Tech Talent Acquisition Trends in 2024

Technology advancements, shifting employee expectations, and the long-lasting effects of COVID-19 have all contributed to a change in the talent landscape in recent years, and 2024 will be no different.

What trends can we expect to shape the future of digital and tech talent acquisition this year?

The Human Touch in Technology

While Artificial Intelligence (AI) continues to transform the talent landscape by streamlining processes and increasing diversity, concerns surrounding accuracy and the potential loss of human touch loom large.

As we approach 2024, organisations will need to strike a balance between leveraging AI technology for efficiency and accuracy while also retaining the human element in the talent acquisition process.

This may include implementing AI tools that augment rather than replace decision-making, as well as ensuring that candidates have opportunities for personal interaction and connection with hiring managers.

Data-Driven Decisions and Strategic Metrics

Data-driven recruitment is not a novel concept, but 2024 may see a significant increase in its adoption and impact.

With the advancements in AI technology, organisations will have access to vast amounts of data that can be used to identify patterns and trends in candidate sourcing, screening, and selection, which can help organisations streamline their recruitment efforts and improve the quality of hires.

Utilising data in the form of strategic metrics such as time-to-fill, cost-per-hire, quality of hire, and candidate satisfaction can also provide valuable insights into the effectiveness of recruitment strategies and guide future decision-making.

Proactive Talent Pipelining

As the digital and tech talent market competition continues to increase, it highlights the importance of creating talent pipelines and engaging in skill-based candidate sourcing before job vacancies arise.

Talent pipelining allows organisations to stay ahead of their competitors by identifying and attracting top talent before they are even actively looking for new opportunities.

By proactively building relationships with potential candidates and nurturing their interest in the organisation, companies can reduce time-to-fill and ensure a steady supply of pre-screened candidates ready to fill critical roles when needed.

Hiring Strategies for the Younger Generations

As the younger generation enters the job market, their demand for more empathy, emotional intelligence, work-life balance, and opportunities for growth and development has led to a shift in early career hiring strategies.

We’ve seen the adoption of hiring and retention strategies that prioritise flexible work arrangements, mentorship programmes, and clear pathways for advancement to attract and retain young talent.

Skills-Centric Recruitment

Employers are recognising the importance of skills-centric recruitment. Instead of solely focusing on degrees and qualifications, companies are now seeking candidates with specific soft and technical skills that align with their industry needs.

This approach is a win for diversity, equity, and inclusion in the workplace by valuing a wider range of experiences and perspectives and has allowed employers to tap into a larger pool of talent and find candidates who may not have traditional educational backgrounds but possess the necessary skills for success.

Diversity, Equity, and Inclusion in Action

While organisations have had Diversity, Equity, and Inclusion (DE&I) on their agenda over the last few years, companies are starting to move beyond surface-level policies and take more concrete actions to create a truly inclusive and equitable work environment.

These actions include implementing unconscious bias training programmes, establishing mentorship and sponsorship programmes for underrepresented employees, and setting diversity goals and metrics to hold leaders accountable.

Additionally, companies are investing in creating diverse hiring panels and improving their recruitment processes to ensure a fair and unbiased selection of candidates.

The Importance of Your Employer Brand

With candidates now holding the reins in the talent market, employer branding becomes a strategic tool to distinguish organisations from their competition.

Extending to every facet of the employee experience, employer branding encompasses how a company presents itself to potential candidates, current employees, and the public.

This can be achieved by positioning organisations as more than job providers and instead as places where employees can grow and thrive.

This includes showcasing opportunities for professional development, highlighting a positive work culture, and emphasising the company’s commitment to employee wellbeing.

Partnering for Hiring Success in 2024

Digital and tech talent recruitment in 2024 demands a strategic partnership that extends beyond conventional recruitment approaches.

Our team of Talent Partners are ready to collaborate with you, identifying innovative strategies that not only attract leading talent but also ensure they thrive within your dynamic organisation.

Take the first step towards building a future-ready team.

Partner With Us!


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