Gartner’s 2024 Forecast: The Next Wave of HR Recruiting Tech Trends
by Mindseeker | October 3, 2023
Gartner, a leading research and advisory firm, recently identified three macro trends that HR leaders need to address in recruiting technology for the year 2024.
These trends include the evolving role of generative AI, increased regulatory scrutiny, and elongated buying cycles for talent acquisition technologies. As a company involved in the tech and HR sectors, we find this research particularly relevant. Below are some key insights from Gartner’s article, along with our commentary.
Generative AI
Gartner suggests that the conversation around generative AI is evolving, especially in its applicability within recruitment processes. While AI has already found its place in tasks such as candidate outreach and scheduling, generative AI is poised to be used for more complex tasks such as drafting job descriptions and candidate communications.
“While AI has become widespread in recruiting, generative AI is not at the same level of applied maturity in the recruiting process,” explained Emi Chiba, principal analyst in the Gartner HR practice.
Our Take
The increasing integration of generative AI in recruitment processes will undoubtedly revolutionize how organizations find and engage talent. However, the less mature state of this technology also demands careful evaluation and ethical considerations. Our advice is to approach generative AI with a strategy that balances innovation and caution. Start small, perhaps by automating one part of the recruiting funnel, and scale as you understand its impact and reliability.
Regulatory Challenges
According to Gartner, growing concerns over the ethics of AI and increased regulations are pushing organizations to be more vigilant.
“Despite increasing regulations, organizations will continue to lean into generative AI,” said Rania Stewart, senior director analyst in the Gartner HR practice.
Our Take
The ethical landscape around AI is still a minefield of complexities, heightened by regulations that are often playing catch-up with technology. While embracing new technology is important, it’s crucial for HR leaders to be fully aware of the ethical and legal implications, especially with generative AI entering the recruiting space. This means holding AI vendors accountable for ethical algorithms and data privacy. Establishing a code of ethics specifically for AI use in recruiting can serve as a helpful guidepost.
Elongated Buying Cycles
Gartner points out that the buying cycles for talent acquisition tech have been prolonged due to market uncertainties, and this trend is expected to continue. Longer buying cycles can cause vendors to bring hastily developed products to market.
HR leaders must consider their priorities, how they’ll measure success, and hard vs. soft requirements.
Our Take
Due diligence has never been more important. The extended buying cycles offer HR leaders an opportunity to be more intentional and cautious in their decision-making, evaluating both the pros and cons of adopting new technology. It’s crucial to keep the end-goal in sight: acquiring technology that truly aligns with organizational needs and values. Lengthened cycles should be used to perform thorough due diligence and perhaps involve cross-functional teams for a more holistic evaluation.
Conclusion
The future of recruiting technology is rife with opportunities and challenges. Gartner’s recent report offers a roadmap for HR leaders to navigate this complex landscape. As we look ahead, it becomes increasingly clear that embracing innovation, while maintaining ethical standards, will be key to successful talent acquisition in 2024. For a deeper understanding of these trends, we highly recommend reading the full article from Gartner.
This article includes information and quotations from Gartner.