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 consider how 2023 will go into the history books and what you can take along with you for 2024.

Unsurprisingly, when we asked our experts about the most significant changes in recruitment in 2023, the words turning up in the word cloud were AI, automation and the modifications in skills 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 focus on automation has actually appeared in the previous years, and truly so. Recruitment technology is more readily available, available and versatile than ever.

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

We just recently celebrated one year of ChatGPT – the infamous AI tool discussed at every supper table this year. ChatGPT and other AI tools are used by both recruiters and prospects, raising concerns about how it affects the recruitment procedure and how to preserve ethical and human elements in the decision-making.

At Teamdash, our viewpoint has constantly been that the employer ought to be at the guiding wheel and in control, and technology is just an automobile to get there faster, safer and employment more comfortably. And it ought to bring on and be transparent in the recruitment performance metrics.

AI is like your co-pilot – you’re in control, offering commands and making the choices.

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Renita Käsper, Global Director of Talent Acquisition and Employer Branding at HRS Group

Talent acquisition and employment recruitment has actually been a reasonably early adopter of Artificial Intelligence. AI helps recruiters to work smarter, not harder, automate repetitive tasks, make it faster and easier to source prospects, write task ads, launch company branding projects, and engage with candidates, to call simply a few. AI continues to evolve and automate day-to-day tasks. Recruiters may be able to take a lot of repetitive things off their plates and concentrate on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began utilizing multiple AI-powered tools in recruitment, constantly making sure ethical practices, obviously. Learning the required prompts not only made my job easier, but also showed exceptionally remarkable. Embracing ethical AI tools completely changed my approach to recruitment: Automated Resume Screening: promptly matching prospect certifications with task requirements. Chatbot support: guides candidates, responses FAQs, and schedules interviews flawlessly.

In 2023, we experienced the development of the need to headhunt talents rather than fill the roles of actively applying people. At the very same time, the increased flow of applying prospects looked like a positive change, but really, it did more operate in regards to the need to respond to everybody, examine each profile’s viability to the function and send out more rejection emails.

The effectiveness increase that the AI and automation tools offered permitted us to make the process quicker and more consistent. We achieved an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the exact same time – an increase 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 ensure the best prospect experience by utilizing automations and AI.

Tools you need for successful recruitment in 2024

Recruiters without up-to-date tools and software have a clear drawback compared to the ones who have adopted a comprehensive tech stack.

All the experts who reacted to our study pointed out having a good and modern-day ATS as the first essential tool in 2024.

Teamdash is recruitment software application developed by employers for employers, 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 highly customisable and includes various automation possibilities and (AI-powered) tools that make your work simpler – an interview scheduler, a task ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with choices, among others. The recruitment dashboard offers you a birds-eye summary of your whole recruitment process. The Recruitment Performance tab offers you a visual introduction of important recruitment metrics so you can be more tactical in your everyday work.

We covered choosing the ideal ATS for your requirements and employment company at one of our webinars in 2023. You can enjoy it as needed on Livestorm.

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

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

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

For employers in 2024, must-have tools include innovative AI-driven Applicant Tracking Systems, advanced candidate evaluation software, diverse and inclusive job marketing platforms, information analytics tools for talent acquisition insights, and virtual truth user interfaces for immersive prospect experiences, emphasising effectiveness, fairness, and engagement in the recruitment process.

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 a lot of recruiters not making the most of technology. You do not need to master them all, but get a good grounding on triggers 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 day-to-day jobs much faster.

Rethinking and revamping your employer brand to adjust to the modifications

The nature of work and the expectations towards the workplace and employer have substantially shifted in the past years. There is likewise a generational modification in the labor force – 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 working with and maintaining leading skill, employers have to rethink their employer brand 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 very best companies get 80% of the candidates. No employer desires to miss out on out on working with the very best skill.

To end up being one of the best, transparency is expected throughout all phases of the skill technique. This indicates leveraging the ideal innovation and tools to support human competencies and building a strong employer brand name based on them.

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

We have actually seen a lot of change throughout 2023.

– Firstly, the demand for the office on a flexible basis has actually made a comeback. While fully remote and remote-first chances stay dominant amongst jobseekers, hybrid functions are ending up being significantly popular.

Our Q3 Flexible Working Index (a report which tracks developing trends across the versatile jobs market) exposed a sharp shift far from remote work amongst companies – totally remote roles accounted for just 4% of task posts in between July and September, usually.

Meanwhile, jobseekers’ need for remote work stays strong, but our information shows that the more flexibility business offer staff around working places, the more popular they are among candidates.

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

The classic Mon-Fri is taking a backseat. Increasingly more business are presenting 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 actually skyrocketed, with an average of 47.4% of Flexa users noting it as their favored method of working throughout October. During the exact same period, 37.5% selected 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 company brand name whilst recruitment is low is KEY! You require to be continuously sharing things with your audience so when recruitment selects back up you are not essentially starting from scratch. Technology will permit you to genuinely make data-driven choices whilst being able to track candidates, elevate your employer branding and master recruitment marketing.

Recruiter skillset in 2024

In recent years, we have seen a lift in skill- and value-based hiring. Companies are now actively upskilling their existing workforce and employing brand-new staff members to fill the skill spaces.

This likewise suggests recruiters must adjust their abilities to match the requirements. Recruiters require a mix of excellent soft abilities and difficult abilities to be effective in 2024 and beyond. A successful employer in 2024 is an excellent communicator and facilitator who understands how to offer the role and the company, works with information and statistics to think strategically, and adapts rapidly to the changes in the market.

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

In the previous couple of years, we have seen recruitment ending up being a growing number of tactical and data-driven. HR specialists have actually become the leaders of this shift and the brand-new skill techniques.

We’re delighted to see that Teamdash users are actively working with the data offered for them in the Recruitment efficiency tab and have actually made checking it a part of their everyday routine. This has actually helped them find new methods to simplify the process and automate laborious tasks, employment making more time for activities that develop worth.

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

– We have seen an increase in the variety of prospects however still have troubles getting enough qualified candidates;
– We need to cut or manage recruitment costs to remain on top of the financial situation on the planet;
– For more powerful employer brand names, we need better interaction throughout business, and collaboration with hiring 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 top quality as possible. Recruiting is getting more technical with every year. I ´ d state that a good recruiter should stay up to date with the patterns, 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 good method.

The most essential skills for a recruiter in 2024 are:

Business partnering and consultancy skills. The capability to engage in significant conversations and create partnerships with employing supervisors and stakeholders is critical. We should first cultivate a wealth of company acumen and skills within ourselves to really function as indispensable service partners. It involves comprehending our business goals, preemptively constructing skill pools, and avoiding last-minute firefighting. Stepping into an intake call with talent market mapping results guides the conversation. It aligns expectations at the ideal level, making the next actions more enjoyable for ourselves, employing managers, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven procedures has continued, few have completely accepted these principles. Predicting what’s ahead of us becomes a crucial skill amongst TA professionals and assists us build significant collaborations with our stakeholders. The upcoming years signify a concrete shift, demanding essential modification when it comes to 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 viewpoints guarantees that we keep up with changes and stay half a step ahead. As the data subject requires to expand, storytelling abilities take centre stage-because information holds a crucial story, and we remain in the lead of composing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters should embrace and utilize recruitment automation, develop assessment skills, and boost internal movement in 2024. Recruiters need to understand their teams’ abilities and capabilities extensive to construct an extensive group’s assessment photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will become progressively crucial as prospects use AI tools to develop increasingly strong CVs.

What will 2024 bring into recruiting?

We will see how many of these trends and employment challenges discussed carry over to 2024.

One thing is for sure: AI and automation will play an assisting role for employers – customised interaction, and the human aspect will constantly remain the leading players for both recruiters and candidates.

We are thrilled 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 professional forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is offered as needed on Livestorm.

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

2023 has left numerous talent acquisition teams lean. Recruitment teams and employment experts require to discover and reevaluate how to provide more with less. Balancing the demands of company requirements while making sure personal wellness is vital to fight the prevalent challenge of recruitment burnout in the year ahead. Remember, it’s 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 require to be mindful of building their genuine employer brands within out and taking excellent care of their present employees. Prioritizing the wellness and engagement of current workers ends up being not just a corporate responsibility however a strategic important to rebuild and fortify trust in the employing landscape.

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

As mindsets and comprehending continue to sway in the ideal direction, I hope 2024 will bring a lot more openness and utilisation of company branding. Both go hand-in-hand and are exceptionally important to effectively working with and keeping leading talent – particularly as they assist develop trust among prospects and workers.

And there’s so much data to back this up. For example, employment LinkedIn’s Employer Brand statistics state that 75% of job candidates consider an employer’s brand name before even using for a task.
In a study of 1,000 staff members, Visier discovered that 90% trust their company. When asked why, 65% said, “They generally inform me the truth”, 52% said, “They’re transparent about company policies and practices”, and 38% stated, “They encourage staff members to speak up”.
And information from Deloitte exposed that trusted companies outperform their peers by as much as 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of interruption from generative AI. We are visiting good recruiters using AI to make their jobs simpler and improve a great deal of their menial, admin-intensive jobs in 2024. We are also going to see a lot of lazy recruiters terribly utilizing Generative AI tools. We need to remember that nobody speaks like ChatGPT, so we can not content and pass it off as our own. Personalisation will be key 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 technique.
Pay openness: being more transparent about pay is getting a lot of popularity; business require 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 available. So companies who can employ now have the possibility of having very high-quality individuals who are devoted to them.
DEI in hiring: business stress diversity recruitment and unconscious bias.