We are approaching the end of another busy and ever-changing recruitment year.
We asked 15 recruitment industry to believe about 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 considerable modifications in recruitment in 2023, the words turning up in the word cloud were AI, automation and the modifications in abilities and employer branding.
Let's dive into what 15 recruitment specialists needed to say in the 2023 Teamdash study.
The increase of AI and automation in recruitment
The focus on automation has appeared in the previous years, and rightfully so. Recruitment innovation is more offered, accessible and versatile than ever.
This year, AI took a considerable action ahead in recruitment and has actually been included into recruitment software application, consisting of Teamdash.
We recently commemorated one year of ChatGPT - the notorious AI tool discussed at every table this year. ChatGPT and other AI tools are used by both employers and prospects, raising concerns about how it affects the recruitment procedure and how to keep ethical and human factors in the decision-making.
At Teamdash, our philosophy has constantly been that the recruiter ought to be at the steering wheel and in control, and technology is simply a lorry to arrive quicker, much safer and more easily. And it should bring on and be transparent in the recruitment efficiency metrics.
AI is like your co-pilot - you remain in control, offering 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 Artificial Intelligence. AI assists employers to work smarter, not harder, automate repetitive tasks, make it faster and much easier to source prospects, write job ads, launch employer branding campaigns, and engage with candidates, to name simply a few. AI continues to evolve and automate day-to-day tasks. Recruiters may be able 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 began using multiple AI-powered tools in recruitment, always making sure ethical practices, obviously. Learning the required prompts not only made my job simpler, but also showed incredibly remarkable. Embracing ethical AI tools entirely changed my technique to recruitment: Automated Resume Screening: promptly matching candidate qualifications with task requirements. Chatbot assistance: guides candidates, responses FAQs, and schedules interviews flawlessly.
In 2023, we experienced the growth of the requirement to headhunt talents rather than fill the roles of actively using individuals. At the very same time, the increased circulation of applying candidates looked like a positive modification, however in fact, it did more work in terms of the requirement to reply to everybody, assess each profile's suitability to the function and send out more rejection emails.
The efficiency increase that the AI and automation tools supplied enabled us to make the process quicker and more constant. We attained an enhancement 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 applicants increased by 25% - to increase hiring rates, you need to guarantee the very best candidate experience by using automations and AI.
Tools you require for successful recruitment in 2024
Recruiters without updated tools and software have a clear disadvantage compared to the ones who have embraced an extensive tech stack.
All the professionals who reacted to our study mentioned having a good and modern ATS as the first must-have tool in 2024.
Teamdash is recruitment software constructed by employers for recruiters, and we understand how annoying it is dealing with innovation that does not fit your workflows.
See Teamdash in action
That's why Teamdash is highly 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 talking to alternatives, among others. The recruitment dashboard offers you a birds-eye introduction of your whole recruitment process. The Recruitment Performance tab provides you a visual introduction of essential recruitment metrics so you can be more tactical in your daily work.
We covered picking the right ATS for your needs and company 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 modifications we witnessed in 2023 and be proactive in 2024. Here are some recommendations from our specialists:
My must-have 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, must-have tools include innovative AI-driven Applicant Tracking Systems, sophisticated candidate assessment software, varied and inclusive task advertising platforms, data analytics tools for skill acquisition insights, and virtual truth user interfaces for immersive candidate experiences, stressing efficiency, 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 innovation. You do not need to master them all, but get a good grounding on prompts and validation as a minimum. AI is as trusted as Wikipedia - you need to do the fact-check.
Danas Venclovas, Head of Talent Acquisition at Luminor employment Group
ATS, Magical Text Expander, DeepL, Grammarly, and design templates to make everyday tasks faster.
Rethinking and upgrading your company brand name to adapt to the changes
The nature of work and the expectations towards the workplace and employer have actually considerably shifted in the previous years. There is likewise a generational modification in the workforce - Gen Z is entering the labor force as a part of the Boomer generation is retiring.
To maintain and exceed these expectations and keep hiring and keeping top skill, companies have to rethink their company brand and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto concept applies in their user base - 20% of the finest employers get 80% of the candidates. No employer wishes to miss out on out on employing the best talent.
To become one of the finest, transparency is expected throughout all phases of the talent strategy. This indicates leveraging the right innovation and tools to support human competencies and developing a strong company brand based on them.
Diversity (DEI), versatility, openness and the increase of relatable organisations are the keywords in focus for employer brands in 2024.
We've seen a great deal of modification throughout 2023.
- Firstly, the need for the workplace on a versatile basis has picked up. While totally remote and remote-first chances remain dominant amongst jobseekers, hybrid roles are ending up being increasingly popular.
Our Q3 Flexible Working Index (a report which tracks developing trends across the versatile jobs market) exposed a sharp shift away from remote work amongst employers - totally remote functions accounted for just 4% of task posts between July and September, on average.
Meanwhile, jobseekers' demand for remote work remains strong, but our data shows that the more flexibility companies use personnel around working locations, the more popular they are among candidates.
- Secondly, the standard work week has actually considerably progressed over the past year.
The classic 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 actually skyrocketed, with an average of 47.4% of Flexa users listing it as their favored way of working throughout October. During the very same duration, 37.5% chosen 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 whilst recruitment is low is KEY! You need to be continuously sharing things with your audience so when recruitment chooses back up you are not essentially going back to square one. Technology will permit you to really make data-driven decisions whilst being able to track prospects, elevate 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 existing workforce and working with new employees to fill the skill spaces.
This also implies recruiters must adjust their skills to match the requirements. Recruiters need a mix of excellent soft skills and tough skills to be successful in 2024 and beyond. An effective employer in 2024 is a great communicator and facilitator who knows how to sell the function and the business, works with data and statistics to think tactically, and adapts quickly to the changes in the market.
Again, proactively working on establishing these abilities even more and using innovation helps remain on top of the recruitment video game.
In the past couple of years, we have actually seen recruitment becoming more and more strategic and data-driven. HR professionals have ended up being the leaders of this shift and the new skill techniques.
We more than happy to see that Teamdash users are actively working with the data readily available for them in the Recruitment performance tab and have made checking it a part of their everyday routine. This has helped them discover new ways to streamline the procedure and automate tedious jobs, making more time for activities that develop worth.
The brand-new skillset lines up with the challenges that 2023 has actually brought and will continue to 2024.
- We have seen an increase in the variety of prospects but still have difficulties getting adequate certified candidates
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Adalberto Goodwin edited this page 3 weeks ago