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Recruitment Trends in 2025 – Predictions From 15 Experts

We are approaching completion of another fast-paced and ever-changing recruitment year.

We asked 15 recruitment industry professionals to think about 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 substantial changes in recruitment in 2023, the words turning up in the word cloud were AI, automation and the modifications in abilities and employer branding.

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

The rise of AI and automation in recruitment

The focus on automation has appeared in the previous years, and rightfully so. Recruitment innovation is more available, available and versatile than ever.

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

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

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

AI resembles your co-pilot – you’re 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 Expert system. AI assists recruiters to work smarter, not harder, automate recurring tasks, make it faster and simpler to source prospects, write task ads, launch employer branding projects, and engage with candidates, to call simply a couple of. AI continues to progress and automate daily tasks. Recruiters might be able to take a lot of recurring things off their plates and concentrate on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began using multiple AI-powered tools in recruitment, constantly making sure ethical practices, obviously. Learning the essential prompts not only made my job much easier, however also showed extremely remarkable. Embracing ethical AI tools completely changed my method to recruitment: Automated Resume Screening: swiftly matching candidate qualifications with job requirements. Chatbot assistance: guides prospects, responses FAQs, and schedules interviews effortlessly.

In 2023, we experienced the growth of the need to headhunt skills rather than fill the roles of actively using people. At the same time, the increased flow of using candidates appeared like a positive modification, but in fact, it did more in regards to the need to respond to everybody, assess each profile’s viability to the function and send more rejection emails.

The efficiency boost that the AI and automation tools supplied permitted us to make the procedure much faster and more consistent. We attained an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the same time – an increase 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 require to make sure the very best prospect experience by utilizing automations and AI.

Tools you need for effective recruitment in 2024

Recruiters without up-to-date tools and software have a clear disadvantage compared to the ones who have embraced an extensive tech stack.

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

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

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That’s why Teamdash is extremely customisable and includes various automation possibilities and (AI-powered) tools that make your work much easier – an interview scheduler, a task ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing choices, to call a few. The recruitment dashboard offers you a birds-eye introduction of your whole recruitment process. The Recruitment Performance tab provides you a visual introduction of important recruitment metrics so you can be more tactical in your everyday work.

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

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

My essential 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 advanced AI-driven Applicant Tracking Systems, advanced prospect evaluation software application, diverse and inclusive job marketing platforms, information analytics tools for skill 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 many employers not taking complete benefit of innovation. You do not need to master them all, however get a good grounding on prompts and recognition as a minimum. AI is as trustworthy 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 employment design templates to make daily tasks quicker.

Rethinking and redesigning your employer brand to adapt to the changes

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

To maintain and exceed these expectations and keep working with and keeping leading talent, employers have to reassess their company 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 employers get 80% of the applicants. No employer desires to miss out on out on employing the very best skill.

To turn into one of the best, transparency is anticipated throughout all phases of the talent technique. This means leveraging the best innovation and tools to support human proficiencies and building a strong employer brand based upon them.

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

We have actually seen a lot of modification throughout 2023.

– Firstly, the need for the office on a flexible basis has actually rebounded. While totally remote and remote-first opportunities remain dominant amongst jobseekers, hybrid roles are becoming increasingly popular.

Our Q3 Flexible Working Index (a report which tracks evolving patterns across the flexible jobs market) revealed a sharp shift far from remote work amongst employers – fully remote roles accounted for simply 4% of job posts between July and September, usually.

Meanwhile, jobseekers’ need for remote work remains strong, however our data shows that the more flexibility companies offer personnel around working places, the more popular they are among candidates.

– Secondly, the traditional work week has substantially evolved over the previous year.

The traditional Mon-Fri is taking a backseat. A growing number of business are presenting an alternative technique, 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 escalated, with an average of 47.4% of Flexa users listing it as their preferred method of working throughout October. During the very same duration, 37.5% picked 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 chooses back up you are not basically going back to square one. Technology will enable you to genuinely make data-driven decisions whilst having the ability to track candidates, elevate your employer branding and master recruitment marketing.

Recruiter skillset in 2024

In the last few years, we have seen a lift in skill- and value-based hiring. Companies are now actively upskilling their existing labor force and employing new employees to fill the skill spaces.

This also means recruiters should adapt their abilities to match the requirements. Recruiters require a mix of excellent soft skills and hard skills to be successful in 2024 and beyond. An effective recruiter in 2024 is a terrific communicator and facilitator who knows how to offer the role and the business, works with information and data to believe tactically, and adapts quickly to the modifications in the market.

Again, proactively working on establishing these skills even more and utilizing innovation assists remain on top of the recruitment video game.

In the past couple of years, we have seen recruitment becoming more and more strategic and data-driven. HR specialists have actually ended up being the leaders of this shift and the new skill strategies.

We enjoy to see that Teamdash users are actively working with the data readily available for them in the Recruitment efficiency tab and have actually made checking it a part of their everyday routine. This has actually assisted them find new methods to improve the process and automate laborious jobs, making more time for activities that create value.

The brand-new skillset aligns with the obstacles that 2023 has actually brought and will bring on to 2024.

– We have seen an increase in the variety of prospects however still have troubles getting enough certified candidates;
– We need to cut or manage recruitment costs to remain on top of the economic situation on the planet;
– For stronger company brands, we require much better communication throughout business, and cooperation with employing supervisors is specifically essential.

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Riin Soostar, Senior HR Business Partner at Circle K Eesti

It is necessary to automate as much administrative work as possible so the recruitment process is as effective and high-quality as possible. Recruiting is getting more technical with every year. I ´ d say that a good recruiter needs to stay up to date with the trends, understand the target group, and understand how to connect to them. Also, there has to be a little bit of a salesperson in every employer, in an excellent way.

The most important abilities for an employer in 2024 are:

Business partnering and consultancy skills. The capability to take part in significant conversations and forge collaborations with working with managers and stakeholders is vital. We need to initially cultivate a wealth of business acumen and abilities within ourselves to truly operate as important service partners. It involves comprehending our organization goals, preemptively constructing skill pools, and preventing last-minute firefighting. Entering an intake call with talent market mapping results guides the discussion. It lines up expectations at the best level, making the next actions more pleasurable for ourselves, employing supervisors, and candidates.
Data-fueled processes and decision-making: While the discourse around data-driven procedures has actually continued, few have totally embraced these principles. Predicting what’s ahead of us ends up being a crucial ability among TA professionals and helps us develop meaningful collaborations with our stakeholders. The approaching years indicate a tangible shift, demanding basic modification when it concerns time-based metrics, but not just. Integrating Talent Analytics and Talent Intelligence into resource preparation is becoming the requirement even before recruitment activities commence. Balancing the internal and external point of views makes sure that we keep up with changes and remain half a step ahead. As the information topic requires to expand, storytelling abilities take centre stage-because information holds a crucial story, and we remain in the lead of writing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters should embrace and leverage recruitment automation, develop assessment skills, and increase internal movement in 2024. Recruiters require to understand their teams’ skills and capabilities thorough to build a comprehensive team’s assessment image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will become progressively important as prospects use AI tools to develop significantly strong CVs.

What will 2024 bring into recruiting?

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

One thing is for sure: AI and automation will play a helping function for recruiters – personalised communication, and the human element will constantly remain the leading gamers for both recruiters and candidates.

We are delighted to see in which instructions AI and technology will take us in 2024.

The end-of-the-year webinar “Key trends and changes in recruitment for 2024” was an insightful session with statistics and professional predictions from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is readily 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 lots of skill acquisition groups lean. Recruitment groups and employment specialists require to learn and reevaluate how to deliver more with less. Balancing the demands of service requirements while making sure individual well-being is vital to fight the pervasive obstacle of recruitment burnout in the year ahead. Remember, it is very important that your cup is full too.

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 candidates side. Therefore, employment companies require to be mindful of building their genuine company brand names completely and taking great care of their current staff members. Prioritizing the well-being and engagement of existing staff members becomes not just a business responsibility however a strategic essential to restore and fortify rely on the employing 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 far more transparency and utilisation of company branding. Both go hand-in-hand and are very important to successfully working with and retaining top talent – especially as they help develop trust among candidates and workers.

And there’s so much information to back this up. For example, LinkedIn’s Employer Brand statistics state that 75% of task candidates think about a company’s brand before even making an application for a task.
In a study of 1,000 workers, Visier discovered that 90% trust their company. When asked why, 65% said, “They typically inform me the reality”, 52% said, “They’re transparent about company policies and practices”, and 38% stated, “They motivate staff members to speak up”.
And information from Deloitte exposed that trusted business outshine their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of interruption from generative AI. We are visiting great recruiters utilizing AI to make their tasks much easier and improve a lot of their menial, admin-intensive tasks in 2024. We are likewise going to see a lot of lazy employers terribly using Generative AI tools. We must remember that nobody speaks like ChatGPT, so we can not just regurgitate material 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 improve candidate experience with a more personal approach.
Pay openness: being more transparent about pay is gaining a lot of popularity; companies require to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More skill is readily available: Due to great deals of layoffs and instability in the tech sector, there’s more skill offered. So companies who can hire now have the possibility of having extremely high-quality individuals who are loyal to them.
DEI in hiring: business emphasise variety recruitment and unconscious bias.