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1、The Future of Tech Hiring:8 Bold Predictions for 2024The Future of Tech Hiring:8 Bold Predictions for 2024Pick your metaphor.A rollercoaster.Whiplash.A yo-yo.A pendulum.The last twelve months in tech recruiting and hiring have been tough for everyone-for talent acquisition teams,DEI leaders,hiring m

2、anagers,recruiters,employees,jobseekers,and the organizations who support them.No one expects a return to the rapid scaling of early 2022,but whats to come in 2024?We surveyed 250 tech employers and 1000+tech workers to find out.We asked guests on Hireds podcast,Talk Talent to Me.We posed questions

3、to our partners and our leadership.We present our tech recruiting and hiring predictions for 2024.Use them to help guide your strategy for the year.IntroductionAs you read this content,youll see us refer to companies of various sizes.Heres a quick definition:eSMBA small business or startup consistin

4、g of 100 or fewer employees.SMBA small business or startup consisting of 101-299 employees.MMA mid-market,or medium-sized business or scaleup,consisting of 300-9999 employees.ENTA large enterprise,consisting of 10K or more employees.|2Prediction#3IntroductionPrediction#4Table of contentsPrediction#5

5、Prediction#1Prediction#6Prediction#2Prediction#7Prediction#8Opportunities&next stepsLooking aheadMethodology|2The Future of Tech Hiring:8 Bold Predictions for 2024Table of contents#1 Hiring accelerates in 2024,especially in big companies(but not like early 2022)4#2 TA feels the heat as companies tha

6、t handled layoffs poorly struggle with recruiting,feel tension with managers over the cost of vacancy 5#3 Boomerang hiring of laid-off workers is an unreliable 2024 recruitment strategy 6#4 Deprioritizing DEIB positions and goals reduces progress in tech team diversity 7#5 Companies who align candid

7、ate preferences with organizations needs win the most top talent 8#6 The tug-of-war between employers and tech workers on the workplace worsens,leading to a hidden tech talent pool 10#7 AI frees up HR to focus on human aspects of their role 11#8 Employers prioritize Quality of Hire recruiting metric

8、 above all else 12Opportunities&Next Steps 13Conclusion 16Methodology 16Prediction#3IntroductionPrediction#4Table of contentsPrediction#5Prediction#1Prediction#6Prediction#2Prediction#7Prediction#8Opportunities&next stepsLooking aheadMethodology|3The Future of Tech Hiring:8 Bold Predictions for 2024

9、There will be a resurgence in hiring,and the companies that made sizable investments into their tech stacks will have a higher advantage of landing key talent,says Hired CEO Josh Brenner.“Efficiency will continue to be paramount as companies move forward into 2024.So whether its expanding recruiter

10、capacity or loosening budgets for hiring managers,those whove invested in a supportive tech stack will help their internal teams secure their top candidates the most.”The majority of employers surveyed,84%,expect to maintain or increase employee headcount budgets in 2024,(53%expect to increase).Comp

11、anies with between 101 and 299 employees are most likely to increase budgets.When divided by role,69%of hiring leaders or executives indicated budget increases while 60%of hiring managers and 33%of TA/Recruiters agreed.Theyll need to hire too,because 61%of tech workers surveyed plan to look for a ne

12、w role in 2024.Hiring accelerates in 2024,especially in big companies (but not like early 2022)53+4753%Will increase8+928%Will decrease31+6931%Stay the same7+937%Not sure63+3763%SMB(101-299 employees)49+5149%ENT(10K+employees)58+4258%MM(300-9999 employees)34+6634%eSMB(101 employees)OverallThose who

13、plan to increase,by company sizePREDICTION#1What will your employee headcount budget look like in 2024?|4Prediction#3IntroductionPrediction#4Table of contentsPrediction#5Prediction#1Prediction#6Prediction#2Prediction#7Prediction#8Opportunities&next stepsLooking aheadMethodologyThe Future of Tech Hir

14、ing:8 Bold Predictions for 2024TA feels the heat as companies that handled layoffs poorly struggle with recruiting,feel tension with managers over the cost of vacancy63%of employers say the cost of vacancy is a key cause of concern.of mid-market or scale-ups (vs 61%SMBs,58%ENTs)70+3070%By company si

15、zeof hiring managers compared to 63%of executives and 49%of TA/recruiters,as CoV affects their teams and project deadlines most 76+2476%By rolePREDICTION#2Companies that were quick to downsize are beginning to realize the negative ramifications,as evidenced by recent headlines about hiring boomerang

16、s,says Samantha Friedman,Hired SVP People Strategy.Organizations that laid off staff empathetically,offered severance packages,and helped workers land on their feet will have an easier time hiring and winning back talent,compared to those that face reputational issues.Biggest change to hiring strate

17、gies for 2024?Surveyed employers say its a greater emphasis on employer branding.When asked if their companys growth has been hurt more by layoffs than the economy,41%of employers said yes,while respondents at medium-sized companies(300-9999 employees)were most likely to agree.If their company exper

18、ienced layoffs and made headlines in the news or chatter on social media for poor execution,companies will need to repair the damage through employer branding.These efforts will be especially valuable to technical sourcers,recruiters,and TA teams,who are on the front lines and often the first point

19、of contact with a candidate.|5Prediction#3IntroductionPrediction#4Table of contentsPrediction#5Prediction#1Prediction#6Prediction#2Prediction#7Prediction#8Opportunities&next stepsLooking aheadMethodologyThe Future of Tech Hiring:8 Bold Predictions for 2024While 68%of tech employers say theyd feel co

20、nfident re-hiring employees laid off from their companiesAnna Papalia,founder,Interviewology,on Hireds podcast,Talk Talent to MeTA teams also going through layoffs and at a moments notice could be on the other side of the table interviewing.And with that comes,I hope,a great deal of empathy.Asking t

21、hemselves,How am I treating candidates and applicants right now?How would I want to be treated if I was going through this process?Because looking for a job can be dehumanizing.It can feel so uncertain and its incredibly stressful.And as talent folks,we tend to forget the power we wield and just how

22、 difficult it is to be on the other side.Listen to the full episodeBoomerang hiring of laid-off workers is an unreliable 2024 recruitment strategyPREDICTION#346%27%46%of laid-off employed tech workers would decline a job offer from their former company while 27%said they would accept.36%44%36%of lai

23、d-off unemployed tech workers would decline a job offer from the company that released them while 44%said they would accept.(The rest are undecided).Only 15%of currently unemployed tech workers would definitely accept a job offer from an employer whod laid them off.15+85Those currently employed are

24、less forgiving|6Prediction#3IntroductionPrediction#4Table of contentsPrediction#5Prediction#1Prediction#6Prediction#2Prediction#7Prediction#8Opportunities&next stepsLooking aheadMethodologyThe Future of Tech Hiring:8 Bold Predictions for 2024First,Indeed reported growth of DEIB job postings of 56.3%

25、September 2019-2020.LinkedIn reported 168.9%growth in Chief Diversity&Inclusion Officer positions from 2019-2020.Then,1 in 3 DEIB professionals lost their roles in 2022,according to a study by Revelio Labs.Mass layoffs of DEI professionals and less investment have meant that DEIB initiatives have se

26、en significant rollbacks in the last two years,says Hired CEO Josh Brenner.“With public policymakers scrutinizing DEIB programs more closely,organizations that were nominally committed will prioritize it even less in 2024.Those who continue to foster safe spaces for open dialogues,be transparent and

27、 accountable to DEIB goals,and encourage inclusive representation will be best positioned to benefit from a stronger talent pool and increased innovation McKinsey 2020.”Deprioritizing DEIB positions and goals reduces progress in tech team diversityPREDICTION#4Why DEIB?Its important to jobseekers and

28、 employeesIts not just corporate and social responsibility.When defining“diverse”in terms of education,background,race,gender,experience,etc.the majority of tech workers,63%,said working on a diverse team was a top priority to them.Want more women in tech?We frequently hear from employers,partners,a

29、nd the industry at large that we need more women in tech roles.But according to a 2023 CIO article,half of the women who enter the tech field leave by age 35.Because women prefer remote work and flexible scheduling,as do many other tech workers belonging to underrepresented groups,the more employers

30、 insist or pull back on remote roles,the harder it will be to recruit,retain,develop,and promote them into leaders.Besides competitive compensation and benefits,the three most important things to surveyed female tech workers are:1)the option to work remotely 2)work-life balance3)career growth and ad

31、vancement|7Prediction#3IntroductionPrediction#4Table of contentsPrediction#5Prediction#1Prediction#6Prediction#2Prediction#7Prediction#8Opportunities&next stepsLooking aheadMethodology|7The Future of Tech Hiring:8 Bold Predictions for 2024Regardless of their current working environment,tech workers

32、value work-life balance while remaining ambitious.When asked whats most important to them in a job(besides competitive compensation and benefits),tech talent responded:Companies who align candidate preferences with organizations needs win the most top talentPREDICTION#5Currently Remote:Currently Hyb

33、rid:Currently In-Office:Why would employers organizations continue or expand remote work?Employers top four responses were 1)to secure top talent who prefer its flexibility and autonomy 2)improved work-life balance 3)access to a broader talent pool,and 4)increased productivity.Broken down by company

34、 size (number of employees)1)Improved work-life balance2)Broader talent pool3)To secure top talent4)Reduce commuting stress Increased retention rates(Tie)eSMB1)To secure top talent2)Improved work-life balance3)Increased retention rates4)Increased productivityEnable hiring in lower-cost-of-living are

35、as(Tie)SMB#1 Option to work remotely#2 Work-life balance#3 Career growth&advancement#1 Work-life balance#2 Career growth&advancement#3 Positive work culture and Job security&Stability(Tie)#1 Career growth&advancement#2 Work-life balance#3 Positive work culture and Job satisfaction&Fulfillment(Tie)|8

36、Prediction#3IntroductionPrediction#4Table of contentsPrediction#5Prediction#1Prediction#6Prediction#2Prediction#7Prediction#8Opportunities&next stepsLooking aheadMethodologyThe Future of Tech Hiring:8 Bold Predictions for 2024Tammy Dain,former Senior TA Consultant at Axiom,founder of Recruiting Rabb

37、le&Talent Collective on Hireds podcast,Talk Talent to MeI think the use case for flexible work and a flexible workforce is needed because of what weve seen happen with the workforce.So I think its just a trend were going to continue to see grow and grow.Start with transparencyThe best way to align t

38、he needs of the business and tech worker preferences is to begin with transparency.When candidates are approved for the Hired platform,for example,they create a profile,which is more comprehensive than resumes.It includes skills,experience,salary expectations,as well as preferences,and even“dealbrea

39、kers.”This drives better matches between employers and candidates,which translates to 60%+response rates and better efficiency in the hiring process.1)To secure top talent2)Broader talent pool3)Improved work-life balance4)Increased productivityMM1)Increased productivity2)To secure top talent3)Reduce

40、d commuting stress4)Broader talent poolCost savings of fewer offices/in-person expenses(Tie)ENT|9Prediction#3IntroductionPrediction#4Table of contentsPrediction#5Prediction#1Prediction#6Prediction#2Prediction#7Prediction#8Opportunities&next stepsLooking aheadMethodologyThe Future of Tech Hiring:8 Bo

41、ld Predictions for 2024You may have heard of“quiet quitting”or even“rage applying,”but what about“quiet applying?”“Return-to-office mandates from companies such as Roblox,Amazon,and others have already been a polarizing topic within the workforce,as employees face the option of commuting or finding

42、another job,says Samantha Friedman,Hired SVP People Strategy.“As more companies reverse their policies,many organizations will further erode any commitments to DEI.This is because women,people with disabilities,and other underrepresented groups are most negatively affected by return-to-office mandat

43、es.”This,among other factors,will create a rise in“not-so-passive candidates”in a hidden tech talent pool,who would move to an opportunity in line with their workplace environment desires.PREDICTION#6In fact,21%of men and 27%of women surveyed said theyre unhappy with their current work environment a

44、nd actively looking because of it.Anna Papalia,founder,Interviewology,on Hireds podcast,Talk Talent to Me“Quiet quitting is just a term for something thats been going on forever.I think directors of talent are trying to figure out how,as talent folks,to be now.We dont have the power the way we did b

45、efore.And thats unsettling to a lot of people.You can either hold on to your shred of power or you can let go and evolve.And I think thats what this moment is calling for us to do.”Listen to the full episodeWhos hiring where?Overall,employers say their 2024 hiring plans are for roles:The tug-of-war

46、between employers and tech workers on the workplace worsens,leading to a hidden tech talent pool26%In-office MM57%Hybrid SMBs32%Remote eSMBsIn-office22+7822%Hybrid50+5050%Remote17+8317%No change11+8911%Whos hiring the most in-office,hybrid,or remote?|10Prediction#3IntroductionPrediction#4Table of co

47、ntentsPrediction#5Prediction#1Prediction#6Prediction#2Prediction#7Prediction#8Opportunities&next stepsLooking aheadMethodologyThe Future of Tech Hiring:8 Bold Predictions for 2024“While industries like marketing,sales,and finance have undergone a profound evolution from AI over the past few years,th

48、e recruiting sector has only recently begun to recognize the advantages it brings to areas such as recruiting,onboarding,and employee monitoring,says Jon Dobrowolski,Hired VP,Product.“As organizations tighten their focus on cost reduction and strategic growth in the coming year,they will entrust act

49、ivities such as sourcing talent entirely to AI to surface the best candidates freeing up valuable time for HR professionals to upskill in understanding how AI can co-pilot alongside them,and truly focus on the strategies and initiatives that improve the employee experience.This could include paving

50、possible career paths for people in an organization,boosting employee recognition/morale,and implementing new benefits and ways to cultivate a positive workplace.”Karen Weeks,Chief People Officer at Obviously on Hireds podcast,Talk Talent to Me:“AI will push us to nurture and build relationships wit

51、hin our networks more honestly and authentically.AI may streamline some processes or tasks but well see a renewed focus on relationship-building as a major point of difference in recruiting and hiring.”Listen to the full episodeAI frees up HR to focus on human aspects of their rolePREDICTION#7|11Pre

52、diction#3IntroductionPrediction#4Table of contentsPrediction#5Prediction#1Prediction#6Prediction#2Prediction#7Prediction#8Opportunities&next stepsLooking aheadMethodologyThe Future of Tech Hiring:8 Bold Predictions for 2024Employers prioritize Quality of Hire recruiting metric above all elsePREDICTI

53、ON#8Why are organizations,especially smaller ones,interviewing more candidates for each role these days?Possibilities include1)The influx of inbound candidates into their existing talent pools has provided more candidates to choose from,allowing them more choices and/or be more selective.2)The impac

54、t of the wrong hire has more potential for harm in a smaller organization,especially where there is little to no redundancy in roles.Its more important,perhaps,to“get it right”the first time.3)Enterprises often recruit from other enterprises and are prone to leaning on pedigree or assuming that if a

55、nother enterprise hired them,theyve passed a rigorous vetting process already.4)A continued disconnect between employers and candidates on preferences(such as remote vs.hybrid)causes top candidates to drop out of the process.What does Quality of Hire mean?In The Tech Hiring Tightrope,Hireds annual r

56、esearch study of tech hiring and salaries,surveyed employers top 3 definitions of a“quality candidate”were:1)Has 6+years of experience in the industry2)Is“in-demand,”i.e.involved in the hiring process with multiple companies3)Fulfills a senior-level role72%Medium Scale-upsAfter the layoffs of late 2

57、2 and early 23,employers were bombarded with inbound applicants,spreading downsized recruitment teams even thinner.Quality of hire emerged as a key metric as teams waded through unqualified inbound candidates while increasing the number of candidates in the interview process.At first,organic traffic

58、 for a Hired blog,How Many Candidates Should You Interview for a Job?Hiring Best Practices began to soar.So we asked employers and found68%of companies say theyre interviewing more candidates per role today compared to a year ago.55%Large Enterprises76%SMBs|12Prediction#3IntroductionPrediction#4Tabl

59、e of contentsPrediction#5Prediction#1Prediction#6Prediction#2Prediction#7Prediction#8Opportunities&next stepsLooking aheadMethodologyWhen broken down by company size.The Future of Tech Hiring:8 Bold Predictions for 2024Traditional recruiting has become more inefficient than everWith the ongoing mism

60、atch between candidate preferences and employers efforts to RTO and resist pay transparency through wide bands,theyll continue to interview more candidates per role and lose top candidates during the process.Hireds tech recruiting platform uses AI-matching and sophisticated filters to surface candid

61、ates with specific skills and experiences.Plus,the candidate profiles foster transparency with salary expectations,preferences,and even dealbreakers up front.New features even provide visibility into how many days per week the candidate will commit to a hybrid role,for example.For even better commun

62、ication and time to fill,we encourage our customers to integrate their ATS with Hireds marketplace.Customers who do see a 46%better placement rate than those who dont.Hired currently partners with multiple ATS providers,including:Opportunities&next stepsDEI hiring progress eroded,needs support from

63、humans and AI“Budget cutbacks,layoffs,and RTO policies reduced some of the gains in DEI hiring the tech industry made in the last few years,”says Gary L.Davis,Sr DEI Business Partner,Adobe.“As we lean more on automation and AI,especially in our HR tech stacks,DEI features need to be a prominent aspe

64、ct of the experience,from recruiting to onboarding.Showing underrepresented candidates,salary bias alerts,asynchronous tech skills assessments,we need them all.For instance,Textio is using augmented writing to show people the consequences or implications of their language in both job descriptions as

65、 well as in performance reviews.”Listen to the full episode of Hireds podcast featuring Gary L.Davis.Hireds tech hiring platform solution supports DEI leaders and anyone with DEI hiring goals through product features that help surface more talent from underrepresented groups,alert customers to poten

66、tial unconscious bias,and if salary offers vary significantly between candidates for the same role.Hired partner,Textio,as Gary mentioned above,helps companies disrupt bias in written and AI-generated content to progress on workplace DEIB goals.+more to come!|13Prediction#3IntroductionPrediction#4Ta

67、ble of contentsPrediction#5Prediction#1Prediction#6Prediction#2Prediction#7Prediction#8Opportunities&next stepsLooking aheadMethodologyThe Future of Tech Hiring:8 Bold Predictions for 2024AI supports and boosts recruiting capacity when coupled with HI or“human intelligence”We asked our partners(see

68、the whole directory)to share their thoughts on whats next in tech recruiting in 2024.Naturally,AI was a hot topic.Teamtailor had this to say“In 2024,the buzz around AI is more than just talkits the future of HR.Expect to see a surge in HR professionals incorporating AI into their recruitment process

69、es or planning to do so soon.This shift reflects a widespread recognition of AIs power to optimize HR metrics and streamline hiring tasks like resume summarization,interview question creation,and job description crafting.This transformative impact is prompting a strategic rethink of talent acquisiti

70、on.See how 78%of HR professionals are using AI to streamline their recruitment with Teamtailors Copilot.”Our partner Workable added“Generative AI will continue to have a huge impact we are just seeing the beginning.In past decades,computers rapidly became a standard in nearly every workplace and con

71、sequently,it became an assumed expectation that all candidates be computer literate if they were to be employable.This will become the case for AI as well while the way we use it continues to be in flux,were entering an era where knowing how to use some form of AI technologies will be a normal expec

72、tation of any candidates skill set regardless of the industry theyre in.Workables own AI capabilities can support companies in their goal of identifying,attracting,and evaluating the right candidates for open roles and then ensure a seamless onboarding process once theyre hired.Want to see it firsth

73、and check out a demo of Workable.”|14Prediction#3IntroductionPrediction#4Table of contentsPrediction#5Prediction#1Prediction#6Prediction#2Prediction#7Prediction#8Opportunities&next stepsLooking aheadMethodologyThe Future of Tech Hiring:8 Bold Predictions for 2024Skills-based hiring and empathy for t

74、ransferable skills help companies attract more underrepresented talentBefore you greenlight that AI-generated job description,review it with human empathy.Are you considering transferable skills?Are you asking for an unrealistic list of skills and requirements?Some jobseekers know most job descripti

75、ons are often wishlists and apply despite not meeting 100%of the qualifications.More jobseekers,however,may bypass your role because of it.*“In 2024,we predict more companies will be taking a skills-based approach to hiring,which widens the talent pool to include more underrepresented talent,”says H

76、ireds partner,Criteria.“According to our 2023 Hiring Benchmark Report,73%of hiring professionals believe were currently facing a talent shortage.Heading into 2024,this means that companies will increasingly struggle to find candidates who have the perfect set of skills or past experience.A turn to s

77、kills-based hiring is one way organizations can combat this,while paving the way to bring in talent that has traditionally been overlooked.Skills-based hiring evaluates job candidates based on their job-related skills,abilities,and competencies,not based on their education or past experience.When to

78、o much of an emphasis is placed on a persons past credentials,employers are more likely to get candidates who look pretty similar candidates with certain college degrees or experience at certain companies.And many of these candidates have benefited from opportunities that were inaccessible to others

79、.”*We know many teams have been bombarded with inbound applicants who apply regardless of how well they fit the qualifications in the wake of the tech winter layoffs.We created an eBook to help teams prevent and/or cope with this challenge.Check it out.|15Prediction#3IntroductionPrediction#4Table of

80、 contentsPrediction#5Prediction#1Prediction#6Prediction#2Prediction#7Prediction#8Opportunities&next stepsLooking aheadMethodologyThe Future of Tech Hiring:8 Bold Predictions for 2024So there you have it.Let us know what you think.Did we predict the future?Time will tell but wed love for you to weigh

81、 in and share your experience.Post your response on LinkedIn.Tag Hired and use the hashtag#2024HiredTechPredictions.In the meantime,if we can help you with tech(or sales)recruiting and hiring,were ready to jump in!We offer a full suite of solutions for hiring managers,talent acquisition teams,and re

82、cruiters from companies of all sizes.Our tech recruitment platform helps companies source talent with hard-to-find skills,go after DEI hiring goals,and expedite technical interviews with Hired Assessments or custom coding challenges.SMBs to enterprises use Hired Sourcer to screen and shortlist candi

83、dates,saving busy hiring managers and executives time.Hired surveyed 1000+tech workers and 250+tech employers in November of 2023 to develop the data for this eBook.When referring to company sizes or segments,we based it on number of employees.eSMB=A small business or startup consisting of 100 or fe

84、wer employees.SMB=A small business or startup consisting of 101-299 employees.MM=A mid-market,or medium-sized business or scaleup,consisting of 300-9999 employees.ENT=A large enterprise,consisting of 10K or more employees.Some quotes in this content have been edited for clarity and brevity.Looking a

85、headMethodologyHow may we help you grow your business?See Hired in action with a demo today.|16Prediction#3IntroductionPrediction#4Table of contentsPrediction#5Prediction#1Prediction#6Prediction#2Prediction#7Prediction#8Opportunities&next stepsLooking aheadMethodology|16The information provided in t

86、his report is strictly for the convenience of our customers and is for general informational purposes only.Publication by Hired,Inc.does not constitute an endorsement.Hired does not warrant the accuracy or completeness of any information,text,graphics,links,or other items contained within this guide

87、.Hired does not guarantee you will achieve any specific results if you follow any advice in the report.It may be advisable for you to consult with a professional such as a lawyer,accountant,architect,business advisor,or professional engineer to get specific advice that applies to your specific situation.Copyright 2024,Hired,Inc.All rights reserved