Breaking barriers: How AI will transform hiring & HR in 2024

As we prepare for what’s in store for businesses and employees in 2024 one thing is certain – the intersection of artificial intelligence and the hiring process is poised to redefine how organizations build their teams. The explosion of AI-powered applications that can be leveraged in the workplace ranges from challenging age-old biases ingrained in hiring practices to setting up new employees for long-term success. As a result, the workforce and how we hire for it is on the cusp of a major transformation.

Here are three of the most compelling ways AI is set to impact hiring and the workforce in 2024.

#1 - AI could start squashing the old boys club

We’ve all heard the old saying, “It’s not what you know, it’s who you know.” It’s a tale as old as time and has helped perpetuate insular hiring practices at major companies around the globe to hire “people like us” rather than diversifying talent.

“We’re always aiming to hire the best person for every job,” says Scott Domann, Chief People Officer at Calm. “AI-enabled hiring tools will allow us to more effectively find the best candidates based on the experiences they’ve had and the impact they’ve made – no matter where they are or who they ‘know’.”

As organizations adopt sophisticated recruiting tools fueled by AI, the hiring practices once designed to hire “people like us” could – and should – begin to break down. For example, instead of just searching for specific keywords or asking knowledge recall questions, AI will empower recruiters to prioritize competencies, aptitude, and skills, fostering diverse hiring. By eliminating keywords linked to names, alma maters, and affiliations, AI-driven tools will refine candidate selection based on merit, breaking traditional hiring biases.

Why is it so important to limit searches around these terms? Because today’s job seekers largely feel discriminated against. An October survey revealed that over one-third of candidates (34%) have experienced discriminatory interview questions and that nearly one-fifth have tried to evade discrimination by changing their names on applications to either sound ‘less ethnic’ (45%), sound younger (42%) or sound like the opposite gender (22%).

“The use of AI is a new chapter and a giant leap forward in bringing in a diverse set of skills, experiences, and people to shape the future of every organization,” continues Domann. “Diversifying the workforce has been and will continue to be a business driver.”

If AI tools will help drive unbiased hiring, you may be asking yourself why you’ve only heard stories about AI driving bias. That’s because the first generation of AI recruiting tools was used largely to find “people like us” in the mold of existing employees. This was not a problem with AI but with how the AI was trained. Lawmakers are now involved to ensure that bias stays out of AI in hiring. New York City implemented an AI Bias Law, requiring employers that use AI and other machine learning technology in hiring to perform annual audits of their recruitment technology. AI Bias Laws are also being discussed and ruled on at the state level in California, New Jersey, Maryland, and Illinois.

#2 - AI tools will help unclog recruiting pipelines and speed hiring processes

Anyone who’s applied for a job in recent years knows that – even if they have every bit of experience needed for the position – it feels like they are sending their resume into a black hole. The hard truth is that the sheer volume of job openings and the number of applicants make it difficult for hiring managers to assess every applicant. Additionally, the hiring process can be lengthy. It can be months from when a job is posted to when someone is hired and starts the job. The current recruiting and hiring process is hurting businesses and candidates. It’s a big problem to solve.

In 2024, with the help of AI, this will start to change. We’ll see AI-powered applications introduced and adopted that allow recruiters to conduct large-scale, qualitative interviews in a short period of time, giving companies the ability to get through candidates’ resumes with the confidence that they have identified the best prospects, and then very quickly schedule interviews with them.

Is it really this simple? Yes, it could be, and here’s why. At the start of 2023, the idea of HR teams using generative AI tools was largely foreign. There’s still hesitancy today in terms of the impact that using these applications could have on workers and their jobs. However, the attitudes toward adopting and integrating AI-powered applications into the workflow are changing, and somewhat rapidly. A recent report from Boston Consulting Group estimated that GenAI has the potential to drive about 30% increased productivity across the HR value chain over the next year.

William Lai., who has been an HR and Talent Acquisition Consultant for nearly a decade, helping companies recruit talent across Europe and North America, agrees.

“I’m able to get to know candidates before I even talk to them. This helps me establish a human connection during the call versus just reviewing the requirements. Additionally, I’m able to avoid calls with candidates who are not qualified and share better candidates with hiring managers, all while reducing the time I spend on screenings by 75%.”

#3 - AI will help create new “best practices” for onboarding and retention

One of the biggest transformations we’ll see from using AI in 2024 is the new set of best practices that emerge to aid in employee onboarding and retention. Here are a couple of ideas to consider.

AI can also significantly enhance employee onboarding by streamlining and personalizing the experience to make it more engaging and get employees up and running as quickly as possible. For example, automated chatbots powered by AI can provide immediate responses to new hires’ queries, offering guidance on company policies, procedures, and frequently asked questions. Other AI-powered applications can help tailor onboarding plans based on individual employee profiles and their job descriptions and responsibilities to ensure the onboarding process is as productive and valuable as possible.

What is an even bigger challenge than finding the right employee? Keeping them, of course! AI can play a role in employee retention when paired with predictive analytics to identify potential “flight risks”. By analyzing patterns in employee behavior, engagement levels, and satisfaction, AI can not only help predict potential departures but also prescribe interventions. This can help organizations create a foundation for long-term employee retention in which they can proactively address concerns, enhance employee experiences, and create an open dialogue.

Additionally, using new AI tools can help organizations gain insight into how to increase employee engagement and personalize career development plans. They can engage with employees, identify areas of strength and areas for improvement, and analyze individual achievements to help tailor opportunities for growth, such as promotions and skill-building initiatives. This proactive approach not only helps employees stay motivated but creates a culture of continuous learning and development within the organization.

Read more: Do the benefits of AI-based technologies outweigh the risk for employers?

As we navigate how AI will transform hiring and talent management in 2024, HR and hiring teams will adopt AI, moving it beyond “trend” status to an indispensable force that reshapes their jobs and the future of work. Organizations that embrace these AI-driven tools and strategies are poised to not only attract top talent but also to create thriving workforces.

Maryam Mahdaviani is the founder and CEO of Attesto, a tech startup that provides a suite of AI agents designed to join teams to deliver qualitative conversations at scale to assess, recommend, and hire employees efficiently and without bias.