Recruitment Trends in 2025 – Predictions From 15 Experts

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

We asked 15 recruitment market experts to believe about how 2023 will go into the history books and job 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 appearing in the word cloud were AI, automation and the changes in abilities 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 appeared in the past years, and truly so. Recruitment technology is more available, available and adaptable than ever.

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

We just recently celebrated one year of ChatGPT – the notorious AI tool mentioned at every supper table this year. ChatGPT and other AI tools are utilized by both recruiters and candidates, raising issues about how it affects the recruitment process and how to maintain ethical and human consider the decision-making.

At Teamdash, our approach has actually constantly been that the employer ought to be at the guiding wheel and in control, and innovation is just a vehicle to get there much faster, more secure and more conveniently. And it needs to bring on and be transparent in the recruitment performance metrics.

AI is like your co-pilot – you remain 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 actually been a relatively early adopter of Artificial Intelligence. AI helps employers to work smarter, not harder, automate recurring jobs, make it faster and easier to source prospects, compose task advertisements, launch company branding campaigns, and engage with prospects, to name just a few. AI continues to evolve and automate day-to-day tasks. Recruiters might be able 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 several AI-powered tools in recruitment, always making sure ethical practices, naturally. Learning the essential triggers not only made my job much easier, but also proved extremely fascinating. Embracing ethical AI tools totally transformed my technique to recruitment: Automated Resume Screening: swiftly matching prospect credentials with task requirements. Chatbot assistance: guides candidates, responses FAQs, and schedules interviews perfectly.

In 2023, we experienced the growth of the need to headhunt talents instead of fill the roles of actively applying individuals. At the exact same time, the increased circulation of applying candidates looked like a favorable change, however in fact, it did more operate in regards to the need to respond to everyone, evaluate each profile’s suitability to the role and send more rejection e-mails.

The efficiency boost that the AI and automation tools offered permitted us to make the procedure quicker and more constant. We accomplished an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the same time – an increase in staff member 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 need to make sure the finest prospect experience by utilizing automations and AI.

Tools you need for effective recruitment in 2024

Recruiters without current tools and software application have a clear drawback compared to the ones who have embraced a detailed tech stack.

All the professionals who reacted to our study pointed out having a good and contemporary ATS as the first must-have tool in 2024.

Teamdash is recruitment software built by recruiters for employers, and we understand how irritating it is working with innovation that doesn’t fit your workflows.

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That’s why Teamdash is highly customisable and consists of different automation possibilities and (AI-powered) tools that make your work much easier – an interview scheduler, a job ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing choices, to name a few. The recruitment dashboard offers you a birds-eye introduction of your entire recruitment procedure. The Recruitment Performance tab offers you a visual introduction of vital recruitment metrics so you can be more strategic in your everyday work.

We covered picking the best ATS for your needs and company at one of our webinars in 2023. You can enjoy it as needed on Livestorm.

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

My essential tools are Proficient at, Chat GPT (or comparable), and LinkedIn.

Jane Pettit, Business Growth Coach and Recruitment Team Trainer at Centred Excellence

For recruiters in 2024, essential tools consist of innovative AI-driven Applicant Tracking Systems, advanced candidate evaluation software application, varied and inclusive task advertising platforms, information analytics tools for skill acquisition insights, and virtual reality user interfaces for immersive prospect experiences, emphasising 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 too lots of employers not making the most of technology. You do not have to master them all, however get a great grounding on prompts and recognition 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, job Magical Text Expander, DeepL, Grammarly, and design templates to make day-to-day jobs quicker.

Rethinking and redesigning your company brand name to adjust to the changes

The nature of work and the expectations towards the workplace and employer have considerably shifted in the past years. There is also a generational change in the workforce – Gen Z is going into the labor force as a part of the Boomer generation is retiring.

To keep up and surpass these expectations and keep hiring and retaining leading skill, companies have to rethink their employer 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 applicants. No employer wishes to lose out on hiring the finest talent.

To turn into one of the best, transparency is expected throughout all stages of the skill strategy. This indicates leveraging the right innovation and tools to support human proficiencies and building a strong employer brand name based upon 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 flexible basis has actually picked up. While fully remote and remote-first chances stay dominant among jobseekers, hybrid roles are becoming significantly popular.

Our Q3 Flexible Working Index (a report which tracks developing trends throughout the flexible tasks market) revealed a sharp shift away from remote work among employers – fully remote roles represented just 4% of job posts between July and September, usually.

Meanwhile, jobseekers’ need for remote work remains strong, but our data reveals that the more versatility companies provide staff around working places, the more popular they are among prospects.

– Secondly, the standard work week has actually significantly developed over the previous year.

The traditional Mon-Fri is taking a backseat. Increasingly more business 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 escalated, with an average of 47.4% of Flexa users listing it as their favored method of working throughout October. During the same duration, 37.5% picked the 4.5-day week as their preference, and 14.1% stated 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 continuously sharing things with your audience so when recruitment selects back up you are not essentially beginning from scratch. Technology will enable you to truly make data-driven decisions whilst having the ability to track candidates, elevate your employer 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 working with new employees to fill the ability spaces.

This also suggests recruiters need to adapt their skills to match the requirements. Recruiters need a mix of outstanding soft abilities and tough abilities to be effective in 2024 and beyond. An effective employer in 2024 is a fantastic communicator and facilitator who knows how to sell the role and the business, works with information and statistics to believe tactically, and adapts rapidly to the changes in the market.

Again, proactively dealing with developing these abilities further and utilizing innovation assists remain on top of the recruitment game.

In the previous few years, we have seen recruitment ending up being increasingly more tactical and data-driven. HR professionals have actually become the leaders of this shift and the new skill techniques.

We enjoy to see that Teamdash users are actively working with the data available for them in the Recruitment performance tab and have made inspecting it a part of their everyday routine. This has actually helped them discover brand-new methods to streamline the process and automate tedious jobs, making more time for activities that create 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 difficulties getting sufficient certified candidates;
– We need to cut or manage recruitment costs to remain on top of the financial scenario on the planet;
– For more powerful employer brand names, we need much better communication across companies, and partnership with working with supervisors is specifically essential.

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Riin Soostar, Senior HR Business Partner at Circle K Eesti

It is very important to automate as much administrative work as possible so the recruitment process is as effective and top quality as possible. Recruiting is getting more technical with every year. I ´ d state that a great employer needs to keep up with the trends, know the target group, and understand how to reach out to them. Also, there has to be a little a salesperson in every employer, in a great method.

The most important skills for a recruiter in 2024 are:

Business partnering and consultancy abilities. The capability to engage in meaningful discussions and create collaborations with employing supervisors and stakeholders is critical. We should first cultivate a wealth of service acumen and abilities within ourselves to genuinely function as vital company partners. It includes understanding our organization goals, preemptively building talent swimming pools, and avoiding last-minute firefighting. Entering an intake call with talent market mapping results guides the conversation. It aligns expectations at the right level, making the next actions more enjoyable for ourselves, hiring supervisors, and candidates.
Data-fueled processes and decision-making: While the discourse around data-driven procedures has continued, few have wholeheartedly embraced these principles. Predicting what leads us ends up being an essential ability among TA professionals and assists us develop meaningful partnerships with our stakeholders. The approaching years signal a tangible shift, demanding essential modification when it concerns time-based metrics, but not just. Integrating Talent Analytics and Talent Intelligence into resource planning is becoming the requirement even before recruitment activities start. Balancing the internal and external viewpoints guarantees that we keep up with changes and stay half a step ahead. As the data topic needs to broaden, storytelling abilities take centre stage-because information holds an essential story, and we remain in the lead of composing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters need to embrace and leverage recruitment automation, build assessment skills, and boost internal movement in 2024. Recruiters require to understand their teams’ abilities and capabilities in-depth to develop a thorough team’s evaluation photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will become increasingly crucial as prospects utilize AI tools to develop progressively strong CVs.

What will 2024 bring into recruiting?

We will see how many of these patterns and obstacles discussed bring over to 2024.

One thing is for sure: AI and automation will play an assisting role for recruiters – customised interaction, and job the human element will always remain the leading players for both employers 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 modifications in recruitment for 2024” was an insightful session with stats and expert predictions 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 actually left many talent acquisition teams lean. Recruitment teams and specialists require to learn and review how to deliver more with less. Balancing the demands of business needs while making sure personal wellness is necessary to fight the pervasive difficulty of in the year ahead. Remember, it’s important that your cup is full as well.

The 2nd one would be trust. 2023 was infamous for the number of layoffs, I feel that there is a growing deficit of trust from the prospects side. Therefore, companies require to be conscious of constructing their genuine employer brand names inside out and taking good care of their existing employees. Prioritizing the well-being and engagement of current staff members becomes not just a corporate responsibility however a strategic essential to rebuild and strengthen trust in the working with landscape.

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

As attitudes and understanding continue to sway in the ideal direction, I hope 2024 will bring far more transparency and utilisation of employer branding. Both go together and are extremely important to effectively working with and maintaining top skill – especially as they assist construct trust amongst candidates and staff members.

And there’s a lot information to back this up. For example, LinkedIn’s Employer Brand stats mention that 75% of job hunters think about an employer’s brand before even looking for a job.
In a study of 1,000 staff members, Visier found that 90% trust their company. When asked why, 65% said, “They typically inform me the reality”, 52% stated, “They’re transparent about company policies and practices”, and 38% stated, “They motivate workers to speak out”.
And data from Deloitte exposed that trusted companies surpass their peers by up to 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of disruption from generative AI. We are going to see excellent recruiters utilizing AI to make their jobs easier and simplify a great deal of their menial, admin-intensive tasks in 2024. We are also visiting a great deal of lazy recruiters severely using Generative AI tools. We need to keep in mind that nobody speaks like ChatGPT, so we can not simply spit up content and pass it off as our own. Personalisation will be crucial 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 enhance candidate experience with a more personal technique.
Pay transparency: being more transparent about pay is getting a lot of appeal; business require to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More talent is available: Due to lots of layoffs and instability in the tech sector, there’s more skill available. So companies who can hire now have the possibility of having extremely top quality people who are faithful to them.
DEI in hiring: companies emphasise diversity recruitment and unconscious bias.