Recruitment Trends in 2025 – Predictions From 15 Experts

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

We asked 15 recruitment industry specialists to think about how 2023 will go into the history books and what you can bring with you for 2024.

Unsurprisingly, when we asked our experts about the most substantial changes in recruitment in 2023, the words popping 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 study.

The increase of AI and automation in recruitment

The concentrate on automation has been obvious in the previous years, and rightfully so. Recruitment technology is more available, accessible and versatile than ever.

This year, AI took a substantial action ahead in recruitment and has actually been included into recruitment software, including 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 employers and candidates, raising concerns about how it affects the recruitment procedure and how to keep ethical and human elements in the decision-making.

At Teamdash, our approach has always been that the employer ought to be at the steering wheel and in control, and technology is simply a vehicle to arrive much faster, employment safer and more comfortably. And it needs 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 fairly early adopter of Expert system. AI assists recruiters to work smarter, not harder, automate recurring tasks, make it faster and simpler to source prospects, write job advertisements, launch company branding campaigns, and engage with candidates, to name simply a couple of. AI continues to progress and automate day-to-day tasks. Recruiters might be able to take a lot of repeated things off their plates and concentrate on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started using several AI-powered tools in recruitment, always ensuring ethical practices, obviously. Learning the necessary prompts not just made my job much easier, but likewise proved exceptionally remarkable. Embracing ethical AI tools totally changed my method to recruitment: Automated Resume Screening: quickly matching candidate qualifications with task requirements. Chatbot support: guides prospects, responses FAQs, and schedules interviews flawlessly.

In 2023, we experienced the growth of the requirement to headhunt talents rather than fill the roles of actively using people. At the same time, the increased flow of applying candidates appeared like a favorable change, however in fact, it did more work in terms of the requirement to respond to everyone, evaluate each profile’s suitability to the role and send out more rejection emails.

The performance boost that the AI and automation tools provided permitted us to make the process faster and more constant. We attained an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the very 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 require to make sure the best prospect experience by utilizing automations and AI.

Tools you require for effective recruitment in 2024

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

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

Teamdash is recruitment software constructed by recruiters for recruiters, and we understand how frustrating it is working with technology that does not 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 simpler – an interview scheduler, a task advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to choices, among others. The recruitment control panel provides you a birds-eye introduction of your entire recruitment process. The Recruitment Performance tab gives you a visual overview of essential recruitment metrics so you can be more tactical in your daily work.

We covered choosing the ideal ATS for your requirements and business 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 changes we saw in 2023 and be proactive in 2024. Here are some recommendations from our specialists:

My must-have tools are Good ATS, 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 sophisticated AI-driven Applicant Tracking Systems, advanced prospect assessment software, diverse and inclusive task marketing platforms, data analytics tools for skill acquisition insights, and virtual truth user interfaces for employment immersive candidate 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 too many recruiters not making the most of innovation. You do not need to master them all, however get a great grounding on and recognition as a minimum. AI is as reputable 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 design templates to make daily jobs faster.

Rethinking and revamping your company brand to adjust to the modifications

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

To keep up and surpass these expectations and keep hiring and keeping top skill, companies have to reassess their employer brand name 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 candidates. No employer desires to miss out on out on hiring the very best skill.

To turn into one of the very best, openness is expected throughout all stages of the talent strategy. This means leveraging the right technology and tools to support human proficiencies and building a strong company brand name based on them.

Diversity (DEI), versatility, transparency and the increase of relatable organisations are the keywords in focus for employer brands in 2024.

We have actually seen a lot of modification throughout 2023.

– Firstly, the need for the workplace on a flexible basis has actually rebounded. While fully remote and remote-first chances stay dominant among jobseekers, hybrid functions are ending up being significantly popular.

Our Q3 Flexible Working Index (a report which tracks progressing trends across the flexible tasks market) revealed a sharp shift away from remote work among employers – fully remote functions accounted for just 4% of task posts in between July and September, on average.

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

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

The traditional Mon-Fri is taking a rear seat. A growing number of business are introducing an alternative approach, which 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 increased, with approximately 47.4% of Flexa users noting it as their favored way of working throughout October. During the very same period, 37.5% selected the 4.5-day week as their preference, 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 require to be constantly sharing things with your audience so when recruitment selects back up you are not basically going back to square one. Technology will allow you to really make data-driven decisions whilst having the ability to track candidates, elevate your company branding and master recruitment marketing.

Recruiter skillset in 2024

Recently, we have actually seen a lift in ability- and value-based hiring. Companies are now actively upskilling their present workforce and hiring new workers to fill the ability gaps.

This likewise indicates employers must adapt their abilities to match the requirements. Recruiters require a mix of excellent soft skills and tough skills to be successful in 2024 and beyond. An effective employer in 2024 is a great communicator and facilitator who knows how to sell the function and the business, deals with data and statistics to believe strategically, and adapts quickly to the modifications in the market.

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

In the previous few years, we have seen recruitment becoming a growing number of tactical and data-driven. HR specialists have become the leaders of this shift and the brand-new skill strategies.

We enjoy to see that Teamdash users are actively dealing with the information available for them in the Recruitment performance tab and have made examining it a part of their everyday regimen. This has helped them find brand-new ways to simplify the procedure and automate laborious jobs, making more time for activities that produce worth.

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

– We have seen an increase in the variety of prospects however still have problems getting adequate qualified candidates;
– We require to cut or manage recruitment costs to remain on top of the financial situation on the planet;
– For stronger company brand names, we need better communication throughout business, and collaboration with employing supervisors is specifically 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 effective and premium 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 has to be a little a salesman in every recruiter, in a great method.

The most essential skills for an employer in 2024 are:

Business partnering and consultancy skills. The ability to engage in meaningful discussions and forge collaborations with employing supervisors and stakeholders is vital. We need to initially cultivate a wealth of service acumen and abilities within ourselves to genuinely work as important organization partners. It involves understanding our company objectives, preemptively building skill swimming pools, and avoiding last-minute firefighting. Stepping into a consumption call with skill market mapping results guides the conversation. It lines up expectations at the right level, making the next steps more pleasurable for ourselves, employing managers, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven processes has actually persisted, couple of have actually totally welcomed these principles. Predicting what leads us becomes an essential skill among TA specialists and assists us construct meaningful collaborations with our stakeholders. The approaching years signify a tangible shift, requiring essential change when it pertains to time-based metrics, however not only. Integrating Talent Analytics and Talent Intelligence into resource planning is ending up being the requirement even before recruitment activities commence. 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 expand, storytelling abilities take centre stage-because data holds a crucial story, and we remain in the lead of writing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must welcome and leverage recruitment automation, develop evaluation abilities, and boost internal movement in 2024. Recruiters require to understand their groups’ abilities and abilities thorough to construct an extensive group’s evaluation photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will become increasingly essential as prospects use AI tools to create progressively strong CVs.

What will 2024 bring into recruiting?

We will see how many of these trends and difficulties pointed out bring over to 2024.

Something is for sure: AI and automation will play a helping role for employers – personalised interaction, and the human element will constantly remain the leading gamers for both recruiters and prospects.

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

The end-of-the-year webinar “Key trends and modifications in recruitment for 2024” was an insightful session with data 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 left lots of skill acquisition groups lean. Recruitment groups and professionals require to learn and review how to provide more with less. Balancing the demands of company requirements while ensuring individual wellness is vital to combat the prevalent obstacle of recruitment burnout in the year ahead. Remember, it is necessary that your cup is full too.

The second one would be trust. 2023 was infamous for the number of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, companies require to be mindful of developing their authentic employer brand names completely and taking great care of their existing employees. Prioritizing the well-being and engagement of current staff members ends up being not simply a corporate duty however a tactical necessary to reconstruct and fortify trust in the working with landscape.

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

As mindsets and comprehending continue to sway in the best direction, I hope 2024 will bring much more transparency and utilisation of company branding. Both go together and are incredibly important to effectively working with and keeping leading skill – particularly as they help build trust amongst prospects and staff members.

And there’s a lot information to back this up. For example, LinkedIn’s Employer Brand statistics mention that 75% of task seekers consider a company’s brand name before even obtaining a task.
In a survey of 1,000 workers, Visier found that 90% trust their company. When asked why, 65% stated, “They usually tell me the reality”, 52% said, “They’re transparent about business policies and practices”, and 38% said, “They encourage staff members to speak up”.
And data from Deloitte exposed that relied on business exceed their peers by up to 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of disturbance from generative AI. We are going to see excellent employers using AI to make their tasks easier and streamline a lot of their routine, employment admin-intensive jobs in 2024. We are likewise going to see a great deal of lazy employers severely using Generative AI tools. We need to keep in mind that no one speaks like ChatGPT, so we can not just regurgitate content and pass it off as our own. Personalisation will be essential 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 candidate experience with a more individual method.
Pay openness: being more transparent about pay is gaining a great deal of appeal; business need to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive.
More talent is available: Due to great deals of layoffs and instability in the tech sector, there’s more talent readily available. So business who can employ now have the possibility of having really high-quality individuals who are faithful to them.
DEI in hiring: business emphasise variety recruitment and unconscious bias.