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 enter into the history books and what you can take along with you for 2024.

Unsurprisingly, when we asked our experts about the most considerable modifications in recruitment in 2023, the words popping 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 survey.

The rise of AI and automation in recruitment

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

This year, AI took a substantial action ahead in recruitment and has been included into recruitment software, including Teamdash.

We recently celebrated 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 affects the recruitment procedure and how to keep ethical and human consider the decision-making.

At Teamdash, our approach has constantly been that the recruiter ought to be at the guiding wheel and in control, and technology is just an automobile to arrive quicker, more secure and more easily. And it ought to continue and be transparent in the recruitment efficiency metrics.

AI resembles your co-pilot - you remain 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 relatively early adopter of Artificial Intelligence. AI assists employers to work smarter, not harder, automate repeated tasks, make it faster and easier to source candidates, write task ads, launch employer branding projects, and engage with candidates, to call just a few. AI continues to progress and automate day-to-day jobs. Recruiters may have the ability to take a lot of repetitive things off their plates and focus on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began using multiple AI-powered tools in recruitment, always making sure ethical practices, naturally. Learning the required triggers not only made my job much easier, but likewise proved exceptionally remarkable. Embracing ethical AI tools entirely transformed my method to recruitment: Automated Resume Screening: swiftly matching prospect credentials with job requirements. Chatbot assistance: guides prospects, responses FAQs, and schedules interviews effortlessly.

In 2023, we experienced the development of the need to headhunt skills instead of fill the functions of actively using people. At the very same time, the increased flow of applying candidates appeared like a positive change, however actually, it did more work in terms of the requirement to respond to everyone, evaluate each profile's viability to the role and send out more rejection emails.

The efficiency boost that the AI and automation tools offered permitted us to make the process much faster and more constant. We attained 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 applicants increased by 25% - to increase hiring rates, you require to make sure the very best candidate experience by utilizing automations and AI.

Tools you require for successful recruitment in 2024

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

All the experts who responded to our survey discussed having a great and contemporary ATS as the first essential tool in 2024.

Teamdash is recruitment software application constructed by recruiters for employers, and we understand how frustrating it is dealing with innovation that doesn't fit your workflows.

See Teamdash in action

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 advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing choices, to name a few. The recruitment control panel offers you a birds-eye overview of your entire recruitment process. The Recruitment Performance tab offers you a visual introduction of important recruitment metrics so you can be more strategic in your daily work.

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

Having the right tools helps us adapt to the market modifications we saw in 2023 and be proactive in 2024. Here are some recommendations from our experts:

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 include advanced AI-driven Applicant Tracking Systems, sophisticated prospect assessment software, varied and inclusive job marketing platforms, data analytics tools for skill acquisition insights, and virtual reality interfaces for immersive candidate experiences, emphasising effectiveness, 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 a lot of recruiters not taking full advantage of innovation. You do not have to master them all, however get an excellent grounding on triggers and validation as a minimum. AI is as reliable 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 design templates to make day-to-day jobs much faster.

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

The nature of work and the expectations towards the work environment and employer have significantly shifted in the previous 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 maintain and surpass these expectations and keep working with and maintaining leading skill, employers need to reconsider their employer brand 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 finest employers get 80% of the candidates. No company wishes to lose out on hiring the very best talent.

To turn into one of the finest, openness is expected throughout all stages of the skill method. This suggests leveraging the right innovation and tools to support human competencies and constructing 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 lot of change throughout 2023.

- Firstly, the need for the office on a flexible basis has made a resurgence. While fully remote and remote-first opportunities remain dominant among jobseekers, hybrid functions are becoming increasingly popular.

Our Q3 Working Index (a report which tracks evolving patterns throughout the versatile tasks market) revealed a sharp shift far from remote work among employers - completely remote roles represented simply 4% of job posts between July and September, on average.

Meanwhile, jobseekers' demand for remote work remains strong, however our data shows that the more flexibility business use staff around working locations, the more popular they are among candidates.

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

The traditional Mon-Fri is taking a rear seat. Increasingly more companies are presenting an alternative approach, 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 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% chosen 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 picks back up you are not basically going back to square one. Technology will enable you to truly make data-driven decisions whilst being able to track prospects, raise 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 existing workforce and employing brand-new employees to fill the ability gaps.

This also suggests employers must adjust their abilities to match the requirements. Recruiters need a mix of outstanding soft skills and hard skills to be successful in 2024 and beyond. A successful recruiter in 2024 is an excellent communicator and facilitator who understands how to offer the function and the business, works with information and stats to believe tactically, and adapts rapidly to the changes in the market.

Again, proactively working on establishing these abilities further and utilizing innovation assists remain on top of the recruitment game.

In the past few years, we have seen recruitment ending up being more and more strategic and data-driven. HR specialists have actually become the leaders of this shift and the new skill methods.

We're pleased to see that Teamdash users are actively dealing with the information readily available for them in the Recruitment efficiency tab and have made inspecting it a part of their daily regimen. This has actually assisted them find brand-new methods to enhance the process and automate tiresome jobs, making more time for activities that produce value.

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

- We have actually seen a boost in the number of candidates but still have troubles getting enough qualified candidates