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

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

Unsurprisingly, when we asked our specialists about the most considerable changes in recruitment in 2023, the words turning up in the word cloud were AI, automation and the modifications in abilities and employer branding.

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

The rise of AI and automation in recruitment

The focus on automation has been obvious in the previous years, and rightfully so. Recruitment innovation is more available, accessible and versatile than ever.

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

We just recently celebrated one year of ChatGPT - the notorious AI tool mentioned at every table this year. ChatGPT and other AI tools are utilized by both employers and candidates, raising concerns about how it impacts the recruitment procedure and how to preserve ethical and human elements in the decision-making.

At Teamdash, our philosophy has constantly been that the recruiter ought to be at the guiding wheel and in control, and innovation is just a car to arrive much faster, safer and more comfortably. And it ought to continue and be transparent in the recruitment efficiency metrics.

AI resembles your co-pilot - you remain in control, offering 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 actually been a reasonably early adopter of Expert system. AI assists employers to work smarter, not harder, automate repeated jobs, make it faster and employment easier to source prospects, write job ads, launch company branding projects, and engage with candidates, to name simply a few. AI continues to evolve and automate everyday jobs. Recruiters might have the ability to take a great deal 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, always ensuring ethical practices, naturally. Learning the essential triggers not just made my task simpler, however likewise showed extremely interesting. Embracing ethical AI tools totally changed my technique to recruitment: Automated Resume Screening: quickly matching candidate credentials with task requirements. Chatbot help: guides candidates, responses FAQs, and schedules interviews seamlessly.

In 2023, we experienced the growth of the requirement to headhunt skills instead of fill the roles of actively applying individuals. At the very same time, the increased circulation of applying candidates appeared like a positive modification, however actually, it did more operate in regards to the need to respond to everybody, evaluate each profile's viability to the function and send out more rejection emails.

The effectiveness boost that the AI and automation tools offered enabled us to make the procedure quicker and more consistent. We attained an enhancement 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 employing rates, you need to ensure the very best candidate experience by utilizing automations and AI.

Tools you require for effective recruitment in 2024

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

All the professionals who responded to our study discussed having a good and contemporary ATS as the first essential tool in 2024.

Teamdash is recruitment software application built by recruiters for employers, and we know how annoying it is working with innovation that doesn't fit your workflows.

See Teamdash in action

That's why Teamdash is highly customisable and consists of numerous automation possibilities and (AI-powered) tools that make your work simpler - an interview scheduler, a task advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing choices, among others. The recruitment dashboard gives you a birds-eye summary of your whole recruitment process. The tab offers you a visual introduction of necessary recruitment metrics so you can be more tactical in your everyday work.

We covered choosing the right ATS for your requirements and business at one of our webinars in 2023. You can view it on need 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 suggestions from our specialists:

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, must-have tools consist of innovative AI-driven Applicant Tracking Systems, sophisticated candidate evaluation software application, diverse and inclusive job marketing platforms, data analytics tools for skill acquisition insights, and virtual reality interfaces for immersive prospect 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 employers not maximizing innovation. You do not need to master them all, but get a good 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 design templates to make day-to-day jobs quicker.

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

The nature of work and the expectations towards the workplace and employer have significantly moved in the previous years. There is likewise a generational change in the labor force - Gen Z is going into the labor force as a part of the Boomer generation is retiring.

To keep up and go beyond these expectations and keep employing and maintaining top skill, companies have to reassess their company brand name and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto concept uses in their user base - 20% of the best employers get 80% of the applicants. No company wishes to miss out on out on working with the finest talent.

To become one of the finest, openness is anticipated throughout all stages of the skill technique. This suggests leveraging the right technology and tools to support human proficiencies and building a strong company brand name based upon them.

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

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

- Firstly, the demand for the workplace on a versatile basis has actually made a resurgence. While fully remote and remote-first chances remain dominant among jobseekers, hybrid roles are ending up being significantly popular.

Our Q3 Flexible Working Index (a report which tracks developing trends across the versatile tasks market) revealed a sharp shift away from remote work among companies - completely remote functions accounted for just 4% of job posts between July and September, typically.

Meanwhile, jobseekers' demand for remote work remains strong, however our information shows that the more versatility business offer personnel around working places, the more popular they are among prospects.

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

The traditional Mon-Fri is taking a rear seat. A growing number of companies are introducing an alternative technique, 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 skyrocketed, with approximately 47.4% of Flexa users listing it as their favored way of working throughout October. During the exact same duration, 37.5% picked 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 selects back up you are not essentially beginning from scratch. Technology will enable you to truly make data-driven decisions whilst being able to track prospects, elevate your company branding and master recruitment marketing.

Recruiter skillset in 2024

In current years, we have actually seen a lift in skill- and value-based hiring. Companies are now actively upskilling their present labor force and hiring brand-new workers to fill the ability spaces.

This likewise implies recruiters should adapt their skills to match the requirements. Recruiters require a mix of outstanding soft skills and employment tough abilities to be effective in 2024 and beyond. An effective employer in 2024 is a great communicator and facilitator who understands how to sell the role and the business, deals with data and data to think strategically, and adapts quickly to the changes in the market.

Again, proactively working on developing these abilities even more and using innovation helps stay on top of the recruitment game.

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

We more than happy to see that Teamdash users are actively working with the information offered for them in the Recruitment performance tab and have made inspecting it a part of their everyday regimen. This has actually helped them find new ways to enhance the procedure and automate tedious jobs, making more time for activities that create value.

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

- We have actually seen a boost in the number of prospects but still have troubles getting enough certified prospects;

• We require to cut or handle recruitment costs to remain on top of the economic situation worldwide;
• For more powerful company brands, we need much better interaction across business, and collaboration with employing supervisors is particularly 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 procedure is as efficient and premium as possible. Recruiting is getting more technical with every year. I ´ d state that a great employer needs to stay up to date with the patterns, understand the target group, and understand how to connect to them. Also, there needs to be a little bit of a salesperson in every recruiter, in a great way.
  
  The most important abilities for a recruiter in 2024 are:
  
  Business partnering and consultancy abilities. The capability to participate in significant discussions and create collaborations with hiring supervisors and stakeholders is critical. We should initially cultivate a wealth of organization acumen and abilities within ourselves to really work as invaluable service partners. It involves understanding our business objectives, preemptively building skill pools, and preventing last-minute firefighting. Stepping into a consumption call with skill market mapping results guides the conversation. It lines up expectations at the right level, making the next steps more enjoyable for ourselves, employing managers, and candidates. Data-fueled procedures and decision-making: While the discourse around data-driven procedures has actually persisted, couple of have wholeheartedly welcomed these concepts. Predicting what leads us becomes an important skill amongst TA experts and helps us construct significant collaborations with our stakeholders. The approaching years signify a tangible shift, requiring essential change when it concerns time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource preparation is ending up being the requirement even before recruitment activities commence. Balancing the internal and external viewpoints makes sure that we stay up to date with changes and stay half an action ahead. As the information subject requires to broaden, storytelling skills take centre stage-because information holds an essential story, and we remain in the lead of composing the narrative around this.
  
  Natalja Horohordina, Head of Talent Acquisition at Eesti Energia
  
  Recruiters need to welcome and leverage recruitment automation, develop assessment skills, and increase internal movement in 2024. Recruiters need to understand their teams' abilities and abilities extensive to build a thorough team's evaluation image.
  
  Lara Holding-Jones, Director at Pink Jelly People Consultancy
  
  Assessment skills will become increasingly essential as prospects use AI tools to create significantly strong CVs.
  
  What will 2024 bring into recruiting?
  
  We will see the number of of these trends and difficulties discussed bring over to 2024.
  
  Something is for sure: AI and automation will play a helping function for recruiters - personalised communication, and the human element will constantly stay the leading gamers for both employers and candidates.
  
  We are delighted to see in which instructions AI and innovation will take us in 2024.
  
  The end-of-the-year webinar "Key trends and modifications in recruitment for 2024" was an insightful session with data and professional forecasts 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 left lots of skill acquisition teams lean. Recruitment teams and experts need to learn and reevaluate how to provide more with less. Balancing the demands of business needs while guaranteeing personal well-being is necessary to fight the prevalent 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 infamous for the variety of layoffs, I feel that there is a growing deficit of trust from the prospects side. Therefore, companies need to be mindful of developing their authentic company brand names completely and taking good care of their current employees. Prioritizing the wellness and engagement of existing staff members ends up being not just a business duty however a tactical important 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 right direction, I hope 2024 will bring far more openness and utilisation of company branding. Both go together and are very crucial to effectively hiring and keeping leading talent - particularly as they help build trust amongst prospects and staff members.
  
  And there's a lot data to back this up. For example, LinkedIn's Employer Brand stats mention that 75% of task hunters think about a company's brand before even looking for a task. In a survey of 1,000 employees, Visier found that 90% trust their employer. When asked why, 65% said, "They normally tell me the reality", 52% said, "They're transparent about company policies and practices", and 38% said, "They encourage workers to speak up". And data from Deloitte revealed that relied on business exceed their peers by approximately 400%!
  
  Vanessa Raath, Founder of The Talent Hunter
  
  There is a great deal of disturbance from generative AI. We are visiting excellent employers using AI to make their tasks simpler and streamline a great deal of their routine, admin-intensive tasks in 2024. We are also visiting a lot of lazy recruiters severely using Generative AI tools. We need to keep in mind 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 stay Human.
  
  Hiie-Liin Tamm, Recruitment Lead at Scoro
  
  More automation in recruitment: Using more AI in recruitment to support manual jobs and improve candidate experience with a more personal technique. Pay openness: being more transparent about pay is getting a lot of popularity; business require to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive. More talent is readily available: Due to great deals of layoffs and instability in the tech sector, there's more skill readily available. So companies who can work with now have the possibility of having extremely high-quality individuals who are faithful to them. DEI in hiring: business stress diversity recruitment and unconscious bias.