Eins ist in unseren Recruiting Trends 2024 klar: In diesem Jahr wird die HR an Bedeutung gewinnen, weil sie zur Verbesserung der Unternehmenskultur oder der Unternehmensführung beiträgt. Wir sehen einige grundlegende Veränderungen, die zu dieser Transformation beitragen und somit die definierenden Trends im HR-Management anheizen.
Zum Einen kann beobachtet werden, dass HR seine Prioritäten neu ausrichtet, um die sich ändernden Bedürfnisse moderner Arbeitskräfte widerzuspiegeln. Zum Anderen werden die Arbeitsmethoden von HR mit einem Schwerpunkt auf Wertsteigerung für interne Kunden geändert. Schließlich steht HR für sinnvolle Veränderungen in der Arbeitswelt. Diese Veränderungen werden HR auf eine aufregende Reise mit Chancen, Herausforderungen und Versprechen einer Zukunft schicken, in der Humanressourcen im Mittelpunkt stehen, um die Qualität der Arbeit für alle zu verbessern.
Die Recruiting Trends 2024
Das Produktivitätsparadoxon auflösen
Angesichts des bedeutenden wirtschaftlichen Wandels, der Störungen und des technologischen Fortschritts in den letzten 20 Jahren stand die Produktivität immer ganz oben auf der Agenda der Personalabteilung. Zwar haben Maßnahmen zum Mitarbeiterengagement, zur Mitarbeitererfahrung und zum Wohlbefinden in den letzten 36 Jahren in den USA zur höchsten Arbeitszufriedenheit geführt, doch hatte dies in den meisten Fällen keine Auswirkungen auf die Produktivität der Mitarbeiter.
Das Produktivitätswachstum im Vereinigten Königreich und im Euroraum ist das niedrigste seit 17 Jahren, während es in den USA besser ist. Der Produktivitätszuwachs ist hauptsächlich auf effizientere Produktionsprozesse zurückzuführen.
Die geringen Produktivitätszuwächse sind vor allem auf effizientere Produktionsprozesse zurückzuführen. Die Produktivität der Angestellten hat sich seit der Finanzkrise 2008 nicht verändert, was den Personalverantwortlichen die Möglichkeit gibt, Lösungen zu finden.
Unsere Recruiting Trends 2024 raten der Personalabteilung, die Produktivität ganzheitlicher zu betrachten und sich auf die Beseitigung von Engpässen, die Formulierung von Strategien zur Produktivitätssteigerung und die Belohnung produktivitätssteigernder Verhaltensweisen zu konzentrieren.
Des Weiteren sollte die Personalabteilung lernen, die tatsächliche Leistung besser zu bewerten, indem sie vernünftigere Ziele setzt, die Ergebnisse verfolgt und bewährte Produktivitätswerkzeuge fördert.
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Use of hidden labor
At a time of historically low unemployment, when companies are increasingly desperate for talent, we expect HR to invest in a workforce that has often been ignored so far: the hidden workforce.
Covert workers, also known as “forgotten workers,” include 14% to 17% of workers in the U.S., including retirees who want to work, caregivers, people with neurological disorders, people with chronic health problems (including long-term patients), former inmates, and people without degrees.
They are either already in employment but want to work more (and are often paid as “hourly workers”), or they are not yet employed but willing to work in a suitable environment. You can find the largest selection of jobs on Jooble, where the current offers in Stuttgart are published. After all, we believe that 2024 is the year when these workers will not be forgotten.
The point of no return for DEIB
2024 is the year of the redefinition of Diversity, Equity, Inclusion and Belonging (DEIB). Three major changes have brought us to this point. The first is the Supreme Court’s ruling, which overturns racist decisions on college admissions (also known as affirmative action). Republican attorneys general have warned the CEOs of the Fortune 100 that the ruling will also apply to private companies.
At the same time, dissatisfaction with the DEIB departments is growing. Companies like Amazon, Twitter, and Lyft have laid off DEI specialists, and the number of DEI jobs in 2022 is down 19% compared to the previous year. Revelio Labs studied terminations of more than 600 companies and found that the layoff rate for DEIB jobs was 33% at the end of 2022, compared to 21% for non-DEIB jobs. The result: a new approach to diversity.
As we saw above, the business case for diversity is complex. Organizations that pay lip service to diversity have been publicly criticized for their misleading. Aside from the social impact, employees want to work for companies that speak out on DEIB issues. 1 According to the Recruiting Trends 2024, those who ignore the proverbial “elephant in the room” will have difficulty attracting, retaining and retaining talent.
As a result, we expect companies to change their attitudes towards DEIB in 2024.
HR as a force for good – The biggest recruiting trends in 2024?
With the U.S. labor market being the tightest since World War II, HR departments will take a leadership role in driving transformative change that benefits both their organizations and their employees.^Therefore, it is predicted that HR will be at the forefront of positive change in 2024
One such change is generative artificial intelligence. It increases productivity and business performance, but it also promises to impact the purpose we associate with our work. Not every work can have the same degree of importance to its holder, but we must work towards ensuring that the work is not completely meaningless.
This shift presents a unique opportunity for HR to improve business outcomes through better employee practices.
We’re seeing a shift from competing in a crowded external talent market to internal markets that focus on career development and advancement. Companies will continue to attract talent by offering a variety of options for the working and living conditions that employees are looking for. To choose the right job in Cologne from a large list, you can browse Jooble , where current offers in Germany are posted.
All of this promises a hopeful vision for 2024, where HR drives business outcomes through smarter HR policies and becomes a catalyst for crucial change in the workplace.
From Silos to Solutions: Bringing together key capabilities that make a difference
As HR becomes increasingly value- and business-driven, every HR manager needs to know how and where they can add value to the company. Business partnering will become relevant for all HR professionals and not just for a few who hold this title.
The same applies to data literacy. The ability to develop hypotheses, establish key performance indicators, read and interpret data, and communicate data stories will be critical and will go far beyond the functions of people analytics. HR professionals will need to use data literacy as a foundational skill for effective decision-making and strategic contributions.
Conclusion
With the Recruiting Trends 2024, we expect more experiments and bold solutions as part of all the changes. HR teams will increasingly adopt project-based methodologies and deliberately combine different skills to find answers to today’s business challenges. We also hope that we can solve the productivity paradox and address the hidden workforce.
