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

We asked 15 recruitment market specialists to consider 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 substantial changes 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 experts needed to say in the 2023 Teamdash study.

The increase of AI and automation in recruitment

The focus on automation has actually been apparent in the previous years, and truly so. Recruitment innovation is more offered, accessible and adaptable than ever.

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

We just recently commemorated one year of ChatGPT - the notorious AI tool pointed out at every table this year. ChatGPT and other AI tools are used by both employers and prospects, raising concerns about how it affects the recruitment process and how to keep ethical and human factors in the decision-making.

At Teamdash, our approach has actually constantly been that the recruiter should be at the steering wheel and in control, and technology is just a car to arrive much faster, safer and more conveniently. And it must carry on and be transparent in the recruitment efficiency metrics.

AI resembles your co-pilot - you remain 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 fairly early adopter of Artificial Intelligence. AI helps employers to work smarter, not harder, automate repetitive tasks, make it faster and much easier to source candidates, write task advertisements, launch company branding projects, and engage with prospects, to name just a few. AI continues to progress and automate day-to-day tasks. Recruiters may be able to take a great deal of repetitive things off their plates and concentrate on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started using several AI-powered tools in recruitment, always ensuring ethical practices, of course. Learning the necessary prompts not just made my job much easier, but also proved extremely fascinating. Embracing ethical AI tools completely changed my method to recruitment: Automated Resume Screening: promptly matching prospect credentials with job requirements. Chatbot assistance: guides candidates, answers FAQs, and schedules interviews seamlessly.

In 2023, we experienced the development of the need to headhunt skills instead of fill the roles of actively using people. At the very same time, the increased circulation of applying prospects appeared like a favorable modification, however in fact, it did more work in regards to the need to respond to everyone, evaluate each profile's suitability to the function and send out more rejection emails.

The performance boost that the AI and automation tools supplied permitted us to make the process much faster and more consistent. We attained an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the very same time - a boost in staff member 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 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 downside compared to the ones who have actually adopted an extensive tech stack.

All the specialists who reacted to our survey mentioned having a great and modern ATS as the very first essential tool in 2024.

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

See Teamdash in action

That's why Teamdash is highly customisable and includes numerous automation possibilities and (AI-powered) tools that make your work easier - an interview scheduler, a job advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to choices, to call a few. The recruitment dashboard offers you a birds-eye summary of your whole recruitment procedure. The Recruitment Performance tab provides you a visual introduction of necessary recruitment metrics so you can be more tactical in your daily work.

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

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

My must-have tools are Proficient at, Chat GPT (or comparable), and LinkedIn.

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

For recruiters in 2024, essential tools consist of innovative AI-driven Applicant Tracking Systems, sophisticated candidate evaluation software, diverse and inclusive task marketing platforms, data analytics tools for skill acquisition insights, and virtual reality user interfaces for immersive prospect experiences, stressing 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 too numerous recruiters not making the most of technology. You do not need to master them all, but get an excellent grounding on triggers and recognition as a minimum. AI is as trusted 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 everyday jobs much faster.

Rethinking and redesigning your employer brand to adjust to the changes

The nature of work and the expectations towards the office and employer have actually substantially shifted in the previous years. There is also a generational change in the workforce - Gen Z is getting in the labor force as a part of the Boomer generation is retiring.

To maintain and exceed these expectations and keep hiring and maintaining top skill, employers need to reconsider their employer brand name and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto principle applies in their user base - 20% of the finest companies get 80% of the candidates. No employer wants to miss out on out on employing the finest talent.

To end up being one of the very best, openness is expected throughout all phases of the talent technique. This suggests leveraging the best technology and tools to support human competencies and developing a strong company brand based on them.

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

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

- Firstly, the need for the workplace on a flexible basis has rebounded. While completely remote and remote-first opportunities remain dominant amongst jobseekers, hybrid roles are ending up being increasingly popular.

Our Q3 Flexible Working Index (a report which tracks progressing patterns across the versatile tasks market) exposed a sharp shift away from remote work among employers - totally remote functions accounted for just 4% of job posts in between July and September, typically.

Meanwhile, jobseekers' need for remote work stays strong, but our data shows that the more flexibility business use personnel around working places, the more popular they are among prospects.

- Secondly, the standard work week has actually considerably progressed over the past year.

The traditional Mon-Fri is taking a backseat. More and more companies are presenting an alternative method, which consists of variations of the 4-day week, the 4.5-day week, and the 9-day fortnight. Demand employment for the 4-day work week has actually increased, with an average of 47.4% of Flexa users noting it as their favored method of working during October. During the very same period, 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 employer brand whilst recruitment is low is KEY! You need to be continuously sharing things with your audience so when recruitment chooses back up you are not basically going back to square one. Technology will allow you to truly make data-driven choices whilst being able to track candidates, elevate your company 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 labor force and employing new workers to fill the ability gaps.

This also indicates recruiters need to adapt their skills to match the requirements. Recruiters need a mix of excellent soft abilities and difficult abilities to be effective in 2024 and beyond. An effective recruiter in 2024 is a terrific communicator and facilitator who understands how to sell the function and the business, works with information and statistics to think tactically, and adapts quickly to the modifications in the market.

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

In the previous couple of years, we have seen recruitment ending up being more and more tactical and data-driven. HR professionals have become the leaders of this shift and the brand-new skill techniques.

We more than happy to see that Teamdash users are actively working with the information readily available for them in the Recruitment performance tab and have made inspecting it a part of their everyday regimen. This has assisted them find brand-new methods to streamline the process and automate laborious tasks, making more time for activities that create value.

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

- We have seen an increase in the variety of candidates but still have troubles getting adequate qualified prospects