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

We asked 15 recruitment industry 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 considerable modifications in recruitment in 2023, the words appearing in the word cloud were AI, automation and the modifications in abilities and employer branding.

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

The increase of AI and automation in recruitment

The concentrate on automation has appeared in the past years, and truly so. Recruitment innovation is more readily available, available and versatile than ever.

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

We just recently celebrated one year of ChatGPT - the infamous AI tool discussed at every table this year. ChatGPT and other AI tools are used by both recruiters and candidates, raising concerns about how it affects the recruitment procedure and how to keep ethical and human factors in the decision-making.

At Teamdash, our approach has constantly been that the recruiter needs to be at the guiding wheel and in control, and innovation is just a car to get there quicker, much safer and more easily. And it ought to carry on and be transparent in the recruitment performance metrics.

AI resembles your co-pilot - you remain in control, offering 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 Artificial Intelligence. AI helps recruiters to work smarter, not harder, automate repetitive tasks, make it faster and easier to source prospects, write task advertisements, launch employer branding projects, and engage with prospects, to name simply a few. AI continues to progress and automate daily 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 began utilizing multiple AI-powered tools in recruitment, always ensuring ethical practices, naturally. Learning the essential triggers not just made my task simpler, but likewise proved incredibly fascinating. Embracing ethical AI tools entirely changed my method to recruitment: Automated Resume Screening: promptly matching prospect qualifications with job requirements. Chatbot support: guides prospects, answers FAQs, and schedules interviews effortlessly.

In 2023, we experienced the development of the need to headhunt skills instead of fill the functions of actively applying individuals. At the very same time, the increased circulation of using prospects appeared like a positive change, but actually, it did more operate in regards to the requirement to reply to everybody, evaluate each profile's viability to the role and send out more rejection emails.

The effectiveness increase that the AI and automation tools supplied enabled us to make the process quicker and more constant. We attained an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the very same time - a boost 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 require to guarantee the very best prospect experience by using automations and AI.

Tools you need for effective recruitment in 2024

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

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

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

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That's why Teamdash is extremely customisable and includes various automation possibilities and (AI-powered) tools that make your work easier - an interview scheduler, a job ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing choices, to name a couple of. The recruitment dashboard gives you a birds-eye introduction of your entire recruitment process. The Recruitment Performance tab offers you a visual summary of necessary recruitment metrics so you can be more strategic in your everyday work.

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

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

My must-have 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 include advanced AI-driven Applicant Tracking Systems, advanced candidate assessment software application, varied and inclusive job marketing platforms, information analytics tools for skill acquisition insights, and virtual truth interfaces for immersive candidate experiences, stressing efficiency, 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 making the most of innovation. You do not have to master them all, however get a great grounding on triggers and validation as a minimum. AI is as dependable 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 templates to make everyday jobs much faster.

Rethinking and revamping your employer brand to adapt to the changes

The nature of work and the expectations towards the work environment and employer have actually considerably moved 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 maintain and go beyond these expectations and keep working with and retaining leading talent, employers need 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 very best employers get 80% of the candidates. No company wishes to miss out on out on employing the very best skill.

To turn into one of the finest, transparency is anticipated throughout all stages of the talent strategy. This implies leveraging the ideal innovation and tools to support human competencies and developing a strong company brand name based upon them.

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

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

- Firstly, the demand for the workplace on a versatile basis has picked up. While completely remote and remote-first chances remain dominant amongst jobseekers, hybrid functions are becoming progressively popular.

Our Q3 Flexible Working Index (a report which tracks developing patterns throughout the versatile tasks market) exposed a sharp shift far from remote work amongst employers - completely remote functions represented just 4% of job posts in between July and September, on average.

Meanwhile, jobseekers' need for remote work remains strong, but our data shows that the more flexibility business use personnel around working areas, the more popular they are amongst candidates.

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

The classic Mon-Fri is taking a rear seat. Increasingly more business are introducing an alternative technique, which consists of 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 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% picked the 4.5-day week as their choice, and 14.1% mentioned the 9-day fortnight was theirs.

Kayleigh Little, Recruitment Automation Expert at Teamdash

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

Recruiter skillset in 2024

Over the last few years, we have seen a lift in skill- and value-based hiring. Companies are now actively upskilling their existing workforce and hiring new workers to fill the skill gaps.

This likewise indicates recruiters need to adjust their abilities to match the requirements. Recruiters require a mix of outstanding soft skills and difficult abilities to be effective in 2024 and beyond. An effective recruiter in 2024 is an excellent communicator and facilitator who understands how to sell the role and the company, works with data and data to believe strategically, and adapts rapidly to the changes in the market.

Again, proactively working on developing these skills further and using technology helps stay on top of the recruitment video game.

In the past couple of years, we have seen recruitment becoming more and more tactical and data-driven. HR experts have ended up being the leaders of this shift and the brand-new talent methods.

We more than happy to see that Teamdash users are actively working with the information available for them in the Recruitment performance tab and have actually made inspecting it a part of their everyday routine. This has assisted them discover new ways to simplify the process and automate tedious jobs, making more time for employment activities that develop value.

The new skillset aligns with the challenges that 2023 has actually brought and will bring on to 2024.

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

• We require to cut or manage recruitment costs to remain on top of the economic situation in the world;
• For stronger employer brands, we need much better communication throughout business, and partnership with working with supervisors is especially crucial.
  
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  Riin Soostar, Senior HR Business Partner at Circle K Eesti
  
  It is very important to automate as much administrative work as possible so the recruitment procedure is as efficient and high-quality as possible. Recruiting is getting more technical with every year. I ´ d say that a great recruiter must stay up to date with the trends, know the target group, and know how to reach out to them. Also, there needs to be a little bit of a salesman in every recruiter, in an excellent method.
  
  The most crucial abilities for an employer in 2024 are:
  
  Business partnering and consultancy abilities. The capability to engage in meaningful discussions and create partnerships with employing managers and stakeholders is paramount. We need to initially cultivate a wealth of service acumen and abilities within ourselves to really operate as vital business partners. It involves comprehending our service objectives, preemptively building talent pools, and preventing last-minute firefighting. Entering an intake call with talent market mapping results guides the discussion. It aligns expectations at the right level, making the next actions more satisfying for ourselves, working with supervisors, and prospects. Data-fueled procedures and decision-making: While the discourse around data-driven procedures has persisted, couple of have totally embraced these concepts. Predicting what's ahead of us becomes a vital ability amongst TA specialists and helps us build meaningful collaborations with our stakeholders. The approaching years indicate a concrete shift, requiring fundamental modification when it concerns time-based metrics, but not only. Integrating Talent Analytics and Talent Intelligence into resource preparation is ending up being the standard even before recruitment activities commence. Balancing the internal and external viewpoints guarantees that we stay up to date with changes and stay half an action ahead. As the data subject needs to expand, storytelling abilities take centre stage-because information holds a crucial story, and we remain in the lead of writing the narrative around this.
  
  Natalja Horohordina, Head of Talent Acquisition at Eesti Energia
  
  Recruiters must accept and utilize recruitment automation, develop assessment abilities, and boost internal movement in 2024. Recruiters require to understand their groups' skills and capabilities thorough to construct a comprehensive group's evaluation photo.
  
  Lara Holding-Jones, Director at Pink Jelly People Consultancy
  
  Assessment abilities will become progressively important as candidates use AI tools to produce significantly strong CVs.
  
  What will 2024 bring into recruiting?
  
  We will see the number of of these trends and obstacles pointed out bring over to 2024.
  
  Something is for sure: AI and automation will play an assisting function for employers - customised interaction, and the human element will always stay the leading players for both recruiters and .
  
  We are thrilled to see in which direction AI and technology will take us in 2024.
  
  The end-of-the-year webinar "Key patterns and changes 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 offered as needed on Livestorm.
  
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  Piret Luts, Global Head of Talent Analytics, Sourcing & Research at Nortal AS
  
  2023 has actually left lots of talent acquisition groups lean. Recruitment teams and professionals require to discover and reevaluate how to provide more with less. Balancing the needs of business requirements while ensuring personal wellness is vital to fight the pervasive challenge of recruitment burnout in the year ahead. Remember, it is very important that your cup is full too.
  
  The 2nd one would be trust. 2023 was notorious for the variety of layoffs, I feel that there is a growing deficit of trust from the prospects side. Therefore, companies need to be conscious of building their genuine company brand names within out and taking great care of their existing employees. Prioritizing the wellness and engagement of existing workers becomes not simply a business responsibility however a tactical necessary to rebuild and fortify rely on the employing 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 essential to successfully working with and retaining leading skill - specifically as they assist build trust among candidates and staff members.
  
  And there's a lot information to back this up. For example, LinkedIn's Employer Brand data mention that 75% of task hunters think about an employer's brand before even getting a job. In a study of 1,000 employees, Visier found that 90% trust their company. When asked why, 65% stated, "They usually tell me the reality", 52% said, "They're transparent about business policies and practices", and 38% said, "They motivate employees to speak up". And data from Deloitte exposed that trusted business surpass 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 visiting good employers utilizing AI to make their tasks simpler and streamline a lot of their routine, admin-intensive jobs in 2024. We are also visiting a great deal of lazy recruiters terribly utilizing Generative AI tools. We should keep in mind that no one speaks like ChatGPT, so we can not just spit up content and pass it off as our own. Personalisation will be crucial 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 technique. Pay transparency: being more transparent about pay is gaining a lot of popularity; companies need to prepare to be able to fulfill 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 readily available. So business who can work with now have the possibility of having really top quality individuals who are loyal to them. DEI in hiring: business emphasise variety recruitment and unconscious predisposition.