A Look the 2024 HR Technology Conference: Hot Trends

Working to make technology work better. Isn’t that what we believe our technology partners are doing? After a week at the Human Resources Technology Conference in Las Vegas, it sure seems like that is just what they are doing. The embracing of artificial intelligence as the norm rather than a trendy addition to be cast aside within a couple of years was visible in almost all the platforms on display. Closing the divide in how that AI will be used – both from compliant and workflow perspectives – has been an obvious goal of these HR management, payroll and learning systems.

AI-driven HR solutions are here. There is more to grow into, but we certainly saw enough to know that AI is powering much of what’s going on.

1. AI-Powered Recruiting: At the forefront of AI in HR was its application in recruiting. An applicant tracking system without some level of generative AI was nowhere to be found. The level of commitment to this advancement was clear with the variety of both established ATS as well as for the few in the startup pavilion. Streamlining the hiring process by automatically screening candidates, analyzing resumes, and even conducting initial interview stages. These platforms utilize natural language processing (NLP) and machine learning algorithms to match candidate skills, experiences, and cultural fit with job requirements faster and more accurately than traditional methods.
2. Employee Experience and Engagement: AI was also used to enhance employee engagement by providing personalized feedback, automating administrative tasks, and predicting employee turnover. We saw tools that analyzed workforce data to improve employee satisfaction, retention, and productivity, ultimately transforming workplace culture. We are even able to provide responsiveness to employees at regular intervals throughout a year, not only during the performance appraisal season.
3. AI Ethics in HR: As AI became more embedded in HR processes, ethical considerations became paramount. There were conversations around bias mitigation in AI algorithms, data privacy, and the responsible use of AI in decision-making, ensuring that technology was applied fairly and equitably across diverse workforces. We are not fully there yet. However, what was shown during the conference is more advanced than even 12 months ago.

Skill assessment tools saw significant advancements, too. With the shifting demands of the labor market, skill assessments have become critical for hiring, reskilling, and upskilling employees. The wise use of AI-powered, skill-based assessment platforms took up another large portion of conversations on the Expo floor. Our challenge is to incorporate more of this approach to talent acquisition as well as lifecycle talent management. Too often, we heard about companies only handling the entry-point candidate experience instead of a more holistic application to the entire talent experience.

1. AI-Driven Skill Assessments: AI was integrated into skill assessment platforms to create adaptive testing environments. These platforms adjusted the difficulty and scope of assessments in real-time, based on the candidate’s responses. This allowed companies to more accurately measure a candidate’s abilities, ensuring that the right skills were identified for specific roles.
2. Durable Skills Assessments: The importance of soft skills, such as communication, leadership, and problem-solving, was increasingly recognized in today’s job market. Innovations in skill assessments included AI tools that evaluated these critical but often intangible skills through behavioral analysis and gamified assessments. Attendees explored tools that analyzed communication patterns, body language, and even emotional intelligence. Plum is doing some great work in this area.
3. Reskilling and Upskilling: As industries rapidly evolved, so did the need for employees to continuously learn and adapt. The conference highlighted platforms designed to assess current skill levels and provide tailored learning paths for employees looking to advance their careers. These tools were pivotal in addressing skills gaps and preparing the workforce for future challenges.

It will be exciting to see how much advancement happens in a year if this past year is any indication. Even if you’re not responsible for tech purchasing for your HR needs, it behooves you to pay attention to what is happening. And Vegas is always a good place to take it all in.