We are approaching completion of another fast-paced and ever-changing recruitment year.
We asked 15 recruitment industry experts to think of how 2023 will go into the history books and what you can bring with you for 2024.
Unsurprisingly, when we asked our specialists about the most substantial changes in recruitment in 2023, the words turning up in the word cloud were AI, automation and the modifications in abilities and company branding.
Let's dive into what 15 recruitment specialists needed to say in the 2023 Teamdash survey.
The rise of AI and automation in recruitment
The focus on automation has actually been obvious in the past years, and truly so. Recruitment innovation is more offered, accessible and versatile than ever.
This year, AI took a significant action ahead in recruitment and has been integrated into recruitment software, consisting of Teamdash.
We recently commemorated one year of ChatGPT - the notorious AI tool discussed at every supper table this year. ChatGPT and other AI tools are used by both employers and candidates, employment raising issues about how it impacts the recruitment procedure and how to keep ethical and human aspects in the decision-making.
At Teamdash, our approach has constantly been that the recruiter ought to be at the steering wheel and in control, and innovation is simply an automobile to get there quicker, much safer and more easily. And it must continue and be transparent in the recruitment performance metrics.
AI is like your co-pilot - you remain 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 been a relatively early adopter of Artificial Intelligence. AI assists recruiters to work smarter, not harder, automate repeated tasks, make it faster and easier to source prospects, compose job ads, launch company branding projects, and engage with candidates, to call just a couple of. AI continues to evolve and automate daily tasks. Recruiters may have the ability to take a great deal of repetitive things off their plates and focus on the more human aspects of recruiting.
Keter Luhaorg, Recruitment Partner at Euronics
I began using multiple AI-powered tools in recruitment, constantly ensuring ethical practices, of course. Learning the required prompts not only made my job easier, however also proved extremely fascinating. Embracing ethical AI tools entirely changed my approach to recruitment: Automated Resume Screening: swiftly matching candidate credentials with job requirements. Chatbot help: guides prospects, responses FAQs, and schedules interviews perfectly.
In 2023, we experienced the development of the need to headhunt talents rather than fill the roles of actively using individuals. At the very same time, the increased circulation of applying candidates appeared like a favorable change, but in fact, it did more work in regards to the need to reply to everyone, evaluate each profile's suitability to the role and send more rejection e-mails.
The efficiency increase that the AI and automation tools offered allowed us to make the procedure quicker and employment more consistent. We accomplished an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the exact same time - a boost in staff member 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 need to guarantee the best candidate experience by utilizing automations and AI.
Tools you require for successful recruitment in 2024
Recruiters without current tools and software have a clear disadvantage compared to the ones who have actually adopted an extensive tech stack.
All the specialists who responded to our survey mentioned having a good and modern ATS as the very first must-have tool in 2024.
Teamdash is recruitment software application developed by employers for recruiters, and we understand how irritating it is dealing 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 easier - an interview scheduler, a job advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing choices, among others. The recruitment dashboard offers you a birds-eye summary of your entire recruitment procedure. The Recruitment Performance tab provides you a visual overview of important recruitment metrics so you can be more tactical in your everyday work.
We covered picking the ideal ATS for your requirements and company at one of our webinars in 2023. You can enjoy it as needed on Livestorm.
Having the right tools assists us adjust to the marketplace changes we saw in 2023 and be proactive in 2024. Here are some suggestions from our specialists:
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 employers in 2024, essential tools include innovative AI-driven Applicant Tracking Systems, sophisticated prospect assessment software, varied and inclusive job advertising platforms, data analytics tools for skill acquisition insights, and virtual reality interfaces for immersive candidate experiences, emphasising effectiveness, 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 employers not taking complete benefit of technology. You do not have to master them all, however get a great grounding on prompts and recognition as a minimum. AI is as trusted 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 much faster.
Rethinking and redesigning your employer brand to adapt to the changes
The nature of work and the expectations towards the work environment and employer have actually substantially shifted in the previous years. There is also a generational change in the workforce - Gen Z is entering the workforce as a part of the Boomer generation is retiring.
To maintain and exceed these expectations and keep hiring and keeping leading skill, companies have to rethink their company brand name and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the uses in their user base - 20% of the very best employers get 80% of the candidates. No employer wishes to lose out on employing the very best talent.
To end up being one of the finest, employment transparency is expected throughout all stages of the skill strategy. This indicates leveraging the best innovation and tools to support human proficiencies and developing a strong employer brand based upon them.
Diversity (DEI), versatility, transparency and the rise of relatable organisations are the keywords in focus for employer brand names in 2024.
We have actually seen a lot of modification throughout 2023.
- Firstly, the demand for the workplace on a flexible basis has actually rebounded. While fully remote and remote-first chances remain dominant among jobseekers, hybrid roles are becoming progressively popular.
Our Q3 Flexible Working Index (a report which tracks evolving patterns across the versatile tasks market) exposed a sharp shift far from remote work among companies - completely remote roles accounted for simply 4% of job posts between July and September, usually.
Meanwhile, jobseekers' demand for remote work stays strong, but our information shows that the more flexibility companies use staff around working places, the more popular they are amongst prospects.
- Secondly, the traditional work week has actually significantly evolved over the previous year.
The traditional Mon-Fri is taking a backseat. Increasingly more companies 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 noting it as their favored way of working during October. During the exact same period, 37.5% selected the 4.5-day week as their choice, 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 starting from scratch. Technology will enable you to genuinely make data-driven decisions whilst having the ability to track candidates, elevate your company branding and master recruitment marketing.
Recruiter skillset in 2024
Recently, we have seen a lift in skill- and value-based hiring. Companies are now actively upskilling their current workforce and hiring new workers to fill the skill gaps.
This also suggests recruiters need to adapt their abilities to match the requirements. Recruiters require a mix of outstanding soft abilities and tough skills to be effective in 2024 and beyond. An effective recruiter in 2024 is a fantastic communicator and facilitator who knows how to sell the role and the company, deals with data and statistics to believe strategically, and adapts rapidly to the modifications in the market.
Again, proactively dealing with establishing these skills even more and utilizing innovation helps remain on top of the recruitment video game.
In the previous couple of years, we have actually seen recruitment becoming increasingly more strategic and data-driven. HR professionals have ended up being the leaders of this shift and the brand-new skill methods.
We more than happy to see that Teamdash users are actively working with the information available for them in the Recruitment efficiency tab and have actually made inspecting it a part of their day-to-day routine. This has actually helped them find brand-new methods to simplify the process and automate tedious tasks, making more time for activities that create worth.
The new skillset lines up with the obstacles that 2023 has brought and will continue to 2024.
- We have actually seen an increase in the variety of candidates however still have difficulties getting enough qualified prospects;
- We need to cut or handle recruitment costs to remain on top of the financial scenario on the planet;
- For more powerful company brand names, we need much better interaction across companies, and partnership with employing supervisors is especially important.
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Riin Soostar, Senior HR Business Partner at Circle K Eesti
It is necessary to automate as much administrative work as possible so the recruitment procedure is as effective and high-quality as possible. Recruiting is getting more technical with every year. I ´ d say that an excellent recruiter needs to keep up with the patterns, understand the target group, and know 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 an employer in 2024 are:
Business partnering and consultancy skills. The capability to participate in meaningful discussions and forge partnerships with hiring supervisors and stakeholders is paramount. We need to first cultivate a wealth of company acumen and abilities within ourselves to really operate as invaluable organization partners. It includes understanding our business objectives, preemptively developing talent pools, and preventing last-minute firefighting. Entering an intake call with talent market mapping results guides the conversation. It lines up expectations at the ideal level, making the next actions more enjoyable for ourselves, employing supervisors, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven procedures has actually persisted, few have wholeheartedly accepted these concepts. Predicting what's ahead of us ends up being a vital ability among TA professionals and assists us build meaningful collaborations with our stakeholders. The upcoming years indicate a concrete shift, demanding basic modification when it comes to time-based metrics, but not only. Integrating Talent Analytics and Talent Intelligence into resource preparation is ending up being the standard even before recruitment activities begin. Balancing the internal and external point of views guarantees that we stay up to date with modifications and remain half a step ahead. As the information topic requires to expand, storytelling skills take centre stage-because information holds a vital story, and we are in the lead of writing the narrative around this.
Natalja Horohordina, Head of Talent Acquisition at Eesti Energia
Recruiters should accept and leverage recruitment automation, develop assessment skills, and increase internal movement in 2024. Recruiters need to understand their teams' abilities and capabilities extensive to construct a thorough team's evaluation picture.
Lara Holding-Jones, Director at Pink Jelly People Consultancy
Assessment skills will become significantly important as candidates utilize AI tools to produce increasingly strong CVs.
What will 2024 bring into recruiting?
We will see the number of of these patterns and challenges pointed out rollover to 2024.
Something is for sure: AI and automation will play a helping function for recruiters - customised communication, and the human aspect will constantly remain the leading gamers for both recruiters and prospects.
We are thrilled to see in which direction AI and innovation will take us in 2024.
The end-of-the-year webinar "Key patterns and modifications in recruitment for 2024" was an insightful session with data and expert forecasts from MeetFrank's Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is available on demand on Livestorm.
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Piret Luts, Global Head of Talent Analytics, Sourcing & Research at Nortal AS
2023 has left many skill acquisition teams lean. Recruitment groups and specialists require to discover and reassess how to deliver more with less. Balancing the demands of company needs while ensuring personal well-being is necessary to fight the prevalent obstacle of recruitment burnout in the year ahead. Remember, it is essential that your cup is full as well.
The second one would be trust. 2023 was notorious for the variety of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, business require to be mindful of constructing their authentic employer brands inside out and taking excellent care of their present workers. Prioritizing the well-being and engagement of existing workers becomes not simply a corporate obligation however a strategic imperative to restore and strengthen trust in the working with landscape.
Molly Johnson-Jones, CEO & Co-founder at Flexa
As attitudes and understanding continue to sway in the right instructions, I hope 2024 will bring much more openness and utilisation of company branding. Both go hand-in-hand and are very crucial to successfully employing and maintaining leading talent - especially as they assist construct trust amongst candidates and staff members.
And there's so much information to back this up. For example, LinkedIn's Employer Brand data state that 75% of job seekers consider a company's brand name before even looking for a task.
In a study of 1,000 employees, Visier discovered that 90% trust their company. When asked why, 65% said, "They generally tell me the fact", 52% stated, "They're transparent about business policies and practices", and 38% stated, "They encourage employees to speak out".
And information from Deloitte revealed that trusted business outperform their peers by up to 400%!
Vanessa Raath, Founder of The Talent Hunter
There is a great deal of disruption from generative AI. We are visiting great recruiters using AI to make their tasks easier and enhance a lot of their routine, admin-intensive jobs in 2024. We are also going to see a lot of lazy recruiters terribly using Generative AI tools. We need to keep in mind that nobody speaks like ChatGPT, so we can not just regurgitate material and pass it off as our own. Personalisation will be key for us to remain Human.
Hiie-Liin Tamm, Recruitment Lead at Scoro
More automation in recruitment: Using more AI in recruitment to support manual jobs and improve prospect experience with a more personal technique.
Pay transparency: being more transparent about pay is gaining a great deal of popularity; business require to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive.
More skill is offered: Due to great deals of layoffs and instability in the tech sector, there's more talent available. So business who can hire now have the possibility of having extremely high-quality individuals who are devoted to them.
DEI in hiring: business emphasise diversity recruitment and unconscious bias.
