Recruitment Trends in 2025 – Predictions From 15 Experts

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

We asked 15 recruitment market professionals to consider 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 considerable changes in recruitment in 2023, the words appearing in the word cloud were AI, automation and the modifications in skills and employer branding.

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

The increase of AI and automation in recruitment

The focus on automation has appeared in the previous years, and truly so. Recruitment technology is more offered, available and versatile than ever.

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

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

At Teamdash, our approach has actually constantly been that the employer should be at the steering wheel and in control, and technology is just a lorry to arrive faster, 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, offering 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 actually been a relatively early adopter of Expert system. AI assists employers to work smarter, not harder, automate repetitive jobs, make it faster and simpler to source candidates, write job advertisements, launch employer branding projects, and engage with prospects, to name simply a couple of. AI continues to progress and automate everyday jobs. Recruiters may have the ability to take a lot of recurring things off their plates and concentrate on the more human aspects of recruiting.

Keter Luhaorg, employment Recruitment Partner at Euronics

I started utilizing numerous AI-powered tools in recruitment, employment always ensuring ethical practices, naturally. Learning the required triggers not only made my job easier, but also proved extremely fascinating. Embracing ethical AI tools entirely transformed my method to recruitment: Automated Resume Screening: swiftly matching candidate certifications with job requirements. Chatbot assistance: guides prospects, answers FAQs, and schedules interviews effortlessly.

In 2023, we experienced the growth of the requirement to headhunt skills rather than fill the roles of actively using individuals. At the very same time, the increased flow of applying prospects looked like a favorable change, however actually, it did more operate in terms of the requirement to respond to everybody, evaluate each profile’s viability to the role and send out more rejection emails.

The performance increase that the AI and automation tools provided permitted us to make the procedure much faster and more constant. We achieved an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the very same time – an increase in staff member NPS.

Lauryna Gireniene, Head of Talent Acquisition at Nord Security

In 2023 our hiring rate from candidates increased by 25% – to increase hiring rates, you require to guarantee the best candidate experience by utilizing automations and AI.

Tools you require for effective recruitment in 2024

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

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

Teamdash is recruitment software application built by recruiters for employers, and we understand how frustrating it is dealing with innovation that does not 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 job ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing alternatives, among others. The recruitment control panel offers you a birds-eye introduction of your entire recruitment process. The Recruitment Performance tab offers you a visual overview of necessary recruitment metrics so you can be more tactical in your daily work.

We covered selecting the right ATS for your needs and business at one of our webinars in 2023. You can enjoy it on need on Livestorm.

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

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 employers in 2024, must-have tools include sophisticated AI-driven Applicant Tracking Systems, advanced candidate evaluation software application, varied and inclusive task advertising platforms, data analytics tools for skill acquisition insights, and virtual truth user interfaces for immersive prospect experiences, emphasising performance, fairness, and engagement in the recruitment procedure.

Piret Ulm, employment 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 many employers not taking full benefit of innovation. You do not have to master them all, but get a great grounding on prompts and recognition 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 daily tasks much faster.

Rethinking and redesigning your company brand to adapt to the modifications

The nature of work and the expectations towards the work environment and company have actually significantly shifted in the past years. There is likewise a generational change in the workforce – Gen Z is going into the workforce as a part of the Boomer generation is retiring.

To keep up and exceed these expectations and keep working with and retaining top talent, companies have to reconsider their company brand and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto principle applies in their user base – 20% of the finest companies get 80% of the applicants. No employer wishes to miss out on employing the very best skill.

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

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

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

– Firstly, the need for the workplace on a flexible basis has actually rebounded. While completely remote and remote-first opportunities stay dominant among jobseekers, hybrid roles are becoming increasingly popular.

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

Meanwhile, jobseekers’ need for remote work remains strong, however our data reveals that the more versatility business provide staff around working areas, the more popular they are among prospects.

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

The classic 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 increased, with approximately 47.4% of Flexa users listing it as their preferred method of working during October. During the very same period, 37.5% chosen 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 name whilst recruitment is low is KEY! You need to be constantly sharing things with your audience so when recruitment chooses back up you are not essentially going back to square one. Technology will permit you to genuinely make data-driven decisions whilst having the ability to track prospects, elevate your employer branding and master recruitment marketing.

Recruiter skillset in 2024

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

This likewise implies recruiters should adjust their abilities to match the requirements. Recruiters need a mix of outstanding soft abilities and difficult abilities to be successful in 2024 and beyond. A successful recruiter in 2024 is a terrific communicator and facilitator who knows how to sell the role and the company, works with data and statistics to believe strategically, and adapts quickly to the changes in the market.

Again, proactively working on developing these abilities even more and utilizing technology assists stay on top of the recruitment game.

In the past few years, we have actually seen recruitment ending up being a growing number of strategic and data-driven. HR professionals have become the leaders of this shift and the new skill techniques.

We’re happy to see that Teamdash users are actively dealing with the information readily available for them in the Recruitment performance tab and have actually made checking it a part of their daily routine. This has assisted them find new ways to simplify the procedure and automate tiresome tasks, making more time for activities that develop value.

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

– We have actually seen an increase in the number of candidates but still have difficulties getting adequate qualified prospects;
– We require to cut or handle recruitment costs to stay on top of the financial circumstance worldwide;
– For stronger employer brand names, we require much better communication throughout business, and cooperation with hiring supervisors is particularly crucial.

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Riin Soostar, Senior employment 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 state that a good employer must keep up with the patterns, understand the target group, and know how to connect to them. Also, there has to be a little bit of a salesman in every recruiter, in an excellent way.

The most essential abilities for a recruiter in 2024 are:

Business partnering and consultancy abilities. The capability to participate in meaningful conversations and forge collaborations with working with managers and stakeholders is vital. We must first cultivate a wealth of service acumen and abilities within ourselves to truly function as important organization partners. It involves comprehending our organization goals, preemptively developing skill pools, and preventing 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 enjoyable for ourselves, employing managers, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has actually continued, few have actually wholeheartedly embraced these principles. Predicting what’s ahead of us ends up being an essential skill among TA specialists and helps us construct significant collaborations with our stakeholders. The approaching years signal a tangible shift, requiring essential modification when it concerns time-based metrics, however not only. Integrating Talent Analytics and Talent Intelligence into resource preparation is becoming the standard even before recruitment activities commence. Balancing the internal and external perspectives makes sure that we stay up to date with changes and stay half a step ahead. As the data subject needs to expand, storytelling abilities take centre stage-because information holds an essential story, and we remain in the lead of writing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters need to embrace and leverage recruitment automation, build assessment abilities, and boost internal mobility in 2024. Recruiters require to comprehend their groups’ abilities and abilities extensive to construct a thorough team’s evaluation photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will end up being progressively crucial as prospects utilize AI tools to create progressively strong CVs.

What will 2024 bring into recruiting?

We will see the number of of these patterns and difficulties pointed out carry over to 2024.

One thing is for sure: AI and employment automation will play an assisting function for recruiters – customised communication, and the human aspect will constantly stay 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 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 actually left many talent acquisition groups lean. Recruitment groups and specialists require to learn and reassess how to provide more with less. Balancing the needs of business needs while ensuring personal wellness is important to fight the pervasive challenge of recruitment burnout in the year ahead. Remember, it is very important that your cup is complete also.

The second one would be trust. 2023 was notorious for the number 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 genuine company brands inside out and taking great care of their present workers. Prioritizing the well-being and engagement of present employees ends up being not just a corporate responsibility but a strategic vital to reconstruct and strengthen trust in the employing landscape.

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

As attitudes and comprehending continue to sway in the ideal direction, I hope 2024 will bring a lot more transparency and utilisation of employer branding. Both go hand-in-hand and are very essential to successfully employing and retaining top skill – especially as they help develop trust amongst prospects and employees.

And there’s so much data to back this up. For instance, LinkedIn’s Employer Brand stats state that 75% of job seekers think about an employer’s brand before even making an application for a task.
In a survey of 1,000 workers, Visier found that 90% trust their company. When asked why, 65% said, “They usually tell me the fact”, 52% said, “They’re transparent about company policies and practices”, and 38% said, “They encourage staff members to speak up”.
And data from Deloitte exposed that relied on companies outshine their peers by as much as 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of disturbance from generative AI. We are going to see excellent recruiters using AI to make their jobs much easier and streamline a great deal of their menial, admin-intensive tasks in 2024. We are also going to see a great deal of lazy employers badly using Generative AI tools. We need to bear in mind that nobody speaks like ChatGPT, so we can not simply 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 jobs and employment enhance prospect experience with a more personal technique.
Pay openness: being more transparent about pay is gaining a lot of popularity; business need to prepare to be able to satisfy 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 offered. So companies who can work with now have the possibility of having extremely high-quality people who are loyal to them.
DEI in hiring: business emphasise variety recruitment and unconscious bias.