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

We asked 15 recruitment industry professionals 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 substantial 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 specialists had to state in the 2023 Teamdash study.

The increase of AI and automation in recruitment

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

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

We recently commemorated one year of ChatGPT - the notorious AI tool mentioned at every table this year. ChatGPT and other AI tools are used by both employers and candidates, employment raising issues about how it impacts the recruitment process and how to keep ethical and human factors in the decision-making.

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

AI is like your co-pilot - you remain in control, offering commands and making the decisions.

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 reasonably early adopter of Expert system. AI assists recruiters to work smarter, not harder, automate repeated tasks, make it faster and easier to source prospects, compose task ads, launch employer branding projects, and engage with candidates, to name simply a couple of. AI continues to progress and automate day-to-day tasks. Recruiters might be able to take a lot of repeated things off their plates and concentrate on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started using several AI-powered tools in recruitment, always ensuring ethical practices, obviously. Learning the necessary prompts not only made my job much easier, but also proved incredibly interesting. Embracing ethical AI tools totally changed my method to recruitment: Automated Resume Screening: swiftly matching candidate credentials with task requirements. Chatbot support: guides candidates, responses FAQs, and schedules interviews seamlessly.

In 2023, we experienced the growth of the need to headhunt talents instead of fill the roles of actively using individuals. At the very same time, the increased circulation of using prospects looked like a favorable change, however really, it did more work in terms of the need to respond to everyone, assess each profile's suitability to the role and send out more rejection emails.

The efficiency boost that the AI and automation tools provided enabled us to make the process faster and more constant. We achieved an enhancement 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 require to make sure the best candidate experience by using automations and AI.

Tools you require for effective recruitment in 2024

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

All the specialists who reacted to our survey pointed out having a good and modern ATS as the first essential tool in 2024.

Teamdash is recruitment software application built by employers for employers, and we understand how annoying it is dealing with technology that does not fit your workflows.

See Teamdash in action

That's why Teamdash is extremely customisable and includes numerous automation possibilities and (AI-powered) tools that make your work simpler - an interview scheduler, a task ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to alternatives, among others. The recruitment control panel offers you a birds-eye overview of your entire recruitment process. The Recruitment Performance tab gives you a visual introduction of vital recruitment metrics so you can be more strategic in your everyday work.

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

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

My essential 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, must-have tools consist of sophisticated AI-driven Applicant Tracking Systems, advanced candidate evaluation software, varied and inclusive job advertising platforms, information analytics tools for skill acquisition insights, and virtual reality user interfaces for immersive candidate experiences, emphasising performance, fairness, and engagement in the recruitment procedure.

Piret Ulm, Partner Relations Lead at TalentHub

I personally think you will fall too far behind the curve if you do not make AI work for you. There are still too many employers not making the most of innovation. You do not need to master them all, but get a great grounding on prompts and validation as a minimum. AI is as reputable 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 day-to-day tasks faster.

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

The nature of work and the expectations towards the office and company have significantly shifted in the past years. There is also a generational change in the workforce - Gen Z is going into the workforce as a part of the Boomer generation is retiring.

To keep up and go beyond these expectations and keep working with and keeping leading skill, companies need to reassess their employer brand 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 employers get 80% of the applicants. No employer wishes to miss out on hiring the finest skill.

To end up being one of the very best, openness is anticipated throughout all stages of the skill technique. This means leveraging the right innovation and tools to support human proficiencies and developing a strong employer brand name based on them.

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

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

- Firstly, the demand for the office on a flexible basis has picked up. While completely remote and remote-first chances remain dominant among jobseekers, hybrid functions are becoming significantly popular.

Our Q3 Flexible Working Index (a report which tracks developing trends across the versatile jobs market) revealed a sharp shift far from remote work among employers - totally remote functions represented just 4% of task posts between July and September, on average.

Meanwhile, jobseekers' demand for remote work stays strong, but our information shows that the more versatility companies provide staff around working locations, the more popular they are among candidates.

- Secondly, the standard work week has actually considerably evolved over the previous year.

The classic Mon-Fri is taking a backseat. A growing number of 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 actually increased, with an average of 47.4% of Flexa users noting it as their favored way of working throughout October. During the same period, 37.5% chosen 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 whilst recruitment is low is KEY! You require to be constantly sharing things with your audience so when recruitment chooses back up you are not essentially going back to square one. Technology will enable you to genuinely make data-driven choices whilst being able to track prospects, 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 employees to fill the skill gaps.

This likewise suggests recruiters must adjust their skills to match the requirements. Recruiters require a mix of outstanding soft abilities and hard skills to be successful in 2024 and beyond. A successful recruiter in 2024 is a great communicator and facilitator who knows how to sell the function and the company, deals with data and data to think strategically, and adapts quickly to the modifications in the market.

Again, proactively working on developing these abilities further and utilizing technology assists stay on top of the recruitment game.

In the past few years, we have seen recruitment ending up being a growing number of tactical and data-driven. HR specialists have become the leaders of this shift and the brand-new skill techniques.

We more than happy to see that Teamdash users are actively dealing with the data available for them in the Recruitment performance tab and have actually made inspecting it a part of their day-to-day regimen. This has assisted them discover brand-new methods to improve the process and automate tiresome tasks, making more time for activities that produce worth.

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

- We have actually seen an increase in the number of candidates however still have difficulties getting adequate certified prospects;

• We need to cut or handle recruitment expenses to remain on top of the economic scenario worldwide;
• For more powerful employer brand names, we need better communication throughout companies, and cooperation with working with managers is particularly 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 high-quality as possible. Recruiting is getting more technical with every year. I ´ d say that a good employer should 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 a salesman in every employer, in an excellent way.
  
  The most essential abilities for a recruiter in 2024 are:
  
  Business partnering and consultancy abilities. The ability to take part in meaningful conversations and forge partnerships with working with managers and stakeholders is paramount. We must initially cultivate a wealth of business acumen and abilities within ourselves to really work as vital company partners. It involves comprehending our organization goals, preemptively developing skill swimming pools, and avoiding last-minute firefighting. Entering an intake call with talent market mapping results guides the conversation. It lines up expectations at the ideal level, making the next steps more enjoyable for ourselves, employing managers, and prospects. Data-fueled procedures and decision-making: While the discourse around data-driven processes has actually continued, few have wholeheartedly welcomed these principles. Predicting what leads us becomes an essential ability amongst TA experts and helps us construct significant partnerships with our stakeholders. The approaching years indicate a tangible shift, demanding essential change when it concerns time-based metrics, however not only. Integrating Talent Analytics and Talent Intelligence into resource preparation is becoming the standard even before recruitment activities begin. Balancing the internal and external viewpoints ensures that we stay up to date with changes and stay half an action ahead. As the information subject needs to broaden, storytelling skills take centre stage-because information holds a crucial story, and we remain in the lead of composing the story around this.
  
  Natalja Horohordina, Head of Talent Acquisition at Eesti Energia
  
  Recruiters need to embrace and take advantage of recruitment automation, develop assessment abilities, and boost internal mobility in 2024. Recruiters need to understand their teams' skills and abilities thorough to develop a thorough group's assessment picture.
  
  Lara Holding-Jones, Director at Pink Jelly People Consultancy
  
  Assessment skills will become increasingly essential as prospects utilize AI tools to produce significantly strong CVs.
  
  What will 2024 bring into recruiting?
  
  We will see the number of of these patterns and challenges mentioned rollover to 2024.
  
  One thing is for sure: AI and automation will play an assisting function for recruiters - personalised communication, and the human factor will always remain the leading players for both employers and prospects.
  
  We are excited to see in which direction AI and technology 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 as needed on Livestorm.
  
  Experience AI-Powered Recruitment
  
  Piret Luts, Global Head of Talent Analytics, Sourcing & Research at Nortal AS
  
  2023 has left lots of talent acquisition groups lean. Recruitment teams and professionals require to learn and review how to provide more with less. Balancing the demands of organization requirements while ensuring individual well-being is vital to fight the pervasive challenge of recruitment burnout in the year ahead. Remember, it is very important that your cup is complete as well.
  
  The 2nd one would be trust. 2023 was notorious for the number of layoffs, I feel that there is a growing deficit of trust from the prospects side. Therefore, companies require to be conscious of constructing their genuine company brands inside out and taking great care of their existing workers. Prioritizing the well-being and engagement of current workers becomes not just a business duty however a tactical imperative to restore 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 much more openness and utilisation of employer branding. Both go together and are incredibly essential to successfully employing and keeping leading skill - specifically as they help construct trust amongst prospects and employees.
  
  And there's a lot information to back this up. For example, LinkedIn's Employer Brand data state that 75% of job hunters think about an employer's brand name before even getting a task. In a survey 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 workers to speak up". And data from Deloitte exposed that trusted business exceed their peers by approximately 400%!
  
  Vanessa Raath, Founder of The Talent Hunter
  
  There is a great deal of disruption from generative AI. We are going to see excellent recruiters using AI to make their jobs much easier and streamline a great deal of their routine, admin-intensive tasks in 2024. We are also going to see a great deal of lazy recruiters severely utilizing Generative AI tools. We must bear in mind that nobody 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 stay Human.
  
  Hiie-Liin Tamm, Recruitment Lead at Scoro
  
  More automation in recruitment: Using more AI in recruitment to manual tasks and improve candidate experience with a more individual approach. Pay transparency: being more transparent about pay is gaining a great deal of appeal; business need to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive. More skill is available: Due to lots of layoffs and instability in the tech sector, there's more skill readily available. So companies who can hire now have the possibility of having really top quality people who are faithful to them. DEI in hiring: companies stress diversity recruitment and unconscious bias.