent pools by identifying transferable skills and offering a less linear way for people to develop their abilities.

Third is hiring for skills, a trend that has gained momentum in the last few years. Experts principally agree that in the next decade, the required competencies for jobs will change by up to 65%! This will require a mindset shift to cultivate a continuously learning culture in order to be successful in the future.

This will entail looking for candidates not just for their fit for a role, but also for the long-term value they bring. Creating a “maturity model” for skills that can shift and be applied to multiple domains can give employers metrics to determine where they are now and where they want to be.

These three trends are affecting our businesses and our people today and will grow in intensity with time. Those of you working with the various DiSC® and Five Behaviors of a Cohesive Team assessments have found that helping people better understand who they are and how they can more effectively work with their colleagues is a necessary step in creating that learning culture.

Keep up that good work - and let me know how I can best support you in it!

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