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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 industry specialists to think about how 2023 will enter into the history books and what you can bring with you for 2024.

Unsurprisingly, when we asked our specialists about the most substantial modifications in recruitment in 2023, the words appearing in the word cloud were AI, automation and the modifications in abilities and employer branding.

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

The rise of AI and automation in recruitment

The focus on automation has been evident in the past years, and rightfully so. Recruitment technology is more available, accessible and versatile than ever.

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

We recently celebrated one year of ChatGPT – the infamous AI tool mentioned at every supper table this year. ChatGPT and other AI tools are utilized by both recruiters and candidates, raising concerns about how it impacts the recruitment process and how to keep ethical and human aspects in the decision-making.

At Teamdash, our philosophy has actually constantly been that the recruiter needs to be at the steering wheel and in control, and innovation is simply a lorry to arrive faster, safer and more easily. And it ought to carry on and be transparent in the recruitment performance metrics.

AI resembles your co-pilot – you’re in control, providing commands and making the decisions.

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Renita Käsper, Global Director of Talent Acquisition and Employer Branding at HRS Group

Talent acquisition and recruitment has been a reasonably early adopter of Artificial Intelligence. AI helps employers to work smarter, not harder, automate repetitive jobs, make it faster and easier to source prospects, compose task advertisements, launch employer branding campaigns, and engage with prospects, to call just a couple of. AI continues to progress 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 aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began using numerous AI-powered tools in recruitment, constantly making sure ethical practices, of course. Learning the required prompts not just made my task simpler, however likewise proved incredibly remarkable. Embracing ethical AI tools entirely changed my method to recruitment: Automated Resume Screening: promptly matching prospect credentials with task requirements. Chatbot help: guides candidates, answers FAQs, and schedules interviews perfectly.

In 2023, we experienced the development of the requirement to headhunt skills instead of fill the roles of actively applying people. At the very same time, the increased flow of using prospects appeared like a favorable modification, but actually, it did more operate in regards to the need to respond to everyone, examine each profile’s viability to the function and send more rejection emails.

The effectiveness boost that the AI and automation tools supplied enabled us to make the procedure faster and more constant. We attained an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, 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 employing rates, you require to ensure the finest candidate experience by using automations and AI.

Tools you need for successful 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 discussed having a good and modern-day ATS as the very first essential tool in 2024.

Teamdash is recruitment software application constructed by employers for employers, and we understand 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 includes different automation possibilities and (AI-powered) tools that make your work simpler – an interview scheduler, a job ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with choices, to call a couple of. The recruitment control panel gives you a birds-eye summary of your entire recruitment process. The Recruitment Performance tab offers you a visual overview of essential recruitment metrics so you can be more tactical in your daily work.

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

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

My must-have tools are Good ATS, Chat GPT (or similar), and LinkedIn.

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

For recruiters in 2024, must-have tools include advanced AI-driven Applicant Tracking Systems, sophisticated candidate assessment software application, varied and inclusive job advertising platforms, information analytics tools for job talent acquisition insights, and virtual reality interfaces for immersive prospect experiences, stressing efficiency, 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 lots of employers not maximizing technology. You do not need to master them all, however get a good grounding on triggers and recognition as a minimum. AI is as trusted 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 day-to-day tasks much faster.

Rethinking and redesigning your company brand to adjust to the changes

The nature of work and the expectations towards the workplace and company have substantially shifted in the past years. There is likewise a generational change 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 employing and maintaining leading skill, employers have to reassess 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 best companies get 80% of the applicants. No company wants to miss out on out on working with the best talent.

To end up being one of the very best, transparency is expected throughout all stages of the talent strategy. This indicates leveraging the best innovation and tools to support human competencies and developing a strong company brand based upon them.

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

We’ve seen a lot of change throughout 2023.

– Firstly, the need for the office on a flexible basis has actually made a resurgence. While completely remote and remote-first chances stay dominant amongst jobseekers, hybrid functions are becoming significantly popular.

Our Q3 Flexible Working Index (a report which tracks progressing trends across the flexible tasks market) exposed a sharp shift far from remote work amongst employers – fully remote roles accounted for just 4% of task posts in between July and September, typically.

Meanwhile, jobseekers’ need for remote work stays strong, but our data shows that the more versatility business offer staff around working areas, the more popular they are among candidates.

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

The timeless Mon-Fri is taking a rear seat. A growing number of business are introducing an alternative method, which consists of 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 increased, with approximately 47.4% of Flexa users listing it as their favored way of working throughout October. During the same period, 37.5% picked the 4.5-day week as their choice, and 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 selects back up you are not basically starting from scratch. Technology will allow you to truly make data-driven decisions whilst being able to track prospects, elevate your employer branding and master recruitment marketing.

Recruiter skillset in 2024

In recent years, we have actually seen a lift in skill- and value-based hiring. Companies are now actively upskilling their current labor force and employing brand-new staff members to fill the ability spaces.

This also suggests employers must adjust their skills to match the requirements. Recruiters require a mix of outstanding soft abilities and hard skills to be effective in 2024 and beyond. An effective employer in 2024 is a fantastic communicator and facilitator who how to sell the role and the business, works with information and statistics to think strategically, and adapts rapidly to the modifications in the market.

Again, proactively working on establishing these skills further and using innovation assists remain on top of the recruitment video game.

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

We more than happy to see that Teamdash users are actively working with the information readily available for them in the Recruitment performance tab and have made examining it a part of their everyday routine. This has helped them discover new ways to improve the process and automate tedious tasks, making more time for activities that develop worth.

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

– We have seen a boost in the number of candidates but still have troubles getting adequate qualified prospects;
– We require to cut or manage recruitment expenses to remain on top of the financial situation in the world;
– For stronger employer brand names, we require better communication throughout business, and partnership with hiring supervisors is especially essential.

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

The most important skills for an employer in 2024 are:

Business partnering and consultancy skills. The capability to take part in significant discussions and create partnerships with working with managers and stakeholders is vital. We must initially cultivate a wealth of service acumen and abilities within ourselves to genuinely work as indispensable organization partners. It involves understanding our organization goals, preemptively building skill pools, and avoiding last-minute firefighting. Stepping into an intake call with talent market mapping results guides the conversation. It aligns expectations at the best 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 procedures has actually continued, couple of have wholeheartedly accepted these concepts. Predicting what leads us becomes a crucial ability amongst TA professionals and helps us build significant partnerships with our stakeholders. The approaching years indicate a concrete shift, requiring fundamental modification when it comes to time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource preparation is ending up being the requirement even before recruitment activities start. Balancing the internal and external viewpoints guarantees that we stay up to date with changes and remain half a step ahead. As the data topic requires to broaden, storytelling abilities 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 accept and take advantage of recruitment automation, construct evaluation skills, and boost internal mobility in 2024. Recruiters require to comprehend their teams’ abilities and capabilities thorough to construct a detailed team’s evaluation image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will become significantly crucial as candidates use AI tools to produce progressively strong CVs.

What will 2024 bring into recruiting?

We will see how many of these patterns and challenges pointed out bring over to 2024.

One thing is for sure: AI and automation will play an assisting role for recruiters – customised interaction, and job the human factor will constantly stay the leading players 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 modifications in recruitment for 2024” was an insightful session with data and skilled predictions from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is offered on need on Livestorm.

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

2023 has left numerous skill acquisition teams lean. Recruitment teams and experts require to discover and reevaluate how to provide more with less. Balancing the needs of business needs while guaranteeing individual well-being is important to fight the prevalent obstacle 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 well-known for the number of layoffs, I feel that there is a growing deficit of trust from the prospects side. Therefore, business require to be mindful of constructing their genuine employer brands completely and taking good care of their current staff members. Prioritizing the well-being and engagement of current workers becomes not just a corporate responsibility however a tactical important to rebuild and fortify rely on the working with landscape.

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

As attitudes and comprehending continue to sway in the right instructions, I hope 2024 will bring a lot more transparency and utilisation of employer branding. Both go together and are extremely essential to successfully hiring and maintaining leading skill – particularly as they assist build trust among prospects and workers.

And there’s so much information to back this up. For instance, LinkedIn’s Employer Brand data mention that 75% of task applicants consider an employer’s brand name before even applying for a job.
In a survey of 1,000 workers, Visier found 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 revealed that trusted companies surpass their peers by up to 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of interruption from generative AI. We are going to see great recruiters utilizing AI to make their tasks easier and enhance a lot of their routine, job admin-intensive jobs in 2024. We are likewise visiting a great deal of lazy recruiters severely utilizing Generative AI tools. We must bear in mind that no one speaks like ChatGPT, so we can not just regurgitate material 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 tasks and enhance prospect experience with a more individual approach.
Pay transparency: being more transparent about pay is getting a great deal of appeal; companies need to prepare to be able to satisfy the requirements of the European Parliament Pay Transparency Directive.
More skill is readily available: Due to great deals of layoffs and instability in the tech sector, there’s more skill offered. So business who can hire now have the possibility of having really top quality individuals who are faithful to them.
DEI in hiring: business stress variety recruitment and unconscious predisposition.