We are approaching completion of another busy and ever-changing recruitment year.

We asked 15 recruitment industry experts to think about how 2023 will go into the history books and what you can take along with you for 2024.

Unsurprisingly, when we asked our professionals about the most significant changes in recruitment in 2023, the words turning up in the word cloud were AI, automation and the modifications in skills and company branding.

Let's dive into what 15 recruitment professionals needed to state in the 2023 Teamdash survey.

The rise of AI and automation in recruitment

The focus on automation has appeared in the previous years, and rightfully so. Recruitment technology is more offered, accessible and adaptable than ever.

This year, AI took a considerable action ahead in recruitment and has been integrated 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 other AI tools are used by both employers and prospects, raising concerns about how it impacts the recruitment procedure and how to maintain ethical and human factors in 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 technology is simply an automobile to arrive much faster, safer and more easily. And it must continue and be transparent in the recruitment performance 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 reasonably early adopter of Expert system. AI assists recruiters to work smarter, not harder, automate recurring jobs, make it faster and much easier to source candidates, job compose task advertisements, launch company branding projects, and engage with candidates, to call just a couple of. AI continues to develop and automate everyday jobs. Recruiters may have the ability to take a great deal of repetitive things off their plates and concentrate on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began using several AI-powered tools in recruitment, always making sure ethical practices, obviously. Learning the needed triggers not only made my job much easier, however likewise showed extremely interesting. Embracing ethical AI tools completely transformed my method to recruitment: Automated Resume Screening: job quickly matching candidate credentials with job requirements. Chatbot help: guides candidates, answers FAQs, and schedules interviews effortlessly.

In 2023, we experienced the development of the need to headhunt talents instead of fill the functions of people. At the very same time, the increased circulation of applying prospects appeared like a positive change, but in fact, it did more work in terms of the need to respond to everybody, assess each profile's viability to the function and send more rejection emails.

The efficiency boost that the AI and automation tools supplied permitted 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 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 need to make sure the very best candidate experience by utilizing automations and AI.

Tools you require for successful recruitment in 2024

Recruiters without updated tools and software application have a clear downside compared to the ones who have adopted an extensive tech stack.

All the professionals who responded to our survey mentioned having a good and modern-day ATS as the very first essential tool in 2024.

Teamdash is recruitment software developed by employers for employers, and we know how irritating it is dealing with technology 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 talking to alternatives, among others. The recruitment control panel provides you a birds-eye overview of your whole recruitment procedure. The Recruitment Performance tab offers you a visual overview of important recruitment metrics so you can be more tactical in your everyday work.

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

Having the right tools assists 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 comparable), and LinkedIn.

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

For employers in 2024, must-have tools consist of innovative AI-driven Applicant Tracking Systems, sophisticated candidate assessment software, diverse and inclusive task advertising platforms, information analytics tools for skill acquisition insights, and virtual reality interfaces for immersive prospect experiences, stressing performance, fairness, and engagement in the recruitment procedure.

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 lots of recruiters not making the most of innovation. You do not need to master them all, however get a great grounding on triggers and recognition as a minimum. AI is as reputable 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 design templates to make everyday jobs quicker.

Rethinking and redesigning your company brand to adapt to the changes

The nature of work and the expectations towards the work environment and employer have significantly shifted in the past years. There is also a generational modification in the labor force - Gen Z is getting in the labor force as a part of the Boomer generation is retiring.

To keep up and go beyond these expectations and keep working with and maintaining top skill, job companies need to reassess their employer brand 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 company wishes to lose out on employing the very best talent.

To turn into one of the very best, transparency is expected throughout all phases of the skill strategy. This suggests leveraging the right technology and tools to support human proficiencies and constructing a strong employer brand name based upon them.

Diversity (DEI), versatility, openness and the increase 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 workplace on a flexible basis has actually rebounded. While totally remote and remote-first opportunities remain dominant amongst jobseekers, hybrid functions are becoming significantly popular.

Our Q3 Flexible Working Index (a report which tracks progressing patterns across the versatile jobs market) revealed a sharp shift far from remote work amongst companies - completely remote roles accounted for just 4% of job posts in between July and September, usually.

Meanwhile, jobseekers' demand for remote work remains strong, however our data shows that the more versatility business use personnel around working locations, the more popular they are amongst prospects.

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

The timeless Mon-Fri is taking a rear seat. 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 escalated, with approximately 47.4% of Flexa users noting it as their preferred way of working throughout October. During the same duration, 37.5% selected the 4.5-day week as their choice, and 14.1% stated 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 picks back up you are not essentially beginning from scratch. Technology will enable you to truly 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 workforce and employing new employees to fill the ability gaps.

This likewise implies recruiters should adapt their skills to match the requirements. Recruiters require a mix of exceptional soft abilities and difficult skills to be successful in 2024 and beyond. A successful employer in 2024 is a fantastic communicator and facilitator who understands how to sell the function and the company, works 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 using innovation assists remain on top of the recruitment game.

In the previous few years, we have actually seen recruitment becoming a growing number of strategic and data-driven. HR professionals have become the leaders of this shift and job the new talent methods.

We enjoy to see that Teamdash users are actively working 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 new methods to simplify the process and automate laborious tasks, making more time for activities that develop value.

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

- We have seen a boost in the number of prospects but still have difficulties getting sufficient qualified candidates