We are approaching the end of another busy and ever-changing recruitment year.
We asked 15 recruitment market experts to consider how 2023 will enter into the history books and what you can take along with you for 2024.
Unsurprisingly, when we asked our specialists about the most substantial modifications in recruitment in 2023, the words turning up in the word cloud were AI, automation and the changes in skills and employer branding.
Let's dive into what 15 recruitment professionals had to state in the 2023 Teamdash survey.
The increase of AI and automation in recruitment
The concentrate on automation has actually been apparent in the previous years, and rightfully so. Recruitment innovation is more available, available and adaptable than ever.
This year, AI took a considerable action ahead in recruitment and has actually been included into recruitment software application, including Teamdash.
We recently commemorated one year of ChatGPT - the notorious AI tool discussed at every dinner table this year. ChatGPT and other AI tools are utilized by both recruiters and candidates, raising concerns about how it impacts the recruitment process and how to keep ethical and human consider the decision-making.
At Teamdash, our approach has always been that the recruiter should be at the steering wheel and in control, and innovation is simply a lorry to arrive quicker, much safer and more comfortably. And it ought to carry on and be transparent in the recruitment performance metrics.
AI is like your co-pilot - you're in control, providing 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 tasks, make it faster and simpler to source candidates, write task advertisements, launch company branding projects, and engage with candidates, to name simply a few. AI continues to develop and automate everyday jobs. Recruiters may be able to take a lot of recurring things off their plates and focus on the more of recruiting.
Keter Luhaorg, Recruitment Partner at Euronics
I began utilizing multiple AI-powered tools in recruitment, constantly making sure ethical practices, of course. Learning the essential prompts not just made my task much easier, however likewise proved incredibly interesting. Embracing ethical AI tools completely transformed my method to recruitment: Automated Resume Screening: swiftly matching candidate credentials with job requirements. Chatbot support: guides prospects, responses FAQs, and schedules interviews effortlessly.
In 2023, we experienced the growth of the need to headhunt skills instead of fill the functions of actively applying individuals. At the same time, the increased flow of using prospects looked like a favorable change, however actually, it did more work in terms of the need to respond to everybody, examine each profile's viability to the function and send more rejection emails.
The effectiveness boost that the AI and automation tools offered permitted us to make the process much faster and more constant. We achieved an enhancement 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 employing rates, you require to make sure the very best candidate experience by using automations and AI.
Tools you require for successful recruitment in 2024
Recruiters without up-to-date tools and software application have a clear drawback compared to the ones who have embraced a detailed tech stack.
All the specialists who reacted to our survey discussed having a great and modern ATS as the first must-have tool in 2024.
Teamdash is recruitment software application developed by employers for employers, and we understand how annoying it is dealing with innovation that doesn't 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 simpler - 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 couple of. The recruitment dashboard gives you a birds-eye summary of your whole recruitment process. The Recruitment Performance tab offers you a visual overview of important recruitment metrics so you can be more tactical in your daily work.
We covered picking the ideal ATS for your requirements and business at one of our webinars in 2023. You can watch it as needed on Livestorm.
Having the right tools helps us adjust to the market changes we saw in 2023 and be proactive in 2024. Here are some recommendations from our specialists:
My essential tools are Proficient at, Chat GPT (or comparable), and LinkedIn.
Jane Pettit, somalibidders.com Business Growth Coach and Recruitment Team Trainer at Centred Excellence
For employers in 2024, must-have tools consist of sophisticated AI-driven Applicant Tracking Systems, advanced candidate evaluation software application, diverse and inclusive task advertising platforms, data analytics tools for talent acquisition insights, and virtual reality user interfaces for immersive candidate experiences, emphasising effectiveness, 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 taking complete advantage of innovation. You do not need to master them all, however get a great grounding on prompts and recognition as a minimum. AI is as trusted 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 much faster.
Rethinking and redesigning your company brand name to adapt to the changes
The nature of work and the expectations towards the workplace and employer have significantly moved in the past years. There is also 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 go beyond these expectations and keep employing and maintaining top skill, employers have to reconsider their employer brand and wifidb.science 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 lose out on working with the very best skill.
To become one of the very best, openness is expected throughout all stages of the skill technique. This suggests leveraging the ideal innovation and tools to support human proficiencies and developing a strong employer brand name based on them.
Diversity (DEI), flexibility, openness and the increase of relatable organisations are the keywords in focus for company brand names in 2024.
We've seen a lot of modification throughout 2023.
- Firstly, the demand for the workplace on a versatile basis has picked up. While fully remote and remote-first opportunities stay dominant among jobseekers, hybrid roles are becoming progressively popular.
Our Q3 Flexible Working Index (a report which tracks developing patterns throughout the flexible jobs market) exposed a sharp shift away from remote work among employers - fully remote functions accounted for simply 4% of task posts in between July and September, on average.
Meanwhile, jobseekers' need for remote work remains strong, however our data shows that the more flexibility companies use staff around working places, the more popular they are among prospects.
- Secondly, the standard work week has significantly developed over the past year.
The traditional Mon-Fri is taking a backseat. More and more business are presenting an alternative technique, 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 escalated, with an average of 47.4% of Flexa users listing 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% specified the 9-day fortnight was theirs.
Kayleigh Little, Recruitment Automation Expert at Teamdash
Maintaining your employer 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 going back to square one. Technology will enable you to genuinely make data-driven decisions whilst being able to track prospects, raise your employer branding and master recruitment marketing.
Recruiter skillset in 2024
Recently, 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 workers to fill the skill spaces.
This also means recruiters need to adapt their abilities to match the requirements. Recruiters need a mix of exceptional soft skills and hard skills to be successful in 2024 and beyond. An effective recruiter in 2024 is a terrific communicator and facilitator who knows how to sell the role and the company, works with data and stats to think tactically, and adapts rapidly to the modifications in the market.
Again, proactively dealing with developing these abilities further and utilizing technology helps remain on top of the recruitment game.
In the past couple of years, we have actually seen recruitment becoming increasingly more tactical and data-driven. HR specialists have actually ended up being the leaders of this shift and the new talent strategies.
We're pleased to see that Teamdash users are actively working with the data readily available for them in the Recruitment performance tab and have actually made inspecting it a part of their everyday regimen. This has helped them discover new methods to streamline the process and automate tedious tasks, making more time for activities that create worth.
The new skillset lines up with the difficulties that 2023 has actually brought and will bring on to 2024.
- We have seen an increase in the number of candidates but still have problems getting sufficient certified candidates
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Adolph Brinkman edited this page 4 months ago