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We are approaching completion of another busy 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 bring 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 modifications in skills and employer branding.

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

The rise of AI and automation in recruitment

The focus on automation has actually been apparent in the past years, and truly so. Recruitment technology is more readily available, available and adaptable than ever.

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

We recently celebrated one year of ChatGPT - the notorious AI tool mentioned at every dinner table this year. ChatGPT and employment other AI tools are utilized by both recruiters and candidates, raising issues about how it affects the recruitment process and how to maintain ethical and human consider the decision-making.

At Teamdash, our philosophy has actually constantly been that the recruiter needs to be at the steering wheel and in control, and innovation is just a vehicle to arrive quicker, much safer and more comfortably. And it should 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 relatively early adopter of Artificial Intelligence. AI assists recruiters to work smarter, not harder, automate repeated jobs, make it faster and easier to source candidates, compose job advertisements, launch employer branding projects, and engage with prospects, to name just a couple of. AI continues to develop and automate everyday tasks. Recruiters might be able to take a great deal of recurring things off their plates and concentrate on the more human elements of .

Keter Luhaorg, Recruitment Partner at Euronics

I started using multiple AI-powered tools in recruitment, always making sure ethical practices, of course. Learning the required triggers not only made my job easier, but also showed incredibly remarkable. Embracing ethical AI tools entirely changed my technique to recruitment: Automated Resume Screening: promptly matching prospect credentials with job requirements. Chatbot help: guides candidates, answers FAQs, and schedules interviews perfectly.

In 2023, we experienced the growth of the requirement to headhunt skills instead of fill the functions of actively using people. At the very same time, the increased flow of using candidates seemed like a positive change, however really, it did more work in terms of the need to respond to everyone, assess each profile's viability to the function and send out more rejection e-mails.

The efficiency increase that the AI and automation tools provided enabled us to make the procedure much faster and more constant. We accomplished an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the exact same time - an increase in employee NPS.

Lauryna Gireniene, Head of Talent Acquisition at Nord Security

In 2023 our hiring rate from applicants increased by 25% - to increase working with rates, you require to guarantee the very best candidate experience by utilizing automations and AI.

Tools you need for effective recruitment in 2024

Recruiters without up-to-date tools and software have a clear drawback compared to the ones who have adopted a detailed tech stack.

All the professionals who reacted to our survey pointed out having an excellent and modern-day ATS as the very first essential tool in 2024.

Teamdash is recruitment software built by employers for employers, and we know how annoying it is working with innovation that does not fit your workflows.

See Teamdash in action

That's why Teamdash is extremely customisable and includes various 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 speaking with alternatives, among others. The recruitment control panel gives you a birds-eye overview of your whole recruitment procedure. 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 picking the best ATS for your requirements and company at one of our webinars in 2023. You can watch it on demand on Livestorm.

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

My essential tools are Good ATS, Chat GPT (or similar), and LinkedIn.

Jane Pettit, Business Growth Coach and Recruitment Team Trainer at Centred Excellence

For employers in 2024, essential tools consist of sophisticated AI-driven Applicant Tracking Systems, advanced candidate evaluation software, varied and inclusive job marketing platforms, information analytics tools for skill acquisition insights, and virtual truth interfaces for immersive candidate experiences, emphasising performance, 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 making the most of innovation. You do not need to master them all, employment however get an excellent grounding on prompts and recognition 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 quicker.

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

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

To maintain and exceed these expectations and keep employing and retaining leading talent, employers need to rethink their company brand name and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto principle uses in their user base - 20% of the best companies get 80% of the candidates. No employer wishes to lose out on hiring the finest skill.

To turn into one of the very best, transparency is anticipated throughout all phases of the talent technique. This implies leveraging the ideal innovation and tools to support human proficiencies and developing a strong company brand name based on them.

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

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

- Firstly, the demand for the office on a flexible basis has actually rebounded. While completely remote and remote-first chances stay dominant among jobseekers, hybrid roles are becoming increasingly popular.

Our Q3 Flexible Working Index (a report which tracks progressing patterns across the versatile tasks market) revealed a sharp shift away from remote work among companies - completely remote roles represented just 4% of job posts between July and September, on average.

Meanwhile, jobseekers' need for remote work stays strong, but our information reveals that the more versatility companies use staff around working places, the more popular they are among prospects.

- Secondly, the standard work week has significantly evolved over the past year.

The traditional Mon-Fri is taking a backseat. More and more business are presenting an alternative approach, 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 an average of 47.4% of Flexa users listing it as their preferred way of working during October. During the same duration, 37.5% selected 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 company 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 going back to square one. Technology will enable you to really 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 current workforce and working with brand-new employees to fill the ability gaps.

This likewise means employers should adapt their skills to match the requirements. Recruiters need a mix of exceptional soft abilities and hard skills to be successful in 2024 and beyond. An effective recruiter in 2024 is a fantastic 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 abilities even more and using innovation helps stay on top of the recruitment video game.

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

We enjoy to see that Teamdash users are actively dealing with the data offered for them in the Recruitment performance tab and have made checking it a part of their daily routine. This has helped them discover new ways to enhance the process and automate tiresome tasks, making more time for activities that produce value.

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

- We have seen a boost in the number of candidates however still have difficulties getting enough certified candidates