2024 Recruitment Trends You Need to Know

Recruitment today looks very different than it did just a few years ago. The global pandemic accelerated existing trends, such as remote work, while spurring innovations in space. In 2024, recruiting continues to evolve in response to economic shifts, technological advances, changing workplace norms, and a tight labour market.

While each company faces unique hiring challenges, several key trends are likely to shape recruitment across all industries in the coming years. Understanding these emerging developments can help organisations adapt their talent acquisition strategies to find, attract, and retain the people they need to succeed. This article will explore the top recruitment trends in 2024 and provide tips for recruiting success despite a fast-changing environment.

Economic Factors

The economy has had a significant impact on recruiting trends in 2024. As we’ve seen in past economic downturns, high unemployment and reduced consumer spending lead companies to cut back on hiring in some cases, such as Amazon and Google, or even severe redundancies. However, the extent of the impact depends on the overall economic conditions at that time.

While challenging economic conditions tend to dampen hiring, the demand for critical roles and skills may remain strong or even increase. Overall recruitment levels in 2024 depend on how well broader economic factors support business growth and expansion.

Remote Work

Remote work has become increasingly common over the past few years, accelerated by the COVID-19 pandemic. This recruitment trend is expected to continue into 2024 and beyond. Companies have realised that many roles can be done successfully without requiring employees to be in an office every day. Several benefits are driving increased remote hiring:

  • Access to a broader talent pool. When hiring remote workers, companies can recruit outside of their immediate geographic area, giving them a larger pool of potential candidates to choose from.
  • Lower overhead costs. Maintaining office space is expensive. Having some or all employees work remotely reduces these real estate costs.
  • Flexibility for employees. Many talented candidates prefer remote options. Giving them this flexibility makes a company more attractive to top prospects.
  • Productivity can be the same or higher. Studies show that remote employees are often equally or more productive than their in-office counterparts. This is frequently motivated by the fact that employees can more easily balance family and work life in a WFH setup.
  • Drive DE&I. At Ivy Tech, we believe strongly in the opportunity to hire more inclusively and diversely if companies open their pools beyond their headquarters. 

Remote recruiting does require some adjustments to the hiring process. More emphasis is placed on video interviews rather than in-person meetings, and management training is needed to oversee productive remote teams. However, the long-term benefits often outweigh the extra effort required. 

Diversity & Inclusion

Diversity and inclusion will continue to be a major focus in recruiting in 2024. Companies have realised the importance and benefits of building diverse teams. Deloitte’s research emphasises that diverse teams have been shown to perform better, be more innovative, and have higher employee satisfaction.

Companies need to focus on removing biases from their hiring processes and sourcing candidates from a diverse range of backgrounds. This means going beyond traditional channels and tapping into new talent pools.

At Ivy Tech, for example, a large part of our developer pool is represented by displaced Ukrainians. Other organisations, such as EqualReach, hire exclusively within refugee camps to stimulate opportunity.

There is also a focus on improving inclusion once diverse candidates are hired. This means creating an environment where all employees feel welcomed, valued, and able to contribute fully. Companies need to examine their cultures and establish inclusion training and mentorship initiatives.

The ability to attract and retain diverse talent is a competitive advantage. Companies seen as leaders in diversity and inclusion will have an edge in recruiting the best candidates. Those that fail to make progress in this area will begin to fall behind.

Recruiting Technology

Technology is transforming recruiting trends in 2024 with advancements in artificial intelligence (AI) and automation. Companies are increasingly adopting AI-powered tools like chatbots to screen candidates and schedule interviews.

AI is also being used to source potential candidates by scanning profiles on professional networks and job sites. Recruiters can input criteria like skills and experience, and AI will automatically filter for matches. This makes sourcing faster and expands the talent pool beyond manual searches.

Another key tech advancement is automated resume screening. Instead of manually reviewing piles of resumes, companies are using algorithms to scan for relevant keywords and data points. This speeds up screening significantly. 

For example, our Senior Recruiter, Alina, uses Fireflies.ai. It is an AI-powered meeting assistant with natural language processing (NLP) technology to transcribe and take notes during meetings. With Fireflies.ai, meeting summaries, key metrics, and audio files are easily accessible, saving time and effort in post-meeting documentation.

Overall, automation is creating efficiency, allowing recruiters to work more strategically. To stay competitive in 2024, companies need to take advantage of the latest recruiting tech. AI and automation become a necessity, not just a bonus.

Candidate Experience

Improving candidate experience is a top recruitment trend in 2024. With the job market heating up, candidates have more options and can be choosier about where they want to work. Companies that provide a positive, streamlined, and personalised recruiting experience have a competitive edge in attracting top talent.

Here are some key ways recruiters can improve candidate experience in 2024:

  • Provide regular communication and updates throughout the hiring process. Set expectations upfront on timelines and next steps. Follow up promptly.
  • Make applying easy with mobile-friendly, user-friendly application systems. Eliminate tedious application requirements.
  • Give candidates insight into company culture and values early on. Highlight unique perks and benefits.
  • Make interviews conversational exchanges, not stressful interrogations. Allow candidates to ask questions.
  • Give meaningful feedback to candidates not moving forward. Don’t leave them hanging.
  • Respond quickly with an offer if there is interest. Don’t delay and risk losing candidates.
  • Make onboarding welcoming and smooth. Have resources and support in place.
  • Follow up post-hire to check in on new hires’ experience. Ask for feedback.
How to improve the candidate experience

Finally, candidates have options. Providing an outstanding recruiting experience is key for companies striving to hire the best talent in 2024.

Sourcing Strategies

Sourcing the RIGHT talent is crucial in 2024 as competition for skilled workers increases. Leveraging creative sourcing channels and tactics to find qualified candidates is another top recruitment trend this year.

Creative Sourcing Channels

Social media – Platforms like LinkedIn, Facebook, and Twitter enable targeted outreach to passive candidates based on skills, experience, interests, etc. Companies should build talent communities on these communication channels.

Employee referrals – Referrals tend to yield higher-quality hires. Consider referral bonuses or contests to incentivise employees. 

Events & associations – Attend or sponsor events to connect with talent communities. Partner with professional associations to access potential candidates.

Campus recruiting – Develop relationships with local schools, colleges, and universities to recruit graduates. Offer internships to build your talent pipeline.

Diversity-focused channels – Seek diverse candidates from organisations, conferences, publications, and schools that serve minority groups.

Freelancers/contractors – Skilled freelancers can fill short-term needs or transition into full-time roles. Leverage freelance job boards and coworking spaces to find talent.

Niche/passive candidate networks – Tap into niche sites and passive candidate sourcing tools like LinkedIn Recruiter to find qualified people who are not actively job searching.

Our Unique Approach

Our recruitment strategy leverages a global talent pool to meet your candidate needs. We create tech teams that align culturally and technically with your organisation and are dedicated solely to you. These teams work seamlessly within your existing operational structures.

Drawing on our extensive experience embedding remote teams with startups and scaleups, we ensure that our teams quickly integrate with your company culture and product development processes. While your team focuses on core activities, we handle payroll, taxes, health insurance, and equipment provision, ensuring compliance with local regulations.

With a flexible one-month notice period and hiring times ranging from one to eight weeks, depending on technical skill requirements and budget constraints, we can efficiently scale your team up or down as needed.

Check out our clients` success stories to see how global startups have benefited from our recruitment strategies since 2015.


In 2024, remote and hybrid work arrangements become even more prevalent, requiring adjustments to sourcing, screening, and onboarding processes. There is a continued focus on diversity, equity and inclusion, with organisations taking tangible steps to remove biases and barriers in their hiring practices.

Automation and AI transform recruiting tech, leading to improvements in areas like screening, assessments, candidate relationship management, and more. However, the human element remains critical, especially in providing an outstanding candidate experience.

Sourcing strategies evolve to meet candidates where they are, leveraging newer platforms and communities beyond traditional job boards. Referrals and internal mobility also grow in importance for recruitment.

In summary, while recruiting sees many changes in 2024, putting people first and focusing on the candidate experience is the key to success. Organisations that embrace new recruiting trends strategically while staying true to their values and culture have a competitive edge in attracting top talent.

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