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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 specialists to believe about how 2023 will go into the history books and what you can take along with you for 2024.

Unsurprisingly, when we asked our experts 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 company branding.

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

The increase of AI and automation in recruitment

The concentrate on automation has actually appeared in the previous years, and rightfully so. Recruitment innovation is more offered, accessible and versatile than ever.

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

We just recently commemorated one year of ChatGPT – the notorious AI tool mentioned at every dinner table this year. ChatGPT and other AI tools are used by both recruiters and prospects, raising issues about how it affects the recruitment procedure and how to maintain ethical and human factors in the decision-making.

At Teamdash, our approach has constantly been that the employer should be at the guiding wheel and in control, and innovation is simply an automobile to arrive much faster, much safer and more comfortably. And it must carry on and be transparent in the recruitment efficiency metrics.

AI resembles your co-pilot – you remain in control, providing commands and making the choices.

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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 assists employers to work smarter, not harder, automate recurring jobs, make it faster and easier to source candidates, compose task ads, launch employer branding campaigns, and engage with candidates, to call just a couple of. AI continues to develop and automate daily jobs. Recruiters might be able to take a great deal of recurring things off their plates and focus on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started utilizing several AI-powered tools in recruitment, employment constantly guaranteeing ethical practices, of course. Learning the required prompts not only made my task simpler, however also showed incredibly remarkable. Embracing ethical AI tools completely changed my method to recruitment: Automated Resume Screening: swiftly matching prospect credentials with task requirements. Chatbot help: guides candidates, answers FAQs, and schedules interviews effortlessly.

In 2023, we experienced the growth of the need to headhunt talents rather than fill the functions of actively using individuals. At the same time, the increased flow of using prospects looked like a favorable change, but in fact, employment it did more work in terms of the requirement to respond to everybody, evaluate each profile’s suitability to the role and employment send more rejection emails.

The efficiency boost that the AI and automation tools supplied enabled us to make the procedure much faster and more consistent. We attained an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the very same time – a boost in worker NPS.

Lauryna Gireniene, Head of Talent Acquisition at Nord Security

In 2023 our hiring rate from applicants increased by 25% – to increase employing rates, you need to make sure the very best prospect experience by utilizing automations and AI.

Tools you need for effective recruitment in 2024

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

All the professionals who reacted to our survey mentioned having an excellent and contemporary ATS as the very first essential tool in 2024.

Teamdash is recruitment software application built by recruiters for recruiters, and we understand how irritating it is working with technology that does not fit your workflows.

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That’s why Teamdash is highly customisable and includes numerous automation possibilities and (AI-powered) tools that make your work much easier – an interview scheduler, a task ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to alternatives, to name a few. The recruitment control panel gives you a birds-eye summary of your entire recruitment procedure. The Recruitment Performance tab gives you a visual summary of vital recruitment metrics so you can be more tactical in your daily work.

We covered choosing the right ATS for your needs and company at one of our webinars in 2023. You can view it on need on Livestorm.

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

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 recruiters in 2024, must-have tools consist of advanced AI-driven Applicant Tracking Systems, advanced candidate evaluation software application, diverse and inclusive job advertising platforms, data analytics tools for talent acquisition insights, and virtual truth user interfaces for immersive candidate experiences, emphasising 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 a lot of recruiters not taking complete benefit of innovation. You do not need to master them all, but get a good grounding on prompts and validation as a minimum. AI is as trustworthy 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 templates to make everyday tasks quicker.

Rethinking and upgrading your company brand name to adjust to the modifications

The nature of work and the expectations towards the office and company have significantly shifted in the previous years. There is also a generational modification 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 employing and maintaining leading talent, companies need to reconsider their company brand name 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 companies get 80% of the candidates. No company wants to lose out on working with the best talent.

To turn into one of the best, transparency is anticipated throughout all phases of the talent strategy. This suggests leveraging the best technology and tools to support human proficiencies and constructing a strong company brand based on them.

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

We have actually seen a great deal of change throughout 2023.

– Firstly, the demand for the workplace on a versatile basis has rebounded. While fully remote and remote-first opportunities stay dominant among jobseekers, hybrid roles are becoming significantly popular.

Our Q3 Flexible Working Index (a report which tracks progressing trends across the flexible jobs market) exposed a sharp shift far from remote work among companies – totally remote functions represented simply 4% of task posts between July and September, typically.

Meanwhile, jobseekers’ demand for remote work stays strong, but our data reveals that the more flexibility companies provide staff around working locations, the more popular they are among prospects.

– Secondly, the conventional work week has significantly developed over the past year.

The classic Mon-Fri is taking a backseat. Increasingly more 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 skyrocketed, with an average of 47.4% of Flexa users listing it as their preferred method of working during October. During the very same period, 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 going back to square one. Technology will enable you to truly make data-driven choices whilst being able to track prospects, elevate your company branding and master recruitment marketing.

Recruiter skillset in 2024

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

This also implies recruiters need to adjust their abilities to match the requirements. Recruiters require a mix of outstanding soft skills and difficult skills to be effective in 2024 and beyond. An effective recruiter in 2024 is a terrific communicator and facilitator who knows how to sell the role and the business, deals with information and statistics to think strategically, and adapts rapidly to the changes in the market.

Again, proactively dealing with establishing these skills even more and using technology assists remain on top of the recruitment game.

In the previous couple of years, we have seen recruitment ending up being a growing number of strategic and data-driven. HR specialists have become the leaders of this shift and the new talent techniques.

We more than happy to see that Teamdash users are actively working with the data available for them in the Recruitment efficiency tab and have made inspecting it a part of their daily regimen. This has helped them discover new ways to simplify the process and automate tedious jobs, making more time for activities that create 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 candidates but still have difficulties getting enough certified prospects;
– We need to cut or handle recruitment costs to remain on top of the economic situation on the planet;
– For stronger company brand names, we require better interaction throughout business, and collaboration with working with supervisors is especially crucial.

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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 efficient and high-quality as possible. Recruiting is getting more technical with every year. I ´ d say that an excellent employer should stay up to date with the patterns, understand the target group, and know how to connect to them. Also, there needs to be a little bit of a salesperson in every employer, in a good way.

The most essential abilities for an employer in 2024 are:

Business partnering and consultancy skills. The ability to participate in significant discussions and forge partnerships with working with managers and stakeholders is critical. We need to initially cultivate a wealth of service acumen and skills within ourselves to really function as important service partners. It involves understanding our organization objectives, preemptively building skill swimming pools, and preventing last-minute firefighting. Stepping into an intake call with talent market mapping results guides the discussion. It aligns expectations at the ideal level, making the next actions more pleasurable for ourselves, hiring supervisors, and candidates.
Data-fueled procedures and decision-making: While the discourse around data-driven procedures has continued, couple of have actually completely accepted these concepts. Predicting what leads us becomes a vital skill amongst TA experts and helps us develop significant collaborations with our stakeholders. The approaching years indicate a concrete shift, requiring basic change when it concerns time-based metrics, but not only. Integrating Talent Analytics and Talent Intelligence into resource planning is ending up being the standard even before recruitment activities start. Balancing the internal and external point of views ensures that we keep up with modifications and remain half an action ahead. As the data topic requires to broaden, employment storytelling abilities take centre stage-because data 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 must welcome and utilize recruitment automation, build assessment abilities, and employment boost internal mobility in 2024. Recruiters require to understand their groups’ skills and abilities extensive to build a thorough team’s assessment image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will become increasingly essential as candidates utilize AI tools to produce increasingly strong CVs.

What will 2024 bring into recruiting?

We will see the number of of these patterns and difficulties discussed rollover to 2024.

One thing is for sure: AI and automation will play a helping role for employers – personalised interaction, and the human aspect will constantly stay the leading players for both recruiters and candidates.

We are delighted to see in which instructions AI and innovation will take us in 2024.

The end-of-the-year webinar “Key patterns and modifications in recruitment for 2024” was an insightful session with data and expert forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is offered on demand on Livestorm.

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

2023 has left many talent acquisition groups lean. Recruitment teams and specialists need to learn and reassess how to deliver more with less. Balancing the needs of company needs while making sure personal wellness is necessary to combat the prevalent difficulty of recruitment burnout in the year ahead. Remember, it is necessary that your cup is complete too.

The second one would be trust. 2023 was notorious for the variety of layoffs, I feel that there is a growing deficit of trust from the prospects side. Therefore, business need to be mindful of building their authentic company brand names inside out and taking good care of their current employees. Prioritizing the wellness and engagement of current employees becomes not just a business obligation however a tactical necessary to rebuild and strengthen trust in the working with landscape.

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

As attitudes and comprehending continue to sway in the best instructions, I hope 2024 will bring a lot more openness and utilisation of company branding. Both go together and are extremely crucial to successfully employing and maintaining leading skill – specifically as they assist build trust amongst candidates and workers.

And there’s a lot data to back this up. For instance, LinkedIn’s Employer Brand data state that 75% of job seekers consider a company’s brand before even getting a job.
In a study of 1,000 employees, Visier found that 90% trust their company. When asked why, 65% stated, “They normally tell me the fact”, 52% stated, “They’re transparent about business policies and practices”, and 38% said, “They motivate staff members to speak out”.
And information from Deloitte exposed that relied on companies exceed their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of disturbance from generative AI. We are visiting good recruiters utilizing AI to make their tasks much easier and enhance a lot of their menial, admin-intensive tasks in 2024. We are likewise visiting a lot of lazy employers terribly using Generative AI tools. We should remember 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 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 personal approach.
Pay transparency: being more transparent about pay is acquiring a lot of appeal; companies require to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More skill is available: Due to great deals of layoffs and instability in the tech sector, there’s more skill offered. So business who can work with now have the possibility of having really premium individuals who are faithful to them.
DEI in hiring: diversity recruitment and unconscious predisposition.