At this point, what will happen with the job market in the next 12 months is anyone’s guess, but one thing is for certain: adaptability is the name of the game. Recruiting teams that want to ensure sustainable growth and high-quality hiring must stay agile, adopting strategies and technologies for whatever the market throws at them.
To help you better prepare, here are 10 of-the-moment talent acquisition trends, along with helpful tips for adapting to them.
1. AI Takes the Pressure Off
Though the labor market still feels tight for many TA professionals, the number of applications per opening is on the rise. According to Jobvite’s latest recruitment benchmark survey, 72% of medium-sized businesses and 66% of enterprise-level organizations say the volume of applications they receive for each role has somewhat or considerably increased yearly. AI can help lighten the load.
Though AI adoption presents its share of challenges, it’s something to celebrate for busy recruiters grappling with talent shortages and hard-to-fill roles. AI can tackle time-consuming tasks like writing job descriptions, optimizing social media posts, building job-seeker resources like FAQs, integrating different talent acquisition platforms, updating candidate profiles, and analyzing pre-employment assessment results.
AI also offers the unprecedented ability to gather data that can then be leveraged to put the human touch on hiring, which recruiters will have more time for thanks to the automation of more mundane parts of the job.
Related: How Is Artificial Intelligence Changing the Recruiting Process?
2. Technology Drives DEI Advancement
Another area of talent acquisition in which AI offers promising advancements is diversity, equity, and inclusion. Technology is helping companies automate the process of making hiring more accessible to candidates with disabilities using features like screen readers, auto-captioning, and voice-activated commands.
AI resume-screening tools can review applications focusing purely on experience and qualifications, removing the human element that can introduce bias. AI can also be useful in broadening the talent pool and identifying new sourcing channels for reaching more diverse applicants.
3. Increased Emphasis on Entry-Level Recruitment
In a dynamic job market, companies recognize the value of cultivating talent from the ground up. Entry-level recruitment from trade schools and even high schools is gaining prominence to help organizations build a pipeline of skilled professionals who are interested in growing with the company.
Recruiting entry-level candidates can help firms reach new audience groups, like applicants who aren’t interested in going to college and want to dive straight into a career. It’s a cost-effective alternative to recruiting experienced professionals who are both more costly and more competitive.
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4. Promotion of Employee Well-Being
Today’s candidates increasingly prioritize mental and physical well-being as critical factors in their employment decisions. This is especially true for the fast-growing Gen Z segment of the workforce. An estimated one in four adults in the U.S. have a mental illness, so it’s no surprise this aspect of employment has become more relevant.
Beyond offering competitive salaries and benefits, companies focus on more holistic approaches to employee wellness, such as mental health support, work-life balance, and flexible work arrangements. Organizations that actively promote a well-being culture are more attractive to prospective hires and more likely to retain their top performers.
5. Spotlight on Gen Z
Gen Z is now the second-largest segment of the workforce, with more than 17 million employees in the U.S. (Millennials are currently the number one age group).
This position makes Gen Z an important group to prioritize in talent acquisition strategies. Employers are adjusting their tactics and messaging to target Gen Z’s unique preferences and values, which include flexibility, transparency, inclusivity, social responsibility, and professional development opportunities.
Related: How to Recruit Gen Z
6. Internal Hiring Takes a Front Seat
Internal hiring is becoming a strategic objective for many firms amid ongoing talent shortages. By promoting from within, companies can retain valuable employees, reduce onboarding costs, and leverage existing institutional knowledge. Enhancing internal mobility programs can give workers a clearer idea of their possible progression paths and encourage them to explore new roles, boosting engagement and fostering a culture of growth.
7. Skills-Based Hiring for Long-Term Goals
Skills-based hiring has been on the rise for some time in response to persistent skills gaps. Now, companies are focusing on how those skills align with the company’s long-term goals. This approach centers on securing competencies that are necessary not just for immediate success but for sustained progress and innovation. The shift enables organizations to hire individuals who can adapt to evolving job demands and contribute meaningfully to long-term objectives.
8. Growth of Mid-Term Hiring
We’ve seen temporary and contract worker hiring significantly in the last five years. Now, companies are increasingly looking at mid-term hiring as a way to enhance operations and meet immediate needs. Mid-term hiring is a form of temporary hiring that focuses on professionals with the skills and experience to help companies navigate periods of growth or change; it’s a different level of expertise than your ordinary temp worker.
In addition to helping organizations increase efficiency and adapt to market changes, mid-term hiring allows firms to test out different roles and skill sets before making those positions a full-time part of their organizational chart.
9. Resurgence of Relocation Benefits
The rise of return-to-office mandates comes with some sizable challenges. Namely, companies need a way to re-engage all those workers who fled the city for the suburbs or moved cross-country for a change of scenery during the height of the pandemic. One strategy that’s seeing a resurgence is relocation benefits.
Between the 1980s and 90s, relocating for a new job was commonplace, with nearly a third of workers doing so. In 2023, that number hit a record low at under 2%. Organizations looking to tap into new talent pools can offer relocation assistance and other perks to candidates who change their address when they accept the job.
10. Agility Is Paramount for Recruiting Teams
Agility isn’t just a valuable quality to look for when hiring. It’s also a must for the team members doing the recruiting. In a job market that seems to change as often as the direction of the wind, agility is essential to pivot to adapt to shifting trends, new technologies, and emerging opportunities. Agile recruitment practices include leveraging data analytics to optimize results, embracing AI and other technology, and maintaining flexibility to stay ahead in a competitive landscape.
Succeeding in talent acquisition today requires a proactive approach. By understanding and adapting to the trends above, organizations can maximize the effectiveness of their recruitment efforts and build a robust workforce that’s equipped for the future.
