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 market experts 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 experts about the most substantial changes in recruitment in 2023, the words popping 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 state in the 2023 Teamdash survey.

The increase of AI and automation in recruitment

The concentrate on automation has actually been evident in the past years, and truly so. Recruitment innovation is more offered, available and versatile than ever.

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

We recently celebrated one year of ChatGPT – the infamous AI tool pointed out at every 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 maintain ethical and human elements in the decision-making.

At Teamdash, our approach has actually constantly been that the recruiter ought to be at the steering wheel and in control, and innovation is just an automobile to arrive quicker, safer and more easily. And it should bring on and be transparent in the recruitment efficiency metrics.

AI is like your co-pilot – you’re in control, offering 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 been a reasonably early adopter of Expert system. AI helps employers to work smarter, not harder, automate repeated tasks, make it faster and easier to source candidates, compose task ads, launch employer branding projects, and engage with candidates, to name simply a couple of. AI continues to develop and automate everyday jobs. Recruiters might be able to take a great deal of repeated things off their plates and concentrate on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started using multiple AI-powered tools in recruitment, constantly guaranteeing ethical practices, obviously. Learning the required prompts not only made my task easier, but likewise proved extremely interesting. Embracing ethical AI tools completely transformed my approach to recruitment: Automated Resume Screening: swiftly matching prospect qualifications with job requirements. Chatbot help: guides candidates, responses FAQs, and schedules interviews effortlessly.

In 2023, we experienced the growth of the need to headhunt talents rather than fill the roles of actively applying people. At the exact same time, the increased circulation of using prospects seemed like a favorable modification, but actually, it did more operate in terms of the requirement to respond to everybody, examine each profile’s viability to the role and send more rejection e-mails.

The performance boost that the AI and automation tools provided allowed us to make the process much faster and more consistent. We accomplished an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the very 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 working with rates, you need to make sure the best prospect experience by using automations and AI.

Tools you need for successful 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 detailed tech stack.

All the experts who reacted to our survey discussed having a good and contemporary ATS as the first must-have tool in 2024.

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

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That’s why Teamdash is extremely customisable and includes numerous automation possibilities and (AI-powered) tools that make your work much easier – an interview scheduler, a job ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to alternatives, among others. The recruitment control panel gives you a birds-eye introduction of your entire recruitment process. The Recruitment Performance tab offers you a visual summary of essential recruitment metrics so you can be more strategic in your everyday work.

We covered picking the best ATS for your needs and company at one of our webinars in 2023. You can enjoy it on need on Livestorm.

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

My must-have tools are Proficient at, job Chat GPT (or similar), and LinkedIn.

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

For recruiters in 2024, essential tools include advanced AI-driven Applicant Tracking Systems, advanced prospect evaluation software application, diverse and inclusive task marketing platforms, data analytics tools for skill acquisition insights, and virtual truth interfaces for immersive candidate experiences, stressing effectiveness, job 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 too numerous recruiters not maximizing technology. You do not have to master them all, but get a great grounding on prompts and validation 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 templates to make everyday tasks faster.

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

The nature of work and the expectations towards the office and employer have actually substantially shifted in the past years. There is also a generational change in the workforce – Gen Z is going into the workforce as a part of the Boomer generation is retiring.

To maintain and go beyond these expectations and keep working with and keeping leading skill, companies need to reconsider their employer brand name and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto concept uses in their user base – 20% of the finest employers get 80% of the applicants. No employer wants to lose out on employing the very best talent.

To turn into one of the very best, transparency is expected throughout all phases of the talent strategy. This indicates leveraging the right technology and tools to support human competencies and developing a strong employer brand based on them.

Diversity (DEI), flexibility, openness 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 office on a versatile basis has actually picked up. While totally remote and remote-first chances stay dominant amongst jobseekers, hybrid functions are becoming increasingly popular.

Our Q3 Flexible Working Index (a report which tracks progressing patterns across the versatile jobs market) exposed a sharp shift far from remote work among employers – completely remote roles represented simply 4% of task posts in between July and September, on average.

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

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

The traditional Mon-Fri is taking a backseat. Increasingly more companies are introducing an alternative technique, job 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 escalated, with an average of 47.4% of Flexa users noting it as their preferred way of working throughout October. During the exact same period, 37.5% picked the 4.5-day week as their preference, and 14.1% mentioned the 9-day fortnight was theirs.

Kayleigh Little, Recruitment Automation Expert at Teamdash

Maintaining your employer brand whilst recruitment is low is KEY! You require to be continuously sharing things with your audience so when recruitment picks back up you are not essentially going back to square one. Technology will enable you to truly make data-driven decisions whilst being able to track candidates, elevate your employer 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 existing labor force and working with brand-new employees to fill the skill gaps.

This likewise means recruiters should adapt their skills to match the requirements. Recruiters need a mix of outstanding soft abilities and hard abilities to be successful in 2024 and beyond. An effective employer in 2024 is a great communicator and facilitator who knows how to offer the role and the business, deals with information and data to believe tactically, and adapts rapidly to the modifications in the market.

Again, proactively working on developing these skills further and using technology helps remain on top of the recruitment video game.

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

We enjoy to see that Teamdash users are actively dealing with the information offered for them in the Recruitment performance tab and have actually made checking it a part of their everyday routine. This has actually assisted them discover brand-new ways to simplify the procedure and automate tiresome tasks, making more time for activities that develop value.

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

– We have actually seen an increase in the variety of candidates however still have difficulties getting sufficient qualified candidates;
– We need to cut or manage recruitment expenses to remain on top of the economic circumstance on the planet;
– For stronger company brands, we require better interaction across companies, and job partnership with hiring 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 efficient and top quality as possible. Recruiting is getting more technical with every year. I ´ d state that a good recruiter needs to keep up with the trends, know the target group, and understand how to reach out to them. Also, there needs to be a little bit of a salesperson in every recruiter, in an excellent way.

The most essential skills for a recruiter in 2024 are:

Business partnering and consultancy skills. The capability to take part in significant discussions and create collaborations with working with supervisors and stakeholders is vital. We need to initially cultivate a wealth of service acumen and abilities within ourselves to genuinely work as vital business partners. It includes understanding our service goals, preemptively constructing skill pools, and avoiding last-minute firefighting. Stepping into a consumption call with skill market mapping results guides the discussion. It lines up expectations at the ideal level, making the next steps more pleasurable for ourselves, hiring supervisors, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven procedures has continued, few have actually totally embraced these principles. Predicting what leads us becomes a crucial ability among TA experts and helps us develop meaningful collaborations with our stakeholders. The approaching years indicate a concrete shift, requiring basic change when it concerns 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 start. Balancing the internal and external viewpoints makes sure that we stay up to date with changes and remain half a step ahead. As the information subject requires to broaden, storytelling skills take centre stage-because data holds a vital story, and we are in the lead of composing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must welcome and utilize recruitment automation, build assessment skills, and boost internal mobility in 2024. Recruiters need to understand their teams’ skills and capabilities in-depth to develop a detailed team’s evaluation image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will end up being progressively important as candidates utilize AI tools to create increasingly strong CVs.

What will 2024 bring into recruiting?

We will see the number of of these trends and obstacles discussed carry over to 2024.

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

We are excited 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 informative session with statistics and professional predictions 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 many talent acquisition groups lean. Recruitment teams and specialists require to find out and reevaluate how to provide more with less. Balancing the needs of organization requirements while ensuring individual well-being is important to combat the pervasive difficulty of recruitment burnout in the year ahead. Remember, it’s important that your cup is full too.

The 2nd 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 candidates side. Therefore, business need to be conscious of developing their authentic company brands completely and taking great care of their current staff members. Prioritizing the well-being and engagement of present staff members ends up being not simply a corporate obligation however a tactical imperative to rebuild and strengthen rely on the employing landscape.

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

As mindsets and comprehending continue to sway in the right instructions, I hope 2024 will bring far more and utilisation of company branding. Both go hand-in-hand and are very essential to successfully employing and retaining leading talent – specifically as they assist develop trust amongst prospects and staff members.

And there’s so much information to back this up. For instance, LinkedIn’s Employer Brand data mention that 75% of job seekers consider an employer’s brand name before even getting a job.
In a survey of 1,000 workers, Visier discovered that 90% trust their employer. When asked why, 65% said, “They usually tell me the truth”, 52% said, “They’re transparent about business policies and practices”, and 38% said, “They encourage workers to speak up”.
And information from Deloitte exposed that relied on business surpass their peers by as much as 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of disruption from generative AI. We are going to see excellent recruiters using AI to make their tasks easier and simplify a great deal of their menial, admin-intensive jobs in 2024. We are likewise visiting a lot of lazy employers terribly utilizing Generative AI tools. We must keep in mind that nobody speaks like ChatGPT, so we can not simply 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 tasks and enhance candidate experience with a more personal technique.
Pay transparency: being more transparent about pay is getting a great deal of popularity; companies need to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive.
More talent is available: Due to lots of layoffs and instability in the tech sector, there’s more skill readily available. So companies who can hire now have the possibility of having very high-quality individuals who are loyal to them.
DEI in hiring: business stress variety recruitment and unconscious bias.