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 bring with you for 2024.
Unsurprisingly, when we asked our professionals about the most considerable changes in recruitment in 2023, the words appearing in the word cloud were AI, automation and the modifications in abilities and company branding.
Let's dive into what 15 recruitment professionals needed to say in the 2023 Teamdash survey.
The rise of AI and automation in recruitment
The concentrate on automation has appeared in the previous years, and truly so. Recruitment innovation is more available, accessible and versatile than ever.
This year, AI took a substantial action ahead in recruitment and has been integrated into recruitment software application, including Teamdash.
We just recently celebrated 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 candidates, raising concerns about how it impacts the recruitment process and how to maintain ethical and human consider the decision-making.
At Teamdash, our philosophy has actually always been that the recruiter ought to be at the guiding wheel and in control, and innovation is just a vehicle to arrive much faster, more secure and more comfortably. And it must continue and be transparent in the recruitment efficiency metrics.
AI is like your co-pilot - you're in control, giving commands and deciding.
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Renita Käsper, Global Director of Talent Acquisition and Employer Branding at HRS Group
Talent acquisition and recruitment has been a relatively early adopter of Expert system. AI helps recruiters to work smarter, not harder, automate recurring jobs, make it faster and much easier to source candidates, write job ads, launch company branding projects, and engage with candidates, to name simply a few. AI continues to evolve and automate daily tasks. Recruiters may 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 utilizing multiple AI-powered tools in recruitment, always making sure ethical practices, obviously. Learning the essential prompts not just made my job simpler, but also proved exceptionally fascinating. Embracing ethical AI tools entirely transformed my technique to recruitment: Automated Resume Screening: promptly matching prospect certifications with task requirements. Chatbot support: guides candidates, answers FAQs, and schedules interviews perfectly.
In 2023, we experienced the development of the requirement to headhunt talents instead of fill the functions of actively using people. At the exact same time, the increased circulation of applying prospects looked like a positive modification, but in fact, it did more work in terms of the requirement to respond to everyone, examine each profile's suitability to the role and send out more rejection e-mails.
The performance increase that the AI and automation tools provided allowed us to make the process much faster and more constant. We accomplished an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, employment 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 require to make sure the finest prospect experience by using automations and AI.
Tools you require for successful recruitment in 2024
Recruiters without current tools and software application have a clear downside compared to the ones who have adopted an extensive tech stack.
All the specialists who reacted to our study pointed out having an excellent and modern ATS as the very first essential tool in 2024.
Teamdash is recruitment software built by employers for recruiters, employment and we know how irritating it is working with technology that doesn't fit your workflows.
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That's why Teamdash is extremely customisable and consists of various automation possibilities and (AI-powered) tools that make your work easier - an interview scheduler, a job ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing choices, among others. The recruitment control panel provides you a birds-eye introduction of your entire recruitment procedure. The Recruitment Performance tab offers you a visual introduction of essential recruitment metrics so you can be more tactical in your daily work.
We covered picking the best ATS for your requirements and business at one of our webinars in 2023. You can enjoy it on demand on Livestorm.
Having the right tools helps us adapt to the marketplace modifications we experienced in 2023 and be proactive in 2024. Here are some suggestions from our specialists:
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 employers in 2024, essential tools consist of innovative AI-driven Applicant Tracking Systems, sophisticated prospect evaluation software application, varied and inclusive task marketing platforms, data analytics tools for skill acquisition insights, and virtual truth interfaces for immersive candidate experiences, emphasising performance, fairness, and engagement in the recruitment procedure.
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 too many recruiters not taking full advantage of innovation. You do not have to master them all, but get a good grounding on prompts and validation as a minimum. AI is as reputable 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 tasks much faster.
Rethinking and redesigning your company brand name to adapt to the changes
The nature of work and the expectations towards the office and company have actually substantially moved in the past years. There is likewise a generational modification in the workforce - Gen Z is going into the workforce as a part of the Boomer generation is retiring.
To keep up and go beyond these expectations and keep hiring and maintaining leading skill, companies have to reassess their company 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 best employers get 80% of the candidates. No company desires to miss out on employing the very best skill.
To turn into one of the very best, openness is expected throughout all stages of the talent method. This suggests leveraging the ideal innovation and tools to support human proficiencies and constructing a strong employer brand name based on them.
Diversity (DEI), flexibility, transparency and the increase of relatable organisations are the keywords in focus for employer brands in 2024.
We have actually seen a great deal of change throughout 2023.
- Firstly, the demand for the office on a versatile basis has rebounded. While completely remote and remote-first chances stay dominant among jobseekers, hybrid roles are ending up being significantly popular.
Our Q3 Flexible Working Index (a report which tracks evolving trends throughout the versatile jobs market) revealed a sharp shift far from remote work amongst companies - completely remote functions represented simply 4% of task posts in between July and September, usually.
Meanwhile, jobseekers' demand for remote work remains strong, however our information reveals that the more flexibility companies provide personnel around working places, the more popular they are amongst prospects.
- Secondly, the traditional work week has actually substantially evolved over the past year.
The classic Mon-Fri is taking a rear seat. More and more companies are presenting an alternative approach, which 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 actually increased, with an average of 47.4% of Flexa users listing it as their favored method of working throughout October. During the exact same duration, 37.5% picked the 4.5-day week as their choice, and 14.1% specified 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 constantly sharing things with your audience so when recruitment selects back up you are not basically going back to square one. Technology will enable you to really make data-driven decisions whilst being able to track prospects, raise your company branding and master recruitment marketing.
Recruiter skillset in 2024
In current years, we have actually seen a lift in skill- and value-based hiring. Companies are now actively upskilling their present workforce and hiring brand-new staff members to fill the ability spaces.
This likewise indicates employers need to adjust their skills to match the requirements. Recruiters need a mix of outstanding soft abilities and hard skills to be successful in 2024 and beyond. A successful recruiter in 2024 is a great communicator and facilitator who understands how to sell the function and the business, works with data and statistics to think tactically, and adapts quickly to the modifications in the market.
Again, proactively working on establishing these skills even more and utilizing innovation assists remain on top of the recruitment video game.
In the previous couple of years, we have seen recruitment becoming a growing number of strategic and data-driven. HR professionals have ended up being the leaders of this shift and the brand-new skill techniques.
We enjoy to see that Teamdash users are actively working with the data available for them in the Recruitment efficiency tab and have actually made examining it a part of their everyday regimen. This has helped them find new methods to streamline the procedure and automate tiresome jobs, making more time for activities that produce value.
The new skillset lines up with the challenges that 2023 has actually brought and will continue to 2024.
- We have actually seen a boost in the variety of candidates but still have troubles getting sufficient qualified prospects;
- We require to cut or manage recruitment expenses to stay on top of the financial scenario in the world;
- For more powerful company brands, we require better interaction across business, and collaboration with working with managers is especially essential.
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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 premium as possible. Recruiting is getting more technical with every year. I ´ d say that an excellent employer needs to keep up with the trends, understand the target group, and understand how to reach out to them. Also, there needs to be a little a salesperson in every employer, in a great way.
The most essential abilities for an employer in 2024 are:
Business partnering and consultancy abilities. The capability to take part in meaningful discussions and create partnerships with employing managers and stakeholders is critical. We need to first cultivate a wealth of company acumen and skills within ourselves to truly operate as vital company partners. It involves comprehending our company goals, preemptively constructing talent swimming pools, and preventing last-minute firefighting. Entering an intake call with skill market mapping results guides the discussion. It aligns expectations at the best level, making the next actions more satisfying for ourselves, hiring supervisors, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven processes has continued, couple of have actually completely welcomed these concepts. Predicting what leads us becomes an important ability amongst TA specialists and helps us develop meaningful collaborations with our stakeholders. The upcoming years signal a concrete shift, demanding basic change when it pertains to time-based metrics, but not only. Integrating Talent Analytics and Talent Intelligence into resource planning is ending up being the standard even before recruitment activities start. Balancing the internal and external point of views ensures that we keep up with modifications and stay half an action ahead. As the data subject requires to broaden, storytelling abilities take centre stage-because information holds an important story, and we remain in the lead of writing the narrative around this.
Natalja Horohordina, Head of Talent Acquisition at Eesti Energia
Recruiters need to accept and utilize recruitment automation, develop assessment abilities, and boost internal mobility in 2024. Recruiters require to understand their teams' skills and abilities in-depth to develop an extensive group's assessment picture.
Lara Holding-Jones, Director at Pink Jelly People Consultancy
Assessment skills will end up being progressively essential as prospects use AI tools to produce progressively strong CVs.
What will 2024 bring into recruiting?
We will see the number of of these patterns and obstacles discussed bring over to 2024.
Something is for sure: AI and automation will play a helping function for recruiters - customised interaction, and the human aspect will always stay the leading gamers for both employers and prospects.
We are excited to see in which instructions AI and technology will take us in 2024.
The end-of-the-year webinar "Key patterns and modifications in recruitment for 2024" was an informative session with data and expert forecasts from MeetFrank's Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is readily available on demand on Livestorm.
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Piret Luts, Global Head of Talent Analytics, Sourcing & Research at Nortal AS
2023 has left numerous talent acquisition teams lean. Recruitment groups and specialists need to find out and reassess how to provide more with less. Balancing the demands of service requirements while guaranteeing individual wellness is necessary to fight the prevalent difficulty of recruitment burnout in the year ahead. Remember, it is necessary that your cup is complete also.
The second one would be trust. 2023 was infamous for the variety of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, business require to be conscious of constructing their authentic employer brands inside out and taking excellent care of their current workers. Prioritizing the wellness and engagement of present workers ends up being not just a corporate responsibility however a strategic essential to restore and strengthen rely on the employing landscape.
Molly Johnson-Jones, CEO & Co-founder at Flexa
As mindsets and understanding continue to sway in the right instructions, I hope 2024 will bring much more openness and utilisation of company branding. Both go together and are exceptionally essential to successfully employing and keeping top talent - particularly as they help develop trust among prospects and workers.
And there's so much data to back this up. For example, LinkedIn's Employer Brand stats state that 75% of job candidates think about an employer's brand before even applying for a task.
In a survey of 1,000 workers, Visier found that 90% trust their company. When asked why, 65% said, "They typically inform me the reality", 52% said, "They're transparent about business policies and practices", and 38% stated, "They encourage employees to speak up".
And information from Deloitte exposed that relied on companies outshine their peers by as much as 400%!
Vanessa Raath, Founder of The Talent Hunter
There is a lot of interruption from generative AI. We are visiting good employers using AI to make their tasks simpler and improve a great deal of their menial, admin-intensive jobs in 2024. We are also visiting a great deal of lazy employers severely using Generative AI tools. We must bear in mind that nobody speaks like ChatGPT, so we can not simply 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 tasks and improve candidate experience with a more personal technique.
Pay transparency: being more transparent about pay is acquiring a lot of popularity; companies need to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More talent is available: Due to great deals of layoffs and instability in the tech sector, there's more skill available. So companies who can employ now have the possibility of having really premium individuals who are loyal to them.
DEI in hiring: business stress variety recruitment and unconscious predisposition.
