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

We asked 15 recruitment industry specialists to consider how 2023 will enter into the history books and what you can bring with you for 2024.

Unsurprisingly, when we asked our experts about the most substantial changes in recruitment in 2023, the words appearing in the word cloud were AI, automation and the modifications in skills and employer branding.

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

The rise of AI and automation in recruitment

The focus on automation has actually appeared in the previous years, and truly so. Recruitment technology is more readily available, available and adaptable than ever.

This year, AI took a considerable step ahead in recruitment and has been integrated into recruitment software, including Teamdash.

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

At Teamdash, our approach has actually constantly been that the recruiter needs to be at the steering wheel and in control, and innovation is simply an automobile to get there much faster, safer and more comfortably. And it should continue and be transparent in the recruitment performance metrics.

AI resembles your co-pilot - you remain in control, providing commands and making the choices.

See Recruitment Automations and AI in action with Teamdash

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

Talent acquisition and recruitment has been a fairly early adopter of Artificial Intelligence. AI assists employers to work smarter, not harder, automate repetitive jobs, make it faster and easier to source candidates, job compose job advertisements, launch employer branding projects, job and engage with candidates, to name simply a few. AI continues to progress and automate daily jobs. Recruiters may be able to take a lot of repeated things off their plates and focus on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began utilizing numerous AI-powered tools in recruitment, always ensuring ethical practices, naturally. Learning the needed prompts not only made my job simpler, but likewise proved incredibly remarkable. Embracing ethical AI tools completely transformed my technique to recruitment: Automated Resume Screening: promptly matching candidate qualifications with job requirements. Chatbot support: guides candidates, answers FAQs, and schedules interviews effortlessly.

In 2023, we experienced the development of the requirement to headhunt talents instead of fill the roles of actively using people. At the very same time, the increased flow of using prospects appeared like a favorable change, however really, it did more operate in terms of the requirement to respond to everybody, evaluate each profile's suitability to the function and send more rejection e-mails.

The effectiveness increase that the AI and automation tools offered enabled 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 - an increase in employee NPS.

Lauryna Gireniene, Head of Talent Acquisition at Nord Security

In 2023 our hiring rate from candidates increased by 25% - to increase employing rates, you require to ensure the very best prospect experience by utilizing automations and AI.

Tools you require for successful recruitment in 2024

Recruiters without up-to-date tools and software application have a clear drawback compared to the ones who have actually embraced a comprehensive tech stack.

All the specialists who reacted to our study discussed having a good and modern-day ATS as the very first must-have tool in 2024.

Teamdash is recruitment software application developed by recruiters for employers, and we understand how frustrating it is dealing with innovation that does not fit your workflows.

See Teamdash in action

That's why Teamdash is extremely customisable and consists of different automation possibilities and (AI-powered) tools that make your work much easier - an interview scheduler, a task ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to options, to name a few. The recruitment dashboard gives you a birds-eye introduction of your whole recruitment procedure. The Recruitment Performance tab provides you a visual summary of important recruitment metrics so you can be more strategic in your everyday work.

We covered picking the best ATS for your needs 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 marketplace changes we witnessed in 2023 and be proactive in 2024. Here are some recommendations 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 include advanced AI-driven Applicant Tracking Systems, advanced candidate evaluation software, varied and inclusive job marketing platforms, data analytics tools for talent acquisition insights, and virtual reality interfaces for immersive prospect experiences, stressing effectiveness, 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 advantage of technology. You do not have to master them all, but get a great grounding on prompts and recognition as a minimum. AI is as trustworthy 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 tasks quicker.

Rethinking and redesigning your company brand name to adapt to the modifications

The nature of work and the expectations towards the work environment and employer have actually significantly shifted in the past years. There is also a generational modification in the workforce - Gen Z is going into the labor force as a part of the Boomer generation is retiring.

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

To end up being one of the best, transparency is expected throughout all stages of the skill strategy. This implies leveraging the right innovation and tools to support human competencies and constructing a strong company brand name based upon them.

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

We've seen a great deal of modification throughout 2023.

- Firstly, the demand for the workplace on a versatile basis has actually picked up. While totally remote and remote-first chances stay dominant among jobseekers, hybrid roles are becoming progressively popular.

Our Q3 Flexible Working Index (a report which tracks evolving trends throughout the versatile jobs market) revealed a sharp shift far from remote work among companies - totally remote roles accounted for simply 4% of task posts between July and September, usually.

Meanwhile, jobseekers' need for remote work stays strong, but our information reveals that the more versatility companies offer personnel around working locations, the more popular they are amongst prospects.

- Secondly, the conventional work week has substantially progressed over the past year.

The timeless Mon-Fri is taking a rear seat. Increasingly more business are presenting an alternative method, that 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 skyrocketed, with approximately 47.4% of Flexa users noting it as their preferred method of working throughout October. During the very same period, 37.5% chosen the 4.5-day week as their preference, and 14.1% specified the 9-day fortnight was theirs.

Kayleigh Little, Recruitment Automation Expert at Teamdash

Maintaining your employer brand name whilst recruitment is low is KEY! You need to be continuously sharing things with your audience so when recruitment picks back up you are not basically starting from scratch. Technology will permit you to really make data-driven decisions whilst having the ability to track candidates, raise your employer branding and master recruitment marketing.

Recruiter skillset in 2024

Over the last few years, we have actually seen a lift in ability- and value-based hiring. Companies are now actively upskilling their existing workforce and working with brand-new staff members to fill the ability gaps.

This also indicates recruiters need to adapt their skills to match the requirements. Recruiters need a mix of exceptional soft skills and difficult skills to be successful in 2024 and beyond. A successful employer in 2024 is an excellent communicator and facilitator who understands how to sell the role and the business, deals with information and data to think tactically, and adapts rapidly to the modifications in the market.

Again, proactively dealing with developing these skills further and using technology helps remain on top of the recruitment video game.

In the previous couple of years, we have seen recruitment ending up being a growing number of strategic and data-driven. HR professionals have become the leaders of this shift and the new skill techniques.

We enjoy to see that Teamdash users are actively dealing with the information readily available for them in the Recruitment performance tab and have actually made checking it a part of their everyday regimen. This has helped them discover brand-new methods to streamline the procedure and automate laborious jobs, making more time for activities that produce worth.

The new skillset aligns with the difficulties that 2023 has actually brought and will continue to 2024.

- We have seen a boost in the variety of candidates however still have troubles getting sufficient certified prospects