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

We asked 15 recruitment market specialists to consider 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 changes in recruitment in 2023, the words popping up in the word cloud were AI, automation and the modifications in abilities and employer branding.

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

The increase of AI and automation in recruitment

The concentrate on automation has actually been obvious in the previous years, and truly so. Recruitment technology is more readily available, accessible and versatile than ever.

This year, AI took a significant step ahead in recruitment and has been included into recruitment software application, including Teamdash.

We just recently commemorated one year of ChatGPT - the infamous AI tool discussed at every table this year. ChatGPT and other AI tools are utilized by both recruiters and prospects, raising issues about how it impacts the recruitment process and how to keep ethical and human consider the decision-making.

At Teamdash, our viewpoint has actually always been that the employer ought to be at the steering wheel and in control, and technology is just an automobile to get there quicker, safer and more comfortably. And it ought to bring on and be transparent in the recruitment efficiency metrics.

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

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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 helps recruiters to work smarter, not harder, automate repetitive tasks, make it faster and simpler to source prospects, write task advertisements, launch company branding campaigns, and engage with prospects, to name just a couple of. AI continues to develop and automate day-to-day tasks. Recruiters might have the ability 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 using several AI-powered tools in recruitment, constantly ensuring ethical practices, naturally. Learning the essential triggers not only made my task much easier, but likewise proved extremely interesting. Embracing ethical AI tools totally changed my technique to recruitment: Automated Resume Screening: promptly matching prospect qualifications with task requirements. Chatbot support: guides prospects, responses FAQs, and schedules interviews perfectly.

In 2023, we experienced the growth of the requirement to headhunt talents instead of fill the functions of actively applying people. At the very same time, the increased flow of using prospects looked like a favorable modification, however in fact, it did more work in regards to the need to reply to everybody, examine each profile's viability to the function and send out more rejection emails.

The performance increase that the AI and automation tools supplied permitted us to make the process faster and more consistent. We accomplished an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the exact same time - an increase in worker NPS.

Lauryna Gireniene, Head of Talent Acquisition at Nord Security

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

Tools you need for effective recruitment in 2024

Recruiters without current tools and software have a clear disadvantage compared to the ones who have actually adopted an extensive tech stack.

All the professionals who reacted to our survey discussed having an excellent and modern ATS as the very first essential tool in 2024.

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

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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 advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with alternatives, among others. The recruitment control panel gives you a birds-eye summary of your entire recruitment process. The Recruitment Performance tab gives you a visual overview of vital recruitment metrics so you can be more strategic in your daily work.

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

Having the right tools assists us adapt to the marketplace changes we witnessed in 2023 and be proactive in 2024. Here are some suggestions from our professionals:

My essential tools are Good ATS, 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, sophisticated prospect evaluation software application, varied and inclusive task marketing platforms, information analytics tools for skill acquisition insights, and virtual truth user interfaces for immersive prospect experiences, stressing efficiency, fairness, and engagement in the recruitment process.

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 a lot of recruiters not making the most of technology. You do not have to master them all, but get a good grounding on triggers and validation as a minimum. AI is as reliable 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 everyday tasks faster.

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

The nature of work and the expectations towards the workplace and company have actually significantly moved in the past years. There is likewise a generational change in the workforce - Gen Z is entering the labor force as a part of the Boomer generation is retiring.

To maintain and go beyond these expectations and keep employing and maintaining leading skill, companies have to reconsider their employer brand name and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto principle applies in their user base - 20% of the best employers get 80% of the candidates. No employer wishes to miss out on hiring the very best skill.

To turn into one of the very best, transparency is expected throughout all stages of the skill strategy. This implies leveraging the ideal technology and tools to support human proficiencies and building a strong employer brand based on them.

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

We have actually seen a lot of change throughout 2023.

- Firstly, the need for the workplace on a flexible basis has actually rebounded. While fully remote and remote-first opportunities stay dominant among jobseekers, hybrid functions are ending up being popular.

Our Q3 Flexible Working Index (a report which tracks developing trends throughout the flexible tasks market) revealed a sharp shift away from remote work among companies - totally remote roles represented just 4% of task posts in between July and September, typically.

Meanwhile, jobseekers' need for remote work remains strong, but our information reveals that the more versatility companies provide staff around working areas, the more popular they are among prospects.

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

The classic Mon-Fri is taking a backseat. Increasingly more companies are presenting an alternative method, that includes variations of the 4-day week, funsilo.date 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 noting it as their preferred method of working throughout October. During the same duration, 37.5% selected 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 constantly sharing things with your audience so when recruitment chooses back up you are not basically going back to square one. Technology will allow you to truly make data-driven decisions whilst having the ability to track candidates, elevate your employer branding and master recruitment marketing.

Recruiter skillset in 2024

Recently, we have actually seen a lift in ability- and value-based hiring. Companies are now actively upskilling their present workforce and working with new staff members to fill the ability gaps.

This also suggests recruiters must adjust their abilities 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 terrific communicator and facilitator who understands how to sell the role and the company, works with information and stats to believe strategically, and adapts quickly to the modifications in the market.

Again, proactively dealing with establishing these skills further and using 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 tactical and data-driven. HR specialists have ended up being the leaders of this shift and the new talent methods.

We're delighted to see that Teamdash users are actively dealing with the data available for them in the Recruitment performance tab and have made inspecting it a part of their daily routine. This has helped them discover new ways to streamline the process and automate tiresome tasks, making more time for activities that produce worth.

The new skillset lines up with the challenges that 2023 has actually brought and will continue to 2024.

- We have actually seen an increase in the variety of candidates however still have troubles getting adequate qualified prospects;

• We need to cut or manage recruitment costs to stay on top of the economic situation on the planet;
• For stronger company brands, we need much better communication throughout business, and partnership with employing supervisors is specifically crucial.
  
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  Riin Soostar, Senior HR Business Partner at Circle K Eesti
  
  It is necessary 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 state that a good recruiter must stay up to date with the patterns, understand the target group, and understand how to reach out to them. Also, there needs to be a bit of a salesperson in every recruiter, in a great way.
  
  The most important skills for a recruiter in 2024 are:
  
  Business partnering and consultancy abilities. The ability to participate in meaningful discussions and create collaborations with employing supervisors and stakeholders is paramount. We must first cultivate a wealth of business acumen and skills within ourselves to really operate as indispensable organization partners. It involves comprehending our business objectives, preemptively constructing skill swimming pools, and preventing last-minute firefighting. Entering an intake call with talent market mapping results guides the conversation. It aligns expectations at the right level, making the next actions more enjoyable for ourselves, employing managers, and prospects. Data-fueled procedures and decision-making: While the discourse around data-driven processes has persisted, couple of have actually totally embraced these concepts. Predicting what's ahead of us ends up being an important ability among TA experts and assists us build meaningful partnerships with our stakeholders. The upcoming years indicate a concrete shift, demanding fundamental change when it pertains to time-based metrics, but not just. Integrating Talent Analytics and Talent Intelligence into resource planning is ending up being the standard even before recruitment activities begin. Balancing the internal and external point of views ensures that we stay up to date with changes and remain half an action ahead. As the data topic requires to broaden, storytelling skills take centre stage-because data holds an essential story, and we remain in the lead of writing the story around this.
  
  Natalja Horohordina, Head of Talent Acquisition at Eesti Energia
  
  Recruiters need to embrace and utilize recruitment automation, develop assessment skills, and increase internal mobility in 2024. Recruiters need to understand their teams' abilities and abilities thorough to construct a detailed team's assessment image.
  
  Lara Holding-Jones, Director at Pink Jelly People Consultancy
  
  Assessment abilities will end up being increasingly crucial as prospects utilize AI tools to develop increasingly strong CVs.
  
  What will 2024 bring into recruiting?
  
  We will see the number of of these trends and challenges discussed carry over to 2024.
  
  One thing is for sure: AI and automation will play a helping function for recruiters - customised interaction, and the human element will constantly remain the leading players for both employers and prospects.
  
  We are delighted to see in which direction AI and technology will take us in 2024.
  
  The end-of-the-year webinar "Key patterns and modifications in recruitment for 2024" was an insightful session with stats and skilled 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 professionals require to learn and reevaluate how to provide more with less. Balancing the demands of business requirements while guaranteeing personal wellness is essential to fight the prevalent challenge of recruitment burnout in the year ahead. Remember, it's important that your cup is full as well.
  
  The second one would be trust. 2023 was notorious for the variety of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, business require to be mindful of developing their authentic company brand names within out and taking good care of their existing workers. Prioritizing the well-being and engagement of existing workers becomes not just a business duty however a tactical important to rebuild and fortify rely on the hiring landscape.
  
  Molly Johnson-Jones, CEO & Co-founder at Flexa
  
  As attitudes and understanding continue to sway in the best instructions, I hope 2024 will bring far more transparency and utilisation of company branding. Both go hand-in-hand and are incredibly crucial to successfully hiring and maintaining top talent - specifically as they assist build trust amongst candidates and workers.
  
  And there's a lot data to back this up. For example, LinkedIn's Employer Brand data state that 75% of job applicants think about an employer's brand name before even requesting a job. In a study of 1,000 staff members, Visier discovered that 90% trust their company. When asked why, 65% said, "They generally inform me the truth", 52% said, "They're transparent about business policies and practices", and 38% stated, "They encourage staff members to speak out". And data from Deloitte revealed that trusted companies outperform their peers by as much as 400%!
  
  Vanessa Raath, Founder of The Talent Hunter
  
  There is a great deal of disruption from generative AI. We are visiting great employers utilizing AI to make their tasks much easier and improve a lot of their routine, admin-intensive tasks in 2024. We are also going to see a lot of lazy employers terribly using Generative AI tools. We need to bear in mind that no one speaks like ChatGPT, so we can not just spit up material 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 jobs and enhance prospect experience with a more personal approach. Pay transparency: being more transparent about pay is gaining a lot of appeal; companies need to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive. More skill is readily available: Due to lots of layoffs and instability in the tech sector, there's more skill available. So business who can hire now have the possibility of having very premium individuals who are faithful to them. DEI in hiring: business emphasise variety recruitment and unconscious bias.