Recruiting trends to watch out for in 2024
As we head into 2024, recruiters are wrestling with big questions: Will AI cost us our jobs? Is remote work here to stay? What skill shortages should we expect?
Global events and technological advancements have seen the Japanese pharmaceutical industry change rapidly in recent years. Keeping up to date with the latest innovations in HR and recruiting can be a challenge.
Embracing change on the horizon as opportunities rather than obstacles will be key for recruiting professionals to stay ahead of the curve and thrive in the competitive hiring landscape in Japan.
We’ve rounded up 4 of the biggest trends we expect to see in 2024.
It’s no surprise that this tops the list. Last year, generative AI saw significant advances and has been a game-changer in many industries. AI technology is already being used in executive search to source candidates, write job descriptions, review resumes, candidate screening, and schedule interviews.
AI particularly has power to speed up processes that require analyzing a lot of data. Some are hopeful that AI can assist in eliminating bias in the writing of job descriptions and the screening of resumes.
We really are just at the forefront of what AI can and will achieve in the industry. Check out this blog to learn more about how AI is changing recruitment.
In 2024, we expect that virtual recruiting will continue to grow. What began as “remote recruiting” during the pandemic, has evolved into the most used method of hiring. Not only is it cost-effective, but it allows companies to reach more candidates, opening up a larger talent pool. No longer is your organization limited to interviewing candidates in a specific geographical location.
The downside of virtual recruiting is the decrease in face-to-face time, making it harder for candidates to gain meaningful insight into company culture. As virtual recruiting becomes the new normal in 2024 and beyond, recruiters will need to ensure culture, values and relationship-building remain at the forefront even without the in-person interactions.
Interestingly, PwC has a mobile-enabled “choose your own adventure” talent management and acquisition approach called My+. It allows candidates to schedule interview times that suit them, choose their preferred interviewer, and receive real-time visibility on where they are at in the process.
The industry is increasingly seeing the need for recruiters to think like marketers. This means applying the concept of a marketing funnel to the recruitment process: determining the target audience, deciding on the right channels to communicate with them, creating content aimed at candidates, lead generation, and lead nurturing. The effectiveness of these ‘campaigns’ can then be measured and optimized.
We see this as a big opportunity for the Japanese pharma and healthcare industries in 2024. Recruiting in Japan is tricky, but taking an active approach to find passive candidates and present a winning opportunity gives you the best chance at securing top talent.
Japan’s pharmaceutical industry has been slow to adopt this approach which is more common elsewhere in the world. We are already seeing an increase in organizations seeking to establish themselves as “THE” place to work through employee branding. We expect this approach to become increasingly popular in Japan.
At the heart of your employer brand is how you treat your employees. Make sure your potential candidates are left without any doubt as to the incentives, initiatives, and career development opportunities available to staff. Positioning your organization as a worthy employer will boost recruitment efforts, staff wellbeing and retention rates.
As we navigate the recruiting landscape in 2024, there are plenty of changes and opportunities ahead. Recruiters are at the forefront of ensuring the company can adapt to future needs and skills gaps. In the words of former GE CEO, Jack Welch: “Change before you have to”.
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