2024年人才获取和人才获取领导的未来报告

Changing Business Needs

Skills-Based Hiring

• Rapid Technological Progress: Traditional credential-based approaches to recruitment are becoming obsolete.
• Skills Gap: Organizations are shifting focus to skills and core competencies to bridge the skills gap.
• Increased Talent Pool: Skills-based hiring can increase the talent pool by a factor of 10 (Source: LinkedIn).
• Talent Intelligence: Utilizing talent intelligence to benchmark offers and improve the candidate experience.

Candidate Experience

• High Competition for Talent: The candidate experience is crucial for securing the best hires.
• Candidate Abandonment Rates: Up to 65% of candidates abandon the process due to poor communication, mismatched expectations, and long wait times.
• Candidate Feedback Loop: Implementing a candidate feedback loop to identify areas of improvement and ensure candidate value is maintained.

Diversity and Inclusion

• Business Priorities: Diversity and inclusion are major business priorities.
• Transparency: Increasing transparency on diversity is essential.
• Blind or Anonymized CVs: Using inclusive language and skills-based hiring to reduce bias.
• Recruitment Practices: Ensuring recruitment practices are fair and equitable.

Employer Brand and Employee Value Proposition (EVP)

• Communication Gap: The TA role traditionally ends at the point of offer, leading to potential post-offer dropouts.
• Employer Brand: Crafting a strong employer brand that outlines purpose, values, and what the organization offers.
• Employee Value Proposition: Aligning claims with actual deliverables to avoid issues with retention and protect the employer’s reputation.

AI and Automation

• Skills Gap: Only a small subset of workers have the skills to utilize AI and automation fully.
• Opportunities: Leaders have a huge opportunity to guide organizations through the transition.
• Time-Saving Use Cases: Beyond screening, AI can be used for scheduling interviews, providing reports, and automated updates.
• Human Connection: Ensuring that time is reinvested into the human connection, preserving face-to-face engagement.

These changes highlight the evolving nature of talent acquisition and the need for strategic adaptation to meet the demands of a rapidly changing business landscape.