The world of work is changing more rapidly than ever. This is as much because of new technology as it is the rapid evolution of employee expectations.

For companies to stay ahead of this upward curve, it’s critical to understand the prevailing workforce trends of 2024. Here are some key trends I see gaining traction this year:

1. Upskilling Workers

A trend that started in 2023 and will continue through 2024, upskilling workers is poised to become a solution to the global talent crisis. The continued adoption of transformative technologies, including AI and machine learning, makes it critical to provide all workers with the opportunity to enhance their skills so that employers can keep up with a growing skills gap.

According to a recent KPMG report, most employees are optimistic that their “human” skills are suitable for future roles despite the pace of change, but 72% agree continuous learning and upskilling will be crucial for them to stay relevant. What’s more, 62% say investment in upskilling influences whether they join, leave, or stay with an organization.

The benefits of upskilling employees can’t be overstated. Upskilling is vital for workers to adapt to their role as the human-in-the-loop alongside AI-powered platforms that add new efficiencies and productivity to daily work roles and mitigate the risk of job displacement. Thomson Reuters, for example, is spending $100 million annually to add generative AI to its products. It has launched a generative AI education initiative that’s so far upskilled over 23,000 employees.

2. Skills-Based Hiring

Growing in popularity is the trend of skills-based hiring amid a pervasive talent shortage and struggle to hire across many industries. TestGorilla discovered that 70% of companies already chose skills-based hiring methods in 2023 — a higher rate than ever before — and Coursera found that 97% of employers are now considering such an approach.

Skills-based hiring can bridge the skills gap and, when coupled with hiring contingent workers for specialized skills, can expand organizational talent pools immensely. Partnering with an employer of record (known as EOR) specializing in contingent worker engagement can streamline the process so employers can find the skills they need quickly and easily.

3. Hiring in Emerging Markets

Due to online platforms that serve the gig economy, digital flexibility, and skills-based hiring, hiring in emerging markets will continue to be a recruiting theme in 2024. Africa, in particular, is seeing demand for IT, graphic design, and writing skills, and rising inflation and wage expectations will drive skills demand opportunities in many emerging economies. The largest freelance platform in Sub-Saharan Africa has seen job postings surge 130% in contrast to a growth rate of just 14% in North America.

These online platforms, focused on skills-based hiring, are an effective approach to hiring contingent workers and filling stubborn skills gaps. The rise of global EOR services complements this hiring route by enabling companies to legally and efficiently employ talent in countries where they don’t have legal entities.

4. Legislative Attention

In 2024, HR teams must continue to take note of changing and increasing regulations around the world and even regionally, especially those pertaining to independent contractors and other contingent workers.

As the gig and contingent worker economy grows, so will employers’ attention on the contingent worker compliance of third-party providers like staffing agencies and EOR partners. Still, hiring through these partners has the same corporate risk implications as direct hiring if the partners aren’t appropriately vetted.

5. Adapting to Generational Needs

In general, today’s employees are motivated by far more than pay and promotion. They seek purpose, development, community, and well-being both in the workplace and at home. Moreover, these needs differ from generation to generation, and HR leaders will need to spend more time understanding and adapting to multigenerational workforces. By 2025, approximately a quarter of the workforce will be Gen Z, who, like the Millennials before them, care about diversity, equality, inclusion, flexibility, and work-life balance. Gen Z also likes to understand its purpose within a company and how that fits the broader company goals.

Performance enablement is an emerging model that increases employee-employer goal alignment and focuses on identifying challenging and fulfilling work, development, and recognition. This can help HR teams determine what to focus on in job postings to attract more Gen Z workers.

6. AI-Powered Employee Engagement

AI could profoundly affect talent acquisition this year, particularly in direct sourcing strategies. For example, platforms such as WorkLLama and Opptly, which incorporate AI into RPO services and sourcing strategies, are likely to become more popular.

Using AI in the hiring process to screen résumés, match candidates, and schedule interviews will also give hiring managers and HR teams more time for interviews and company-culture matching. When hiring contingent workers, AI can rapidly match candidates with suitable project experience, enable fast onboarding and scheduling, and even provide performance tracking.

The landscape of work in 2024 is undergoing significant transformation, driven by rapid technological advancements and evolving employee expectations. Key trends such as upskilling workers, hiring based on skills, tapping into emerging markets, complying with legislative changes, adapting to generational needs, and adopting AI-powered employee engagement are shaping the future of work.

Companies that embrace these trends, invest in continuous learning, and adapt their hiring and management strategies will be better positioned to navigate the evolving talent landscape. This will not only help in bridging the global skills gap, but also ensure that organizations remain competitive and resilient in an evolving global economy. By focusing on the above areas this year, businesses can create a more dynamic, skilled, and satisfied workforce ready to meet the challenges and opportunities of today and the future.


Kara Hertzog is president of Innovative Employee Solutions (IES), a leading provider of remote and contingent workforce solutions specializing in global Employer of Record, Agent of Record, and Independent Contractor compliance services in 150+ countries. Founded in 1974, IES is a woman-owned business, certified by the WBENC, and partners with companies to provide compliant employment solutions that empower people’s lives.