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Recruitment Trends in 2025 – Predictions From 15 Experts

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

We asked 15 recruitment market specialists to think of how 2023 will enter into the history books and what you can take along with you for 2024.

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

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

The rise of AI and automation in recruitment

The focus on automation has appeared in the past years, and rightfully so. Recruitment technology is more readily available, accessible and adaptable than ever.

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

We recently celebrated one year of ChatGPT – the infamous AI tool discussed 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 keep ethical and human elements in the decision-making.

At Teamdash, our viewpoint has actually constantly been that the employer needs to be at the guiding wheel and in control, and technology is just an automobile to arrive quicker, safer and more easily. And it must continue and be transparent in the recruitment efficiency metrics.

AI is like your co-pilot – you’re in control, offering 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 reasonably early adopter of Artificial Intelligence. AI assists recruiters to work smarter, not harder, automate repetitive jobs, make it faster and easier to source prospects, write task advertisements, launch company branding projects, and engage with candidates, to name simply a few. AI continues to progress and automate everyday tasks. Recruiters may have the ability to take a lot of repeated things off their plates and focus on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began using numerous AI-powered tools in recruitment, always guaranteeing ethical practices, obviously. Learning the required prompts not only made my job much easier, however likewise showed incredibly remarkable. Embracing ethical AI tools totally transformed my method to recruitment: Automated Resume Screening: promptly matching prospect qualifications with job requirements. Chatbot assistance: guides candidates, answers FAQs, and schedules interviews perfectly.

In 2023, we experienced the growth of the requirement to headhunt talents instead of fill the functions of actively applying individuals. At the same time, the increased circulation of using candidates seemed like a positive change, however really, it did more operate in terms of the requirement to respond to everybody, assess each profile’s viability to the role and send more rejection emails.

The efficiency boost that the AI and automation tools provided allowed us to make the process quicker and more constant. We attained an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the exact same time – an increase in worker NPS.

Lauryna Gireniene, Head of Talent Acquisition at Nord Security

In 2023 our hiring rate from candidates increased by 25% – to increase working with rates, you need to guarantee the very best prospect experience by using automations and AI.

Tools you need for successful recruitment in 2024

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

All the professionals who reacted to our study discussed having a good and modern-day ATS as the very first must-have tool in 2024.

Teamdash is recruitment software developed by employers for employers, and we understand how irritating it is working with technology that doesn’t fit your workflows.

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That’s why Teamdash is extremely 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 interviewing options, to call a few. The recruitment control panel provides you a birds-eye overview of your entire recruitment procedure. The Recruitment Performance tab provides you a visual summary of important recruitment metrics so you can be more tactical in your everyday work.

We covered choosing the ideal ATS for your requirements and business at one of our webinars in 2023. You can see it on demand on Livestorm.

Having the right tools helps us adapt to the marketplace changes we saw in 2023 and be proactive in 2024. Here are some suggestions 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 assessment software, varied and inclusive task advertising platforms, data analytics tools for skill acquisition insights, and virtual truth interfaces for immersive candidate experiences, stressing performance, 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 employers not taking complete benefit of technology. You do not have 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 design templates to make day-to-day jobs quicker.

Rethinking and redesigning your employer brand name to adapt to the changes

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

To maintain and exceed these expectations and keep working with and maintaining top talent, employers have to reconsider their employer 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 very best employers get 80% of the applicants. No employer desires to lose out on employing the best talent.

To turn into one of the best, transparency is anticipated throughout all stages of the talent method. This means leveraging the best innovation and tools to support human competencies and constructing a strong employer 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 actually rebounded. While completely remote and remote-first chances remain dominant amongst jobseekers, hybrid functions are becoming significantly popular.

Our Q3 Flexible Working Index (a report which tracks evolving trends throughout the versatile jobs market) exposed a sharp shift away from remote work among employers – totally remote functions represented just 4% of task posts in between July and September, typically.

Meanwhile, jobseekers’ need for remote work stays strong, but our data reveals that the more flexibility companies provide staff around working places, the more popular they are among prospects.

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

The traditional Mon-Fri is taking a backseat. More and more business are introducing an alternative technique, which 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 increased, with approximately 47.4% of Flexa users listing it as their preferred method of working during October. During the exact same period, 37.5% selected the 4.5-day week as their choice, and 14.1% mentioned the 9-day fortnight was theirs.

Kayleigh Little, Recruitment Automation Expert at Teamdash

Maintaining your employer brand 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 beginning from scratch. Technology will enable you to truly make data-driven decisions whilst being able 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 current labor force and employing new workers to fill the ability gaps.

This likewise indicates recruiters need to adjust their abilities to match the requirements. Recruiters need a mix of exceptional soft skills and difficult skills to be effective in 2024 and beyond. An effective employer in 2024 is an excellent communicator and facilitator who knows how to offer the role and the business, deals with information and data to think strategically, and adapts rapidly to the modifications in the market.

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

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

We more than happy to see that Teamdash users are actively working with the data offered for them in the Recruitment performance tab and have actually made checking it a part of their day-to-day routine. This has helped them discover new methods to simplify the procedure and automate tedious jobs, making more time for activities that create worth.

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

– We have actually seen an increase in the number of candidates however still have troubles getting sufficient qualified candidates;
– We need to cut or handle recruitment expenses to remain on top of the economic situation on the planet;
– For more powerful company brand names, we require better interaction throughout business, and cooperation with hiring supervisors is specifically crucial.

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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 process is as efficient and premium as possible. Recruiting is getting more technical with every year. I ´ d state that a great recruiter must stay up to date with the trends, know the target group, and understand how to reach out to them. Also, there needs to be a little bit of a salesman in every employer, in a great method.

The most crucial skills for an employer in 2024 are:

Business partnering and consultancy abilities. The ability to participate in significant conversations and create collaborations with hiring supervisors and stakeholders is paramount. We must initially cultivate a wealth of business acumen and skills within ourselves to truly work as invaluable organization partners. It includes comprehending our organization goals, preemptively constructing skill swimming pools, and preventing last-minute firefighting. Entering an intake call with skill market results guides the discussion. It lines up expectations at the best level, making the next steps more pleasurable for ourselves, employing managers, and candidates.
Data-fueled processes and decision-making: While the discourse around data-driven procedures has continued, few have wholeheartedly accepted these principles. Predicting what’s ahead of us becomes an important ability amongst TA professionals and assists us develop meaningful collaborations with our stakeholders. The approaching years indicate a tangible shift, demanding basic change when it pertains to time-based metrics, however not only. Integrating Talent Analytics and Talent Intelligence into resource preparation is ending up being the standard even before recruitment activities commence. Balancing the internal and external point of views guarantees that we stay up to date with modifications and stay half an action ahead. As the data subject requires to broaden, storytelling skills take centre stage-because data holds an essential story, and we are in the lead of writing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must embrace and utilize recruitment automation, construct assessment skills, and increase internal mobility in 2024. Recruiters require to comprehend their teams’ skills and capabilities extensive to construct a detailed group’s evaluation picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will become significantly important as prospects utilize AI tools to create increasingly strong CVs.

What will 2024 bring into recruiting?

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

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

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

The end-of-the-year webinar “Key patterns and changes in recruitment for 2024” was an insightful session with statistics and expert forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is offered on demand on Livestorm.

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

2023 has left lots of talent acquisition teams lean. Recruitment groups and specialists require to learn and review how to provide more with less. Balancing the demands of organization needs while ensuring individual wellness is important to combat the prevalent obstacle of recruitment burnout in the year ahead. Remember, it is necessary that your cup is full also.

The 2nd 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 need to be mindful of building their authentic employer brands completely and taking excellent care of their present workers. Prioritizing the wellness and engagement of present employees becomes not simply a corporate responsibility however a strategic imperative to restore and fortify trust in the employing landscape.

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

As mindsets and comprehending continue to sway in the right instructions, I hope 2024 will bring a lot more openness and utilisation of employer branding. Both go hand-in-hand and are very important to successfully employing and maintaining leading talent – particularly as they assist develop trust among prospects and employees.

And there’s a lot data to back this up. For example, LinkedIn’s Employer Brand data mention that 75% of task applicants think about an employer’s brand before even getting a job.
In a study of 1,000 staff members, Visier discovered that 90% trust their employer. When asked why, 65% stated, “They typically tell me the fact”, 52% said, “They’re transparent about company policies and practices”, and 38% stated, “They motivate staff members to speak up”.
And data from Deloitte exposed that relied on business exceed their peers by approximately 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 streamline a lot of their menial, admin-intensive jobs in 2024. We are also visiting a great deal of lazy recruiters badly using Generative AI tools. We need to bear in mind that nobody speaks like ChatGPT, so we can not simply spit up material and pass it off as our own. Personalisation will be key for us to stay Human.

Hiie-Liin Tamm, Recruitment Lead at Scoro

More automation in recruitment: Using more AI in recruitment to support manual tasks and improve prospect experience with a more individual approach.
Pay openness: being more transparent about pay is gaining a great deal of appeal; business need to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive.
More talent is available: Due to great deals of layoffs and instability in the tech sector, there’s more talent offered. So companies who can work with now have the possibility of having extremely premium people who are faithful to them.
DEI in hiring: business stress diversity recruitment and unconscious predisposition.