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HireVue at UNLEASH World: Trends Preview

UNLEASH World 2024 is just around the corner. Talent leaders from around the globe will descend on Paris for two days of learning, networking and discovering new technologies that will help them execute on their plans. 

As we look toward the back-end of 2024 and into 2025, talent acquisition is set to be shaped by technological advancements, shifting workforce dynamics, and evolving candidate expectations. 

In this blog we explore the key trends that will feature prominently on the UNLEASH World agenda and which talent leaders need to understand to stay competitive in a rapidly-changing environment.

1. AI and Automation in Recruitment

AI continues to transform talent acquisition and wider business operations. According to PwC, by the end of 2024, AI and generative AI (GenAI) will be established as a significant component in recruitment, particularly in areas like screening. However, successful AI integration requires more than just implementation. Leaders need to ensure that AI is used not only to automate tasks, but as an opportunity to provide greater intelligence and reduce unconscious bias​ (Deloitte United States) ​(PwC).

Hiring should be both fair and grounded in solid scientific principles. Traditional hiring processes can often overlook top talent, but Human Potential Intelligence, supported by decades of recruitment science, ensures the best outcomes for candidates and recruiters. 

While AI can streamline tasks like candidate screening and scheduling, it is essential to use it ethically and effectively. HireVue leads the industry with its AI Explainability Statement and promotes transparency through third-party audits of its technology.

2. Skills-Based Hiring Over Qualifications

With technological advancements and labour shortages reshaping industries, skills-based hiring is becoming a dominant trend. Deloitte’s research points out that more organizations are moving away from traditional qualifications and focusing on the specific skills candidates bring. This is especially true for roles involving digital transformation, where tech skills often outshine formal educational qualifications. This shift is crucial as businesses compete for hard-to-find skills and look to build a workforce that is future-ready. (Deloitte United: Human Capital) ​(Deloitte: Global Talent).

The Find My Fit™ pre-application assessment matches candidates with roles that align with their unique strengths—not just the ones they initially search for. This approach drives candidates toward roles that align with their soft skills and potential, helping organizations fill more positions while fostering greater diversity in the talent pool.

3. Internal Mobility and Reskilling

Deloitte and Forrester both emphasize the growing focus on internal mobility as a strategy to address talent shortages. Companies are increasingly prioritizing the upskilling and reskilling of existing employees to fill critical roles. This trend not only reduces recruitment costs but also helps retain top talent, offering employees clear career progression paths. In 2024, nearly 90% of organizations are expected to increase their focus on internal mobility​ (Deloitte United: Human Capital).

Walmart, consistently ranked at the top of the Fortune 100 list, has a recruitment operation of global magnitude. They have 11,300 stores across 27 countries and 2.2 million associates worldwide. The company is focused on hiring individuals who will grow with them. In fact, 80% of their store managers began as hourly associates. In 2019 alone, Walmart promoted over 215,000 associates to roles with more responsibility and higher pay. 

A key enabler of their internal hiring success is the Virtual Job Tryout®, a highly-predictive multi-method assessment which offers candidates a realistic preview of the role. This assessment has shown to increase performance by 53%, retention by 117%, and improve diversity by 173%.

As a result, Walmart has achieved impressive outcomes, including: 400,000 new hires in just 4 months, 100% of candidates recommending the application process, and a 95% completion rate for the assessment. To quantify the financial impact, Walmart conducted a retention predictor study. By avoiding the costs associated with hiring low-performing candidates, the company realized a multi-million dollar return on investment through improved retention.

4. Personalized Candidate Experience

Forrester’s insights into candidate experience highlight how AI tools will significantly enhance the candidate experience by streamlining and personalizing processes like application management and communication. However, Forrester warns that the overuse of AI without proper oversight may lead to challenges. 

Companies that leverage advanced AI to create more personalized experiences for candidates—such as matching them to roles based on their skills and preferences—can improve both candidate satisfaction and hiring outcomes. However, balance is important, as candidates also value human touchpoints in the recruitment process. Again, this is where AI and automation can be used to take care of low value and repetitive tasks, creating bandwidth for recruiters to focus on meaningful candidate interactions. Forrester suggests that companies focus on transparency, explaining how AI is used in recruitment and ensuring that it complements rather than replaces human oversight​ (Forrester).

5. Data-Driven Recruitment

PwC’s research into data-driven recruitment emphasizes the critical role of analytics in shaping modern hiring practices. By leveraging data, companies can make more informed decisions that not only improve recruitment outcomes but also enhance overall employee experience and retention. Data-driven recruitment practices that use AI help optimize talent acquisition by identifying high-potential candidates and reducing biases in the hiring process. PwC notes that organizations using these data-driven insights are better positioned to attract and retain top talent, especially in a competitive market​ (PwC: Data Driven Insights) ​(PwC: Workforce Analytics).

Conclusion

As businesses try to prepare for an uncertain future, these trends underscore the importance of flexibility, innovation, and a human-centered approach to talent acquisition. By adopting AI thoughtfully, focusing on skills and candidate experience, and supporting internal mobility, companies can build resilient and dynamic teams that will thrive in the evolving global workforce of 2024 and beyond.