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Recruitment Trends in 2025 – Predictions From 15 Experts

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

We asked 15 recruitment industry professionals to think of how 2023 will enter into the history books and what you can bring with you for 2024.

Unsurprisingly, when we asked our professionals about the most considerable 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 rise of AI and automation in recruitment

The focus on automation has appeared in the previous years, and truly so. Recruitment innovation is more offered, available and versatile than ever.

This year, AI took a substantial step ahead in recruitment and has been integrated into recruitment software, including Teamdash.

We just recently celebrated one year of ChatGPT – the notorious AI tool pointed out at every supper table this year. ChatGPT and other AI tools are used by both employers and prospects, raising concerns about how it impacts the recruitment procedure and how to keep ethical and human consider the decision-making.

At Teamdash, our approach has actually always been that the recruiter must be at the steering wheel and in control, and innovation is just an automobile to get there quicker, safer and more comfortably. And it needs to bring on and be transparent in the recruitment performance metrics.

AI is like your co-pilot – you remain 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 helps recruiters to work smarter, not harder, automate repetitive tasks, make it faster and simpler to source prospects, write job ads, launch company branding campaigns, and engage with prospects, to call simply a couple of. AI continues to progress and automate daily jobs. Recruiters may be able to take a great deal of repetitive things off their plates and focus on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started utilizing multiple AI-powered tools in recruitment, constantly making sure ethical practices, of course. Learning the necessary triggers not only made my job easier, but also proved incredibly remarkable. Embracing ethical AI tools totally transformed my technique to recruitment: Automated Resume Screening: promptly matching prospect credentials with task requirements. Chatbot assistance: guides prospects, answers FAQs, and schedules interviews perfectly.

In 2023, we experienced the growth of the requirement to headhunt talents rather than fill the functions of actively using people. At the same time, the increased circulation of using prospects seemed like a favorable change, but in fact, it did more operate in regards to the need to respond to everyone, evaluate each profile’s suitability to the function and send more rejection emails.

The performance increase that the AI and automation tools supplied allowed us to make the process faster and more constant. We achieved an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, employment 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 hiring rates, you require to ensure the finest candidate experience by utilizing automations and AI.

Tools you require for successful recruitment in 2024

Recruiters without up-to-date tools and software have a clear downside compared to the ones who have actually adopted an extensive tech stack.

All the experts who reacted to our study mentioned having an excellent and modern ATS as the very first must-have tool in 2024.

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

See Teamdash in action

That’s why Teamdash is highly customisable and consists of numerous automation possibilities and (AI-powered) tools that make your work simpler – an interview scheduler, a task advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to alternatives, among others. The recruitment dashboard provides you a birds-eye introduction of your entire recruitment procedure. The Recruitment Performance tab offers you a visual overview of vital recruitment metrics so you can be more tactical in your everyday work.

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

Having the right tools helps us adapt 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 comparable), and LinkedIn.

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

For employers in 2024, essential tools include innovative AI-driven Applicant Tracking Systems, sophisticated prospect assessment software application, varied and inclusive task advertising platforms, information analytics tools for skill acquisition insights, and virtual reality interfaces for immersive prospect experiences, stressing effectiveness, fairness, and engagement in the recruitment procedure.

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 employers not taking complete advantage of technology. You do not need to master them all, but get a great grounding on triggers and validation as a minimum. AI is as reliable as Wikipedia – you require 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 daily jobs faster.

Rethinking and revamping your employer brand name to adjust to the modifications

The nature of work and the expectations towards the work environment and company have actually considerably moved in the previous years. There is likewise a generational change in the labor force – Gen Z is entering the workforce as a part of the Boomer generation is retiring.

To keep up and exceed these expectations and keep hiring and maintaining top skill, companies have to reconsider their employer brand and employment 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 company desires to lose out on employing the best talent.

To become one of the very best, openness is expected throughout all phases of the talent strategy. This suggests leveraging the best innovation and tools to support human proficiencies and developing a strong employer brand based on them.

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

We’ve seen a lot of change throughout 2023.

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

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

Meanwhile, jobseekers’ demand for remote work stays strong, however our data reveals that the more flexibility business use personnel around working locations, the more popular they are among prospects.

– Secondly, the standard work week has actually significantly evolved over the past year.

The timeless 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 same duration, 37.5% picked the 4.5-day week as their choice, and employment 14.1% mentioned the 9-day fortnight was theirs.

Kayleigh Little, Recruitment Automation Expert at Teamdash

Maintaining your company brand name 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 basically going back to square one. Technology will permit you to genuinely make data-driven decisions whilst having the ability to track prospects, raise your company 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 labor force and employing new workers to fill the ability spaces.

This also indicates employers need to adjust their skills to match the requirements. Recruiters need a mix of exceptional soft abilities and difficult abilities to be effective in 2024 and beyond. An effective employer in 2024 is a great communicator and facilitator who knows how to sell the role and the company, works with data and stats to think strategically, and adapts rapidly to the modifications in the market.

Again, proactively dealing with developing these skills even more and using innovation helps stay on top of the recruitment video game.

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

We enjoy to see that Teamdash users are actively dealing with the data readily available for them in the Recruitment efficiency tab and have made examining it a part of their daily routine. This has actually assisted them discover new methods to improve the procedure and automate laborious tasks, making more time for activities that create value.

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

– We have seen an increase in the number of prospects but still have troubles getting sufficient qualified prospects;
– We require to cut or handle recruitment expenses to remain on top of the financial situation on the planet;
– For more powerful company brand names, we need much better communication throughout companies, and collaboration with employing supervisors is particularly important.

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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 procedure is as effective and top quality as possible. Recruiting is getting more technical with every year. I ´ d state that an excellent recruiter needs to stay up to date with the patterns, know the target group, and understand how to connect to them. Also, there needs to be a little a salesperson in every employer, in a great method.

The most crucial skills for an employer in 2024 are:

Business partnering and consultancy abilities. The capability to engage in meaningful conversations and forge partnerships with working with managers and stakeholders is vital. We should initially cultivate a wealth of business acumen and skills within ourselves to really function as invaluable service partners. It includes comprehending our company goals, preemptively constructing talent swimming pools, and preventing last-minute firefighting. Stepping into an intake call with skill market mapping results guides the conversation. It aligns expectations at the best level, making the next actions more satisfying for ourselves, employing managers, and candidates.
Data-fueled processes and decision-making: While the discourse around data-driven procedures has persisted, few have actually completely welcomed these principles. Predicting what leads us becomes a crucial skill amongst TA specialists and helps us construct meaningful collaborations with our stakeholders. The approaching years indicate a concrete shift, requiring basic change when it pertains to time-based metrics, but not only. Integrating Talent Analytics and Talent Intelligence into resource preparation is ending up being the standard even before recruitment activities start. Balancing the internal and external viewpoints ensures that we stay up to date with changes and employment remain half an action ahead. As the information subject requires to expand, storytelling skills take centre stage-because data holds a vital story, and we remain in the lead of composing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must embrace and utilize recruitment automation, build evaluation skills, and boost internal mobility in 2024. Recruiters require to understand their teams’ abilities and abilities extensive to construct a thorough team’s assessment picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will become progressively important as candidates use AI tools to produce increasingly strong CVs.

What will 2024 bring into recruiting?

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

One thing is for sure: AI and automation will play a helping function for employers – personalised interaction, and the human factor will always remain the leading gamers for both employers and prospects.

We are thrilled to see in which instructions 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 professional forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is readily available on demand on Livestorm.

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

2023 has actually left lots of talent acquisition teams lean. Recruitment groups and specialists require to learn and reevaluate how to provide more with less. Balancing the demands of service requirements while making sure individual wellness is important to combat the prevalent challenge of recruitment burnout in the year ahead. Remember, it’s important that your cup is complete also.

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 prospects side. Therefore, business need to be conscious of building their genuine employer brand names within out and taking great care of their present employees. Prioritizing the well-being and engagement of present workers becomes not just a corporate responsibility but a strategic vital to reconstruct and strengthen trust in the hiring landscape.

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

As mindsets and comprehending continue to sway in the best instructions, I hope 2024 will bring far more transparency and utilisation of company branding. Both go together and are exceptionally important to effectively hiring and keeping leading talent – specifically as they help develop trust amongst candidates and employees.

And there’s a lot information to back this up. For example, LinkedIn’s Employer Brand statistics mention that 75% of task applicants think about an employer’s brand name before even obtaining a task.
In a survey of 1,000 workers, Visier discovered that 90% trust their company. When asked why, 65% said, “They normally inform me the fact”, 52% said, “They’re transparent about company policies and practices”, and 38% stated, “They encourage employees to speak out”.
And information from Deloitte revealed that relied on companies exceed their peers by up to 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of disruption from generative AI. We are going to see good recruiters utilizing AI to make their jobs easier and simplify a great deal of their menial, admin-intensive tasks in 2024. We are also going to see a lot of lazy employers severely using Generative AI tools. We should bear in mind that nobody speaks like ChatGPT, so we can not just throw up content and pass it off as our own. Personalisation will be key for us to stay Human.

Hiie-Liin Tamm, Recruitment Lead at Scoro

More automation in recruitment: Using more AI in recruitment to support manual tasks and enhance candidate experience with a more individual approach.
Pay openness: being more transparent about pay is getting a great deal of popularity; business require to to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More talent is readily available: Due to great deals of layoffs and instability in the tech sector, there’s more skill available. So business who can employ now have the possibility of having extremely high-quality individuals who are devoted to them.
DEI in hiring: business stress diversity recruitment and unconscious predisposition.