The Business Advisory Blog

The Business Advisory Blog

Insight, news and updates from Alliott NZ Chartered Accountants, Auckland New Zealand. The views expressed here are the views of the author and should be discussed in further detail should an article be relevant to your individual circumstances.

While every effort has been made to provide valuable, useful information in this publication, this firm and any related suppliers or associated companies accept no responsibility or any form of liability from reliance upon or use of its contents. Any suggestions should be considered carefully within your own particular circumstances, as they are intended as general information only.

Greg Millar
Published on

Recruitment in 2024

Recruiting employees is challenging for many businesses. Leaders need talented and loyal teams.

So how are they responding to the changing recruitment landscape? Here are some recent trends.

Virtual Recruiting

Virtual recruiting has taken hold. It was once unthinkable that an employee could be hired without an in-person meeting with their manager. Virtual recruiting means candidates may not get a close-up look at the company (and vice versa) but businesses increasingly see merit in finding candidates outside their geographic area.

To improve the virtual recruiting experience, employers are providing more control to the job seeker, including the ability to schedule interviews, choose an interviewer, and have visibility into where they are in the process. 

Remote Work

Offices won’t disappear… but remote work is here to stay. Businesses which are good at setting up remote workers will stand out. This includes providing equipment like standing desks, noise-cancelling headphones and collaboration technologies while enabling learning and connection with colleagues.


Automation can reduce the length of the recruitment process and improve the experience. Examples of automation include applicant tracking, digital interviewing, candidate matching, resume management, scheduling interviews and candidate screenings. One area experiencing huge growth is asynchronous video technology; software that allows applicants to film themselves answering a set of questions. 

Artificial Intelligence (AI) and Predictive Analytics

AI technology is used to source candidates, develop (unbiased) job descriptions, review resumes, schedule interviews and analyze answers to written interview questions. The technology then learns from the data and uses algorithms to push the best candidates forward. 


Career sites with chatbots can convert more applicants and increase the number of candidate leads. They help candidates learn more about the organisation and reduce time spent answering questions on how to apply, the status of applications, benefits and compensation.

Comprehensive Benefits

Medical and dental coverage are important for many employees but employers can stand out by offering programs to help save for retirement, balance work and life and address mental health concerns, for example through mental health apps, activities like yoga or a wellness coach.


Candidates will recognise a culture that encourages thinking about the needs and feelings of others. An active recruiter who puts themselves in the shoes of candidates and is ‘present’ throughout the recruiting process is likely to get the best results. 

Flexibility and Adaptability

An employer who demonstrates agility, or the ability to quickly manoeuvre and adapt, will be positively perceived. This could be through flexibility on the contractual terms but also how the organisation is responding to its own business challenges. The ability to adjust is a desirable attribute. 

Social Recruiting

Recruiting on LinkedIn is old news but the use of Facebook, X and Instagram is growing, especially to attract younger candidates. Successful campaigns should be designed to suit the platform. For example, one employer set a challenge on Instagram asking users to crack a code… and then apply for a job!


Webinars may feel like ‘old hat’ but still have a place, especially with the decline of traditional job fairs. Successful webinars will be themed and specific while providing valuable career advice.

Marketing Approach to Recruitment

In marketing, we build ‘funnels’ but this can also apply to recruiting. Break the process into awareness, interest, decision and action stages and be sure to address key questions about the target audience, how to reach them, what content will appeal, how to manage ‘leads’ and how to measure progress. Then focus on continually improving your process and the ROI. 

Internal Recruiting

Some existing employees may want a different role for which they are well-suited. That’s a win-win for employer and employee but it won't happen by chance. A proactive approach is needed, for example, by tracking employees’ aspirations, skills and interests and matching these with job openings. 

Staying Current with Trends

Candidates are increasingly aware of, and care about, social trends. Priorities will differ, for example, a commitment to Diversity, Equity and Inclusion may be a point of differentiation for some employers. 

Employer Branding

Another differentiation pathway is employer branding. This is best achieved when current employees talk about their positive experience with their employer. The most powerful advocates for the Employer are existing employees.

So, among other things, successful recruiters are taking a long-term approach, embracing technology, improving processes and looking for ways to stand out. This makes sense because someone who is not a fit right now might be a valuable addition to the team later on. Good luck with your recruiting!

Need help planning for 2024? Contact Alliott NZ's award-winning team of Chartered Accountants and Business Advisors in Auckland on 09 520 9200.

Topics: artificial intel attraction Automation brand employers processes return on investment small business staffing technology