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

We asked 15 recruitment market professionals 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 professionals about the most considerable modifications in recruitment in 2023, the words turning up in the word cloud were AI, automation and the changes in abilities and employer branding.

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

The increase of AI and automation in recruitment

The focus on automation has actually appeared in the past years, and truly so. Recruitment innovation is more available, available 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 celebrated one year of ChatGPT - the infamous AI tool mentioned at every table this year. ChatGPT and other AI tools are utilized by both employers and candidates, raising issues about how it impacts the recruitment procedure and how to preserve ethical and human elements in the decision-making.

At Teamdash, our viewpoint has constantly been that the employer ought to be at the steering wheel and in control, and technology is simply an automobile to arrive much faster, more secure and more comfortably. And it should carry on and be transparent in the recruitment efficiency metrics.

AI resembles your co-pilot - you're in control, giving 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 been a relatively early adopter of Artificial Intelligence. AI helps employers to work smarter, not harder, automate repetitive jobs, make it faster and much easier to source candidates, compose task ads, launch company branding campaigns, and engage with candidates, to name simply a few. AI continues to evolve and automate day-to-day jobs. Recruiters may have the ability to take a great deal of repetitive things off their plates and focus on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started utilizing several AI-powered tools in recruitment, always ensuring ethical practices, of course. Learning the essential prompts not only made my job simpler, but likewise proved exceptionally interesting. Embracing ethical AI tools entirely changed my technique to recruitment: Automated Resume Screening: promptly matching prospect qualifications with job requirements. Chatbot support: guides candidates, responses FAQs, and schedules interviews effortlessly.

In 2023, we experienced the development of the need to headhunt skills rather than fill the roles of actively using people. At the exact same time, the increased flow of using prospects looked like a positive change, however actually, it did more work in terms of the need to reply to everyone, evaluate each profile's suitability to the role and send more rejection emails.

The effectiveness boost that the AI and automation tools provided permitted us to make the process quicker and more consistent. We achieved an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the same time - an increase in staff member 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 make sure the very best prospect experience by utilizing automations and AI.

Tools you need for successful recruitment in 2024

Recruiters without current tools and software application have a clear disadvantage compared to the ones who have actually embraced a comprehensive tech stack.

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

Teamdash is recruitment software constructed by employers for employers, and we understand 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 various automation possibilities and (AI-powered) tools that make your work much easier - an interview scheduler, a job ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to choices, to call a few. The recruitment control panel gives you a birds-eye summary of your entire recruitment procedure. The Recruitment Performance tab gives you a visual introduction of important recruitment metrics so you can be more strategic in your daily work.

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

Having the right tools assists us adapt to the marketplace changes we experienced 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 recruiters in 2024, essential tools consist of advanced AI-driven Applicant Tracking Systems, advanced prospect assessment software application, diverse and inclusive job advertising platforms, data analytics tools for skill acquisition insights, and virtual truth user interfaces for immersive candidate experiences, emphasising 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 taking complete benefit 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 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 templates to make daily jobs faster.

Rethinking and upgrading your employer brand to adapt to the changes

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

To keep up and exceed these expectations and keep working with and retaining leading talent, companies 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 very best companies get 80% of the applicants. No company desires to lose out on employing the very best talent.

To turn into one of the best, transparency is expected throughout all stages of the skill method. This implies leveraging the right innovation and tools to support human proficiencies and constructing a strong employer brand name based upon them.

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

We've seen a lot of change throughout 2023.

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

Our Q3 Flexible Working Index (a report which tracks evolving trends throughout the flexible jobs market) revealed a sharp shift away from remote work amongst employers - completely remote roles accounted for just 4% of task posts between July and September, on average.

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

- Secondly, the traditional work week has significantly progressed over the past year.

The classic Mon-Fri is taking a rear seat. More and more business are introducing an alternative method, 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 escalated, with an average of 47.4% of Flexa users noting it as their preferred way of working throughout October. During the same period, 37.5% picked the 4.5-day week as their choice, and 14.1% specified the 9-day fortnight was theirs.

Kayleigh Little, Recruitment Automation Expert at Teamdash

Maintaining your company brand name whilst recruitment is low is KEY! You need to be continuously sharing things with your audience so when recruitment selects back up you are not essentially beginning from scratch. Technology will allow you to really make data-driven decisions whilst being able to track candidates, raise your company branding and master recruitment marketing.

Recruiter skillset in 2024

In the last few years, we have seen a lift in ability- and value-based hiring. Companies are now actively upskilling their present labor force and working with brand-new staff members to fill the ability spaces.

This also suggests employers need to adapt their abilities to match the requirements. Recruiters need a mix of outstanding soft abilities and difficult skills to be successful in 2024 and beyond. An effective employer in 2024 is a terrific communicator and facilitator who knows how to sell the role and the company, deals with data and statistics to think tactically, and adapts quickly to the changes in the market.

Again, proactively dealing with developing these abilities further and using technology assists remain on top of the recruitment video game.

In the past couple of years, we have seen recruitment becoming increasingly more tactical and data-driven. HR experts have ended up being 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 everyday regimen. This has actually helped them find new methods to streamline the process and automate laborious tasks, making more time for activities that create worth.

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

- We have seen an increase in the number of candidates however still have problems getting adequate qualified candidates;
- We need to cut or handle recruitment costs to remain on top of the financial circumstance on the planet;
- For more powerful company brands, we require much better communication throughout companies, and collaboration with hiring supervisors is specifically crucial.

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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 procedure is as efficient and high-quality as possible. Recruiting is getting more technical with every year. I ´ d state that a good employer needs to stay up to date with the trends, know the target group, and understand how to connect to them. Also, there needs to be a bit of a salesman 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 take part in meaningful conversations and forge collaborations with working with managers and stakeholders is paramount. We must initially cultivate a wealth of business acumen and skills within ourselves to really function as invaluable company partners. It includes understanding our organization goals, preemptively building talent swimming pools, and preventing last-minute firefighting. Stepping into a consumption call with talent market mapping results guides the conversation. It lines up expectations at the ideal level, making the next steps more pleasurable for ourselves, hiring managers, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has actually persisted, few have completely welcomed these principles. Predicting what's ahead of us ends up being an essential ability amongst TA experts and assists us construct significant collaborations with our stakeholders. The approaching years signify a tangible shift, requiring fundamental change when it pertains to time-based metrics, but not just. 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 perspectives makes sure that we stay up to date with changes and remain half an action ahead. As the information topic requires to broaden, storytelling skills take centre stage-because data holds a vital 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 welcome and utilize recruitment automation, employment build evaluation skills, and increase internal movement in 2024. Recruiters need to understand their groups' skills and abilities extensive to develop a detailed group's assessment picture.

Lara Holding-Jones, Director employment at Pink Jelly People Consultancy

Assessment skills will end up being progressively crucial as candidates utilize AI tools to develop progressively strong CVs.

What will 2024 bring into recruiting?

We will see the number of of these patterns and difficulties discussed rollover to 2024.

One thing is for sure: AI and automation will play an assisting role for employers - customised communication, and the human element will always remain the leading gamers for both recruiters and prospects.

We are delighted to see in which direction AI and innovation will take us in 2024.

The end-of-the-year webinar "Key trends and modifications in recruitment for 2024" was an informative session with statistics and expert forecasts from MeetFrank's Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is offered on need on Livestorm.

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Piret Luts, Global Head of Talent Analytics, Sourcing & Research at Nortal AS

2023 has actually left numerous skill acquisition groups lean. Recruitment teams and experts need to find out and review how to provide more with less. Balancing the demands of business needs while guaranteeing personal well-being is necessary to combat the pervasive challenge of recruitment burnout in the year ahead. Remember, it is necessary that your cup is full also.

The second one would be trust. 2023 was notorious for the number of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, companies need to be mindful of developing their authentic company brands completely and taking excellent care of their existing employees. Prioritizing the wellness and engagement of present workers ends up being not just a business obligation however a tactical crucial to restore and fortify rely on the hiring landscape.

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

As attitudes and comprehending continue to sway in the right instructions, I hope 2024 will bring much more openness and utilisation of company branding. Both go hand-in-hand and are incredibly essential to effectively working with and keeping leading skill - especially as they help construct trust amongst candidates and employees.

And there's so much data to back this up. For instance, LinkedIn's Employer Brand data mention that 75% of job applicants think about an employer's brand before even looking for a job.
In a study of 1,000 staff members, Visier found that 90% trust their company. When asked why, 65% said, "They typically inform me the fact", 52% said, "They're transparent about business policies and practices", and 38% stated, "They encourage employees to speak up".
And data from Deloitte revealed that trusted business surpass their peers by up to 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of disruption from generative AI. We are going to see excellent recruiters using AI to make their jobs easier and simplify a lot of their menial, admin-intensive tasks in 2024. We are also visiting a great deal of lazy recruiters badly utilizing Generative AI tools. We should bear in mind that no one speaks like ChatGPT, so we can not simply throw up material and pass it off as our own. Personalisation will be crucial 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 enhance prospect experience with a more individual approach.
Pay transparency: being more transparent about pay is acquiring a lot of popularity; business need to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive.
More talent 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 really top quality individuals who are faithful to them.
DEI in hiring: companies stress variety recruitment and unconscious bias.

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