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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 market professionals 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 professionals about the most significant modifications in recruitment in 2023, the words turning up in the word cloud were AI, automation and the changes in skills and company branding.

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

The rise of AI and automation in recruitment

The focus on automation has actually been evident in the previous years, and truly so. Recruitment innovation is more readily available, accessible and versatile than ever.

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

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

At Teamdash, our viewpoint has constantly been that the recruiter must be at the steering wheel and in control, and innovation is simply a vehicle to get there much faster, safer and more easily. And it needs to bring on and be transparent in the recruitment efficiency metrics.

AI resembles your co-pilot – you’re in control, providing commands and deciding.

See Recruitment Automations and AI in action with Teamdash

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 recruiters to work smarter, not harder, automate repetitive tasks, make it faster and much easier to source prospects, write job advertisements, launch company branding projects, and engage with candidates, to call simply a few. AI continues to develop and automate day-to-day 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 utilizing multiple AI-powered tools in recruitment, always guaranteeing ethical practices, obviously. Learning the needed prompts not just made my task easier, however also proved exceptionally interesting. Embracing ethical AI tools entirely transformed my technique to recruitment: Automated Resume Screening: quickly matching prospect qualifications with task requirements. Chatbot help: guides candidates, responses FAQs, and schedules interviews effortlessly.

In 2023, we experienced the development of the requirement to headhunt talents instead of fill the functions of actively using people. At the very same time, the increased circulation of applying prospects appeared like a positive modification, but actually, it did more operate in terms of the requirement to respond to everyone, examine each profile’s suitability to the function and send out more rejection emails.

The efficiency boost that the AI and automation tools offered allowed us to make the procedure faster and more consistent. We achieved 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 applicants increased by 25% – to increase working with rates, you need to ensure the finest prospect experience by utilizing automations and AI.

Tools you require for successful recruitment in 2024

Recruiters without current tools and software have a clear downside compared to the ones who have embraced a comprehensive tech stack.

All the experts who reacted to our study mentioned having a great and contemporary ATS as the very first must-have tool in 2024.

Teamdash is recruitment software built by employers for recruiters, and we understand how annoying 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 task ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to options, among others. The recruitment control panel provides you a birds-eye summary of your whole recruitment process. The Recruitment Performance tab offers you a visual introduction of essential recruitment metrics so you can be more strategic in your daily work.

We covered choosing the right ATS for your requirements and company at one of our webinars in 2023. You can view it on need on Livestorm.

Having the right tools assists us adapt to the marketplace modifications we experienced in 2023 and be proactive in 2024. Here are some suggestions from our specialists:

My essential tools are Proficient at, Chat GPT (or similar), and LinkedIn.

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

For employers in 2024, must-have tools consist of sophisticated AI-driven Applicant Tracking Systems, sophisticated candidate evaluation software application, varied and inclusive job marketing platforms, information analytics tools for talent acquisition insights, and virtual truth interfaces for immersive prospect experiences, stressing effectiveness, fairness, and engagement in the recruitment process.

Piret Ulm, Partner Relations Lead at TalentHub

I personally think 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 full advantage of innovation. You do not have to master them all, but get a great grounding on triggers and recognition as a minimum. AI is as trusted as Wikipedia – you require 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 everyday tasks faster.

Rethinking and redesigning your employer brand to adjust to the changes

The nature of work and the expectations towards the workplace and company have significantly shifted in the past years. There is also a generational modification 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 working with and keeping top skill, employers need to reconsider their company brand name 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 employers get 80% of the applicants. No employer wants to miss out on out on employing the very best talent.

To turn into one of the very best, transparency is expected throughout all stages of the skill technique. This suggests leveraging the best technology and tools to support human competencies and developing a strong employer brand name based on them.

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

We’ve seen a lot of modification throughout 2023.

– Firstly, the demand for the workplace on a versatile basis has picked up. While totally remote and remote-first opportunities remain dominant among jobseekers, hybrid functions are ending up being progressively popular.

Our Q3 Flexible Working Index (a report which tracks progressing trends throughout the versatile tasks market) revealed a sharp shift away from remote work amongst employers – totally remote functions represented just 4% of task posts in between July and September, on average.

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

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

The timeless Mon-Fri is taking a rear seat. Increasingly more business are introducing an alternative method, 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 noting it as their favored way of working throughout October. During the same duration, 37.5% picked the 4.5-day week as their preference, employment 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 need to be continuously sharing things with your audience so when recruitment chooses back up you are not basically beginning from scratch. Technology will enable you to really make data-driven choices whilst having the ability to track prospects, raise your employer branding and master recruitment marketing.

Recruiter skillset in 2024

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

This likewise indicates employers should adjust their skills to match the requirements. Recruiters require a mix of outstanding soft skills and hard skills to be effective in 2024 and beyond. A successful recruiter in 2024 is a fantastic communicator and facilitator who knows how to sell the role and the business, deals with information and data to think tactically, and adapts rapidly to the modifications in the market.

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

In the previous few years, we have seen recruitment becoming increasingly more tactical and data-driven. HR experts have ended up being the leaders of this shift and the new skill techniques.

We enjoy to see that Teamdash users are actively dealing with the information readily available for them in the Recruitment performance tab and have made examining it a part of their day-to-day regimen. This has actually assisted them discover brand-new ways to improve the procedure and automate tedious tasks, making more time for activities that create worth.

The brand-new skillset lines up with the obstacles that 2023 has brought and will carry on to 2024.

– We have seen a boost in the variety of prospects but still have troubles getting enough certified prospects;
– We require to cut or handle recruitment expenses to stay on top of the economic circumstance in the world;
– For more powerful employer brand names, we require much better communication across business, and partnership with working with managers is specifically 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 effective and high-quality as possible. Recruiting is getting more technical with every year. I ´ d say that an excellent recruiter needs to keep up with the patterns, know the target group, and understand how to reach out to them. Also, there needs to be a bit of a salesman in every employer, in a great way.

The most crucial abilities for an employer in 2024 are:

Business partnering and consultancy skills. The ability to participate in significant discussions and create collaborations with employing supervisors and stakeholders is vital. We should first cultivate a wealth of company acumen and skills within ourselves to genuinely operate as important business partners. It includes understanding our service objectives, preemptively developing skill swimming pools, and preventing last-minute firefighting. Entering an intake call with talent market mapping results guides the discussion. It lines up expectations at the right level, making the next actions more pleasurable for ourselves, working with managers, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven procedures has continued, few have actually totally welcomed these concepts. Predicting what’s ahead of us becomes an essential skill amongst TA professionals and assists us construct significant collaborations with our stakeholders. The upcoming years signal 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 requirement even before recruitment activities commence. Balancing the internal and external viewpoints guarantees that we stay up to date with modifications and stay half a step ahead. As the information topic needs to broaden, employment storytelling skills take centre stage-because information holds a vital story, and we are in the lead of composing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must embrace and utilize recruitment automation, construct evaluation skills, and boost internal mobility in 2024. Recruiters need to comprehend their teams’ abilities and capabilities thorough to construct a detailed group’s assessment image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities 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 challenges mentioned rollover to 2024.

One thing is for sure: AI and automation will play a helping function for recruiters – customised communication, and the human aspect will always stay the leading players for both recruiters and candidates.

We are excited to see in which direction AI and technology will take us in 2024.

The end-of-the-year webinar “Key trends and changes in recruitment for 2024” was an informative session with stats and skilled forecasts 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 lots of talent acquisition teams lean. Recruitment teams and experts need to discover and reevaluate how to deliver more with less. Balancing the needs of service needs while ensuring individual wellness is important to fight the pervasive obstacle of in the year ahead. Remember, it’s crucial that your cup is complete also.

The second one would be trust. 2023 was infamous for the variety of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, business need to be conscious of constructing their genuine employer brand names within out and taking great care of their existing workers. Prioritizing the wellness and engagement of present workers becomes not just a business duty however a tactical imperative to restore and fortify rely on the employing landscape.

Molly Johnson-Jones, employment 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 employer branding. Both go together and are incredibly essential to successfully working with and retaining leading skill – especially as they assist construct trust among prospects and employees.

And there’s a lot data to back this up. For instance, LinkedIn’s Employer Brand data state that 75% of job hunters think about an employer’s brand name before even using for a task.
In a study of 1,000 employees, employment Visier discovered 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 motivate staff members to speak up”.
And data from Deloitte revealed that trusted companies exceed 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 excellent employers utilizing AI to make their jobs easier and enhance a lot of their menial, admin-intensive jobs in 2024. We are likewise visiting a lot of lazy recruiters severely utilizing Generative AI tools. We must keep in mind that no one speaks like ChatGPT, so we can not just regurgitate content and pass it off as our own. Personalisation will be essential for us to stay 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 individual approach.
Pay transparency: being more transparent about pay is getting a lot of popularity; business require to prepare to be able to satisfy the requirements of the European Parliament Pay Transparency Directive.
More talent is offered: Due to lots of layoffs and instability in the tech sector, there’s more skill available. So business who can work with now have the possibility of having extremely top quality people who are loyal to them.
DEI in hiring: business stress variety recruitment and unconscious bias.