Key Influences Shaping Strategies For HR Leaders In 2024

Adapting to change

As generative AI continues to gain momentum in the workplace, HR professionals are reminded of just how fickle the ever-evolving landscape we operate in is. With enormous processing power, generative AI promises to yield greater productivity, improve engagement, augment role responsibilities, and provide more personalization. These promises – which we’re already starting to see now – have massive implications for the future of recruitment and employee development.
 

With this in mind, there are several trends that HR leaders will need to be prepared for in 2024. Two pivotal trends are poised to shape the HR landscape. HR leaders must strategically prioritize these trends in their upcoming year's strategies, ensuring their workforces are well-prepared for the transformative impact driven by generative AI and other rapidly evolving technologies on both existing employees and incoming recruits.

Generative AI’s Potential to Advance DEI Goals, Enhance Candidate Experience, and Predict Hiring Outcomes

It’s no surprise that generative AI has the potential to revolutionize hiring and recruiting practices. We’re already seeing how it can be used to automate repetitive and time-consuming tasks such as screening resumes and scheduling interviews, saving HR professionals valuable time and allowing them to focus on more strategic work.

Beyond eliminating (or at least seriously decreasing) administrative work, AI can help HR leaders and their organizations make huge advances in their DEI goals. As the important emphasis on diversity, inclusion, and belonging continues to grow, AI will be a major contributor in helping to reduce bias in the hiring process. When programmed to ignore information such as a candidate’s name, age, or gender on resumes, candidates will be better evaluated based on their skills and qualifications alone without any implicit bias playing a role in their assessment.

Furthermore, the candidate experience will be enhanced by AI. With AI, questions can be answered almost instantaneously by chatbots and job recommendations can be created based on skills, interests, and career goals of the candidate to create a more personalized experience.

Finally, AI’s predictive analytics will analyze data and predict future outcomes such as a candidate’s likelihood of accepting a job offer or their potential to succeed in a particular role. HR leaders will be empowered to make more informed and strategic decisions through the use of these analytics.

Prioritization of Ongoing Professional Development in Both Hard and Soft Skills

In 2024, HR leaders should prioritize training and upskilling in digital literacy and technological skills. As businesses continue to undergo digital transformation, employees need to be comfortable using digital tools and platforms. This includes everything from basic computer skills to more advanced skills like data analysis and coding.

As the expectation for a base knowledge of technical skills grows, soft skills and emotional intelligence will still be crucial in any role. This includes skills like communication, collaboration, problem-solving, and adaptability.

Emotional intelligence, which includes self-awareness, empathy, and the ability to manage one’s emotions, is also increasingly valued in the workplace. As the workplace evolves, so do the skills required to lead and manage teams effectively. This includes management skills like strategic thinking, change management, and the ability to inspire and motivate others. These skills will not only allow employees to differentiate and elevate their skillsets as elements of their roles become increasingly automated but also give them an edge over candidates who don’t possess these essential skills. After all, if you can’t communicate clearly and persuasively – whether with colleagues, clients, department heads, or managers – how will you encourage them to embrace any of your innovative solutions? Soft skills arm individuals with the ability to lead with empathy and confidence – the perfect complement for someone who also has a technological vision.

The pace of change is only going to increase and employees need to be able to learn new skills and adapt to new situations quickly – both hard and soft skills. A culture of continuous learning and adaptability should be promoted by HR leaders and should provide opportunities for ongoing professional development and encourage employees to take ownership of their learning.

Looking Ahead

As HR leaders look ahead to 2024, significant potential exists for those looking to hire and recruit top talent. Beyond streamlining the tediousness of application processing, adopting AI tools will provide HR leaders a leg up in finding the best candidates, while also providing them with better experiences during the job application, interview, and hiring processes.

As HR leaders continue to shape their workforces, it will be increasingly important for them to recognize the value of developing programs that help their employees build both hard and soft skills that are necessary to succeed in our technology-driven world.

Author Bio

Jeanne Cordisco is the Chief People Officer at O’Reilly Media.