Written by Paul Marchant, Regional Vice President, Northern Europe at SmartRecruiters
We read about it every day. A major challenge in the EMEA job market currently is the shortage of digital skills. Over half of UK businesses struggle to find employees with the necessary digital skills � and to make matter worse, 46% of the european workforce lack the basic digital skills needed for conitnued business innovation. The difficulty businesses face when trying to bring in digitally skilled talent is such that they can�t afford to leave any stone unturned. They have to have an efficient, always-on recruitment process in place so that they can bring the right talent in as and when it is available.
To bridge this gap, organisations are turning to innovative HR technologies, such as AI-powered recruitment platforms. These platforms use machine learning algorithms to identify and match candidates with the right skills, whether or not they have the prior experience, greatly improving the size of a potential talent pool.
The HR and recruitment industry in the EMEA is going through exciting changes as we get closer to 2024. Research shows that integrating HR systems with third-party platforms is becoming increasingly important. According to Deloitte, 84% of organisations believe that this integration is crucial for boosting HR effectiveness and efficiency. It allows for smooth data exchange, streamlines processes, and improves the candidate experience.
But how exactly is HR and recruitment in 2024 being shaped by the integration of third-party platforms, addressing the digital skills shortage, and adopting AI-powered technologies?
Embracing the Third-Party Integration Revolution.
The reality is that a one-size-fits-all approach no longer suffices in 2024 to meet diverse recruitment needs. Continuous technology advancements have prompted comprehensive vendors to recognize the significance of third-party integrations. For example, Microsoft’s Viva seamlessly incorporates HR technology into existing workflows, aligning with the trend of utilising technology through users’ preferred channels.
Third-party integrations are vital for achieving overall business success, extending beyond technical HR professionals. Integration capabilities and interoperability have become critical factors in technology acquisitions, as companies increasingly understand the necessity of seamless integration with existing systems and workflows. By embracing third-party integrations, businesses unlock the full potential of diverse technologies, boosting productivity and fuelling innovation.
For instance, a company using an applicant tracking system (ATS) can benefit from integrating it with third-party assessment tools. These integrations allows seamless evaluation of candidates’ skills and qualifications, making the hiring process more efficient and effective.
It is vital for organisations to recognise the significance of third-party integrations in HR technology. By embracing these integrations, businesses overcome limitations and unlock the full potential of diverse technologies, ultimately increasing productivity and innovation.
Unleashing Hidden Talent and Embracing Skills-Based Practices.
The demand for tech skills in 2024 is soaring as organisations embark on their digital transformation journey. AI revolutionises the hiring process by enabling companies to embrace skills-based practices. AI algorithms can identify transferable skills, giving rise to internal skills marketplaces and mobility programmes within organisations. This development allows employees to uncover hidden talents and explore new career opportunities.
The convergence of AI and the skills agenda has led to a thriving vendor market, offering AI-powered solutions for skills management. By harnessing the power of AI, organisations can efficiently identify and leverage their workforce’s skills, leading to enhanced productivity and overall success.
AI will continue to be a major trend in 2024, capturing the attention of HR professionals. Industries heavily reliant on frontline workers experience a growing demand for AI-driven solutions. However, the adoption of AI may vary across regions due to privacy laws and regulations. The transformative power of AI remains undeniable.
Cultural and legislative factors shape attitudes towards AI, resulting in differing levels of adoption across geographic markets. SmartRecruiters understands this and offers organisations the flexibility to deploy AI based tools on their comfort level, empowering them to effectively manage risks. Implementation of AI is heavily influenced by cultural nuances, with different markets having diverse interpretations of diversity and inclusion. Our mission is to provide a comprehensive and diverse perspective by leveraging cross-customer datasets worldwide, ensuring fairness and mitigating biases in AI models.
The accuracy and reliability of AI models heavily rely on the quality of input data. Each organisation plays a crucial role in providing appropriate and unbiased inputs, such as job descriptions, to achieve optimal outcomes. Their contributions are integral to the overall success and effectiveness of the AI system.
Looking ahead to 2024, the HR and recruitment domain in EMEA will experience ongoing changes driven by emerging technologies and evolving market demands. Third-party integrations will be highly valued for enhancing productivity and fostering innovation. AI-powered hiring practices focusing on skills will address the digital skills shortage, facilitating growth and career advancement within organizations. Automation and efficiency will be key macro trends, optimising workforces and enabling businesses to focus on higher-value tasks. AI will continue to play a major role in HR technology, transforming various industries.
As we move into 2024, AI will further advance and integrate into HR and recruitment practices, enabling businesses to thrive in an ever-changing technological landscape.
