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 experts to consider how 2023 will enter into the history books and what you can bring with you for 2024.

Unsurprisingly, when we asked our professionals about the most significant modifications in recruitment in 2023, the words popping up in the word cloud were AI, employment automation and the modifications in abilities and company branding.

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

The rise of AI and automation in recruitment

The focus on automation has been apparent in the past years, and truly so. Recruitment innovation is more available, accessible and versatile than ever.

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

We just recently commemorated one year of ChatGPT – the notorious AI tool discussed at every dinner table this year. ChatGPT and other AI tools are used by both employers and candidates, raising concerns about how it impacts the recruitment process and how to preserve ethical and human consider the decision-making.

At Teamdash, our approach has constantly been that the employer needs to be at the steering wheel and in control, and innovation is just a car to get there much faster, more secure and more conveniently. And it ought to carry on and be transparent in the recruitment performance metrics.

AI is like 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 jobs, make it faster and much easier to source prospects, write task advertisements, launch company branding campaigns, and engage with candidates, to name simply a few. AI continues to develop and automate day-to-day jobs. Recruiters may be able to take a lot of repeated things off their plates and focus on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started using several AI-powered tools in recruitment, constantly ensuring ethical practices, obviously. Learning the essential triggers not only made my task easier, however likewise showed extremely interesting. Embracing ethical AI tools completely transformed my technique to recruitment: Automated Resume Screening: promptly matching prospect qualifications with job requirements. Chatbot assistance: guides candidates, responses FAQs, and schedules interviews perfectly.

In 2023, we experienced the growth of the requirement to headhunt skills rather than fill the functions of actively applying individuals. At the exact same time, the increased circulation of applying prospects appeared like a favorable change, but actually, it did more operate in terms of the need to respond to everybody, assess each profile’s suitability to the function and send more rejection e-mails.

The effectiveness increase that the AI and automation tools supplied 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 – 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 employing rates, you require to guarantee the finest candidate experience by utilizing automations and AI.

Tools you require for effective recruitment in 2024

Recruiters without current tools and software have a clear disadvantage compared to the ones who have actually adopted a comprehensive tech stack.

All the specialists who reacted to our survey discussed having a good and modern-day ATS as the first essential tool in 2024.

Teamdash is recruitment software application constructed by recruiters for employers, and we understand how frustrating it is working with innovation that does not fit your workflows.

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That’s why Teamdash is highly customisable and includes different automation possibilities and (AI-powered) tools that make your work simpler – an interview scheduler, a job advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with alternatives, to call a few. The recruitment dashboard provides you a birds-eye overview of your entire recruitment procedure. The Recruitment Performance tab offers you a visual introduction of important recruitment metrics so you can be more strategic in your daily work.

We covered selecting the best 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 adapt to the marketplace modifications we witnessed in 2023 and be proactive in 2024. Here are some recommendations from our experts:

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

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

For employers in 2024, essential tools consist of innovative AI-driven Applicant Tracking Systems, advanced prospect assessment software application, diverse and inclusive task marketing platforms, data analytics tools for talent acquisition insights, and virtual truth user interfaces for immersive candidate experiences, emphasising effectiveness, fairness, and engagement in the recruitment process.

Piret Ulm, employment 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 numerous employers not maximizing technology. You do not need to master them all, but get a great grounding on prompts and validation 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, employment and design templates to make daily tasks faster.

Rethinking and revamping your company brand name to adjust to the modifications

The nature of work and employment the expectations towards the workplace and employer have actually considerably shifted in the past years. There is also a generational modification in the labor force – 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 employing and keeping top talent, companies have to reassess their employer brand 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 employers get 80% of the applicants. No company wants to lose out on employing the very best skill.

To turn into one of the very best, openness is anticipated throughout all phases of the talent method. This indicates leveraging the ideal innovation and tools to support human proficiencies and building a strong company brand based upon them.

Diversity (DEI), flexibility, transparency and the rise of relatable organisations are the keywords in focus for 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 picked up. While completely remote and remote-first opportunities remain dominant among jobseekers, hybrid roles are becoming progressively popular.

Our Q3 Flexible Working Index (a report which tracks evolving patterns throughout the versatile tasks market) exposed a sharp shift far from remote work amongst companies – fully remote functions represented simply 4% of job posts in between July and September, usually.

Meanwhile, jobseekers’ demand for remote work remains strong, however our information shows that the more flexibility companies provide staff around working places, the more popular they are among candidates.

– Secondly, the conventional work week has substantially progressed over the previous year.

The classic Mon-Fri is taking a backseat. More and more business are introducing an alternative approach, 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 escalated, with an average of 47.4% of Flexa users noting it as their favored method of working during October. During the exact same period, 37.5% selected the 4.5-day week as their choice, and 14.1% stated the 9-day fortnight was theirs.

Kayleigh Little, Recruitment Automation Expert at Teamdash

Maintaining your employer brand name 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 permit you to genuinely make data-driven choices whilst being able to track prospects, raise your company branding and master recruitment marketing.

Recruiter skillset in 2024

Over the last few years, we have actually seen a lift in skill- and value-based hiring. Companies are now actively upskilling their existing labor force and employing new staff members to fill the skill gaps.

This likewise indicates recruiters need to adapt their abilities to match the requirements. Recruiters require a mix of outstanding soft skills and tough abilities to be successful in 2024 and beyond. A successful recruiter in 2024 is an excellent communicator and facilitator who understands how to sell the function and the company, works with information and stats to believe strategically, and adapts quickly to the changes in the market.

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

In the past few years, we have actually seen recruitment ending up being increasingly more strategic and data-driven. HR professionals have become the leaders of this shift and the new talent strategies.

We’re happy to see that Teamdash users are actively dealing with the information offered for them in the Recruitment performance tab and have made checking it a part of their daily routine. This has helped them find new ways to enhance the procedure and automate tiresome jobs, 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 variety of prospects but still have problems getting sufficient qualified candidates;
– We require to cut or manage recruitment expenses to remain on top of the financial scenario worldwide;
– For stronger employer brand names, we require better communication throughout business, and partnership with working with supervisors is especially essential.

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Riin Soostar, Senior HR Business Partner at Circle K Eesti

It is essential to automate as much administrative work as possible so the recruitment procedure is as effective and premium as possible. Recruiting is getting more technical with every year. I ´ d state that a good employer should keep up with the trends, 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 important abilities for a recruiter in 2024 are:

Business partnering and consultancy skills. The capability to take part in significant conversations and forge collaborations with working with supervisors and stakeholders is paramount. We should initially cultivate a wealth of business acumen and skills within ourselves to really operate as vital company partners. It involves comprehending our organization objectives, preemptively constructing talent pools, and preventing last-minute firefighting. Entering an intake call with talent market mapping results guides the conversation. It lines up expectations at the ideal level, making the next actions more satisfying for ourselves, hiring managers, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven processes has continued, couple of have actually completely embraced these principles. Predicting what’s ahead of us ends up being a crucial skill among TA specialists and helps us construct significant collaborations with our stakeholders. The upcoming years indicate a concrete shift, requiring essential modification when it concerns time-based metrics, but not only. Integrating Talent Analytics and Talent Intelligence into resource planning is becoming the requirement even before recruitment activities start. Balancing the internal and external point of views guarantees that we stay up to date with changes and stay half a step ahead. As the data topic needs to broaden, storytelling abilities take centre stage-because information holds a vital story, and we remain in the lead of composing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters should accept and utilize recruitment automation, develop evaluation skills, and increase internal mobility in 2024. Recruiters need to comprehend their groups’ skills and capabilities extensive to build an extensive team’s evaluation photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will become increasingly crucial as candidates utilize AI tools to produce increasingly strong CVs.

What will 2024 bring into ?

We will see how many of these trends and challenges mentioned rollover to 2024.

Something is for sure: AI and automation will play an assisting role for recruiters – personalised communication, and the human factor will constantly stay the leading gamers for both employers 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 patterns and changes in recruitment for 2024” was an informative session with data and expert 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 actually left lots of skill acquisition groups lean. Recruitment groups and specialists need to discover and reevaluate how to provide more with less. Balancing the demands of business requirements while making sure individual wellness is important to fight the prevalent challenge of recruitment burnout in the year ahead. Remember, it is necessary that your cup is full as well.

The 2nd one would be trust. 2023 was infamous for the number of layoffs, I feel that there is a growing deficit of trust from the prospects side. Therefore, companies need to be conscious of developing their authentic employer brand names completely and taking great care of their existing staff members. Prioritizing the wellness and engagement of existing staff members becomes not just a corporate responsibility however a tactical imperative to rebuild and fortify rely on the employing landscape.

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

As attitudes and comprehending continue to sway in the ideal instructions, I hope 2024 will bring much more openness and utilisation of company branding. Both go hand-in-hand and are incredibly essential to successfully hiring and keeping leading talent – specifically as they assist construct trust amongst candidates and staff members.

And there’s a lot data to back this up. For example, LinkedIn’s Employer Brand stats specify that 75% of job seekers consider a company’s brand employment name before even requesting a job.
In a study of 1,000 staff members, Visier discovered that 90% trust their employer. When asked why, 65% stated, “They generally tell me the reality”, 52% said, “They’re transparent about business policies and practices”, and 38% said, “They encourage workers to speak up”.
And information from Deloitte revealed that relied on business surpass 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 visiting good employers utilizing AI to make their tasks simpler and enhance a lot of their menial, admin-intensive jobs in 2024. We are also visiting a great deal of lazy employers terribly utilizing Generative AI tools. We should keep in mind that no one speaks like ChatGPT, so we can not just throw up content and pass it off as our own. Personalisation will be essential for us to remain Human.

Hiie-Liin Tamm, Recruitment Lead at Scoro

More automation in recruitment: Using more AI in recruitment to support manual tasks and improve candidate experience with a more individual method.
Pay transparency: being more transparent about pay is acquiring 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 lots of layoffs and instability in the tech sector, there’s more talent readily available. So business who can hire now have the possibility of having extremely top quality individuals who are loyal to them.
DEI in hiring: business emphasise diversity recruitment and unconscious bias.