As Head of Talent Acquisition in a constantly evolving sector such as IT, it’s inevitable to reflect on what the future of recruitment will look like. How can artificial intelligence shape recruitment processes and/or the relationship with candidates? What working models will be most adopted? What is the role of recruiters in more diverse and inclusive recruitment? How important is organizational culture? What are the main changes (demographic and otherwise) that will impact our activity? And so many other questions…

Reading LinkedIn’s latest trends report – The Future of Recruiting 2024 – I learned about the 6 predictions that, according to thousands of professionals and millions of data points from the platform itself, will transform recruitment as we know it today. Based on these predictions, in this article, I share with you the main insights that I think can help us prepare for the coming years.

Integrating AI and automation into recruitment

One of the report’s most significant predictions is the growing role of AI and automation in recruitment processes. For candidates, this means a faster and more personalized experience. AI-driven algorithms can match your skills and interests with potential projects and job offers in a more precise way, reducing the time you invest in looking for the right opportunity. Get ready for automated assessments that focus on your skills, where you’ll demonstrate your technical talent without the unnecessary and repetitive hurdles of traditional processes.

Skill-centric recruiting and hiring

The report highlights a paradigm shift in hiring, which will now be largely based on skills, to the detriment of traditional qualifications such as academics. This is great news for IT professionals. Whether you’re a self-taught programmer, a bootcamp graduate, or possess one – or even several – technical certifications, companies will increasingly pay more attention to and prioritize practical skills and project outcomes. As the focus becomes more on what you can do and less on where you learned to do it, you’ll find more opportunities that value your background and your unique skills.

Hybrid work models and their impact on recruitment

Hybrid working is more than a trend – it’s becoming a standard. As companies continue to adopt flexible working policies, geographical barriers in recruitment are dissolving. For candidates, this means a wide horizon of opportunities in companies that were once out of reach. The Future of Recruiting report suggests that remote recruitment processes will be improved, ensuring that you experience a smooth integration into new teams, regardless of where they are.

Diversity and inclusion take center stage

Diversity and Inclusion (D&I) are not just buzzwords or trendy concepts – they are cornerstones of future recruitment strategies. The predictions in this LinkedIn report emphasize a continued effort by companies to build diverse teams (in gender, age, nationality, etc.). For you, as a candidate, this will translate into a recruitment process that values your background and your unique perspectives, offering a workplace culture where you can thrive authentically.

Data-driven decision making

With recruitment increasingly driven by data analysis (and accelerated by technologies such as Artificial Intelligence, Machine Learning, etc.), companies can adapt their hiring strategies based on trends and insights. For candidates, this means being part of a more strategic, objective, and discerning selection process. There, your involvement and performance metrics can highlight your strengths to employers more clearly than ever before.

What does this mean for IT professionals?

For those who study or work in IT and are exposed to the current recruitment landscape, these insights point to a future in which your path may be more aligned with your skills, expectations, and professional aspirations.

To prepare for tomorrow, try to dedicate yourself to continuous learning and adapting to emerging trends in technology. Keep your professional online presence active, get involved in the community(ies), network, stay abreast of industry demands, and be prepared to demonstrate how your skills can be critical in projects and ultimately drive business and company growth.

In my opinion, there is a prosperous future with great potential for both recruiters and IT candidates, according to LinkedIn’s predictions. Stay adaptable and available to (continue to) learn, and be prepared to get involved in different and innovative processes that will prioritize your satisfaction as a candidate and your future success. This is, in fact, our mission at Neotalent Conclusion: to find the right challenge, for the right person, at the right time (in their career). We too will continue to innovate and evolve to ensure that you have the best possible experience in your recruitment processes with us (and that our clients always have the best fit between the best talent and the most challenging projects).

Susana Correia, Head of Talent Acquisition