The AdvaMed Medical Device Conference, hosted in Anaheim, CA in October, offered invaluable insights into the trends in talent acquisition for 2024. These insights resonate with the opinions of talent acquisition luminaries including SHRM, LinkedIn, ADP, Indeed, and other thought leaders in talent acquisition. Below, we present a curated list of the top 10 trends, each of which we will explore in-depth in the upcoming months

Talent Acquisition Trends Top Ten List:

  1. AI-driven recruitment emerges as a dominant force
  2. Remote and flexible work continues evolving
  3. Relocate or resign: a growing paradigm
  4. Data-driven decision-making shapes hiring strategies
  5. Skills-based hiring rises in importance
  6. Elevating the candidate experience
  7. The rise in interim and fractional roles
  8. The spotlight on soft skills
  9. Employer branding’s pivotal role
  10. The evolution of the interview process

AI-driven recruitment emerges as a dominant force

AI is an incredibly hot HR topic, revolutionizing talent acquisition processes. AI streamlines recruitment by automating various tasks, such as resume screening, creating position descriptions, scheduling interviews, and even engaging with candidates through chatbots. Moreover, AI is seamlessly integrated into applicant tracking systems and talent acquisition tools, like LinkedIn Recruiter.

However, as AI takes the stage, it is not without its challenges. Inherent biases and inaccuracies can creep into AI-driven processes, raising concerns about losing the essential human touch in an industry fundamentally rooted in personal connections. This is compounded by an increase in regulatory scrutiny.

Federal agencies, including the Department of Justice and the Equal Employment Opportunity Commission, have shown a keen interest in the potential impact of AI technologies on hiring and other HR-related functions. The White House issued an executive order on October 30th detailing regulations on artificial intelligence systems, seeking to strike a balance between reaping the benefits and managing the risks. Included in the order are standards for the security and responsible development of AI, respect for privacy and data security, and avoiding bias and discrimination while using AI.

In recent months, the Future of Privacy Forum (FPF), a non-profit organization dedicated to advancing principled data practices in support of emerging technologies, released best practices for incorporating AI into hiring and employment processes. Two articles from the FPF offer invaluable insights on navigating the impact of AI in HR:

As organizations implement AI in HR, it is imperative for leaders to:

  • Hold their AI vendors accountable.
  • Ensure that new AI products have not been hastily created.
  • Be intentional when selecting technology.
  • Stay abreast of current and upcoming regulations.
  • Develop, communicate, and provide training on internal policies governing AI usage.

The rise of AI in talent acquisition presents exciting possibilities while demanding vigilance and responsibility to ensure its ethical and effective implementation. Stay tuned as we delve deeper into each of the talent acquisition trends in the coming months.


About the Author

Paula Norbom Paula Norbom is the Founder and CEO of Talencio, an executive search and staffing firm serving health technology companies. She has worked in the health technology space for over 24 years.

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