Recruitment Trends in 2025 – Predictions From 15 Experts

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

We asked 15 recruitment market experts 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 specialists about the most substantial changes in recruitment in 2023, the words popping up in the word cloud were AI, automation and the modifications in skills and company branding.

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

The rise of AI and automation in recruitment

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

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

We just 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 recruiters and prospects, raising issues about how it impacts the recruitment procedure and how to preserve ethical and human consider the decision-making.

At Teamdash, our approach has always been that the recruiter needs to be at the steering wheel and in control, and technology is just a vehicle to arrive quicker, safer and more conveniently. And it must continue and be transparent in the recruitment performance metrics.

AI is like your co-pilot – you remain in control, offering 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 been a reasonably early adopter of Expert system. AI helps employers to work smarter, not harder, automate repeated tasks, make it faster and much easier to source candidates, job compose job ads, launch employer branding projects, and engage with prospects, to call simply a few. AI continues to develop and automate day-to-day jobs. Recruiters may be able to take a lot of recurring 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, constantly ensuring ethical practices, naturally. Learning the necessary prompts not just made my job easier, but also proved extremely fascinating. Embracing ethical AI tools entirely transformed my approach to recruitment: Automated Resume Screening: swiftly matching candidate certifications with task requirements. Chatbot help: guides prospects, answers FAQs, and schedules interviews flawlessly.

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 candidates appeared like a favorable change, but actually, it did more work in terms of the need to reply to everyone, evaluate each profile’s viability to the function and send more rejection emails.

The efficiency increase that the AI and automation tools provided enabled us to make the procedure quicker and more consistent. We achieved an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the exact same time – a boost in employee 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 need to guarantee the very best prospect experience by utilizing automations and AI.

Tools you require for effective recruitment in 2024

Recruiters without up-to-date tools and software application have a clear drawback compared to the ones who have actually embraced a comprehensive tech stack.

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

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

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That’s why Teamdash is extremely customisable and consists of 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 choices, to call a couple of. The recruitment control panel offers you a birds-eye overview of your entire recruitment procedure. The Recruitment Performance tab gives you a visual summary of important recruitment metrics so you can be more strategic in your daily work.

We covered picking the right 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 adapt to the market changes we saw 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 consist of innovative AI-driven Applicant Tracking Systems, advanced candidate evaluation software, 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 process.

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 recruiters not maximizing technology. You do not have to master them all, however get a good grounding on prompts and recognition as a minimum. AI is as reputable 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 daily tasks much faster.

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

The nature of work and the expectations towards the workplace and employer have considerably moved in the past years. There is likewise a generational modification in the workforce – Gen Z is entering the workforce as a part of the Boomer generation is retiring.

To maintain and go beyond these expectations and keep hiring and maintaining top skill, employers have to reconsider 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 lose out on employing the very best skill.

To become one of the finest, openness is expected throughout all phases of the talent method. This implies leveraging the ideal innovation and tools to support human proficiencies and building a strong employer brand based on them.

Diversity (DEI), flexibility, transparency 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 office on a versatile basis has actually made a comeback. While fully remote and remote-first chances stay dominant among jobseekers, job hybrid roles are becoming increasingly popular.

Our Q3 Flexible Working Index (a report which tracks progressing trends throughout the flexible jobs market) exposed a sharp shift away from remote work amongst employers – completely remote roles accounted for simply 4% of task posts in between July and September, on average.

Meanwhile, jobseekers’ demand for remote work remains strong, but our data reveals that the more flexibility companies offer personnel around working locations, the more popular they are among candidates.

– Secondly, the standard work week has considerably developed over the past year.

The traditional Mon-Fri is taking a backseat. More and more business are presenting 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 skyrocketed, with approximately 47.4% of Flexa users listing it as their favored way of working throughout October. During the same duration, 37.5% selected the 4.5-day week as their choice, and 14.1% specified 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 picks back up you are not basically beginning from scratch. Technology will allow you to genuinely make data-driven choices whilst having the ability to track candidates, 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 existing workforce and employing new workers to fill the ability spaces.

This likewise implies employers should adapt their abilities to match the requirements. Recruiters need a mix of excellent soft abilities and difficult skills to be successful in 2024 and beyond. A successful recruiter in 2024 is a great communicator and facilitator who understands how to offer the role and the company, job deals with information and job stats to think tactically, and adapts quickly to the modifications in the market.

Again, proactively working on establishing these abilities further and utilizing technology assists remain on top of the recruitment game.

In the past few years, we have actually seen recruitment ending up being more and more tactical and data-driven. HR specialists have actually ended up being the leaders of this shift and the brand-new talent techniques.

We more than happy to see that Teamdash users are actively working with the information available for them in the Recruitment efficiency tab and have actually made checking it a part of their daily routine. This has actually helped them discover new ways to enhance the process and automate tiresome jobs, making more time for activities that create worth.

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

– We have actually seen a boost in the number of candidates however still have difficulties getting enough certified candidates;
– We need to cut or manage recruitment expenses to remain on top of the financial circumstance on the planet;
– For more powerful employer brands, we require better interaction across business, and collaboration with working with managers is particularly essential.

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Riin Soostar, Senior HR Business Partner at Circle K Eesti

It is necessary to automate as much administrative work as possible so the recruitment process is as effective and high-quality as possible. Recruiting is getting more technical with every year. I ´ d say that a good employer needs to stay up to date with the trends, know the target group, and know how to reach out to them. Also, there needs to be a little a salesman in every employer, in a great way.

The most crucial skills for a recruiter in 2024 are:

Business partnering and consultancy skills. The capability to take part in significant conversations and forge partnerships with employing managers and stakeholders is critical. We need to initially cultivate a wealth of company acumen and abilities within ourselves to truly operate as vital company partners. It includes comprehending our business goals, preemptively developing talent swimming pools, and job preventing last-minute firefighting. Stepping into a consumption call with talent market mapping results guides the discussion. It lines up expectations at the right level, making the next steps more satisfying for ourselves, working with supervisors, and candidates.
Data-fueled processes and decision-making: While the discourse around data-driven processes has actually persisted, few have actually wholeheartedly welcomed these principles. Predicting what’s ahead of us becomes a crucial skill among TA experts and helps us develop significant collaborations with our stakeholders. The approaching years signal a tangible shift, requiring basic modification when it pertains to time-based metrics, but not only. Integrating Talent Analytics and Talent Intelligence into resource preparation is ending up being the requirement even before recruitment activities begin. Balancing the internal and external viewpoints makes sure that we stay up to date with modifications and stay half an action ahead. As the information topic requires to broaden, storytelling skills take centre stage-because information holds a vital story, and we remain in the lead of writing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must welcome and take advantage of recruitment automation, abilities, and increase internal movement in 2024. Recruiters need to comprehend their groups’ skills and abilities thorough to build a detailed team’s assessment image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will become progressively important as candidates utilize AI tools to produce significantly strong CVs.

What will 2024 bring into recruiting?

We will see how numerous of these trends and obstacles discussed carry over to 2024.

Something is for sure: AI and automation will play an assisting function for employers – personalised interaction, and job the human factor will constantly remain the leading gamers 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 changes in recruitment for 2024” was an insightful session with stats and expert forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is available on demand on Livestorm.

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

2023 has left lots of skill acquisition groups lean. Recruitment groups and professionals need to learn and reevaluate how to provide more with less. Balancing the demands of company requirements while guaranteeing individual well-being is necessary to fight the pervasive obstacle of recruitment burnout in the year ahead. Remember, it’s important that your cup is full as well.

The second one would be trust. 2023 was infamous for the variety of layoffs, I feel that there is a growing deficit of trust from the prospects side. Therefore, companies need to be conscious of constructing their genuine company brand names inside out and taking good care of their present staff members. Prioritizing the well-being and engagement of existing workers ends up being not simply a business responsibility however a tactical essential to restore and strengthen trust in the hiring 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 far more openness and utilisation of company branding. Both go hand-in-hand and are incredibly crucial to successfully working with and retaining top skill – specifically as they help build trust among prospects and workers.

And there’s so much data to back this up. For instance, LinkedIn’s Employer Brand statistics state that 75% of task hunters think about a company’s brand name before even getting a task.
In a study of 1,000 workers, Visier found that 90% trust their company. When asked why, 65% said, “They typically tell me the reality”, 52% said, “They’re transparent about business policies and practices”, and 38% stated, “They motivate workers to speak up”.
And information from Deloitte exposed that trusted companies outperform their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of disruption from generative AI. We are visiting excellent recruiters using AI to make their jobs much easier and streamline a great deal of their menial, admin-intensive jobs in 2024. We are also going to see a great deal of lazy recruiters badly using Generative AI tools. We need to keep in mind that nobody speaks like ChatGPT, so we can not simply regurgitate material 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 tasks and enhance candidate experience with a more individual approach.
Pay openness: being more transparent about pay is getting a lot of appeal; 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 great deals of layoffs and instability in the tech sector, there’s more talent offered. So business who can hire now have the possibility of having really top quality individuals who are devoted to them.
DEI in hiring: companies emphasise variety recruitment and unconscious bias.