HR Trends
Time for HR Reviews and Forecasts
The period of reflections is not over yet. We are still analyzing what lessons can be drawn from 2023, while also trying to anticipate what the next year will bring. That’s why it’s worth taking a closer look at HR – both from a market perspective and within Finture.
Automation in HR
2023 was often described as a year of transformation, whereas some are already calling 2024 a year of change. The rapid development of GenAI is forcing both employees and employers to adapt. Technology is becoming a key area of growth. HR’s task in the coming year will be to support these transformations, providing assistance not only to employees but to the entire business.
Recruitment and New Trends
2024 will also bring changes in recruitment. Companies will need to analyze new challenges and respond quickly. The primary goal will be attracting and retaining the best candidates. Next, building employee and collaborator loyalty will become crucial. Among HR trends, improving Candidate Experience will gain particular importance. It is therefore worth looking at three key recruitment trends for 2024.
AI and Automation in HR
In 2024, artificial intelligence and automation will continue to play a significant role in HR, especially in recruitment. In 2023, AI proved to be a major support for HR professionals. The year 2024 will bring even more opportunities for its application. If AI is taking over the world, why wouldn’t it do the same in People departments?
ChatGPT can assist recruiters in many areas. It helps in drafting feedback and creating job postings. It can also support the preparation of personalized development plans for employees. Moreover, most popular Polish job boards have already implemented AI for posting job ads. This makes recruiters’ work faster and easier.
AI is also a huge support in analytics. AI-based tools help predict employee retention. They analyze multiple factors and forecast which employees might leave the company. This gives the organization time to proactively address potential issues.
Side by Side with AI, HR departments will also be supported by automation. Modern tools and systems make work organization easier. An example is Flowee, a Finture product that automates recruitment, HR, and business processes. Moreover, we can expect broader use of technology to automate administrative tasks. Automation also supports data-driven decision-making, increasing its accuracy.
Neither artificial intelligence nor automation will replace humans. However, they will significantly enhance recruiters’ efficiency. They will also shorten time-to-hire and improve candidate experience. This gives companies a competitive advantage in recruitment.
With the support of technology, HR specialists can focus on strategic priorities. This includes talent development and building organizational culture—actions that have the greatest impact on the long-term success of a company.
Feedback
In 2024, 360-degree feedback will become increasingly popular. It is an effective tool for evaluating employees while also supporting company development. It’s no surprise, as this form of feedback provides a broader perspective. Employees receive input not only from their supervisors but also from colleagues and others. This gives them diverse insights into their actions and behaviors.
Feedback from employees is also gaining importance. Companies want to understand what affects their satisfaction and comfort at work. Gathering such opinions allows them to quickly identify areas needing improvement, facilitating positive changes in the work environment.
Through feedback, organizations can more effectively support employee development. They can also eliminate ineffective practices. As a result, turnover decreases, and a more stable work environment is created.
Types of Feedback
At Finture, in 2023, we introduced four types of feedback. In 2024, we will continue using and developing them.
The first type is feedback after the first month of work. HR employees collect it from newly hired staff. This allows for quick diagnosis of areas needing attention and helps improve the onboarding process.
The second type is feedback after the third month of work. HR collects it, but project managers also provide input. The goal is to check how the employee is adapting to the new role and to provide support for further integration. It’s also a moment to assess whether any issues from the first month have been resolved.
The third type is annual feedback. This is the most comprehensive form. It summarizes the employee’s yearly performance and indicates a development path. It is not considered a formal evaluation but rather a guide. It highlights both strengths and areas for improvement.
The fourth type is the exit interview. We value the opinion of every employee, including those leaving the organization. During the meeting, we discuss the reasons for leaving, if the decision was voluntary. It is also an opportunity to gauge overall organizational sentiment.
In 2024, companies will become increasingly aware of the role of feedback in recruitment. More organizations recognize that open communication brings tangible benefits. Comprehensive feedback for candidates should become a priority. It is important that every rejected candidate receives clear feedback.
Statistics confirm this need. As many as 66% of specialists expect employers to provide reasons for rejection, but only 19% of companies actually do so. For 48% of candidates, it is equally important to be informed when the process ends. Interestingly, 83% prefer email as the feedback channel.
Diversity, Equality, and Inclusion
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Diversity and inclusion remain a top priority on HR agendas for 2024. Organizations build inclusive workplaces not only for ethical reasons but also strategically. This approach provides a competitive advantage and helps attract top talent.
HR specialists implement inclusive recruitment practices and organize training on unconscious bias. They also initiate diversity-related programs to ensure employees feel valued, supported, and safe.
Bulldogjob research shows that in 2023, women made up 18% of the workforce in Polish IT—an increase of 4 percentage points from 2022. This result gives hope and demonstrates that market changes are real.
At Finture, women already represented 37% of the organization in 2023. This percentage continues to grow, which we regard as a source of pride. Ensuring gender competency equality remains a key focus for us in 2024 and beyond.
Recruitment Trends
Staying on the topic of women and recruitment trends, it’s worth noting the growing popularity of feminine forms (feminatives) in job postings and in the Polish language in general. According to a 2021 study conducted by Pracuj.pl and the Foundation Sukces Pisany Szminką, as many as 83% of around 18,000 Polish women supported the use of feminine forms for job titles. This demonstrates a clear shift in how people think about language and its power.
More and more employers are now using both masculine and feminine forms in job advertisements. While this change may seem minor, it clearly signals an organization’s attitude toward women and, consequently, toward building a diverse and inclusive workplace.
At Finture, diversity is also visible in terms of nationality. We employ people from different regions of the world, enriching our teams and helping reduce biases. However, it is crucial that diversity always goes hand in hand with inclusivity. Only then is a truly creative and open environment created, where both the team and the entire organization can thrive.
Possible DEI scenarios. Source: "Navigating the new world of work with Organizational Network Analysis (ONA)" Cognitive Talent Solutions & ServiceNow
Summary
In summary, 2024 brings many challenges and opportunities for HR departments. The key to success will be flexibility and the ability to adapt to change, as well as a consistent effort to create fairer, more efficient, and inclusive workplaces. An important assumption for the coming year is also recognizing HR departments as full-fledged, valuable strategic partners, along with the automation of HR work. In this way, HR not only supports the business but also contributes to organizational growth and drives innovation.
- Unlocking Diversity, Equity, and Inclusion with Organizational Network Analysis / Cognitive Talent Solutions / LinkedIn
- How to foster diversity, equality and a sense of belonging / House of HR
- Candidate Experience in Poland 2023/2023 – report / eRecruiter
- Gojtowska.com
- Job offers language – women about feminitives / Pracuj.pl survey
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