We are approaching completion of another busy 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 experts about the most significant changes in recruitment in 2023, the words turning up in the word cloud were AI, automation and the changes in skills and employer branding.

Let's dive into what 15 recruitment experts had to state in the 2023 Teamdash study.

The rise of AI and automation in recruitment

The focus on automation has appeared in the previous years, and truly so. Recruitment technology is more offered, accessible and versatile than ever.

This year, AI took a substantial action ahead in recruitment and has actually been incorporated into recruitment software, consisting of Teamdash.

We 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 process and how to keep ethical and human factors in the decision-making.

At Teamdash, our approach has constantly been that the recruiter should be at the steering wheel and in control, and innovation is simply a vehicle to get there faster, more secure and more easily. And it should bring on and be transparent in the recruitment performance metrics.

AI resembles your co-pilot - you're in control, providing commands and deciding.

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 actually been a reasonably early adopter of Expert system. AI assists employers to work smarter, not harder, automate repeated tasks, make it faster and easier to source candidates, write job ads, launch company branding projects, and engage with candidates, to name simply a few. AI continues to progress and automate everyday jobs. Recruiters may be able to take a lot of recurring things off their plates and focus on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started using numerous AI-powered tools in recruitment, constantly guaranteeing ethical practices, obviously. Learning the essential prompts not just made my job simpler, but also proved incredibly interesting. Embracing ethical AI tools completely transformed my approach to recruitment: Automated Resume Screening: swiftly matching prospect credentials with job requirements. Chatbot help: guides prospects, answers FAQs, and schedules interviews flawlessly.

In 2023, we experienced the development of the requirement to headhunt talents rather than fill the roles of actively using individuals. At the same time, the increased flow of using candidates seemed like a favorable change, however in fact, it did more operate in regards to the requirement to respond to everybody, examine each profile's suitability to the role and send out more rejection e-mails.

The efficiency increase that the AI and automation tools supplied enabled us to make the procedure quicker 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 staff member NPS.

Lauryna Gireniene, Head of Talent Acquisition at Nord Security

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

Tools you need for effective recruitment in 2024

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

All the professionals who reacted to our study mentioned having an excellent and contemporary ATS as the very first must-have tool in 2024.

Teamdash is recruitment software application developed by recruiters for employers, and we know how annoying it is working with technology that does not fit your workflows.

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That's why Teamdash is extremely customisable and includes 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 choices, to name a couple of. The recruitment control panel offers you a birds-eye overview of your whole recruitment process. The Recruitment Performance tab provides you a visual summary of essential recruitment metrics so you can be more strategic in your daily work.

We covered selecting the ideal ATS for your requirements and business at one of our webinars in 2023. You can view it on demand on Livestorm.

Having the right tools helps 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 comparable), 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, sophisticated candidate evaluation software application, diverse and inclusive task advertising platforms, information analytics tools for talent acquisition insights, and virtual reality user interfaces for immersive candidate experiences, stressing effectiveness, 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 maximizing technology. You do not need to master them all, however get an excellent grounding on prompts and recognition as a minimum. AI is as dependable 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 design templates to make day-to-day tasks much faster.

Rethinking and upgrading your employer brand name to adapt to the changes

The nature of work and the expectations towards the office and employer have actually considerably shifted in the past years. There is also a generational change in the labor force - Gen Z is entering the labor force as a part of the Boomer generation is retiring.

To maintain and surpass these expectations and keep hiring and keeping leading talent, companies need to reassess their company brand 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 finest employers get 80% of the applicants. No employer wishes to lose out on working with the finest skill.

To become one of the best, openness is expected throughout all stages of the talent technique. This means leveraging the ideal technology and tools to support human proficiencies and constructing a strong employer brand name based upon them.

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

We have actually seen a lot of modification throughout 2023.

- Firstly, the demand for the office on a versatile basis has picked up. While fully remote and remote-first chances stay dominant among jobseekers, hybrid functions are ending up being significantly popular.

Our Q3 Flexible Working Index (a report which tracks developing patterns throughout the versatile jobs market) exposed a sharp shift away from remote work amongst companies - completely remote functions accounted for simply 4% of task posts between July and September, on average.

Meanwhile, jobseekers' need for remote work stays strong, however our information shows that the more flexibility companies offer personnel around working areas, the more popular they are among prospects.

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

The timeless Mon-Fri is taking a backseat. Increasingly more business are presenting 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 increased, with an average of 47.4% of Flexa users listing it as their preferred way of working throughout October. During the same period, 37.5% selected the 4.5-day week as their preference, and 14.1% stated the 9-day fortnight was theirs.

Kayleigh Little, Recruitment Automation Expert at Teamdash

Maintaining your employer brand name whilst is low is KEY! You require to be continuously sharing things with your audience so when recruitment selects back up you are not basically going back to square one. Technology will allow you to truly make data-driven choices whilst being able to track prospects, raise your employer branding and master recruitment marketing.

Recruiter skillset in 2024

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

This also means recruiters should adapt their skills to match the requirements. Recruiters need a mix of exceptional soft skills and difficult abilities to be effective in 2024 and beyond. An effective employer in 2024 is a terrific communicator and facilitator who knows how to sell the function and the company, deals with data and data to believe 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 past few years, we have actually seen recruitment becoming increasingly more tactical and data-driven. HR professionals have actually become the leaders of this shift and employment the new talent strategies.

We more than happy to see that Teamdash users are actively dealing with the data readily available for them in the Recruitment efficiency tab and have actually made examining it a part of their everyday regimen. This has helped them discover brand-new methods to simplify the process and automate tedious jobs, making more time for activities that produce worth.

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

- We have seen an increase in the variety of prospects but still have troubles getting adequate certified prospects;

• We require to cut or manage recruitment expenses to remain on top of the financial scenario worldwide;
• For more powerful company brands, we need better interaction across companies, and partnership with hiring managers is specifically important.
  
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  Riin Soostar, Senior HR Business Partner at Circle K Eesti
  
  It is important to automate as much administrative work as possible so the recruitment process is as efficient and premium as possible. Recruiting is getting more technical with every year. I ´ d state that a great recruiter needs to stay up to date with the trends, understand the target group, and know how to reach out to them. Also, there has to be a bit of a salesperson in every employer, in a great way.
  
  The most crucial skills for a recruiter in 2024 are:
  
  Business partnering and consultancy abilities. The capability to participate in significant conversations and create collaborations with working with supervisors and stakeholders is paramount. We must initially cultivate a wealth of company acumen and abilities within ourselves to truly function as important organization partners. It involves understanding our service objectives, preemptively constructing skill swimming pools, and avoiding last-minute firefighting. Entering a consumption call with skill market mapping results guides the discussion. It aligns expectations at the right level, making the next actions more pleasurable for ourselves, working with managers, and prospects. Data-fueled procedures and decision-making: While the discourse around data-driven processes has actually continued, few have completely welcomed these principles. Predicting what's ahead of us becomes a vital ability amongst TA professionals and helps us build meaningful collaborations with our stakeholders. The approaching years indicate a tangible shift, demanding basic change when it concerns 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 start. Balancing the internal and external perspectives ensures that we stay up to date with changes and remain half an action ahead. As the information subject requires to broaden, storytelling abilities take centre stage-because information holds an important story, and we are in the lead of writing the narrative around this.
  
  Natalja Horohordina, Head of Talent Acquisition at Eesti Energia
  
  Recruiters need to welcome and leverage recruitment automation, build evaluation abilities, and boost internal mobility in 2024. Recruiters require to understand their groups' skills and capabilities extensive to construct a thorough team's evaluation picture.
  
  Lara Holding-Jones, Director at Pink Jelly People Consultancy
  
  Assessment abilities will become increasingly important as prospects use AI tools to produce increasingly strong CVs.
  
  What will 2024 bring into recruiting?
  
  We will see the number of of these patterns and challenges discussed rollover to 2024.
  
  Something is for sure: AI and automation will play a helping function for recruiters - personalised interaction, and the human factor will always stay the leading players for both recruiters and candidates.
  
  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 modifications in recruitment for 2024" was an informative session with data and professional predictions from MeetFrank's Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is available on demand on Livestorm.
  
  Experience AI-Powered Recruitment
  
  Piret Luts, Global Head of Talent Analytics, Sourcing & Research at Nortal AS
  
  2023 has actually left lots of skill acquisition groups lean. Recruitment groups and specialists need to discover and reassess how to deliver more with less. Balancing the needs of service needs while guaranteeing individual well-being is vital to combat the pervasive challenge of recruitment burnout in the year ahead. Remember, it is necessary that your cup is full also.
  
  The 2nd one would be trust. 2023 was well-known for the variety of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, companies need to be mindful of building their authentic employer brands within out and taking excellent care of their present staff members. Prioritizing the wellness and engagement of present employees becomes not just a business duty but a tactical imperative to reconstruct and strengthen rely on the hiring landscape.
  
  Molly Johnson-Jones, CEO & Co-founder at Flexa
  
  As attitudes and understanding continue to sway in the ideal direction, I hope 2024 will bring a lot more transparency and utilisation of employer branding. Both go together and are exceptionally crucial to effectively working with and keeping leading skill - especially as they assist construct trust among prospects and staff members.
  
  And there's so much data to back this up. For example, LinkedIn's Employer Brand data specify that 75% of task candidates think about a company's brand name before even making an application for 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 reality", 52% stated, "They're transparent about company policies and practices", and 38% stated, "They encourage employees to speak out". And information from Deloitte exposed that trusted business outperform their peers by up to 400%!
  
  Vanessa Raath, Founder of The Talent Hunter
  
  There is a great deal of interruption from generative AI. We are going to see good recruiters utilizing AI to make their tasks much easier and simplify a lot of their menial, admin-intensive jobs in 2024. We are likewise going to see a great deal of lazy employers badly using Generative AI tools. We need to remember that no one speaks like ChatGPT, so we can not simply spit up material and pass it off as our own. Personalisation will be essential 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 improve candidate experience with a more personal approach. Pay openness: being more transparent about pay is getting a great deal of popularity; business need to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive. More skill is readily available: Due to great deals of layoffs and instability in the tech sector, there's more talent readily available. So business who can hire now have the possibility of having very high-quality individuals who are faithful to them. DEI in hiring: business emphasise diversity recruitment and unconscious bias.