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

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

Unsurprisingly, when we asked our experts about the most substantial modifications in recruitment in 2023, the words turning up in the word cloud were AI, automation and the changes in abilities and employer branding.

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

The rise of AI and automation in recruitment

The concentrate on automation has actually been apparent in the previous years, and rightfully so. Recruitment technology is more available, available and adaptable than ever.

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

We just recently commemorated one year of ChatGPT - the infamous AI tool pointed out 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 preserve ethical and human consider the decision-making.

At Teamdash, our viewpoint has actually constantly been that the recruiter should be at the guiding wheel and in control, and technology is simply a vehicle to arrive faster, more secure and more comfortably. And it ought to carry on and be transparent in the recruitment efficiency metrics.

AI is like your co-pilot - you're in control, giving 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 repeated jobs, make it faster and much easier to source candidates, write task advertisements, launch company branding projects, and engage with candidates, to name simply a couple of. AI continues to progress and automate everyday tasks. Recruiters may have the ability to take a great deal of repeated things off their plates and focus on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started using several AI-powered tools in recruitment, constantly guaranteeing ethical practices, naturally. Learning the required prompts not just made my task simpler, however likewise showed exceptionally remarkable. Embracing ethical AI tools totally transformed my approach to recruitment: Automated Resume Screening: quickly matching prospect credentials with job requirements. Chatbot help: guides candidates, answers FAQs, and schedules interviews effortlessly.

In 2023, we experienced the growth of the requirement to headhunt talents instead of fill the roles of actively using individuals. At the exact same time, employment the increased circulation of using prospects looked like a favorable change, however really, it did more work in regards to the need to reply to everyone, evaluate each profile's viability to the role and send more rejection e-mails.

The effectiveness boost that the AI and automation tools supplied permitted us to make the process faster and more constant. We attained an improvement 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 applicants increased by 25% - to increase employing rates, you need to make sure the best candidate experience by using automations and AI.

Tools you require for effective recruitment in 2024

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

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

Teamdash is recruitment software application developed by recruiters for recruiters, and we understand how annoying it is dealing with technology that does not fit your workflows.

See Teamdash in action

That's why Teamdash is extremely customisable and includes different 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 options, to name a few. The recruitment dashboard gives you a birds-eye overview of your entire recruitment process. The Recruitment Performance tab offers you a visual summary of necessary recruitment metrics so you can be more tactical in your daily work.

We covered picking the right ATS for your requirements and business at one of our webinars in 2023. You can enjoy it as needed on Livestorm.

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

My essential tools are Proficient at, Chat GPT (or similar), and LinkedIn.

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

For recruiters in 2024, must-have tools include sophisticated AI-driven Applicant Tracking Systems, sophisticated prospect assessment software, diverse and inclusive task 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 recruiters not maximizing technology. You do not have to master them all, but get a great grounding on triggers and recognition as a minimum. AI is as dependable 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 company brand to adapt to the modifications

The nature of work and the expectations towards the workplace and employer have substantially moved in the past years. There is also a generational modification in the labor force - Gen Z is entering the labor force as a part of the Boomer generation is retiring.

To maintain and go beyond these expectations and keep hiring and keeping leading talent, employers have to reassess their company 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 very best employers get 80% of the candidates. No company wants to lose out on hiring the finest talent.

To become one of the very best, openness is expected throughout all stages of the skill strategy. This implies leveraging the ideal innovation and tools to support human competencies and developing a strong company brand employment name based upon them.

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

We have actually seen a lot of change throughout 2023.

- Firstly, the demand for the office on a flexible basis has rebounded. While completely remote and remote-first opportunities stay dominant amongst jobseekers, hybrid functions are ending up being significantly popular.

Our Q3 Flexible Working Index (a report which tracks developing patterns throughout the versatile jobs market) exposed a sharp shift away from remote work among employers - completely remote roles represented simply 4% of job posts in between July and September, typically.

Meanwhile, jobseekers' demand for remote work remains strong, however our information reveals that the more versatility companies offer staff around working areas, the more popular they are among candidates.

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

The classic Mon-Fri is taking a backseat. More and more business are presenting an alternative technique, that includes variations of the 4-day week, the 4.5-day week, employment and the 9. Demand for the 4-day work week has actually skyrocketed, with approximately 47.4% of Flexa users listing it as their preferred method of working during October. During the very same period, 37.5% picked the 4.5-day week as their preference, and 14.1% stated the 9-day fortnight was theirs.

Kayleigh Little, Recruitment Automation Expert at Teamdash

Maintaining your company brand name whilst recruitment is low is KEY! You require to be continuously sharing things with your audience so when recruitment picks back up you are not basically starting from scratch. 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

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

This also indicates recruiters should adjust their skills to match the requirements. Recruiters need a mix of exceptional soft abilities and difficult skills to be successful in 2024 and beyond. A successful employer in 2024 is a great communicator and facilitator who knows how to offer the role and the company, works with data and statistics to think strategically, and adapts rapidly to the changes in the market.

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

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

We enjoy to see that Teamdash users are actively working with the information readily available for them in the Recruitment performance tab and have made examining it a part of their day-to-day regimen. This has assisted them find new ways to improve the procedure and automate tiresome jobs, making more time for activities that produce worth.

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

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

• We need to cut or handle recruitment costs to remain on top of the financial scenario on the planet;
• For stronger company brands, we need better interaction throughout business, and partnership with working with supervisors is particularly crucial.
  
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  Riin Soostar, Senior HR Business Partner at Circle K Eesti
  
  It is essential to automate as much administrative work as possible so the recruitment process is as effective and high-quality as possible. Recruiting is getting more technical with every year. I ´ d state that a great employer should stay up to date with the patterns, know the target group, and understand how to reach out to them. Also, there has to be a little a salesman in every employer, in an excellent way.
  
  The most essential abilities for a recruiter in 2024 are:
  
  Business partnering and consultancy abilities. The ability to participate in significant discussions and forge partnerships with hiring managers and stakeholders is critical. We need to first cultivate a wealth of company acumen and skills within ourselves to truly work as vital business partners. It involves understanding our company goals, preemptively constructing talent swimming pools, and avoiding last-minute firefighting. Stepping into a consumption call with talent market mapping results guides the conversation. It lines up expectations at the best level, making the next actions more enjoyable for ourselves, hiring managers, and candidates. Data-fueled procedures and decision-making: While the discourse around data-driven processes has actually persisted, few have actually completely welcomed these principles. Predicting what's ahead of us becomes an essential ability among TA specialists and assists us build significant partnerships with our stakeholders. The upcoming years signify a concrete shift, requiring basic modification when it pertains to time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource preparation is ending up being the standard even before recruitment activities commence. Balancing the internal and external viewpoints ensures that we keep up with modifications and remain half an action ahead. As the data topic needs to expand, storytelling abilities take centre stage-because information holds an important story, and we are in the lead of writing the narrative around this.
  
  Natalja Horohordina, Head of Talent Acquisition at Eesti Energia
  
  Recruiters should welcome and leverage recruitment automation, construct assessment abilities, and boost internal movement in 2024. Recruiters require to understand their groups' abilities and abilities thorough to build a comprehensive team's assessment photo.
  
  Lara Holding-Jones, Director at Pink Jelly People Consultancy
  
  Assessment skills will end up being significantly crucial as prospects use AI tools to develop increasingly strong CVs.
  
  What will 2024 bring into recruiting?
  
  We will see how numerous of these patterns and difficulties pointed out rollover to 2024.
  
  One thing is for sure: AI and automation will play a helping function for employers - customised communication, and the human aspect will always stay the leading players for both employers and candidates.
  
  We are thrilled to see in which direction AI and innovation will take us in 2024.
  
  The end-of-the-year webinar "Key trends and modifications in recruitment for 2024" was an insightful session with statistics and skilled predictions from MeetFrank's Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is offered on demand on Livestorm.
  
  Experience AI-Powered Recruitment
  
  Piret Luts, Global Head of Talent Analytics, Sourcing & Research at Nortal AS
  
  2023 has left lots of talent acquisition teams lean. Recruitment groups and specialists need to discover and reassess how to deliver more with less. Balancing the needs of company needs while guaranteeing individual wellness is necessary to fight the prevalent difficulty of recruitment burnout in the year ahead. Remember, it's crucial that your cup is complete also.
  
  The second one would be trust. 2023 was well-known for the number of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, business need to be mindful of building their genuine company brands within out and taking excellent care of their existing workers. Prioritizing the well-being and engagement of present workers ends up being not just a corporate duty but a tactical crucial to rebuild and fortify rely on the hiring landscape.
  
  Molly Johnson-Jones, CEO & Co-founder at Flexa
  
  As mindsets and understanding continue to sway in the best instructions, I hope 2024 will bring a lot more transparency and utilisation of employer branding. Both go hand-in-hand and are exceptionally essential to successfully hiring and maintaining top talent - especially as they assist develop trust among prospects and workers.
  
  And there's a lot data to back this up. For instance, LinkedIn's Employer Brand data mention that 75% of job applicants consider a company's brand before even looking for a task. In a survey of 1,000 workers, Visier found that 90% trust their employer. When asked why, 65% stated, "They typically inform me the reality", 52% said, "They're transparent about business policies and practices", and 38% said, "They encourage workers to speak out". And information from Deloitte revealed that relied on business outshine their peers by as much as 400%!
  
  Vanessa Raath, Founder of The Talent Hunter
  
  There is a great deal of interruption from generative AI. We are visiting great recruiters using AI to make their jobs simpler and streamline a lot of their menial, admin-intensive tasks in 2024. We are also going to see a lot of lazy recruiters badly utilizing Generative AI tools. We must keep in mind that no one speaks like ChatGPT, so we can not simply spit up material and pass it off as our own. Personalisation will be key for us to stay Human.
  
  Hiie-Liin Tamm, Recruitment Lead at Scoro
  
  More automation in recruitment: Using more AI in recruitment to support manual jobs and enhance candidate experience with a more personal method. Pay transparency: being more transparent about pay is acquiring a lot of appeal; companies need to prepare to be able to satisfy the requirements of the European Parliament Pay Transparency Directive. More skill is offered: Due to lots of layoffs and instability in the tech sector, there's more skill readily available. So business who can employ now have the possibility of having very top quality individuals who are devoted to them. DEI in hiring: business emphasise variety recruitment and unconscious bias.