Webinar Recap | Recruiting and Onboarding Talent in 2024

In our Leap Day webinar, Adams Keegan’s Charles Rodriguez, Kristin Lockhart, Natasha Benda, Molly O’Malley, Angie Carrier, and Brandon Roland focused on best practices in recruiting, hiring, and managing your talent in 2024. We also reviewed questions and common pitfalls in hiring, such as using non-compete agreements, introductory periods, and what not to do during the interview process.

Missed the conversation on February 29? Click here for the full webinar.

Labor Market Balance
In the current labor market, key trends are shaping the landscape. Despite a significant jobs increase in January, unemployment remains a factor, limiting the available workforce. Notably, baby boomers are phasing out, reducing participation levels. Millennials are fully engaged, and Gen Z is entering the workforce, offering hope for increased talent availability.

Full employment indicators, like the average work week at 34 hours, suggest a tight market. However, challenges persist with job openings surpassing those seeking employment, coupled with geographic mismatches. To address these issues, there's a renewed focus on talent retention and training, alongside the growing impact of AI on job roles and expectations.

Micromanagement Trends
Addressing micromanagement trends requires a nuanced approach tied to recruitment strategies. Three emerging trends include the unique expectations of Gen Z, who prioritize culture over business longevity; the shift of millennials into leadership roles, necessitating preparation for evolving candidate preferences; and the focus on building skills internally, bridging the skill gap.

Effective recruitment in 2024 will involve investing in current employees and providing a culture that attracts and retains talent. Recognizing the skill gap as a long-anticipated challenge, employers should take proactive measures to balance employee workload and create a compelling value proposition for retention. Early adoption of these policies will allow employers to enhance their retention metrics in this evolving landscape.

Recruitment Strategy: A Three Part Plan
Crafting an effective recruitment strategy is crucial for managers facing the challenges of hiring in today's competitive landscape. The process involves three key components: what, when, and how to post announcements, managing the full candidate experience, and optimizing the offer and onboarding process.

Consistency is key, and companies can accomplish this by looking internally first, tapping into their existing talent pool and fostering employee referral programs. The hiring process is often urgent, which requires a streamlined interview procedure, timely communication, and engagement plans to secure top talent in a market where timing is pivotal.

Utilizing an applicant tracking system (ATS) is recommended for efficiency and effectiveness throughout the hiring journey. Adopting a structured approach and addressing key considerations ensure a successful recruitment plan that aligns with the dynamic demands of the current job market.

AI in the Hiring Process
The integration of AI in the hiring process necessitates a balanced approach, combining technological efficiency with human interaction. While technology streamlines data gathering and aids in screening, it can become costly, especially for smaller companies lacking extensive resources.

Leveraging applicant tracking software (ATS) facilitates scheduling, texting, and private conversations, enhancing timely interactions. However, the "post and pray" method, coupled with verbose or minimalistic job descriptions, poses challenges in attracting suitable candidates. Benchmarking resumes through AI may offer efficiency, however the nature of candidates using AI to create their resumes underscores the importance of validating information through live interactions and comprehensive evaluation processes.

The webinar also delved into other subjects, such as the advantages of using applicant tracking software, effective interview techniques, and preparation for the interview process. Additionally, it provided updates on compliance matters, including non-compete agreements, the National Labor Relations Board Joint Employer Rule, and the Department of Labor's Independent Contractor Classification Rule.

Check out the entire recording and give yourself about 50 minutes to become fully immersed in the conversation.