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

We asked 15 recruitment market specialists to believe about how 2023 will go into the history books and what you can take along with you for 2024.

Unsurprisingly, when we asked our professionals about the most considerable modifications 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 professionals had to say in the 2023 Teamdash survey.

The increase of AI and automation in recruitment

The concentrate on automation has actually appeared in the past years, and rightfully so. Recruitment innovation is more offered, accessible and adaptable than ever.

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

We just recently commemorated one year of ChatGPT - the notorious AI tool discussed at every table this year. ChatGPT and other AI tools are used by both employers and candidates, raising concerns about how it impacts the recruitment procedure and how to keep ethical and human consider the decision-making.

At Teamdash, our viewpoint has always been that the employer must be at the steering wheel and in control, and technology is simply a car to arrive much faster, safer and more comfortably. And it must bring on and be transparent in the recruitment efficiency metrics.

AI is like your co-pilot - you remain in control, giving commands and deciding.

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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 Artificial Intelligence. AI helps recruiters to work smarter, not harder, automate repeated tasks, make it faster and easier to source candidates, write job advertisements, launch company branding projects, and engage with prospects, to name just a couple of. 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 utilizing several AI-powered tools in recruitment, always making sure ethical practices, naturally. Learning the essential triggers not only made my job simpler, however also proved incredibly fascinating. Embracing ethical AI tools entirely transformed my approach to recruitment: Automated Resume Screening: quickly matching prospect certifications with job requirements. Chatbot support: guides prospects, answers FAQs, and schedules interviews perfectly.

In 2023, we experienced the growth of the need to headhunt skills instead of fill the roles of actively applying individuals. At the exact same time, the increased flow of using candidates appeared like a favorable change, but in fact, it did more work in regards to the need to respond to everyone, examine each profile's viability to the function and send out more rejection emails.

The performance boost that the AI and automation tools offered enabled us to make the procedure faster and more consistent. We accomplished an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the same time - an increase in employee NPS.

Lauryna Gireniene, Head of Talent Acquisition at Nord Security

In 2023 our hiring rate from applicants increased by 25% - to increase employing rates, you need to make sure the finest 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 adopted a thorough tech stack.

All the specialists who responded to our survey discussed having a great and contemporary ATS as the very first essential tool in 2024.

Teamdash is recruitment software application constructed by recruiters for recruiters, and we understand how irritating it is working with technology that doesn't fit your workflows.

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That's why Teamdash is highly customisable and includes various automation possibilities and (AI-powered) tools that make your work simpler - an interview scheduler, a job ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing choices, among others. The recruitment control panel provides you a birds-eye introduction of your entire recruitment process. The Recruitment Performance tab gives you a visual summary of important recruitment metrics so you can be more tactical in your everyday work.

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

Having the right tools helps us adapt to the market modifications we witnessed in 2023 and be proactive in 2024. Here are some suggestions from our experts:

My must-have 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 sophisticated AI-driven Applicant Tracking Systems, advanced prospect evaluation software, varied and inclusive task advertising platforms, information analytics tools for skill acquisition insights, and virtual reality user interfaces for immersive candidate experiences, emphasising performance, fairness, and engagement in the recruitment procedure.

Piret Ulm, Partner Relations Lead at TalentHub

I personally believe you will fall too far behind the curve if you do not make AI work for you. There are still too many recruiters not taking complete advantage of innovation. You do not have to master them all, however get a good grounding on triggers and validation as a minimum. AI is as reliable as Wikipedia - you require to do the fact-check.

Danas Venclovas, Head of Talent Acquisition at Luminor Group

ATS, Magical Text Expander, DeepL, Grammarly, and design templates to make daily jobs much faster.

Rethinking and revamping your employer brand name to adapt to the modifications

The nature of work and the expectations towards the work environment and employer have considerably moved in the past years. There is likewise a generational modification in the workforce - Gen Z is going into the workforce as a part of the Boomer generation is retiring.

To maintain and surpass these expectations and keep employing and maintaining top talent, employers have to rethink their employer 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 finest companies get 80% of the applicants. No employer desires to lose out on working with the very best talent.

To become one of the finest, transparency is expected throughout all stages of the talent strategy. This suggests leveraging the right technology and tools to support human proficiencies and constructing a strong company brand based on them.

Diversity (DEI), flexibility, openness and the increase of relatable organisations are the keywords in focus for company brands in 2024.

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

- Firstly, the demand for the workplace on a flexible basis has actually rebounded. While totally remote and remote-first chances remain dominant among jobseekers, hybrid functions are becoming significantly popular.

Our Q3 Flexible Working Index (a report which tracks progressing patterns throughout the versatile tasks market) exposed a sharp shift far from remote work among employers - fully remote roles accounted for simply 4% of task posts between July and September, on average.

Meanwhile, jobseekers' demand for remote work stays strong, however our information reveals that the more flexibility companies provide personnel around working locations, the more popular they are amongst prospects.

- Secondly, the traditional work week has actually significantly developed over the previous year.

The classic Mon-Fri is taking a rear seat. A growing number of 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 increased, with an average of 47.4% of Flexa users listing it as their preferred way of working during October. During the very same period, 37.5% chosen 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 employer brand whilst recruitment is low is KEY! You require to be constantly sharing things with your audience so when recruitment chooses back up you are not essentially going back to square one. Technology will allow you to genuinely make data-driven decisions whilst having the ability to track candidates, raise your company branding and master recruitment marketing.

Recruiter skillset in 2024

In current years, we have seen a lift in ability- and value-based hiring. Companies are now actively upskilling their present workforce and working with new employees to fill the ability gaps.

This likewise indicates employers should adapt their skills to match the requirements. Recruiters require a mix of outstanding soft skills and tough skills to be successful in 2024 and beyond. An effective recruiter in 2024 is a fantastic communicator and facilitator who understands how to sell the function and the company, deals with data and stats to think tactically, and adapts rapidly to the changes in the market.

Again, proactively dealing with developing these abilities even more and using technology helps stay on top of the recruitment video game.

In the past few years, we have seen recruitment ending up being increasingly more tactical and data-driven. HR professionals have actually become the leaders of this shift and the brand-new skill techniques.

We're delighted to see that Teamdash users are actively working with the data offered for them in the Recruitment efficiency tab and have made inspecting it a part of their daily routine. This has assisted them discover brand-new ways to simplify the process and automate laborious jobs, making more time for activities that produce value.

The new skillset lines up with the difficulties that 2023 has brought and will bring on to 2024.

- We have seen a boost in the variety of candidates however still have troubles getting adequate qualified prospects;
- We need to cut or handle recruitment costs to stay on top of the financial situation worldwide;
- For more powerful company brand names, we require better interaction across companies, and partnership with hiring 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 top quality as possible. Recruiting is getting more technical with every year. I ´ d say that a good recruiter should keep up with the trends, know the target group, and know how to connect to them. Also, there needs to be a little bit of a salesperson in every employer, in an excellent way.

The most crucial abilities for a recruiter in 2024 are:

Business partnering and consultancy abilities. The capability to engage in meaningful conversations and create collaborations with hiring managers and stakeholders is vital. We must first cultivate a wealth of organization acumen and abilities within ourselves to really work as invaluable business partners. It includes understanding our business goals, preemptively constructing skill pools, and preventing last-minute firefighting. Stepping into an intake call with skill market mapping results guides the conversation. It aligns expectations at the right level, making the next steps more pleasurable for ourselves, working with supervisors, and candidates.
Data-fueled procedures and decision-making: While the discourse around data-driven procedures has actually persisted, few have actually totally welcomed these principles. Predicting what's ahead of us becomes an important ability amongst TA professionals and helps us construct significant collaborations with our stakeholders. The approaching years signal a concrete shift, demanding basic change when it pertains to time-based metrics, but not just. Integrating Talent Analytics and Talent Intelligence into resource preparation is becoming the requirement even before recruitment activities commence. Balancing the internal and external viewpoints ensures that we stay up to date with modifications and stay half an action ahead. As the data subject needs to expand, storytelling skills take centre stage-because data holds an essential story, and we are in the lead of composing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters should welcome and utilize recruitment automation, construct evaluation skills, and boost internal mobility in 2024. Recruiters need to understand their teams' abilities and abilities thorough to build an extensive group's assessment picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

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

What will 2024 bring into recruiting?

We will see how numerous of these patterns and difficulties pointed out rollover to 2024.

Something is for sure: AI and automation will play an assisting function for recruiters - customised interaction, and the human factor will constantly stay the leading gamers for both employers and candidates.

We are excited to see in which instructions AI and technology will take us in 2024.

The end-of-the-year webinar "Key trends and modifications in recruitment for 2024" was an informative session with stats and expert predictions from MeetFrank's Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is available on demand 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 teams lean. Recruitment teams and specialists need to find out and reevaluate how to deliver more with less. Balancing the demands of organization requirements while ensuring individual well-being is necessary to fight the pervasive difficulty 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 candidates side. Therefore, business need to be mindful of developing their genuine company brand names inside out and taking good care of their present employees. Prioritizing the well-being and engagement of existing employees ends up being not simply a corporate duty but a tactical necessary to reconstruct and fortify rely on the employing landscape.

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

As attitudes and understanding continue to sway in the right instructions, I hope 2024 will bring much more transparency and utilisation of employer branding. Both go hand-in-hand and are extremely essential to successfully employing and keeping leading skill - especially as they help construct trust amongst candidates and workers.

And there's so much data to back this up. For instance, LinkedIn's Employer Brand stats mention that 75% of job applicants consider a company's brand name before even using for a job.
In a survey of 1,000 workers, Visier found that 90% trust their employer. When asked why, employment 65% stated, "They typically tell me the truth", 52% said, "They're transparent about business policies and practices", and 38% said, "They motivate workers to speak out".
And data from Deloitte exposed that trusted companies surpass their peers by as much as 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of interruption from generative AI. We are visiting excellent employers utilizing AI to make their jobs easier and streamline a great deal of their routine, admin-intensive jobs in 2024. We are likewise going to see a lot of lazy employers terribly utilizing Generative AI tools. We must bear in mind that no one speaks like ChatGPT, so we can not simply regurgitate content and pass it off as our own. Personalisation will be essential for us to stay 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 transparency: being more transparent about pay is gaining a great deal of popularity; companies need to prepare to be able to satisfy the requirements of the European Parliament Pay Transparency Directive.
More skill is offered: Due to lots of layoffs and instability in the tech sector, there's more talent offered. So companies who can hire now have the possibility of having extremely high-quality individuals who are faithful to them.
DEI in hiring: companies stress variety recruitment and unconscious predisposition.