6 Recruitment Strategies for Hiring Great Employees in 2024

Here are six insights TAs and recruiters use to elevate the success rate of their hiring process.

The Odd Parallels: Recruitment and Romance

Recruitment and Romance

Hiring and dating—you might think they’re worlds apart, but hold on. The way we evaluate potential partners seems to resonate so much with how we size up job candidates.

You know how it goes. 

Browse their social media—kind of like scanning their resumes. And then you start asking around, seeking opinions about them—checking references. And of course, there’s that phase when you have those late-night calls, talking about their dreams and goals and how they handle tough times—sounds a lot like phone screening and interview questions, doesn’t it?

But, much like dating, hiring is no easy feat, and parting ways with an employee is even more challenging. So, what can you do to avoid a hiring mismatch and increase your chances of finding the right fit?

While there’s no surefire formula for a perfect hire every time, there are valuable tips that can help you minimize the hit-and-miss in the hiring process. In this article, we’ll explore the qualities that make the best hires and the strategies you can employ to enhance your hiring success rate.

Also Read: Can AI Reduce Discrimination in the Recruitment Process?

6 Recruitment Strategies You Should TryRecruitment Strategies You Should Try

Qualities of the Best Hires

Understanding the qualities that distinguish top performers in the workplace is critical for any organization. Studies have shown that a small percentage of employees contribute significantly to overall productivity. One found that the top 1% of employees account for 10% of productivity, while the top 5% contribute to 26% of total output. This begs the question: what attributes set these high-performing individuals apart?

According to a recent employer study conducted by Indeed, five key attributes define high-performing employees: problem-solving, drive, self-direction, strategic thinking, and initiative. “High-performing employees are driven to get things done, need little hand-holding, and have knowledge and experience that allow them to generate high-quality work. They regularly go above and beyond, and have tangible successes to show for their efforts,” the report says.

People who work well with different teams possess different sets of skills and knowledge. However, if you look closely at the people who always make you smile and feel inspired working with them, you’ll notice certain patterns and qualities they have in common. When you’re sifting through candidates, keep these qualities in mind. They’ll serve as a compass to help you identify potential top performers more effectively.

Test the Waters with Real Work

During the hiring process, you get multiple chances to interact with candidates. But not all impressions are equally important. Their resumes might look fantastic, and the phone screening could go smoothly, but can you really trust that? The real magic happens when you put candidates to the test.

Real work brings out the real picture of a candidate’s capabilities. That’s why smart businesses are turning to robust assessment tools, video interviews, internships, and returnship programs. These tech tools not only help you assess a candidate’s true potential but also lighten the load for your recruitment team.

Referrals: The Double-Edged Sword

Referrals: The Double-Edged Sword

Now, you might be thinking, “Aren’t referrals supposed to be reliable?” Referrals are often regarded as a reliable source for identifying potential candidates. However, it’s essential to recognize that while referrals can provide valuable leads, they are not foolproof and can sometimes lead to misleading recommendations. 

The reliability of referrals hinges on the referrer’s direct experience working with the candidate and their grasp of the candidate’s field. When these aspects are lacking, you might be heading down a tricky path. So, when someone recommends a candidate, watch for signs of unreliability, and proceed with caution.

Another thing that’s worth acknowledging is that relying heavily on employee referrals may lead to a less diverse team. When existing employees refer candidates, they are more likely to recommend like-minded people—individuals who share similarities in character, skillset, and values with them. While this alignment isn’t necessarily a problem, it can influence the overall diversity within the organization.

Studies consistently highlight the connection between diversity and financial performance. McKinsey, for instance, has demonstrated that companies with gender-diverse boards in the top quartile are 28% more likely to outperform their peers financially. As HR leaders, it’s crucial to find the sweet spot between the reliability of referrals and the objective of cultivating a diverse and inclusive workplace. In doing so, organizations can benefit not only from trusted referrals but also from the richness of a diverse workforce.

Also Read: 7 Ways to Address Your Industry’s Skills Shortage Using Talent Management Software

Check Up on Your AI

We all like to think we’re fair and impartial when it comes to hiring, but let’s face it — our unconscious biases can mess with our heads. Sometimes, we’re drawn to candidates who remind us of ourselves or share our interests, and that’s not always a good thing.

This is where algorithms can be our shield. Choose vendors that pay close attention to how their AI performs to ensure the algorithm works unbiasedly and compliantly. Their AIs can be a big help in recommending applicants based on their skills and qualifications without any pesky biases getting in the way. But don’t let the robots take over entirely. Keep an eye on those algorithms and make sure they’re playing fair and square.

Leveraging Collective Wisdom

Similar to the way we choose our partners, while the final decision is ours, input from trusted people plays a significant part. Just as friends may spot qualities or red flags that may elude our judgment in the emotional whirlwind of dating, colleagues can provide invaluable insights that might have gone unnoticed, ultimately contributing to more informed hiring decisions.

Don’t Keep A+ Candidates Waiting

A critical lesson in the realm of hiring is the detrimental impact of delay. Recent research by the Talent Board highlights that lengthy hiring procedures are among the top three reasons for candidate withdrawals. Recognizing the significance of swift action, especially for top-tier candidates, is crucial. Let them know they are a priority and get that offer out there fast. While competitive compensation may be one approach, consider offering learning opportunities, ownership, and challenges to sweeten the deal.

Stop Trying = A Guaranteed Fail

As we conclude, it’s crucial to maintain a realistic perspective. Aiming for a flawless track record in hiring is as rare as finding a mythical unicorn. However, practicing some of the strategies discussed herein can significantly elevate your chances of success.


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Frequently Asked Questions

Q1. What are the six elements of recruitment strategy?

Ans. A typical recruitment strategy includes six key elements:

  1. Job Analysis: Start by understanding the job role and its requirements.
  2. Sourcing: Find and attract potential candidates through various channels.
  3. Screening: Evaluate applicants’ qualifications and fit for the role.
  4. Interviewing: Meet with candidates to assess their skills and cultural fit.
  5. Selection: Choose the best candidate based on assessment.
  6. Onboarding: Welcome the new hires and help them settle into their role.

These elements are essential for an effective recruitment strategy.

Q2. What are the 7 stages of recruitment?

Ans. The 7 stages of recruitment process typically include:

  1. Identifying Needs: Determine the job requirements and vacancies.
  2. Job Posting: Advertise the position to attract candidates.
  3. Resume Screening: Review applicants’ resumes to shortlist potential candidates.
  4. Interviewing: Meet with candidates to assess their skills and suitability.
  5. Skills Assessment: Evaluate candidates’ abilities through tests or tasks.
  6. Reference Checks: Contact previous employers for feedback.
  7. Offer and Onboarding: Extend the job offer and help the new hire settle in.

These stages are crucial for a successful recruitment process.

Q3. What are the 4 pillars of recruitment?

Ans. The 4 pillars of recruitment are:

  1. Sourcing: Finding potential candidates through job postings, networking, and other channels.
  2. Selection: Assessing and choosing the best-fit candidates for the job.
  3. Onboarding: Welcoming and integrating new hires into the company.
  4. Retention: Ensuring employee satisfaction and long-term success within the organization.

These pillars are essential for a strong recruitment strategy.


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Hiring Advice: Staffing and Employment Trends You Need to Know

It’s been a tough couple of months for many people around the globe, with global mass layoffs hitting hard in the middle of 2022 and continuing into the beginning of 2024. It’s been a challenging time, but there are some bright spots on the horizon, too. One of the most interesting staffing and employment trends that we’re seeing is the use of new technologies like artificial intelligence (AI) and machine learning (ML) to help companies identify the best candidates for their open positions.

 

Layoffs

Also Read: Hello from Marissa AI- Your AI Enablement Coach 

Another trend that’s been growing in popularity is the use of virtual interviews and job fairs. With so many people working remotely due to the pandemic, it’s become easier and more convenient to hold these events online. That means that job seekers can connect with potential employers from anywhere in the world, without having to worry about travel or other logistical challenges.

Finally, we’re seeing more emphasis being placed on soft skills in recruiting. While technical skills are still important, many companies are realizing that things like communication, teamwork, and adaptability are just as crucial in today’s fast-paced, ever-changing work environment.

All in all, while it’s been a tough time for many people, some exciting new developments in recruiting could help job seekers find their way to new opportunities in the future.

Importance of Staffing and Employment Trends

Employment trends

Staffing and employment trends are changing. It helps businesses to anticipate and gear up for future changes and make informed decisions. Knowing the latest recruitment trends will help an organization identify and retain real talent, maximizing productivity and success.  

As the growing demand for technical and digital needs influences the recruitment strategy, it requires better talent management that can streamline designations and acceptance of remote working globally. 

Also Read: A Complete Overview of Talent Management in a Changing Global Workspace

Top 10 Staffing and Employment Trends in 2024

The workplace should prioritize employee well-being, flexible working mode, and diversity as key to retaining organizational talent. Though workplace trends have irreversibly changed as an aftermath of the pandemic in 2020, the new status quo isn’t static and demands new trends. It can help focus on talent acquisition in the first place, bringing other benefits for employees and the workplace. 

The top staffing and employment trends to dominate in 2024 will help deal with hiring freeze, mass layoffs, and other problems. 

1. Flexibility in Remote Work 

Give your team flexibility to work, which helps retain productive talent. Reports show that 25% of North American jobs will turn to remote mode by the end of this year, with a substantial increase by the coming year.  

There is a chance that 64% of employees may consider leaving their jobs if they don’t get the privilege of a flexible mode. This makes more businesses implement the flexible and remote work model, which eventually benefits both employees and employers. 

Remote work flexibility

Though flexible and hybrid work modes are preferable, employers wonder how to ensure that teams work productively. As the flexible mode is here to stay, mostly after the pandemic, there is an increased effort by employees to measure productivity and optimize it for better outcomes. Deploying a hybrid work mode can boost employee productivity. It can further help with effective constant performance reviews. 

Also Read: How to Prepare for the Future of Remote Workforce

2. Hiring Based on Data 

If you’re an employer looking to make smart hiring decisions, it’s worth considering a data-driven approach to recruitment. By analyzing data about candidates’ qualifications and expertise, you can gain valuable insights that can help you make more informed hiring decisions.

This approach is becoming increasingly popular in the business world, and it’s not hard to see why – with data analytics, you can identify the best candidates for the job more quickly and efficiently than ever before. So, if you want to stay ahead of the curve in your industry, it’s worth exploring the benefits of data-driven hiring.

3. Upskilling 

Research focuses on skills gaps, as 64% of managers think their employees don’t match the required skills. Many employees also admit the lack of adequate scope to master skills required for any specific designation. 

Upskilling

Organizations are focusing on employees’ growth and development and inculcating ways for continuous learning. It provides better opportunities to develop new skills that also work as a retention strategy. Unique learning opportunities by employers are what employees will look for, including both soft and hard skills. Further, it can help employees succeed in their designated roles, benefitting the organization. 

The job market has brought challenges for employers and employees and the need to focus on new skills. In return, it will help employees instill competitive traits to remain focused and work at par with the competitive market. Developing new skills is a way to increase the efficiency of a team.  

4. Contingent Workers

The prolonged disruption and uncertainty in the hiring process caused by the pandemic pose serious challenges for companies. A fluctuating business needs flexibility and hiring contingent labor to meet the demands. Employers often found this hiring more profitable than regular employment. To handle the procurement of contingent labor, a vendor management system can help. Even social media marketing tools can help appeal to the contingent laborers with a different interview process. 

5. Recruiters to Become Business Leaders

The employee-centric approach is among the latest HR recruitment trends in 2024 when recruiters want to plan strategically in hiring. The recruiting leaders are expected to bring a new perspective to hiring talents. The strategies should align with business goals, advising clients to achieve their best. Recruiting will become creative as most of the work will get automated. It will be less about execution with more focused on talent strategy. 

Also Read: Why Your Business Needs This Foolproof Talent Retention Strategy

6. Gen Z Entering the Business Team

With Gen Z entering the workforce, 47% of Gen Z employees are identified as BIPOC compared to 34% of Gen X and 25% of boomers. Besides, 69% feel that they are paid fairly. Due to their young age and stage in their career, Gen Z employees can work in hospitality and retail, which is considered low paying. Also, this is the Gen Z that was hit hard with job loss due to the impact of the pandemic in 2020. With these scenarios, employers get an opportunity to hire and retain diverse talent in the workforce. Considering the new recruitment trends, employers should create a comprehensive environment to acknowledge Gen Z and their perspectives better. 

It looks like we can expect some big changes in staffing and employment trends as we move into 2024, especially when it comes to the expectations of Gen Z workers. One of the biggest shifts we’re likely to see is a demand for speed – this generation is used to a fast-paced, digital world, and they’re not going to be interested in a slow, outdated hiring process.

To keep up with this demand, we can expect to see more recruitment processes and agencies focusing on mobile-based applications and automation. These tools can make the hiring process faster and more efficient, which is exactly what Gen Z workers are looking for. So, if you’re a recruiter or employer, it’s worth considering how you can update your processes to meet the needs of this new generation of workers.  

7. Focus on Employee Experience 

The focus has now shifted to employee experience and the trend is continuing. It accelerates the need to improve employee experience and develop programs targeting their well-being, promoting work-life balance, and encouraging them to stay. It offers a positive experience to candidates with other options to look for; thus, retaining talents can help the organization. 

If you want to attract the best candidates to your organization, it’s important to focus on creating a positive employee experience. This means making it easy for candidates to apply for jobs and providing them with multiple reasons to be interested in the role you’re offering.

Employee experience

One key aspect of creating a positive employee experience is company culture. Candidates want to work for organizations that prioritize their employees’ well-being and happiness, and that offers a supportive and inclusive environment.

When companies focus on creating a positive employee experience, it can pay off in many ways. They’re more likely to attract and retain top talent, and they may even see increased profitability and success as a result.

So, if you want to stay competitive in the job market in 2024 and beyond, it’s worth considering how you can create a positive employee experience and company culture that will help you win over the best candidates. 

Also Read: The Complete Guide to Employee Health and Well-Being Strategy

8. Emphasis on Equity and Diversity 

Diversity, equity, and inclusion (DEI) are roles that the HR manager is responsible for handling. These directly affect the recruitment process and talent acquisition. Research shows how diverse companies see high revenues, are likely to capture new markets, and have increased cash flow for employees. 

Equity and Diversity

Organizations are trying to develop a diverse workforce, and recruiters are responsible for identifying and including candidates from diverse areas. This is where 3 out of 4 job seekers look for diverse companies, knowing employers prioritize diversity in the workplace. It is important to include this among the recruitment trends and tips for 2024. 

There are differences in attitude among employers when it comes to deploying the DEI initiative. Research states that 72% of workers from 18 to 34 years old consider leaving a job offer or resigning if company managers don’t support DEI initiatives. And the percentage varies depending on the age group. 

9. Collaboration between Talent Acquisition and Management 

To have strong talent pools, there should be a team-centric mindset. Talent managers should collaborate with the talent acquisition team and identify the essential prospects. The main focus of the acquisition team should be to connect the talent managers with prospects that can upgrade their skills to fill the gaps.  

Companies should work on investing in new talent because the economy has been hit hard since the pandemic. It has resulted in a stringent market, and businesses need to adopt diverse talent acquisition strategies. Hiring must be more than just finding the right person to appoint. To keep up with the latest staffing and employment trends, go by a suitable talent pool and avoid risks. 

Also Read: How to Use Talent Analytics to Inform Your Business Strategy

10. Prioritizing Brand Image over Open Positions 

Brand reputation

In today’s competitive job market, job seekers are not just looking for a high salary package. They also research a company’s brand reputation before considering a job offer. This means that HR departments need to adopt marketing skills to attract top talent and ensure their company’s branding is positive in the marketplace. 

Effective branding involves paying attention to ethical standards, employee satisfaction, workplace culture, and financial stability within an organization. By prioritizing these elements, companies can enhance their brand reputation and attract the best candidates to help drive their success.

Wrap Up 

These are the latest staffing and employment trends that are to stay and dominate in 2024. It gives employers a scope to have a competitive edge over their competitors. It also assures organizations that they are prepared for the future of work in 2024. Businesses can create strong teams to build a successful organization by leveraging these trends.



Frequently Asked Questions

Q1. What can be the impact of talent shortage at the workplace?

Ans. Talent shortage at the workplace can have several negative impacts, such as difficulty in finding qualified candidates, decreased productivity, increased workload for existing employees, longer time to fill open positions, higher recruitment costs, and increased turnover rates. It can also lead to decreased competitiveness and hinder growth opportunities for businesses.

Q2. What trends do you see for recruiting, staffing, and hiring in 2024?

Ans. The following trends are going to dominate in 2024 in the arena of hiring and employment:

  • Increased adoption of artificial intelligence and machine learning in recruitment processes to enhance efficiency and accuracy in candidate selection.
  • A focus on diversity, equity, and inclusion (DEI) initiatives to promote a more inclusive workplace and attract a diverse pool of candidates.
  • Greater emphasis on soft skills and emotional intelligence in candidate evaluation, as employers seek to build more collaborative and empathetic teams.
  • The continued growth of remote work and hybrid work models, requiring recruiters and hiring managers to develop new strategies for assessing candidate suitability for remote roles.
  • The rise of gig work and freelancing, has led to an increase in the use of freelancers and contractors as a flexible staffing solution.
  • The use of social media and digital platforms to source and engage candidates, including the integration of chatbots and video interviewing tools.
  • The adoption of gamification techniques in recruitment processes to make them more engaging and interactive for candidates.
  • Greater attention to employer branding and employee experience as organizations seek to differentiate themselves in a competitive job market.
  • An increased focus on upskilling and reskilling programs to develop existing employees’ skills and retain talent.
  • The adoption of blockchain technology to improve the security and accuracy of candidate data and streamline the background checking process.

Q3. What are the common recruitment methods?

Ans. The common methods are internal recruitment, candidate search, talent search, recruitment agencies, and social media advertisement. Besides, the shift to remote work, focus on diversity, and the inclusion of AI and automation.


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