Top HR Tech Trends of 2024 to Watch Out

Top HR Tech Trends to watch out


“Human resources are the most valuable assets the world has. They are all needed desperately”

-Eleanor Roosevelt

Are you interested in staying on top of the latest HR technology trends? Human resource management is a critical aspect of any successful business, but it’s not without its challenges.

Keeping your workforce performing at their best is essential, but it can be time-consuming and overwhelming. That’s where technology comes in.

With the right tools and strategies, you can streamline HR-related activities and take your organization to the next level.

In this article, we’ll delve into the top HR tech trends for 2024, providing insights and practical tips to help you optimize your HR department and drive your business growth.

The role of technology has been vital in managing the human resources of organizations. Technology plays its role in all important HR-related activities. The activities under the HR department that can be streamlined with technology include:

  1. Recruitment process
  2. Onboarding process
  3. Employee data management
  4. Employee Grievance management
  5. Employee communication
  6. Employee Evaluation Post-Training
  7. Domain Knowledge Assessment

Technology has made it possible to make all HR-related processes much simpler, less time-consuming, and more accurate. As technology is evolving at a rapid pace, its use is becoming wider day by day. For any progressive organization, it is a must to adopt newer technology to keep up with the trend.

Here are the Top 10 HR Tech Trends of the Year 2024

1. Remote Hiring

“The job seekers are preferring remote jobs; this makes remote hiring the biggest trend of year 2024”

Remote hiring is a most preferred recruitment process

According to a survey conducted by GoodHire, 68% of Americans agreed that they would prefer to work from a remote location or relocate and work from the office.

The sample size of this survey was 3,500. Although the sample size is small, it can give us enough confidence to understand that remote working has come up as a strong alternative to working from an office. This makes remote hiring an inevitable and most-favoured process in the job process.

According to the Tech Talent Outlook report by Scikey, eight out of 10 employees prefer to work from home rather than working from the office. This further sheds some light on the fact that working from home is still a trend among employees and is more likely to continue in the year 2024.

The job profile would be in hybrid work mode where employees need to visit the office 2 to 3 times a week for team activities, brainstorming, and face-to-face discussions.

As remote hiring is becoming popular, technologies are rapidly evolving to meet the novel requirements of the remote hiring process. Remote hiring can be effectively achieved with job-oriented interviews, screening tests, and virtual interview processes.

2. Skill Based Screening Assessments

“Corporates are preferring to conduct remote assessments for primary screening of the candidates”

Online screening assessments

Remote hiring comes with the advantage that it is possible to conduct a test for candidates in online mode itself, without asking the candidate to walk into the office for these pre-hiring assessments. It becomes important to do the primary screening of candidates to find a suitable candidate out of hundreds of applications.

Interactive AI Based Tests

In line with recent trends, HR teams are increasingly opting for Interactive Case Studies or AI-based assessments over traditional NCP-based exams during candidate screening. This is because Interactive AI-based assessments offer a platform for human resource professionals to evaluate candidates’ practical abilities, problem-solving skills, and even communication prowess.


In this context, Interactive AI-based assessments typically present a domain-specific case study to the candidate, who must then provide a detailed explanation of the problem. The AI system considers the candidate’s response and poses subsequent questions based on both the response and the context of the question.

Upon completion of the interaction, the system delivers an in-depth analysis of the candidate’s problem-solving abilities and skill-related risks. It can also generate a skill rating for the candidate. This assessment method undoubtedly aids in evaluating a candidate’s overall fitment for a position.

Therefore, in addition to traditional assessments and aptitude tests, consider relying on Interactive AI-based assessments to identify suitable candidates during the hiring process.

Primary screening tests can be conducted with various malpractice prevention mechanisms like video proctoring, audio proctoring, and screen proctoring can be implemented. These primary screening tests can be conducted in an automated way. A few examples of primary knowledge assessment tests include-

A. Coding Tests

Coding assessment can help HR recruiter to assess coding skills associated with the candidate to easily filter out suitable candidates who have strong coding skills. It is quite useful for the profile of software engineers related to an organization.

The questions of these coding assessments can be customizable as the requirements, one can conduct online assessments for languages like C, C++ C#, and Java. PHP. Net JavaScript.

From the candidate’s point of view, the test interface of the platforms is intuitive and easy to understand, here is a demo of attempting a coding test-

B. Situational Aptitude and Emotional Intelligence Tests

These tests are becoming more predominant nowadays considering the evolved technology which is making it more convenient to conduct these tests, the situational aptitude questions can assess the candidate’s mindset about tackling the situation while the emotional intelligence tests help the HR recruiter to better judge the behavior of the candidate with future colleagues.

C. Domain Knowledge Assessment

These tests are designed to check the skill (Skill-based assessment) and expertise of the applicant to predict the suitability of the candidate to perform the responsibilities of the job role.

3. Bulk Interviews

“The bulk interviewing is much more common and simpler now in year 2024”

Audio and video based interviews for bulk hiring

As the demand for suitable software for bulk-hiring is raised among the corporates, various bulk-hiring solutions are now available to serve the need, various reputed firms have released bulk-hiring solutions, here are a few widely accepted and effective mechanisms for bulk-hiring in the year 2024-

A. Bulk Interviewing with Audio Capturing for Checking Communication Skills

With newer technologies, it is possible to conduct bulk audio-based assessments, a question gets displayed to the candidate on the screen, the candidate can record the answer and submit it, and the recording of the answers submitted by the candidates will be available to the evaluator, these audio assessments are ideal for assessing the communication skills and situational aptitude of the candidate.

B. Video-Based Bulk Interview Process for assessing Body Language and Communication Skills

One can conduct video interviews of the candidates where candidates can appear for the online virtual interview. In video interviews, a question is shown to each of the candidates on screen, and candidates can record the video associated with it in the form of an answer and that video will get saved in the system.

This video will be available for the evaluator to check body language, communication skills, or even domain knowledge associated with the candidate. With video interviews, it is possible to conduct hundreds of interviews concurrently, and thus the recruitment process can be scaled up and made faster.

4. CV Shortlisting Automation

“The shortlisting of the CVs is largely automated across the major corporations”

“As per the survey conducted by Quikr Jobs, it was found that the number of applicants per job increased by 48% in the year 2021 as compared to the previous year.”

Automation of cv shortlisting

Although the volume of applicants per job role largely varies from company to company, it is evident that a large volume of applications is received for every single job role. The HR recruiter must go through all the applications to choose the best fit for the job role, this process of manually checking every CV is very tedious.

With technology, it is possible to automate the CV shortlisting process, AI-based software is available that shortlists the CVs of the applicants. This is made possible by giving the input of keywords to the software.

For example, if marketing is a skill required for a job role, the AI-based software scans all the CVs for the “marketing” keyword and shortlists the CVs, more stringent and accurate screening is possible by providing more keywords to the software.

5. Campus Hiring Automation

Campus hiring is becoming a more trusted hiring path for corporations”

Digitalization of campus hiring process

Various reports suggest that campus hiring is becoming a more predominant path for hiring new talent for entry-level job roles, according to experts, campus hiring is a more reliable path of hiring. Campus hiring gives a better candidate reach to the recruiter and also makes it possible to complete the recruitment process in a time-bound manner.

As campus hiring is becoming more popular, technology is transforming to make it possible to completely digitalize the campus recruitment process

Here are the top campus hiring tools-

A. Applicant Data Management System

These are the systems specially designed to manage the applicant data for various job roles, 100s of students apply for campus placements, and with these advanced systems; it is possible to effectively manage the applicant data.

B. Remote Proctored Exam

The online assessment tools can be integrated with the applicant data management system, the aptitude tests can be assigned to the candidates with a single click and results can be processed automatically.

Here is a short introduction and demo of remote proctored online assessment

6. Improvised Onboarding Processes

“The corporations are focusing to improve the employee onboarding process”

Simplified onboarding process

As the onboarding processes are nowadays streamlined in an online way, it is crucial to deliver the best onboarding experience to the new hire. The miscommunication and delayed responses from the onboarding team are known to be the major reasons behind the dissatisfaction of the new hires, this can be nullified using technology.

To improve the onboarding experience of the new hires, corporations are automating the onboarding process using the latest technology tools. These tools are specially designed to assist the new hires for smooth onboarding.

7. Employee Training Automation

“Corporates are looking forward to automate the employee trainings, micro-trainings are becoming more popular”

Automation of employee training

Employee training is a vital component of the quality management system, it is inevitable to keep the employees up to date with the latest knowledge and processes within the organization.

Apart from the essential training, the corporations are focusing on delivering micro training on personality development and soft skills. The approach of micro-training is scientifically proven by multiple types of research, including a 5-year study conducted at the University of Saskatchewan, among others.

As remote work becomes more common, there’s a significant shift towards using platforms like Udemy for Business, LinkedIn Learning, and Coursera for Business. These platforms provide employees with access to skill development programs and certifications, which are crucial for continuous learning in a digital work environment​

Corporate Learning Management Systems (CLMSs) are specially designed tools to make it possible to automate and organize these training processes, These CLMSs are often integrated with the assessment tool. Certain advanced CLMSs come with the feature of conducting proctored assessments.

A few other important features of CLMSs include bulk training assignments, automatic assessment assignments, automatic result generation, and controlled and phased release of the training content to count a few.

8. Digitalization of Payroll Management

“Payroll management is largely automated, year 2024 will see a further expansion of digitalization of payroll management”

Digitalization of payroll process

On-time salary is one of the most important factors to consider for employee retention and satisfaction, still; it is not rare to see unnecessary delay in salary release incorporates. These delays are often contributed by lengthy manual work and tedious back-end tasks done by the payroll team, which ultimately leads to employee dissatisfaction.

This is well understood by corporations, no wonder that the digitalization of payroll management is reaching its peak, according to a study published in the Journal of Emerging Technologies and Innovative Research, 80% of employees in the total sample size agree that they are satisfied with the digitized payroll process, 94% agree that the digital system provides better access to them to their payroll information and personal records.

9. Human Resource Management Systems

“The technology can be leveraged to make it possible to automate the day-to-day HR processes including Performance management, Task assignment, Task completion reports, Attendance to count a few.”

Customization of HRMS

This software, popularly known as HRMS, is specially designed to meet the needs of the organization, as the needs of organizations vary largely, they can choose different modules that are useful for them.

If any changes in the existing software are required to meet the niche needs of the organization, these changes are done and a customized version is provided.

The HRMS tool supports the feature to send a notification to all employees with a single click, this can be leveraged by top-level management to share the news and important information with employees across the organization.

As a cherry on top, the HRMS can be integrated with the majority of other HR tech tools making it a core of HR technology.

10. Employee Grievance Handling

“Anonymous grievance reporting is becoming popular among employees”

Digitalization of employee grievance management system

Employee dissatisfaction grows if the employee grievances are not handled properly, no doubt that the employees prefer not to submit grievances because for various reasons

Anonymous employee grievance submission makes employees open up and submit their grievances to the authority, this surely helps the organization to understand and better handle employee issues. 

As anonymous grievance reporting finds popularity among employees, it is surely going to set up a trend in the year 2024.

As technology is evolving, newer applications are being found in and across the HR processes, these technologies not only make the processes simpler, but also improve the employee experience and reduce the operation costs.

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About Author

Swapnil Dharmadhikari

Swapnil Dharmadhikari

Swapnil is a seasoned Information Technology expert with over 15 years of industry experience. He is a well-versed digital thought leader in the education sector and has made meaningful contributions to the field through his work on cutting-edge EdTech platforms.

As a knowledgeable reader and insightful writer, Swapnil regularly shares his expertise on the latest technology trends and developments in both the education and IT sectors.

Swapnil is the visionary founder of Splashgain, a leading Education Technology company in India. Under his leadership, Splashgain has made significant strides in developing innovative solutions for examinations, proctoring, digital admissions, and more.

By collaborating with educational institutions, universities, and corporations, Splashgain is driving the use of AI to transform the education and corporate sector and has already filed a patent for an AI-powered product that is set to disrupt the industry.