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 specialists 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 substantial modifications in recruitment in 2023, the words popping up in the word cloud were AI, automation and the changes in abilities and employer branding.

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

The increase of AI and automation in recruitment

The concentrate on automation has actually been evident in the previous years, and truly so. Recruitment innovation is more available, available and adaptable than ever.

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

We just recently commemorated one year of ChatGPT – the notorious AI tool mentioned at every table this year. ChatGPT and other AI tools are utilized by both employers and prospects, raising issues about how it affects the recruitment procedure and how to preserve ethical and human consider the decision-making.

At Teamdash, our philosophy has actually constantly been that the recruiter needs to be at the guiding wheel and in control, and technology is simply a car to arrive quicker, much safer and more easily. And it ought to continue and be transparent in the recruitment efficiency metrics.

AI is like your co-pilot – you remain in control, giving 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 been a fairly early adopter of Expert system. AI helps employers to work smarter, not harder, automate repeated tasks, make it faster and simpler to source candidates, write task advertisements, launch company branding campaigns, and engage with prospects, to name just a few. AI continues to progress and automate daily tasks. Recruiters might have the ability to take a lot of recurring things off their plates and focus on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started using numerous AI-powered tools in recruitment, constantly guaranteeing ethical practices, obviously. Learning the required triggers not just made my task much easier, but also showed incredibly remarkable. Embracing ethical AI tools entirely transformed my approach to recruitment: Automated Resume Screening: swiftly matching prospect qualifications with job requirements. Chatbot help: guides prospects, answers FAQs, and schedules interviews effortlessly.

In 2023, we experienced the growth of the requirement to headhunt talents instead of fill the roles of actively applying individuals. At the exact same time, the increased flow of using prospects looked like a favorable modification, however in fact, it did more operate in terms of the requirement to respond to everybody, examine each profile’s viability to the role and send more rejection e-mails.

The effectiveness increase that the AI and automation tools supplied permitted us to make the process quicker and more consistent. We attained an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the same time – an increase in employee 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 make sure the finest 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 disadvantage compared to the ones who have actually embraced an extensive tech stack.

All the professionals who reacted to our study mentioned having an excellent and modern-day ATS as the first must-have tool in 2024.

Teamdash is recruitment software constructed by recruiters for employers, and we know 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 various automation possibilities and (AI-powered) tools that make your work easier – an interview scheduler, a job advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with alternatives, among others. The recruitment dashboard offers you a birds-eye introduction of your entire recruitment procedure. The Recruitment Performance tab provides you a visual overview of necessary recruitment metrics so you can be more tactical in your everyday work.

We covered choosing the right ATS for your requirements 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 market modifications we saw in 2023 and be proactive in 2024. Here are some suggestions from our specialists:

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 consist of innovative AI-driven Applicant Tracking Systems, advanced candidate evaluation software, diverse and inclusive task advertising platforms, data analytics tools for talent acquisition insights, and virtual truth user interfaces for immersive candidate experiences, stressing 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 too numerous recruiters not taking complete benefit of innovation. You do not need to master them all, but get a great grounding on prompts and validation as a minimum. AI is as reputable as Wikipedia – you need to do the fact-check.

Danas Venclovas, employment Head of Talent Acquisition at Luminor Group

ATS, Magical Text Expander, DeepL, Grammarly, and design templates to make daily tasks much 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 actually substantially moved in the previous years. There is also a generational modification in the workforce – Gen Z is getting in the labor force as a part of the Boomer generation is retiring.

To keep up and exceed these expectations and keep employing and retaining leading skill, companies need to rethink 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 best employers get 80% of the candidates. No company wants to lose out on working with the best skill.

To turn into one of the finest, transparency is anticipated throughout all phases of the talent technique. This suggests leveraging the right innovation and tools to support human competencies and constructing a strong company brand based on them.

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

We’ve seen a lot of modification throughout 2023.

– Firstly, the need for the workplace on a versatile basis has made a resurgence. While fully remote and remote-first chances remain dominant among jobseekers, hybrid functions are becoming increasingly popular.

Our Q3 Flexible Working Index (a report which tracks progressing trends throughout the versatile jobs market) exposed a sharp shift away from remote work amongst employers – completely remote roles accounted for simply 4% of task posts in between July and September, on average.

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

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

The classic Mon-Fri is taking a backseat. More and more companies are presenting an alternative approach, 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 escalated, with approximately 47.4% of Flexa users listing it as their favored way of working throughout October. During the exact same period, 37.5% selected the 4.5-day week as their preference, and 14.1% specified 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 need to be constantly sharing things with your audience so when recruitment selects back up you are not essentially starting from scratch. Technology will allow you to genuinely make data-driven choices whilst having the ability to track prospects, elevate your employer branding and master recruitment marketing.

Recruiter skillset in 2024

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

This likewise suggests recruiters should adjust their skills to match the requirements. Recruiters need a mix of outstanding soft abilities and tough skills to be successful in 2024 and beyond. An effective recruiter in 2024 is an excellent communicator and facilitator who knows how to sell the function and the business, works with information and data to believe tactically, and adapts rapidly to the modifications in the market.

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

In the past couple of years, we have actually seen recruitment becoming a growing number of strategic and data-driven. HR professionals have ended up being the leaders of this shift and the brand-new talent techniques.

We more than happy to see that Teamdash users are actively dealing with the data available for them in the Recruitment performance tab and have actually made checking it a part of their day-to-day regimen. This has helped them discover brand-new methods to simplify the process and automate tiresome jobs, making more time for activities that produce value.

The new skillset aligns with the difficulties that 2023 has actually brought and will carry on to 2024.

– We have seen an increase in the number of candidates but still have troubles getting enough certified candidates;
– We need to cut or handle recruitment expenses to remain on top of the financial situation worldwide;
– For stronger employer brands, we need better communication across companies, and partnership with employing supervisors is particularly essential.

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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 process is as efficient and high-quality as possible. Recruiting is getting more technical with every year. I ´ d state that an excellent employer should keep up with the patterns, understand the target group, and know how to reach out to them. Also, there needs to be a bit of a salesman in every recruiter, in an excellent way.

The most essential skills for an employer in 2024 are:

Business partnering and consultancy abilities. The capability to engage in meaningful conversations and forge collaborations with working with managers and stakeholders is paramount. We should first cultivate a wealth of company acumen and skills within ourselves to truly operate as vital company partners. It includes understanding our organization goals, preemptively building talent swimming pools, and preventing last-minute firefighting. Entering a consumption call with skill market mapping results guides the discussion. It lines up expectations at the ideal level, making the next steps more satisfying for ourselves, employing supervisors, and candidates.
Data-fueled procedures and decision-making: While the discourse around data-driven procedures has actually persisted, couple of have totally welcomed these concepts. Predicting what leads us becomes a crucial ability among TA professionals and helps us build meaningful partnerships with our stakeholders. The approaching years indicate a tangible shift, change when it pertains to time-based metrics, however 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 ensures that we stay up to date with changes and employment remain half an action ahead. As the data topic needs to expand, storytelling abilities take centre stage-because data 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 must embrace and leverage recruitment automation, build assessment abilities, and increase internal movement in 2024. Recruiters require to comprehend their groups’ skills and capabilities extensive to build a comprehensive group’s evaluation picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will end up being significantly essential as prospects utilize AI tools to create increasingly strong CVs.

What will 2024 bring into recruiting?

We will see the number of of these trends and difficulties pointed out rollover to 2024.

Something is for sure: AI and automation will play a helping role for employers – personalised communication, and employment the human aspect will constantly remain the leading players 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 modifications in recruitment for 2024” was an insightful session with data and skilled forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is available 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 experts need to find out and review how to deliver more with less. Balancing the needs of organization needs while ensuring individual well-being is important to combat the prevalent obstacle of recruitment burnout in the year ahead. Remember, it is essential that your cup is full also.

The second one would be trust. 2023 was well-known for the number of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, companies need to be mindful of developing their genuine company brands completely and taking good care of their current staff members. Prioritizing the well-being and engagement of present staff members ends up being not simply a business obligation but a strategic essential to reconstruct and fortify rely on the working with landscape.

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

As mindsets and understanding continue to sway in the best instructions, I hope 2024 will bring much more transparency and utilisation of employer branding. Both go hand-in-hand and are extremely crucial to successfully employing and retaining top skill – particularly as they assist develop trust among prospects and workers.

And there’s a lot information 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 getting a task.
In a survey of 1,000 workers, Visier found that 90% trust their employer. When asked why, 65% stated, “They usually inform me the reality”, 52% stated, “They’re transparent about business policies and practices”, and 38% stated, “They encourage staff members to speak up”.
And data from Deloitte exposed that trusted companies surpass their peers by as much as 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of disruption from generative AI. We are visiting great recruiters utilizing AI to make their tasks much easier and simplify a lot of their routine, employment admin-intensive tasks in 2024. We are also going to see a great deal of lazy recruiters badly utilizing Generative AI tools. We should bear 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 crucial 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 individual technique.
Pay openness: being more transparent about pay is gaining a lot of appeal; business require to prepare to be able to satisfy 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 offered. So companies who can employ now have the possibility of having extremely top quality people who are devoted to them.
DEI in hiring: companies emphasise variety recruitment and unconscious bias.