We are approaching completion 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 take along with you for 2024.

Unsurprisingly, when we asked our professionals about the most substantial modifications in recruitment in 2023, the words appearing in the word cloud were AI, automation and the changes in abilities 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 concentrate on automation has appeared in the previous years, and rightfully so. Recruitment technology is more readily available, accessible and adaptable than ever.

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

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

At Teamdash, our viewpoint has actually always been that the recruiter should be at the steering wheel and in control, and innovation is simply an automobile to arrive quicker, safer and more easily. And it should continue and be transparent in the recruitment efficiency metrics.

AI resembles your co-pilot - you remain in control, offering 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 helps employers to work smarter, not harder, automate repeated tasks, make it faster and much easier to source candidates, write job ads, launch company branding projects, and engage with prospects, to call simply a few. AI continues to develop and automate daily jobs. Recruiters might have the ability to take a lot of repetitive things off their plates and concentrate on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started using numerous AI-powered tools in recruitment, always making sure ethical practices, of course. Learning the necessary triggers not only made my job simpler, however also showed incredibly fascinating. Embracing ethical AI tools entirely transformed my method to recruitment: Automated Resume Screening: swiftly matching candidate qualifications with job requirements. Chatbot assistance: guides prospects, answers FAQs, and schedules interviews flawlessly.

In 2023, we experienced the development of the need to headhunt skills instead of fill the functions of actively applying individuals. At the same time, the increased circulation of applying candidates appeared like a positive modification, but actually, it did more operate in regards to the need to reply to everybody, examine each profile’s viability to the function and send out more rejection e-mails.

The efficiency boost that the AI and automation tools provided allowed us to make the procedure much faster and more constant. We achieved an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the very same time - a boost in employee 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 require to guarantee the very best prospect experience by using automations and AI.

Tools you need for successful recruitment in 2024

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

All the professionals who reacted to our study pointed out having a good and employment modern ATS as the first must-have tool in 2024.

Teamdash is recruitment software application developed by recruiters for recruiters, 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 includes different 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 options, to name a couple of. The recruitment dashboard offers you a birds-eye overview of your entire recruitment process. The Recruitment Performance tab provides you a visual introduction of important recruitment metrics so you can be more strategic in your everyday work.

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

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

My must-have tools are Good ATS, Chat GPT (or similar), and LinkedIn.

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

For recruiters in 2024, essential tools include sophisticated AI-driven Applicant Tracking Systems, sophisticated prospect assessment software application, diverse and inclusive job marketing platforms, information analytics tools for employment skill acquisition insights, and virtual truth user interfaces for immersive candidate experiences, stressing efficiency, fairness, and engagement in the recruitment process.

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 maximizing technology. You do not need to master them all, however get a great grounding on prompts and validation as a minimum. AI is as dependable 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 everyday jobs quicker.

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

The nature of work and the expectations towards the office and employer have substantially shifted in the past years. There is likewise a generational modification in the workforce - Gen Z is entering the workforce as a part of the Boomer generation is retiring.

To maintain and surpass these expectations and keep hiring and maintaining top talent, companies have to reassess 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 employers get 80% of the applicants. No company wishes to lose out on hiring the very best talent.

To turn into one of the best, transparency is expected throughout all stages of the skill method. This indicates leveraging the ideal innovation and tools to support human competencies and constructing a strong employer brand name based upon 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 modification throughout 2023.

- Firstly, the need for the office on a versatile basis has actually rebounded. While completely remote and remote-first chances remain dominant among jobseekers, hybrid functions are ending up being significantly popular.

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

Meanwhile, jobseekers’ need for remote work remains strong, but our data reveals that the more versatility companies offer staff around working areas, the more popular they are amongst candidates.

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

The classic Mon-Fri is taking a rear seat. More and more business are presenting an alternative approach, which consists of 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 escalated, with an average of 47.4% of Flexa users noting it as their preferred way of working throughout October. During the exact same duration, 37.5% selected the 4.5-day week as their preference, employment 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 need to be continuously sharing things with your audience so when recruitment selects back up you are not essentially starting from scratch. Technology will enable you to really make data-driven choices whilst being able to track prospects, raise your employer branding and master recruitment marketing.

Recruiter skillset in 2024

Over the last few years, we have actually seen a lift in skill- and value-based hiring. Companies are now actively upskilling their current labor force and employing new employees to fill the skill gaps.

This also implies recruiters need to adapt their skills to match the requirements. Recruiters need a mix of exceptional soft abilities and hard abilities to be successful in 2024 and beyond. A successful employer in 2024 is a fantastic communicator and facilitator who understands how to sell the role and the business, deals with data and stats to believe strategically, and adapts rapidly to the in the market.

Again, proactively dealing with establishing these skills further and utilizing innovation assists stay on top of the recruitment game.

In the past few years, we have seen recruitment ending up being a growing number of strategic and data-driven. HR professionals have ended up being the leaders of this shift and the brand-new skill strategies.

We’re happy to see that Teamdash users are actively dealing with the information offered for them in the Recruitment efficiency tab and have actually made checking it a part of their daily regimen. This has actually helped them discover new methods to streamline the process and automate laborious tasks, making more time for activities that produce value.

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

- We have seen an increase in the variety of prospects however still have troubles getting enough qualified prospects