We are approaching completion of another fast-paced and ever-changing recruitment year.

We asked 15 recruitment market professionals to think of how 2023 will go into the history books and what you can bring with you for 2024.

Unsurprisingly, when we asked our specialists about the most significant modifications in recruitment in 2023, the words appearing in the word cloud were AI, automation and the modifications in abilities and company branding.

Let's dive into what 15 recruitment professionals needed to say in the 2023 Teamdash survey.

The rise of AI and automation in recruitment

The concentrate on automation has actually been apparent in the past years, and truly so. Recruitment innovation is more available, available and adaptable than ever.

This year, AI took a considerable action ahead in recruitment and has actually been included into recruitment software, including Teamdash.

We recently commemorated one year of ChatGPT - the infamous AI tool mentioned at every dinner table this year. ChatGPT and other AI tools are used by both employers and candidates, raising issues about how it impacts the recruitment process and how to maintain ethical and human elements in the decision-making.

At Teamdash, our approach has constantly been that the employer must be at the guiding wheel and in control, and innovation is just an automobile to arrive quicker, more secure and more comfortably. And it needs to carry on and be transparent in the recruitment efficiency metrics.

AI is like your co-pilot - you're in control, providing commands and making the decisions.

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Renita Käsper, Global Director of Talent Acquisition and Employer Branding at HRS Group

Talent acquisition and recruitment has actually been a relatively early adopter of Expert system. AI assists recruiters to work smarter, not harder, automate repeated jobs, make it faster and simpler to source candidates, write task advertisements, launch company branding campaigns, and engage with candidates, to name just a few. AI continues to progress and automate everyday tasks. Recruiters might have the ability to take a great deal of recurring things off their plates and focus on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started using multiple AI-powered tools in recruitment, always making sure ethical practices, naturally. Learning the necessary triggers not only made my task easier, but also proved incredibly remarkable. Embracing ethical AI tools entirely transformed my method to recruitment: Automated Resume Screening: quickly matching candidate qualifications with job requirements. Chatbot support: guides candidates, answers FAQs, and schedules interviews seamlessly.

In 2023, we experienced the development of the requirement to headhunt talents instead of fill the roles of actively applying people. At the exact same time, the increased flow of applying prospects seemed like a favorable modification, however in fact, it did more work in terms of the need to respond to everybody, assess each profile's suitability to the function and send out more rejection emails.

The effectiveness increase that the AI and automation tools provided permitted us to make the process much faster and more consistent. We attained an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the very same time - a boost in worker NPS.

Lauryna Gireniene, Head of Talent Acquisition at Nord Security

In 2023 our hiring rate from applicants increased by 25% - to increase working with rates, you need to ensure the very best candidate experience by utilizing automations and AI.

Tools you require for successful recruitment in 2024

Recruiters without updated tools and software application have a clear downside compared to the ones who have actually embraced an extensive tech stack.

All the specialists who reacted to our study pointed out having a great and contemporary ATS as the first essential tool in 2024.

Teamdash is recruitment software constructed by recruiters for recruiters, and we understand how irritating it is working with technology that does not fit your workflows.

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That's why Teamdash is extremely customisable and consists of numerous automation possibilities and (AI-powered) tools that make your work easier - an interview scheduler, a job advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with alternatives, among others. The recruitment dashboard gives you a birds-eye introduction of your entire recruitment process. The Recruitment Performance tab offers you a visual introduction of essential recruitment metrics so you can be more strategic in your everyday work.

We covered picking the right ATS for your requirements and company at one of our webinars in 2023. You can watch it as needed on Livestorm.

Having the right tools assists us adjust to the market changes we saw in 2023 and be proactive in 2024. Here are some suggestions from our specialists:

My essential tools are Proficient at, Chat GPT (or similar), and LinkedIn.

Jane Pettit, Business Growth Coach and Recruitment Team Trainer at Centred Excellence

For employers in 2024, essential tools consist of innovative AI-driven Applicant Tracking Systems, advanced candidate evaluation software, varied and inclusive task advertising platforms, data analytics tools for skill acquisition insights, and virtual truth interfaces for immersive prospect experiences, stressing performance, fairness, and engagement in the recruitment procedure.

Piret Ulm, Partner Relations Lead at TalentHub

I personally think you will fall too far behind the curve if you do not make AI work for you. There are still a lot of recruiters not taking complete benefit of innovation. You do not need to master them all, but get a great grounding on prompts and recognition as a minimum. AI is as trusted as Wikipedia - you need to do the fact-check.

Danas Venclovas, Head of Talent Acquisition at Luminor Group

ATS, Magical Text Expander, DeepL, Grammarly, and templates to make day-to-day jobs quicker.

Rethinking and redesigning your company brand to adjust to the modifications

The nature of work and the expectations towards the office and employer have substantially moved in the previous years. There is likewise a generational modification in the workforce - Gen Z is entering the workforce as a part of the Boomer generation is retiring.

To keep up and go beyond these expectations and keep working with and keeping top skill, employers need to rethink their company brand name and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto concept applies in their user base - 20% of the best companies get 80% of the candidates. No employer wishes to miss out on out on hiring the very best skill.

To end up being one of the very best, transparency is expected throughout all stages of the skill technique. This means leveraging the ideal innovation and tools to support human competencies and building a strong company brand name based upon them.

Diversity (DEI), flexibility, openness and the rise of relatable organisations are the keywords in focus for employer brand names in 2024.

We have actually seen a great deal of change throughout 2023.

- Firstly, the demand for the office on a versatile basis has picked up. While totally remote and remote-first opportunities stay dominant amongst jobseekers, hybrid functions are ending up being progressively popular.

Our Q3 Flexible Working Index (a report which tracks developing patterns across the versatile tasks market) revealed a sharp shift far from remote work among companies - fully remote functions accounted for just 4% of task posts in between July and September, usually.

Meanwhile, jobseekers' need for remote work remains strong, however our information shows that the more flexibility business offer personnel around working locations, the more popular they are among candidates.

- Secondly, the traditional work week has substantially progressed over the previous year.

The timeless Mon-Fri is taking a rear seat. More and more business are introducing an alternative technique, which includes variations of the 4-day week, the 4.5-day week, and the 9-day fortnight.
Demand for the 4-day work week has actually escalated, with approximately 47.4% of Flexa users listing it as their preferred method of working throughout October. During the exact same duration, 37.5% picked the 4.5-day week as their preference, and 14.1% mentioned the 9-day fortnight was theirs.

Kayleigh Little, Recruitment Automation Expert at Teamdash

Maintaining your company brand name whilst recruitment is low is KEY! You need to be constantly sharing things with your audience so when recruitment selects back up you are not basically beginning from scratch. Technology will enable you to truly make data-driven decisions whilst being able to track candidates, raise your employer branding and master recruitment marketing.

Recruiter skillset in 2024

In the last few years, we have actually seen a lift in skill- and value-based hiring. Companies are now actively upskilling their current labor force and hiring new staff members to fill the skill gaps.

This also means employers must adapt their skills to match the requirements. Recruiters need a mix of outstanding soft abilities and difficult abilities to be successful in 2024 and beyond. A successful recruiter in 2024 is an excellent communicator and facilitator who understands how to sell the role and the business, works with information and statistics to think strategically, and adapts quickly to the changes in the market.

Again, proactively working on establishing these abilities further and utilizing technology helps remain on top of the recruitment video game.

In the previous few years, we have actually seen recruitment ending up being increasingly more strategic and data-driven. HR professionals have actually ended up being the leaders of this shift and the brand-new talent techniques.

We're delighted to see that Teamdash users are actively working with the data readily available for them in the Recruitment performance tab and have made checking it a part of their daily regimen. This has actually assisted them discover new ways to streamline the procedure and automate tiresome tasks, making more time for activities that create worth.

The brand-new skillset lines up with the challenges that 2023 has actually brought and will bring on to 2024.

- We have seen an increase in the variety of prospects but still have problems getting sufficient qualified candidates;
- We need to cut or handle recruitment costs to stay on top of the economic circumstance worldwide;
- For more powerful company brand names, we require much better communication across companies, and collaboration with working with managers is particularly important.

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Riin Soostar, Senior HR Business Partner at Circle K Eesti

It is essential to automate as much administrative work as possible so the recruitment process is as efficient and high-quality as possible. Recruiting is getting more technical with every year. I ´ d say that an excellent employer must keep up with the trends, know the target group, and know how to reach out to them. Also, there has to be a little a salesman in every recruiter, in a great way.

The most important abilities for a recruiter in 2024 are:

Business partnering and consultancy skills. The capability to take part in significant conversations and create collaborations with hiring supervisors and stakeholders is critical. We need to initially cultivate a wealth of company acumen and abilities within ourselves to genuinely function as important organization partners. It includes comprehending our service goals, preemptively developing talent swimming pools, and avoiding last-minute firefighting. Entering an intake call with skill market mapping results guides the discussion. It lines up expectations at the ideal level, making the next actions more satisfying for ourselves, working with supervisors, and candidates.
Data-fueled procedures and decision-making: While the discourse around data-driven procedures has actually persisted, couple of have wholeheartedly accepted these concepts. Predicting what leads us becomes a crucial ability amongst TA specialists and helps us develop significant partnerships with our stakeholders. The approaching years indicate a tangible shift, requiring basic change when it comes to time-based metrics, but not just. Integrating Talent Analytics and Talent Intelligence into resource planning is becoming the requirement even before recruitment activities commence. Balancing the internal and external point of views makes sure that we keep up with modifications and stay half a step ahead. As the information topic requires to broaden, storytelling abilities take centre stage-because data holds a crucial story, and we are in the lead of composing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must embrace and leverage recruitment automation, develop assessment skills, and boost internal mobility in 2024. Recruiters need to understand their groups' skills and abilities in-depth to build a comprehensive team's assessment picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will become increasingly crucial as candidates use AI tools to develop progressively strong CVs.

What will 2024 bring into recruiting?

We will see how numerous of these trends and difficulties mentioned rollover to 2024.

One thing is for sure: AI and automation will play an assisting function for recruiters - personalised interaction, and the human aspect will constantly remain the leading gamers for both employers and prospects.

We are excited to see in which direction AI and innovation will take us in 2024.

The end-of-the-year webinar "Key patterns and changes in recruitment for 2024" was an informative session with data and expert predictions from MeetFrank's Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is readily available as needed on Livestorm.

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Piret Luts, Global Head of Talent Analytics, Sourcing & Research at Nortal AS

2023 has actually left numerous talent acquisition groups lean. Recruitment groups and experts need to discover and review how to deliver more with less. Balancing the needs of organization requirements while ensuring individual well-being is necessary to combat the prevalent challenge of recruitment burnout in the year ahead. Remember, it is essential that your cup is complete also.

The second one would be trust. 2023 was infamous for the variety of layoffs, I feel that there is a growing deficit of trust from the prospects side. Therefore, business require to be conscious of constructing their authentic employer brands inside out and taking great care of their existing workers. Prioritizing the wellness and engagement of current employees ends up being not simply a corporate responsibility but a tactical crucial to restore and fortify rely on the hiring landscape.

Molly Johnson-Jones, CEO & Co-founder at Flexa

As mindsets and understanding continue to sway in the ideal direction, I hope 2024 will bring much more transparency and utilisation of employer branding. Both go together and are incredibly crucial to successfully employing and keeping top skill - particularly as they assist build trust amongst candidates and staff members.

And there's a lot data to back this up. For example, LinkedIn's Employer Brand stats mention that 75% of task applicants consider a company's brand before even applying for a task.
In a survey of 1,000 staff members, Visier found that 90% trust their employer. When asked why, 65% said, "They usually inform me the reality", 52% stated, "They're transparent about business policies and practices", employment and 38% said, "They encourage workers to speak out".
And information from Deloitte revealed that trusted companies exceed their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of disturbance from generative AI. We are going to see excellent employers utilizing AI to make their jobs simpler and improve a lot of their routine, admin-intensive jobs in 2024. We are also going to see a lot of lazy recruiters badly utilizing Generative AI tools. We need to keep in mind that nobody speaks like ChatGPT, so we can not just regurgitate content and pass it off as our own. Personalisation will be key for us to remain Human.

Hiie-Liin Tamm, Recruitment Lead at Scoro

More automation in recruitment: Using more AI in recruitment to support manual tasks and enhance candidate experience with a more personal method.
Pay openness: being more transparent about pay is acquiring a lot of appeal; business require to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive.
More skill is available: Due to great deals of layoffs and instability in the tech sector, there's more skill available. So business who can employ now have the possibility of having very high-quality individuals who are devoted to them.
DEI in hiring: companies emphasise variety recruitment and unconscious bias.