Recruitment Trends in 2025 – Predictions From 15 Experts

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

We asked 15 recruitment market professionals to think about how 2023 will enter into the history books and what you can take along with you for 2024.

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

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

The increase of AI and automation in recruitment

The concentrate on automation has actually been obvious in the past years, and truly so. Recruitment technology is more offered, available and adaptable than ever.

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

We just recently celebrated one year of ChatGPT – the notorious AI tool mentioned at every table this year. ChatGPT and other AI tools are used by both recruiters and prospects, raising concerns about how it impacts the recruitment process and how to keep ethical and human consider the decision-making.

At Teamdash, our approach has actually constantly been that the recruiter must be at the guiding wheel and in control, and innovation is just a car to arrive faster, more secure and more comfortably. And it must bring on and be transparent in the recruitment efficiency metrics.

AI is like your co-pilot – you remain in control, providing 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 relatively early adopter of Artificial Intelligence. AI helps employers to work smarter, not harder, automate repetitive jobs, make it faster and much easier to source prospects, write job advertisements, launch company branding campaigns, and engage with prospects, to name just a few. AI continues to evolve and automate day-to-day jobs. Recruiters might have the ability 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 began utilizing numerous AI-powered tools in recruitment, constantly guaranteeing ethical practices, naturally. Learning the essential triggers not just made my task much easier, however likewise showed exceptionally interesting. Embracing ethical AI tools totally transformed my approach to recruitment: Automated Resume Screening: quickly matching candidate certifications with job requirements. Chatbot support: guides prospects, responses FAQs, and schedules interviews seamlessly.

In 2023, we experienced the development of the requirement to headhunt talents rather than fill the roles of actively applying people. At the exact same time, the increased flow of using prospects appeared like a positive change, however really, it did more in regards to the need to respond to everyone, assess each profile’s suitability to the role and send more rejection emails.

The efficiency increase that the AI and automation tools provided allowed us to make the procedure quicker and more constant. We achieved an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the same time – a boost in employee NPS.

Lauryna Gireniene, Head of Talent Acquisition at Nord Security

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

Tools you require for successful recruitment in 2024

Recruiters without updated tools and software have a clear downside compared to the ones who have embraced a thorough tech stack.

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

Teamdash is recruitment software application built 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 easier – an interview scheduler, a job ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with alternatives, to call a few. The recruitment dashboard offers you a birds-eye summary of your whole recruitment process. The Recruitment Performance tab offers you a visual summary of essential recruitment metrics so you can be more tactical in your everyday work.

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

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

My essential 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, must-have tools consist of innovative AI-driven Applicant Tracking Systems, advanced prospect evaluation software, varied and inclusive task marketing platforms, data analytics tools for talent acquisition insights, and virtual truth interfaces for immersive candidate 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 employers not making the most of innovation. You do not need to master them all, referall.us however get an excellent grounding on triggers and validation 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 daily tasks faster.

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

The nature of work and the expectations towards the workplace and company have considerably moved in the previous years. There is likewise a generational change in the labor force – Gen Z is entering the workforce as a part of the Boomer generation is retiring.

To maintain and exceed these expectations and keep hiring and maintaining top skill, employers 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 applies in their user base – 20% of the finest companies get 80% of the applicants. No employer wishes to lose out on working with the very best skill.

To become one of the very best, openness is anticipated throughout all stages of the talent strategy. This means leveraging the best technology and tools to support human proficiencies and constructing a strong employer brand based on them.

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

We’ve seen a great deal of change throughout 2023.

– Firstly, the demand for the office on a flexible basis has rebounded. While completely remote and remote-first chances remain dominant amongst jobseekers, hybrid functions are becoming progressively popular.

Our Q3 Flexible Working Index (a report which tracks evolving patterns throughout the versatile jobs market) exposed a sharp shift away from remote work amongst companies – totally remote roles accounted for just 4% of job posts between July and September, typically.

Meanwhile, jobseekers’ need for remote work remains strong, but our information reveals that the more flexibility companies use staff around working locations, the more popular they are among candidates.

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

The traditional Mon-Fri is taking a rear seat. More and more business are introducing 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 actually skyrocketed, with an average of 47.4% of Flexa users noting it as their favored way of working during October. During the same duration, 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 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 basically beginning from scratch. Technology will allow you to truly make data-driven choices whilst having the ability to track prospects, raise 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 working with brand-new employees to fill the skill gaps.

This likewise implies employers must adapt their abilities to match the requirements. Recruiters require a mix of exceptional soft abilities and hard abilities to be effective in 2024 and beyond. An effective recruiter in 2024 is an excellent communicator and facilitator who knows how to offer the function and the company, deals with data and data to think strategically, and adapts quickly to the modifications in the market.

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

In the past few years, we have seen recruitment becoming a growing number of tactical and data-driven. HR experts have actually become the leaders of this shift and the brand-new talent methods.

We enjoy to see that Teamdash users are actively working with the information offered for them in the Recruitment efficiency tab and have made examining it a part of their everyday regimen. This has actually assisted them find new ways to simplify the process and automate tedious tasks, making more time for activities that produce value.

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

– We have actually seen a boost in the number of prospects but still have troubles getting adequate certified candidates;
– We need to cut or handle recruitment costs to stay on top of the economic scenario worldwide;
– For more powerful employer brand names, we require much better communication throughout companies, and collaboration with employing managers is specifically essential.

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Riin Soostar, Senior HR Business Partner at Circle K Eesti

It is important to automate as much administrative work as possible so the recruitment process is as efficient and high-quality as possible. Recruiting is getting more technical with every year. I ´ d state that a good recruiter must keep up with the patterns, understand the target group, and understand how to reach out to them. Also, there needs to be a bit of a salesperson in every employer, in a great way.

The most crucial skills for an employer in 2024 are:

Business partnering and consultancy skills. The ability to engage in meaningful discussions and create partnerships with hiring supervisors and stakeholders is vital. We must initially cultivate a wealth of company acumen and skills within ourselves to genuinely operate as important business partners. It involves comprehending our business goals, preemptively building skill swimming pools, and preventing last-minute firefighting. Stepping into a consumption call with talent market mapping results guides the discussion. It aligns expectations at the best level, making the next steps more enjoyable for ourselves, hiring managers, and candidates.
Data-fueled procedures and decision-making: While the discourse around data-driven procedures has persisted, few have actually completely embraced these principles. Predicting what’s ahead of us becomes an important skill among TA experts and helps us develop significant partnerships with our stakeholders. The approaching years indicate a concrete shift, requiring basic modification when it comes to time-based metrics, but not only. Integrating Talent Analytics and Talent Intelligence into resource preparation is ending up being the standard even before recruitment activities begin. Balancing the internal and external perspectives makes sure that we keep up with modifications and remain half a step ahead. As the data topic needs to expand, storytelling abilities take centre stage-because data holds a crucial story, and we remain in the lead of composing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must welcome and leverage recruitment automation, build evaluation abilities, and increase internal mobility in 2024. Recruiters require to understand their groups’ abilities and capabilities thorough to build a thorough team’s assessment photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will end up being significantly crucial 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 challenges mentioned carry over to 2024.

Something is for sure: AI and automation will play an assisting role for recruiters – personalised communication, and the human aspect will constantly stay the leading players for both recruiters and candidates.

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

The end-of-the-year webinar “Key trends and changes in recruitment for 2024” was an informative session with statistics and professional forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is offered 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 talent acquisition groups lean. Recruitment teams and experts require to find out and reassess how to provide more with less. Balancing the needs of business needs while making sure individual well-being is vital to fight the prevalent difficulty of recruitment burnout in the year ahead. Remember, it is very 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 require to be mindful of building their authentic employer brand names inside out and taking excellent care of their existing workers. Prioritizing the wellness and engagement of existing staff members becomes not simply a business responsibility however a tactical vital to rebuild and strengthen rely on the working with landscape.

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

As mindsets and understanding continue to sway in the right direction, I hope 2024 will bring a lot more transparency and utilisation of company branding. Both go together and are very important to successfully employing and retaining leading skill – particularly as they assist construct trust among prospects and workers.

And there’s so much data to back this up. For instance, LinkedIn’s Employer Brand stats state that 75% of task seekers consider a company’s brand name before even getting a job.
In a study of 1,000 staff members, Visier found that 90% trust their employer. When asked why, 65% stated, “They usually tell me the fact”, 52% said, “They’re transparent about business policies and practices”, and 38% said, “They motivate staff members to speak out”.
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 interruption from generative AI. We are visiting excellent recruiters utilizing AI to make their jobs much easier and streamline a lot of their menial, admin-intensive jobs in 2024. We are likewise visiting a lot of lazy recruiters terribly using Generative AI tools. We need to bear in mind that nobody speaks like ChatGPT, so we can not just throw up content and pass it off as our own. Personalisation will be crucial 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 enhance candidate experience with a more individual method.
Pay openness: being more transparent about pay is gaining a great deal of appeal; companies need to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive.
More skill is available: Due to great deals of layoffs and instability in the tech sector, there’s more skill readily available. So companies who can work with now have the possibility of having really high-quality individuals who are devoted to them.
DEI in hiring: companies emphasise variety recruitment and unconscious bias.