Recruitment Trends in 2025 – Predictions From 15 Experts

We are approaching the end of another hectic and ever-changing recruitment year.

We asked 15 recruitment industry experts to consider how 2023 will go 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 appearing in the word cloud were AI, automation and the changes in skills and company branding.

Let’s dive into what 15 recruitment professionals needed to state in the 2023 Teamdash survey.

The rise of AI and automation in recruitment

The concentrate on automation has actually appeared in the past years, and truly so. Recruitment technology is more readily available, accessible and versatile than ever.

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

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

At Teamdash, our philosophy has constantly been that the recruiter must be at the steering wheel and in control, and technology is just a car to get there quicker, safer and more comfortably. And it ought to continue and be transparent in the recruitment performance metrics.

AI resembles 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 repetitive jobs, make it faster and easier to source prospects, write task ads, launch employer branding campaigns, and engage with candidates, to call simply a few. AI continues to evolve and automate everyday jobs. Recruiters may be able to take a lot of recurring things off their plates and focus on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started using multiple AI-powered tools in recruitment, always guaranteeing ethical practices, naturally. Learning the needed prompts not just made my job easier, however also showed incredibly fascinating. Embracing ethical AI tools entirely changed my technique to recruitment: Automated Resume Screening: quickly matching prospect certifications with job requirements. Chatbot assistance: guides candidates, answers FAQs, and schedules interviews seamlessly.

In 2023, we experienced the development of the need to headhunt skills rather than fill the roles of actively using individuals. At the exact same time, the increased circulation of using candidates seemed like a positive modification, however in fact, it did more operate in regards to the requirement to respond to everybody, evaluate each profile’s suitability to the function and send more rejection e-mails.

The performance increase that the AI and automation tools supplied permitted us to make the process faster and more consistent. We accomplished 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 hiring rates, you need to guarantee the very best prospect experience by utilizing automations and AI.

Tools you require for effective recruitment in 2024

Recruiters without updated tools and software have a clear downside compared to the ones who have adopted a detailed tech stack.

All the specialists who reacted to our survey mentioned having an excellent and modern-day ATS as the first essential tool in 2024.

Teamdash is recruitment software application constructed by recruiters for employers, and we know how annoying it is working with innovation that does not fit your workflows.

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That’s why Teamdash is highly customisable and consists of various 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 speaking with alternatives, to call a couple of. The recruitment dashboard gives you a birds-eye introduction of your whole recruitment procedure. The Recruitment Performance tab gives you a visual introduction of essential recruitment metrics so you can be more tactical in your daily work.

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

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

My essential 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, advanced candidate assessment software application, diverse and referall.us inclusive job marketing platforms, data analytics tools for skill acquisition insights, and virtual reality user interfaces for immersive candidate experiences, stressing performance, fairness, and engagement in the recruitment procedure.

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 a lot of employers not maximizing innovation. You do not need to master them all, but get a great grounding on triggers 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 Group

ATS, Magical Text Expander, DeepL, Grammarly, and templates to make daily jobs faster.

Rethinking and revamping your company brand to adapt to the modifications

The nature of work and the expectations towards the workplace and company have actually substantially moved in the previous years. There is also a generational modification in the labor force – Gen Z is getting in the labor force as a part of the Boomer generation is retiring.

To maintain and exceed these expectations and keep hiring and retaining leading talent, employers need to reconsider their company brand and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto concept uses in their user base – 20% of the finest employers get 80% of the applicants. No company wants to miss out on hiring the best skill.

To become one of the very best, transparency is anticipated throughout all stages of the skill technique. This indicates leveraging the best innovation and tools to support human competencies and building a strong employer 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 flexible basis has made a comeback. While completely remote and remote-first chances remain dominant among jobseekers, hybrid functions are ending up being progressively popular.

Our Q3 Flexible Working Index (a report which tracks evolving trends across the flexible jobs market) revealed a sharp shift far from remote work amongst companies – completely remote functions accounted for simply 4% of task posts between July and September, on average.

Meanwhile, jobseekers’ need for remote work stays strong, however our information reveals that the more versatility business use staff around working locations, the more popular they are among candidates.

– Secondly, the conventional work week has substantially progressed over the previous year.

The classic Mon-Fri is taking a rear seat. A growing number of companies are presenting an alternative technique, 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 approximately 47.4% of Flexa users listing it as their favored way of working during October. During the same period, 37.5% selected the 4.5-day week as their preference, 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 essentially starting from scratch. Technology will enable you to genuinely make data-driven choices whilst being able to track prospects, raise your company branding and master recruitment marketing.

Recruiter skillset in 2024

Over the last few years, we have seen a lift in skill- and value-based hiring. Companies are now actively upskilling their present workforce and hiring brand-new workers to fill the ability spaces.

This also implies recruiters should adjust their abilities to match the requirements. Recruiters need a mix of outstanding soft skills and difficult skills to be effective in 2024 and beyond. An effective employer in 2024 is a fantastic communicator and facilitator who understands how to offer the role and the company, works with data and data to believe tactically, and adapts quickly to the changes in the market.

Again, proactively dealing with establishing these skills further and utilizing innovation helps stay on top of the recruitment video game.

In the previous few years, we have seen recruitment ending up being more and more strategic and data-driven. HR experts have ended up being the leaders of this shift and the brand-new skill techniques.

We more than happy to see that Teamdash users are actively dealing with the data readily available for them in the Recruitment performance tab and have actually made inspecting it a part of their daily routine. This has assisted them find new methods to streamline the process and automate laborious jobs, making more time for activities that create value.

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

– We have actually seen an increase in the variety of prospects but still have difficulties getting enough prospects;
– We need to cut or manage recruitment costs to stay on top of the financial circumstance in the world;
– For more powerful company brands, we require better communication across business, and cooperation with working with managers is especially 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 say that a great employer needs to stay up to date with the trends, know the target group, and know how to reach out to them. Also, there has to be a little a salesman in every recruiter, in a great way.

The most important abilities for a recruiter in 2024 are:

Business partnering and consultancy skills. The ability to take part in meaningful conversations and forge collaborations with employing managers and stakeholders is critical. We must initially cultivate a wealth of company acumen and skills within ourselves to genuinely work as important business partners. It involves comprehending our business objectives, preemptively developing skill swimming pools, and avoiding last-minute firefighting. Entering an intake call with skill market mapping results guides the discussion. It lines up expectations at the best level, making the next steps more pleasurable for ourselves, hiring managers, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven processes has persisted, few have actually totally accepted these concepts. Predicting what’s ahead of us becomes a vital ability amongst TA specialists and helps us build significant collaborations with our stakeholders. The upcoming years signal a tangible shift, requiring basic change when it comes to time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource planning is ending up being the requirement even before recruitment activities begin. Balancing the internal and external viewpoints ensures that we stay up to date with changes and remain half a step ahead. As the information topic needs to broaden, storytelling abilities take centre stage-because information holds an essential story, and we remain in the lead of composing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must welcome and utilize recruitment automation, construct assessment abilities, and boost internal mobility in 2024. Recruiters need to comprehend their teams’ abilities and capabilities in-depth to construct an extensive team’s assessment picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

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

What will 2024 bring into recruiting?

We will see the number of of these patterns and obstacles discussed bring over to 2024.

Something is for sure: AI and automation will play an assisting role for recruiters – customised communication, and the human aspect will always 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 modifications in recruitment for 2024” was an insightful session with stats and skilled forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is 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 lots of skill acquisition teams lean. Recruitment groups and professionals need to discover and review how to provide more with less. Balancing the needs of service requirements while making sure individual wellness is vital to combat the pervasive obstacle of recruitment burnout in the year ahead. Remember, it is necessary that your cup is full also.

The 2nd one would be trust. 2023 was infamous for the variety 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 genuine employer brands completely and taking good care of their existing workers. Prioritizing the wellness and engagement of current staff members becomes not simply a business obligation however a tactical imperative to restore and strengthen rely on the working with landscape.

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

As mindsets and understanding continue to sway in the ideal instructions, I hope 2024 will bring much more transparency and utilisation of employer branding. Both go hand-in-hand and are extremely important to effectively employing and retaining leading skill – particularly as they assist build trust amongst candidates and staff members.

And there’s so much data to back this up. For example, LinkedIn’s Employer Brand data state that 75% of task seekers consider an employer’s brand name before even using for a job.
In a study of 1,000 employees, Visier discovered that 90% trust their employer. When asked why, 65% said, “They generally inform me the reality”, 52% said, “They’re transparent about business policies and practices”, and 38% stated, “They motivate staff members to speak up”.
And information from Deloitte exposed that relied on companies exceed 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 great employers using AI to make their tasks simpler and simplify a great deal of their menial, admin-intensive tasks in 2024. We are likewise going to see a lot of lazy employers badly utilizing Generative AI tools. We need to keep in mind that nobody speaks like ChatGPT, so we can not just regurgitate content and pass it off as our own. Personalisation will be crucial for us to stay 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 personal method.
Pay transparency: being more transparent about pay is gaining a lot of appeal; business require to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More skill is readily available: Due to lots of layoffs and instability in the tech sector, there’s more skill readily available. So business who can employ now have the possibility of having extremely premium individuals who are devoted to them.
DEI in hiring: business stress diversity recruitment and unconscious predisposition.