We are approaching completion of another busy and ever-changing recruitment year.
We asked 15 recruitment market experts to think about 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 substantial changes in recruitment in 2023, the words turning up in the word cloud were AI, automation and the modifications in skills and employer branding.
Let's dive into what 15 recruitment experts had to say in the 2023 Teamdash survey.
The increase of AI and automation in recruitment
The concentrate on automation has been evident in the previous years, and rightfully so. Recruitment technology is more readily available, accessible and adaptable than ever.
This year, AI took a significant step ahead in recruitment and has actually been included into recruitment software application, including Teamdash.
We just recently celebrated one year of ChatGPT - the notorious AI tool discussed at every table this year. ChatGPT and other AI tools are used by both recruiters and prospects, raising issues about how it impacts the recruitment procedure and how to keep ethical and human aspects in the decision-making.
At Teamdash, our philosophy has actually always been that the employer must be at the steering wheel and in control, and technology is simply a vehicle to arrive faster, much safer and more easily. And it must bring on and be transparent in the recruitment efficiency metrics.
AI resembles your co-pilot - you remain in control, providing 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 actually been a fairly early adopter of Artificial Intelligence. AI helps recruiters to work smarter, not harder, automate repetitive jobs, make it faster and much easier to source prospects, write task advertisements, launch company branding campaigns, and engage with candidates, to call simply a few. AI continues to develop and automate daily jobs. Recruiters might have the ability to take a great deal of repeated things off their plates and concentrate on the more human aspects of recruiting.
Keter Luhaorg, Recruitment Partner at Euronics
I started utilizing numerous AI-powered tools in recruitment, constantly making sure ethical practices, naturally. Learning the essential prompts not only made my job simpler, however also proved incredibly remarkable. Embracing ethical AI tools entirely changed my method to recruitment: Automated Resume Screening: quickly matching candidate qualifications with job requirements. Chatbot assistance: guides prospects, answers FAQs, and schedules interviews perfectly.
In 2023, we experienced the development of the requirement to headhunt skills instead of fill the functions of actively using people. At the same time, the increased circulation of using prospects looked like a favorable modification, however in fact, it did more work in terms of the requirement to respond to everyone, evaluate each profile's viability to the role and send more rejection e-mails.
The performance boost that the AI and automation tools offered enabled us to make the procedure quicker 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 - an increase in worker NPS.
Lauryna Gireniene, Head of Talent Acquisition at Nord Security
In 2023 our hiring rate from candidates increased by 25% - to increase working with rates, you require 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 application have a clear disadvantage compared to the ones who have actually embraced a detailed tech stack.
All the specialists who responded to our study discussed having a great and modern ATS as the very first must-have tool in 2024.
Teamdash is recruitment software constructed by employers for recruiters, and we understand how frustrating it is working with innovation that does not fit your workflows.
See Teamdash in action
That's why Teamdash is highly customisable and consists of different and (AI-powered) tools that make your work simpler - an interview scheduler, a job ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with options, among others. The recruitment dashboard gives you a birds-eye introduction of your entire recruitment process. The Recruitment Performance tab provides you a visual overview of necessary recruitment metrics so you can be more strategic in your daily work.
We covered picking the right ATS for your needs and company at one of our webinars in 2023. You can view it on demand on Livestorm.
Having the right tools assists us adapt to the market changes we saw in 2023 and be proactive in 2024. Here are some suggestions from our experts:
My essential 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 include innovative AI-driven Applicant Tracking Systems, advanced candidate evaluation software, diverse and inclusive task advertising platforms, data analytics tools for skill acquisition insights, and virtual reality user interfaces for immersive candidate experiences, stressing efficiency, fairness, and engagement in the recruitment process.
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 employers not maximizing innovation. You do not need to master them all, however get a good grounding on prompts and validation 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 day-to-day jobs faster.
Rethinking and redesigning your employer brand to adjust to the changes
The nature of work and the expectations towards the workplace and company have significantly moved in the past years. There is likewise a generational modification in the workforce - Gen Z is getting in the labor force as a part of the Boomer generation is retiring.
To keep up and exceed these expectations and keep hiring and keeping top skill, companies have to reassess their company 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 employer wishes to miss out on hiring the very best skill.
To turn into one of the finest, openness is anticipated throughout all stages of the skill method. This means leveraging the best innovation and tools to support human competencies and constructing a strong employer brand based upon them.
Diversity (DEI), versatility, transparency and the increase of relatable organisations are the keywords in focus for company brands in 2024.
We've seen a lot of modification throughout 2023.
- Firstly, the need for the workplace on a flexible basis has 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 progressing trends throughout the versatile jobs market) revealed a sharp shift away from remote work amongst companies - totally remote roles represented simply 4% of task posts in between July and September, usually.
Meanwhile, jobseekers' need for remote work stays strong, however our information reveals that the more versatility companies provide personnel around working places, the more popular they are among prospects.
- Secondly, the conventional work week has substantially progressed over the previous year.
The traditional Mon-Fri is taking a backseat. A growing number of companies are introducing an alternative technique, which includes variations of the 4-day week, the 4.5-day week, and the 9-day fortnight.
Demand for scientific-programs.science the 4-day work week has actually increased, with an average of 47.4% of Flexa users listing it as their favored way of working during 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 company brand name whilst recruitment is low is KEY! You need to be continuously sharing things with your audience so when recruitment selects back up you are not basically starting from scratch. Technology will allow you to genuinely make data-driven choices whilst being able to track candidates, elevate your company branding and master recruitment marketing.
Recruiter skillset in 2024
Over the last few years, we have actually seen a lift in ability- and value-based hiring. Companies are now actively upskilling their current workforce and hiring brand-new workers to fill the skill spaces.
This also indicates recruiters need to adapt their abilities to match the requirements. Recruiters require a mix of excellent soft skills and hard abilities to be effective in 2024 and beyond. A successful recruiter in 2024 is a great communicator and facilitator who understands how to offer the function and the company, works with data and data to think tactically, and adapts rapidly to the changes in the market.
Again, proactively dealing with developing these abilities even more and using innovation assists remain on top of the recruitment game.
In the past few years, we have actually seen recruitment becoming a growing number of tactical and data-driven. HR experts have ended up being the leaders of this shift and the new skill methods.
We're pleased to see that Teamdash users are actively dealing with the data offered for them in the Recruitment efficiency tab and have made examining it a part of their everyday routine. This has helped them find new methods to enhance the process and automate laborious tasks, making more time for activities that develop worth.
The new skillset aligns with the difficulties that 2023 has actually brought and will continue to 2024.
- We have seen a boost in the variety of candidates however still have troubles getting enough qualified candidates
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Abbie Cairns edited this page 4 weeks ago