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 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 specialists about the most substantial modifications in recruitment in 2023, the words appearing in the word cloud were AI, automation and the changes in abilities and company branding.

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

The rise of AI and automation in recruitment

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

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

We recently commemorated one year of ChatGPT – the infamous AI tool discussed at every dinner table this year. ChatGPT and other AI tools are used by both employers and prospects, raising concerns about how it affects the recruitment procedure and how to maintain ethical and human aspects in the decision-making.

At Teamdash, our approach has actually always been that the recruiter needs to be at the steering wheel and in control, and innovation is simply an automobile to get there quicker, much safer and more conveniently. And it ought to continue and be transparent in the recruitment efficiency metrics.

AI resembles 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 been a relatively early adopter of Artificial Intelligence. AI assists employers to work smarter, not harder, automate repetitive jobs, make it faster and easier to source candidates, compose job advertisements, launch company branding campaigns, and engage with candidates, to call just a few. AI continues to progress and automate daily jobs. Recruiters may have the ability to take a great deal of repetitive things off their plates and concentrate on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started utilizing numerous AI-powered tools in recruitment, always guaranteeing ethical practices, of course. Learning the essential triggers not just made my job simpler, but also proved exceptionally interesting. Embracing ethical AI tools totally changed my approach to recruitment: Automated Resume Screening: swiftly matching prospect certifications with task requirements. Chatbot support: 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 using people. At the exact same time, the increased circulation of applying candidates appeared like a favorable modification, but really, it did more operate in terms of the need to reply to everyone, examine each profile’s suitability to the function and send more rejection emails.

The performance increase that the AI and automation tools offered allowed us to make the process faster and more consistent. We accomplished an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the very same time – a boost in worker 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 candidate experience by utilizing automations and AI.

Tools you need for effective recruitment in 2024

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

All the professionals who responded to our study mentioned having a good and modern ATS as the first essential tool in 2024.

Teamdash is recruitment software application developed by employers for employment employers, and we know how frustrating it is dealing with innovation that doesn’t fit your workflows.

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That’s why Teamdash is highly customisable and includes various 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 talking to choices, among others. The recruitment control panel gives you a birds-eye introduction of your whole recruitment procedure. 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 selecting the right ATS for your needs and company at one of our webinars in 2023. You can enjoy it as needed on Livestorm.

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

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

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

For employers in 2024, essential tools include innovative AI-driven Applicant Tracking Systems, advanced prospect assessment software, diverse and inclusive job advertising platforms, information analytics tools for skill acquisition insights, and virtual reality user interfaces for immersive prospect experiences, stressing effectiveness, 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 many employers not taking complete benefit of innovation. You do not have to master them all, however get a great grounding on prompts and validation as a minimum. AI is as trusted 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 day-to-day tasks faster.

Rethinking and revamping your company brand to adjust to the modifications

The nature of work and the expectations towards the work environment and employer have significantly moved in the previous years. There is also a generational change in the workforce – Gen Z is getting in the workforce as a part of the Boomer generation is retiring.

To keep up and exceed these expectations and keep hiring and keeping leading skill, companies need to rethink their company brand name 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 very best companies get 80% of the candidates. No company desires to lose out on hiring the finest skill.

To turn into one of the best, transparency is expected throughout all phases of the skill method. This implies leveraging the ideal technology and tools to support human proficiencies and constructing a strong company brand name based on them.

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

We’ve seen a lot of modification throughout 2023.

– Firstly, the demand for the workplace on a flexible basis has picked up. While totally remote and remote-first opportunities stay dominant among jobseekers, hybrid functions are becoming significantly popular.

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

Meanwhile, jobseekers’ need for remote work remains strong, however our data reveals that the more flexibility companies offer staff around working locations, the more popular they are amongst prospects.

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

The traditional Mon-Fri is taking a backseat. More and more business are presenting an alternative technique, 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 skyrocketed, with an average of 47.4% of Flexa users noting it as their preferred method of working during October. During the exact same duration, 37.5% chosen 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 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 basically starting from scratch. Technology will allow you to really make data-driven decisions whilst having the ability 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 workforce and employing new staff members to fill the ability gaps.

This also suggests employers must adapt their skills to match the requirements. Recruiters require a mix of exceptional soft skills and hard abilities to be effective in 2024 and beyond. A successful recruiter in 2024 is an excellent communicator and employment facilitator who understands how to sell the role and the business, works with data and statistics to believe tactically, and adapts rapidly to the modifications in the market.

Again, proactively working on establishing these abilities even more and utilizing technology helps remain on top of the recruitment game.

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

We enjoy to see that Teamdash users are actively working with the data available for them in the Recruitment efficiency tab and have actually made examining it a part of their daily routine. This has actually assisted them find brand-new methods to simplify the procedure and automate tiresome tasks, making more time for activities that develop worth.

The brand-new skillset lines up with the difficulties that 2023 has actually brought and will continue to 2024.

– We have actually seen an increase in the variety of candidates however still have problems getting sufficient qualified prospects;
– We need to cut or manage recruitment expenses to stay on top of the economic circumstance worldwide;
– For more powerful company brands, we require better communication across companies, and collaboration with working with managers is especially 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 effective and premium as possible. Recruiting is getting more technical with every year. I ´ d say that a great recruiter should keep up with the trends, understand the target group, and know how to connect to them. Also, there needs to be a bit of a salesperson in every employer, in a great way.

The most important abilities for a recruiter in 2024 are:

Business partnering and consultancy abilities. The capability to engage in meaningful conversations and forge partnerships with hiring managers and stakeholders is vital. We should first cultivate a wealth of organization acumen and skills within ourselves to genuinely operate as vital business partners. It involves comprehending our company objectives, preemptively constructing skill pools, and avoiding last-minute firefighting. Stepping into an intake 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 supervisors, and candidates.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has actually continued, employment couple of have actually completely embraced these principles. Predicting what leads us ends up being an essential skill among TA professionals and helps us build significant partnerships with our stakeholders. The approaching years signal a concrete shift, demanding fundamental change 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 perspectives makes sure that we stay up to date with changes and stay half a step ahead. As the information subject needs to broaden, storytelling abilities take centre stage-because information holds an important 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 welcome and utilize recruitment automation, develop evaluation skills, and boost internal mobility in 2024. Recruiters require to understand their groups’ skills and abilities in-depth to construct a thorough team’s evaluation picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will become significantly crucial as prospects utilize AI tools to develop progressively strong CVs.

What will 2024 bring into recruiting?

We will see the number of of these patterns and difficulties discussed rollover to 2024.

One thing is for sure: AI and automation will play an assisting function for employers – personalised communication, and the human factor will constantly remain the leading players for both recruiters and prospects.

We are delighted to see in which direction 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 stats and expert predictions from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is readily available as needed on Livestorm.

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

2023 has left many skill acquisition teams lean. Recruitment groups and professionals require to learn and reevaluate how to provide more with less. Balancing the demands of service requirements while guaranteeing personal wellness is necessary to fight the prevalent difficulty of recruitment burnout in the year ahead. Remember, it is essential that your cup is complete as well.

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 require to be conscious of developing their authentic employer brands inside out and taking good care of their existing workers. Prioritizing the well-being and engagement of current workers ends up being not just a corporate duty but a strategic vital to rebuild and strengthen rely on the hiring landscape.

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

As mindsets and understanding continue to sway in the ideal direction, I hope 2024 will bring much more transparency and utilisation of company branding. Both go together and are incredibly essential to successfully working with and keeping leading skill – particularly as they assist develop trust amongst prospects and employees.

And there’s a lot information to back this up. For employment example, LinkedIn’s Employer Brand stats specify that 75% of task hunters consider a company’s brand name before even obtaining a task.
In a survey of 1,000 workers, Visier found that 90% trust their employer. When asked why, 65% said, “They usually tell me the reality”, 52% stated, “They’re transparent about company policies and practices”, and 38% stated, “They encourage workers to speak out”.
And data from Deloitte exposed that relied on companies outshine their peers by up to 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of interruption from generative AI. We are going to see excellent employers utilizing AI to make their jobs much easier and enhance a great deal of their menial, admin-intensive jobs in 2024. We are also going to see a lot of lazy employers badly using Generative AI tools. We need to remember that nobody speaks like ChatGPT, so we can not simply spit up material 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 jobs and enhance candidate experience with a more personal technique.
Pay transparency: being more transparent about pay is getting a lot of popularity; companies need to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive.
More talent is readily available: Due to lots of layoffs and instability in the tech sector, there’s more talent readily available. So companies who can employ now have the possibility of having extremely premium individuals who are faithful to them.
DEI in hiring: companies stress diversity recruitment and unconscious predisposition.