Top Hiring Challenges We’ve Seen So Far in 2024 (+ How to Solve Them)

Recruitment strategies have had to adapt constantly with the twists and turns of 2024. From candidate ghosting and skills shortage to quiet quitting and unchecked AI usage, it’s far from what companies experienced in 2022 and 2023.  

In this Willo article, we’ll explore the biggest hiring challenges we’ve seen so far this year, why they’re popping up, and how you can develop smarter strategies to tackle them.

5 Key Hiring Challenges in 2024 and Their Solutions 

1. Ethical AI adoption in hiring  

AI adoption in recruitment has been impressive—about 87% of companies use AI to cut down on admin work and speed up hiring.

But here’s where it gets a little tricky...

According to our Hiring Humans report, nearly half (45.2%) of business leaders believe AI should be used in recruitment—but only in moderation and cautiously. 

Source: Hiring Humans

The concern? Unchecked AI use can lead to issues like privacy risks, bias, and over-reliance, as we’ve discussed in our AI recruitment guide.

As we move further into 2024, many of those concerns are becoming reality. For example, The Telegraph recently shared a story from a candidate who applied to 85 jobs, with every interaction being handled by AI—no human touchpoint at all.

And not too long ago, Workday faced a lawsuit over claims that their AI hiring tools were discriminating against certain candidates.

Solution 

To tackle this issue, it's important to take a balanced approach to AI. AI shouldn’t replace human involvement but should work alongside it. You can use AI to handle repetitive, low-level tasks like data entry while leaving the key areas that only humans can truly master, such as:

• Assessing cultural fit
• Evaluating emotional intelligence
• Handling negotiations

Source: Hiring Humans

Plus, before automating any process with AI, make sure you've explored all possible human-first ways to make the process more efficient without necessarily relying on AI.

Take interviews, for example.

With an async interview tool like Willo, you can interview candidates at scale while keeping human oversight in the loop. Case in point—WillowTree. They screen more than 17,000 candidates per year across four offices in North America using Willo.

Source: Why WillowTree Switched To Willo From A Bigger Competitor To Help Screen 17,000+ Candidates Per Year

Also, remember to stay compliant with recruitment regulations regarding AI. For instance, if you're using AI for hiring in New York, you'll need to audit your tool for bias and post a summary of the results to ensure transparency.

2. Candidate ghosting 

Candidate ghosting happens when a job candidate suddenly stops responding to a recruiter or potential employer, often after making it through several stages of the hiring process. 

Unfortunately, this happens throughout the hiring process:

• 45% of ghosting occurs after the interview
• 35% before the interview
• 20% after a job offer has been made.

The cause can be on either side. Sometimes, it's a poor candidate experience from the employer, while other times, candidates have found a better offer or lost interest. 

While frustrating for employers, it’s important to remember that candidates aren’t the only ones ghosting. In fact, 53% of candidates say an employer has ghosted them, and 31% report being contacted about an application but never hearing back when it was time to schedule an interview. Remember, when candidates feel ignored or disrespected, they’ll likely share that experience, which can hurt your employer brand.

Solution 

The simple solution is to offer a great candidate experience, and that includes not “ghosting” them. So, if a candidate ghosts, you can at least, be sure that the issue isn’t from your end. Here’s what we mean:

• Set clear expectations and communicate outcomes: During the interview process, set specific timelines for each step and share them with candidates. Even if there are delays, a quick update lets them know they haven’t been forgotten. Plus, Always follow up with candidates right after every interview or assessment. This links nicely to the next point. 
• Automate responses where possible: Automated or template-based replies can help keep candidates in the loop, especially if you’re dealing with a high volume of applications. While these shouldn’t replace personalized feedback, they can be a helpful stopgap until a recruiter can follow up. Just remember what we said earlier—use automation in moderation.
• Speed up your recruitment process: About 60% of candidates will abandon your recruitment process if it’s too slow or complicated. Make sure you have the right tools, processes, and people in place to prevent a long hiring time. For example, using an async interview tool like Willo can help you screen more candidates in less time. MyTutor used async interviews to meet their growing recruitment needs—and they were able to increase their hiring capacity by 75% and cut interview time in half with Willo.

3. Growing skills shortage 

According to our hiring report mentioned earlier, one of the biggest challenges business leaders anticipated heading into 2024 was the growing skills shortage.

Unfortunately, this has become a harsh reality. A recent SHRM report found that 3 out of 4 businesses have struggled to recruit for full-time positions in 2024. The top reason (as reported by 60% of companies)? A low number of applicants.

The skills shortage is hitting hardest at mid-level (non-managerial) and entry-level roles, especially in fields requiring advanced technical knowledge like medicine, skilled trades, engineering, and architecture.

Solution

While the talent pool may be shrinking, many companies are finding ways to thrive. Want to join them? Here are some key things to keep in mind:

• Flexible work arrangements: The demand for flex work has grown over the years. In fact, it’s one of the top reasons employers love their jobs—and from what we’ve found, it’s the number one strategy companies are using to attract and retain top talent. Struggling to decide on the right flex work arrangement for you? We have a guide that covers that in detail.
•  A strong employer brand: Your employer brand is how potential candidates, employees, and the public perceive your company. If it’s negative, 75% of job seekers won’t even consider working for you. And, according to our Hiring Trends Report, 86.6% of employers say it’s crucial for attracting top talent. So, post employee testimonials regularly, showcase your company culture, and provide a great candidate experience—these are all great ways to strengthen your employer brand.
• Competitive pay and benefits: To attract top candidates, you need to offer competitive salaries and robust benefits like health insurance, retirement plans, and wellness programs. Candidates want to know you’re invested in their long-term well-being.

4. Remote work tug-of-war  

Another big challenge in 2024 is the growing tension between employers and employees over remote and hybrid work models. While many employees have gotten used to (or would absolutely love) the flexibility of remote work, some companies are pushing for a return to the office.

A survey found that 90% of companies plan to enforce return-to-office (RTO) policies by the end of 2024, with nearly 30% saying they may fire employees who refuse. For these companies, remote work is likely off the table for new hires, too.

While this decision might have some good, business driven intentions—improving productivity, encouraging face-to-face interactions, and increasing output—it could easily backfire if not handled carefully.

And it’s not just about your current employees–this decision could also impact your ability to attract new talent. A mid-year report from Robert Half found that 37% of job seekers want fully remote roles, and 67% would prefer a hybrid option. So, not offering these luxuries could be a significant deciding factor for them. 

Solution 

The solution to this issue is to find a sweet spot that employees would be much more comfortable with. 

For example, if you feel remote work is really affecting your organization, sit down with your team and explore other flexible work options that work for both sides. For example, instead of requiring five days in the office, you could offer 2-3 days onsite and the rest remote.

A great example is Apple—they adjusted their return-to-office policy to let employees work from the office just three days a week. This strikes a better balance between remote flexibility and in-office collaboration.

Flexible work is a huge topic, and there are tons of arrangements—each with its upsides and potential pitfalls. We dive into this in detail in our Embracing Flexibility Report, so be sure to check that out.

And don’t forget incentives. Many employees have grown used to the savings from remote work—no commuting costs, less money spent on food, and even lower spending on work clothes. Expenses play a big role in this decision. In fact, 22% of workers expect a pay bump if their employer removes the remote option. 

Offering perks for office work could also make the idea more appealing to new hires. 

5. Quiet quitting

Another pressing hiring challenge in 2024 has been "quiet quitting." This happens when employees do the bare minimum and avoid any extra tasks or responsibilities. They often feel disconnected from the company’s mission and lack the motivation to go above and beyond.

According to a recent report, 62% of employees are quietly quitting, which is a stark reminder that engagement is hitting an all-time low.

While quiet quitting doesn’t create the same immediate disruption as formal resignations, it can certainly lead to larger, long-term issues like a toxic work environment and lower team morale. This is certainly not an environment new hires would also love to be in. 

On the flip side, there is also “quiet firing,” where companies give employees a longer notice period to look for another job. For instance, one consulting firm offered employees nine months to find a new job. 

Solution

• Continuous feedback loops: Employees want to feel heard and valued. Setting up regular check-ins, surveys, and open communication channels keeps you in tune with their needs and concerns. But it doesn’t stop there—you need to act on their feedback and make adjustments to show their input truly matters.
• Recognize and reward performance: Recognition doesn’t always have to be about money (though that works, too). It can be as simple as acknowledging hard work, celebrating achievements, or offering non-financial perks, like extra time off.
• Clear career development paths: When employees see growth opportunities within the company, they’re more likely to stay engaged. According to a 2024 LinkedIn Learning report, 8 out of 10 employees say learning opportunities strengthen their connection to their organization. Offering clear career paths, mentorship, and skill development can improve satisfaction and reduce the risk of quiet quitting.

Building a Resilient Hiring Process Despite Challenges

Hiring in today’s talent market comes with plenty of challenges, but facing them head-on can make a big difference in how your team recruits. In this Willo article, we’ve highlighted five of the most common hiring challenges we’ve seen in 2024 and how you can prepare for them.

A big part of that preparation is having the right tool to boost speed and efficiency. That’s where Willo comes in. Willo is an async interview tool that lets you interview candidates at scale and with much better quality.

So, what are you waiting for? Sign up for a free trial today.