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Recruitment Trends in 2025 – Predictions From 15 Experts

We are approaching completion of another fast-paced and ever-changing recruitment year.

We asked 15 recruitment industry specialists to think of how 2023 will go into the history books and what you can take along with you for 2024.

Unsurprisingly, when we asked our professionals about the most significant modifications in recruitment in 2023, the words turning up in the word cloud were AI, automation and the changes in skills and company branding.

Let’s dive into what 15 recruitment experts had to say in the 2023 Teamdash study.

The increase of AI and automation in recruitment

The concentrate on automation has been apparent in the past years, and rightfully so. Recruitment technology is more available, available and versatile than ever.

This year, AI took a substantial action ahead in recruitment and has actually been included into recruitment software, consisting of Teamdash.

We recently celebrated one year of ChatGPT – the infamous AI tool mentioned at every table this year. ChatGPT and other AI tools are used by both employers and candidates, raising issues about how it impacts the recruitment process and how to preserve ethical and human consider the decision-making.

At Teamdash, our philosophy has constantly been that the employer needs to be at the guiding wheel and in control, and technology is just a vehicle to arrive quicker, much safer and more conveniently. And it should continue and be transparent in the recruitment efficiency metrics.

AI resembles your co-pilot – you remain in control, providing 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 actually been a relatively early adopter of Artificial Intelligence. AI helps employers to work smarter, not harder, automate recurring jobs, make it faster and much easier to source candidates, compose task ads, launch company branding campaigns, and engage with candidates, to call simply a couple of. AI continues to progress and automate day-to-day jobs. Recruiters may be able to take a great deal of repeated things off their plates and focus on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began utilizing several AI-powered tools in recruitment, constantly guaranteeing ethical practices, naturally. Learning the required triggers not only made my job simpler, but also showed extremely remarkable. Embracing ethical AI tools totally transformed my technique to recruitment: Automated Resume Screening: swiftly matching prospect qualifications with job requirements. Chatbot help: guides candidates, referall.us responses FAQs, and schedules interviews perfectly.

In 2023, we experienced the growth of the need to headhunt talents rather than fill the roles of actively applying individuals. At the exact same time, the increased flow of applying prospects appeared like a positive modification, but really, it did more work in regards to the requirement to respond to everyone, assess each profile’s viability to the function and send out more rejection e-mails.

The performance increase that the AI and automation tools offered allowed us to make the process faster and more consistent. We attained an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the exact same time – an increase 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 require to guarantee the finest 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 drawback compared to the ones who have embraced an extensive tech stack.

All the professionals who reacted to our study discussed having a good and modern ATS as the very first must-have tool in 2024.

Teamdash is recruitment software application developed by employers for employers, and we understand how frustrating it is dealing with technology that doesn’t fit your workflows.

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That’s why Teamdash is extremely customisable and includes various automation possibilities and (AI-powered) tools that make your work simpler – an interview scheduler, a task ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to choices, among others. The recruitment dashboard provides you a birds-eye overview of your whole recruitment process. The Recruitment Performance tab gives you a visual overview of necessary recruitment metrics so you can be more tactical in your daily work.

We covered choosing the right ATS for your requirements and business at one of our webinars in 2023. You can see it as needed on Livestorm.

Having the right tools assists us adjust to the marketplace modifications we saw in 2023 and be proactive in 2024. Here are some suggestions from our professionals:

My essential tools are Good ATS, 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 advanced AI-driven Applicant Tracking Systems, advanced prospect assessment software, diverse and inclusive task advertising platforms, information analytics tools for talent acquisition insights, and virtual reality user interfaces for immersive prospect experiences, stressing performance, 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 too lots of recruiters not taking complete advantage of technology. You do not need to master them all, however get an excellent 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 tasks quicker.

Rethinking and redesigning your employer brand name to adapt to the changes

The nature of work and the expectations towards the office and employer have significantly shifted in the previous years. There is likewise a generational modification in the labor force – Gen Z is going into the labor force as a part of the Boomer generation is retiring.

To maintain and go beyond these expectations and keep hiring and retaining top talent, companies have to reassess their employer 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 very best employers get 80% of the applicants. No employer wishes to miss out on hiring the very best talent.

To turn into one of the best, transparency is expected throughout all stages of the skill method. This means leveraging the best technology and tools to support human proficiencies and constructing a strong company brand name based upon them.

Diversity (DEI), flexibility, openness and the rise of relatable organisations are the keywords in focus for company brands in 2024.

We’ve seen a lot of change throughout 2023.

– Firstly, the need for the workplace on a versatile basis has actually rebounded. While totally remote and remote-first chances remain dominant among jobseekers, hybrid roles are becoming significantly popular.

Our Q3 Flexible Working Index (a report which tracks evolving patterns throughout the flexible tasks market) exposed a sharp shift away from remote work among employers – completely remote roles accounted for simply 4% of between July and September, on average.

Meanwhile, jobseekers’ demand for remote work stays strong, however our data shows that the more versatility business offer personnel around working areas, the more popular they are among candidates.

– Secondly, the traditional work week has actually substantially evolved over the previous year.

The timeless Mon-Fri is taking a rear seat. A growing number of companies are introducing an alternative method, 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 increased, with approximately 47.4% of Flexa users listing it as their favored way of working throughout October. During the same duration, 37.5% picked 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 need to be constantly sharing things with your audience so when recruitment chooses back up you are not basically going back to square one. Technology will allow you to genuinely make data-driven decisions whilst being able to track candidates, raise your employer branding and master recruitment marketing.

Recruiter skillset in 2024

In the last few years, we have seen a lift in skill- and value-based hiring. Companies are now actively upskilling their current labor force and employing new employees to fill the ability spaces.

This likewise implies employers should adjust their skills to match the requirements. Recruiters need a mix of exceptional soft skills and hard abilities to be effective in 2024 and beyond. A successful employer in 2024 is a terrific communicator and facilitator who knows how to offer the function and the company, deals with information and statistics to think tactically, and adapts quickly to the changes in the market.

Again, proactively working on establishing these skills further and using innovation assists remain on top of the recruitment video game.

In the past couple of years, we have actually seen recruitment becoming a growing number of tactical and data-driven. HR experts have actually ended up being the leaders of this shift and the brand-new skill strategies.

We enjoy to see that Teamdash users are actively working with the information offered for them in the Recruitment performance tab and have made inspecting it a part of their everyday regimen. This has assisted them find brand-new methods to streamline the process and automate tedious jobs, making more time for activities that produce value.

The new skillset aligns with the challenges that 2023 has actually brought and will continue to 2024.

– We have actually seen an increase in the variety of prospects but still have problems getting adequate certified prospects;
– We require to cut or handle recruitment expenses to remain on top of the economic situation worldwide;
– For more powerful employer brand names, we require better communication throughout business, and partnership with hiring managers is specifically important.

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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 procedure is as efficient and top quality as possible. Recruiting is getting more technical with every year. I ´ d state that a great employer should stay up to date with the trends, understand the target group, and understand how to connect to them. Also, there has to be a bit of a salesperson in every employer, in an excellent way.

The most crucial skills for a recruiter in 2024 are:

Business partnering and consultancy skills. The ability to participate in meaningful discussions and forge partnerships with working with managers and stakeholders is critical. We must first cultivate a wealth of service acumen and skills within ourselves to genuinely function as vital business partners. It includes comprehending our service objectives, preemptively developing skill swimming pools, and preventing last-minute firefighting. Stepping into an intake call with skill market mapping results guides the conversation. It lines up expectations at the right level, making the next steps more enjoyable for ourselves, hiring managers, and candidates.
Data-fueled processes and decision-making: While the discourse around data-driven procedures has actually continued, few have wholeheartedly welcomed these concepts. Predicting what leads us becomes an essential ability among TA experts and helps us construct meaningful partnerships with our stakeholders. The approaching years indicate a concrete shift, requiring essential modification when it pertains to time-based metrics, however not only. Integrating Talent Analytics and Talent Intelligence into resource planning is becoming the standard even before recruitment activities start. Balancing the internal and external point of views guarantees that we stay up to date with modifications and stay half a step ahead. As the data subject requires to broaden, storytelling skills take centre stage-because data holds an essential story, and we are in the lead of writing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must accept and take advantage of recruitment automation, develop assessment skills, and boost internal mobility in 2024. Recruiters require to comprehend their teams’ skills and capabilities in-depth to develop an extensive team’s evaluation image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will end up being significantly crucial as candidates use AI tools to create significantly strong CVs.

What will 2024 bring into recruiting?

We will see the number of of these trends and challenges pointed out rollover to 2024.

One thing is for sure: AI and automation will play an assisting function for recruiters – personalised interaction, and the human factor will constantly remain the leading players for both recruiters and candidates.

We are delighted to see in which direction AI and technology will take us in 2024.

The end-of-the-year webinar “Key patterns and changes in recruitment for 2024” was an informative session with stats and professional forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is readily available as needed on Livestorm.

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Piret Luts, Global Head of Talent Analytics, Sourcing & Research at Nortal AS

2023 has left numerous talent acquisition groups lean. Recruitment groups and professionals require to find out and review how to provide more with less. Balancing the needs of company needs while making sure individual well-being is vital to combat the pervasive difficulty 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 number of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, business require to be mindful of developing their authentic company brand names within out and taking good care of their existing employees. Prioritizing the well-being and engagement of present employees becomes not just a business responsibility however a strategic important to reconstruct and strengthen rely on the employing landscape.

Molly Johnson-Jones, CEO & Co-founder at Flexa

As mindsets and comprehending continue to sway in the right direction, I hope 2024 will bring much more openness and utilisation of company branding. Both go hand-in-hand and are exceptionally essential to successfully hiring and keeping leading talent – especially as they assist build trust among candidates and employees.

And there’s a lot data to back this up. For instance, LinkedIn’s Employer Brand statistics state that 75% of job hunters consider a company’s brand name before even looking for a task.
In a survey of 1,000 employees, Visier discovered that 90% trust their employer. When asked why, 65% stated, “They generally tell me the truth”, 52% stated, “They’re transparent about business policies and practices”, and 38% stated, “They encourage workers to speak out”.
And information from Deloitte revealed that trusted business outshine their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of disturbance from generative AI. We are going to see excellent employers utilizing AI to make their jobs simpler and simplify a great deal of their routine, admin-intensive jobs in 2024. We are likewise visiting a lot of lazy employers severely using Generative AI tools. We need to keep in mind that no one speaks like ChatGPT, so we can not simply spit up content and pass it off as our own. Personalisation will be essential 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 individual method.
Pay openness: being more transparent about pay is getting a great deal of popularity; companies require to prepare to be able to satisfy the requirements of the European Parliament Pay Transparency Directive.
More talent is readily available: Due to lots of layoffs and instability in the tech sector, there’s more talent offered. So business who can work with now have the possibility of having very high-quality individuals who are devoted to them.
DEI in hiring: companies stress variety recruitment and unconscious bias.