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Recruitment Trends in 2025 – Predictions From 15 Experts

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

We asked 15 recruitment market professionals to think of 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 modifications in recruitment in 2023, the words popping up in the word cloud were AI, automation and the changes in skills and employer branding.

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

The increase of AI and automation in recruitment

The concentrate on automation has appeared in the previous years, and rightfully so. Recruitment technology is more offered, accessible and adaptable than ever.

This year, AI took a considerable step ahead in recruitment and has been integrated into recruitment software, consisting of Teamdash.

We just recently celebrated one year of ChatGPT – the notorious AI tool mentioned at every table this year. ChatGPT and other AI tools are utilized by both recruiters and prospects, raising concerns about how it affects the recruitment process and how to maintain ethical and human elements in the decision-making.

At Teamdash, our approach has actually constantly been that the employer should be at the steering wheel and in control, and innovation is just an automobile to arrive quicker, safer and more easily. And it should continue and be transparent in the recruitment performance metrics.

AI is like your co-pilot – you remain 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 reasonably early adopter of Artificial Intelligence. AI helps employers to work smarter, not harder, automate recurring tasks, make it faster and simpler to source candidates, write task ads, launch employer branding projects, and engage with prospects, to name just a couple of. AI continues to develop and automate daily tasks. Recruiters may have the ability to take a lot of recurring things off their plates and focus on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began utilizing numerous AI-powered tools in recruitment, constantly making sure ethical practices, of course. Learning the needed triggers not just made my task simpler, but likewise showed extremely fascinating. Embracing ethical AI tools completely transformed my approach to recruitment: Automated Resume Screening: swiftly matching prospect certifications with task requirements. Chatbot support: guides candidates, responses FAQs, and schedules interviews seamlessly.

In 2023, we experienced the development of the requirement to headhunt talents instead of fill the roles of actively applying individuals. At the very same time, the increased circulation of applying candidates appeared like a positive modification, but actually, it did more work in regards to the need to respond to everyone, examine each profile’s suitability to the role and send out more rejection e-mails.

The effectiveness increase that the AI and automation tools supplied allowed us to make the procedure faster and more constant. We accomplished an enhancement 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 candidates increased by 25% – to increase hiring rates, you require to guarantee the very best prospect experience by utilizing automations and AI.

Tools you require for effective recruitment in 2024

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

All the specialists who reacted to our survey discussed having an excellent and modern-day ATS as the very first must-have tool in 2024.

Teamdash is recruitment software application developed by employers for recruiters, and we understand how annoying it is working 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 easier – an interview scheduler, a task ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing alternatives, among others. The recruitment dashboard provides you a birds-eye overview of your entire recruitment procedure. The Recruitment Performance tab offers you a visual summary of necessary recruitment metrics so you can be more tactical in your daily work.

We covered choosing the right ATS for your requirements and adremcareers.com business at one of our webinars in 2023. You can view it on need 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 recommendations 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 recruiters in 2024, essential tools include advanced AI-driven Applicant Tracking Systems, sophisticated candidate evaluation software application, varied and inclusive job marketing platforms, information analytics tools for skill acquisition insights, and virtual reality interfaces for immersive prospect experiences, emphasising performance, 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 a lot of employers not taking full benefit of innovation. You do not need to master them all, however get an excellent grounding on prompts and recognition as a minimum. AI is as reliable 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 daily tasks faster.

Rethinking and revamping your company brand to adapt to the modifications

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

To maintain and exceed these expectations and keep employing and maintaining top talent, employers need to rethink their employer brand and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto principle uses in their user base – 20% of the very best companies get 80% of the applicants. No company desires to lose out on hiring the best skill.

To turn into one of the finest, transparency is anticipated throughout all phases of the talent method. This implies leveraging the ideal technology and tools to support human proficiencies and building a strong company brand based on them.

Diversity (DEI), flexibility, openness 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 somalibidders.com for the office on a flexible basis has actually picked up. While fully remote and remote-first chances remain dominant amongst jobseekers, hybrid functions are ending up being progressively popular.

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

Meanwhile, jobseekers’ demand for remote work remains strong, but our information shows that the more versatility companies offer staff around working areas, the more popular they are among candidates.

– Secondly, the conventional work week has actually substantially progressed over the previous year.

The timeless 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 an average of 47.4% of Flexa users listing it as their favored way of working throughout October. During the exact same duration, 37.5% picked the 4.5-day week as their choice, and 14.1% stated 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 picks back up you are not basically beginning from scratch. Technology will allow you to really make data-driven decisions whilst being able to track candidates, elevate your company branding and master recruitment marketing.

Recruiter skillset in 2024

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

This also suggests employers must adapt their skills to match the requirements. Recruiters require a mix of outstanding soft abilities and hard skills to be effective in 2024 and beyond. An effective recruiter in 2024 is an excellent communicator and facilitator who knows how to offer the function and the business, works with data and stats to believe strategically, and adapts quickly to the modifications in the market.

Again, proactively dealing with developing these abilities even more and utilizing innovation assists stay on top of the recruitment game.

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

We enjoy to see that Teamdash users are actively working with the information readily available for them in the Recruitment efficiency tab and have actually made inspecting it a part of their everyday regimen. This has helped them discover brand-new methods to simplify the process and automate tedious tasks, making more time for activities that create value.

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

– We have actually seen a boost in the variety of prospects but still have troubles getting adequate certified candidates;
– We need to cut or manage recruitment costs to stay on top of the economic situation on the planet;
– For stronger company brands, we require better interaction throughout companies, and partnership with hiring supervisors is especially 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 procedure is as efficient and top quality as possible. Recruiting is getting more technical with every year. I ´ d state that an excellent 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 bit of a salesperson in every recruiter, in a good method.

The most important skills for an employer in 2024 are:

Business partnering and consultancy abilities. The capability to participate in significant discussions and forge collaborations with working with managers and stakeholders is paramount. We need to initially cultivate a wealth of organization acumen and abilities within ourselves to genuinely work as vital business partners. It includes understanding our organization objectives, preemptively building talent swimming pools, and preventing last-minute firefighting. Stepping into a consumption call with skill market mapping results guides the conversation. It lines up expectations at the ideal level, making the next actions more pleasurable for ourselves, working with supervisors, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven processes has persisted, few have actually completely embraced these concepts. Predicting what’s ahead of us ends up being an important ability amongst TA specialists and helps us develop meaningful partnerships with our stakeholders. The approaching years signal a concrete shift, requiring essential modification 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 commence. Balancing the internal and external point of views ensures that we stay up to date with modifications and a step ahead. As the information topic needs to broaden, storytelling skills take centre stage-because information 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 need to welcome and take advantage of recruitment automation, build evaluation abilities, and increase internal mobility in 2024. Recruiters require to understand their groups’ abilities and abilities thorough to construct a comprehensive group’s assessment image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will end up being progressively important as prospects utilize AI tools to develop increasingly strong CVs.

What will 2024 bring into recruiting?

We will see the number of of these patterns and difficulties discussed 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 always stay the leading gamers for both recruiters and prospects.

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

The end-of-the-year webinar “Key trends and modifications in recruitment for 2024” was an insightful session with statistics and skilled predictions 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 many skill acquisition groups lean. Recruitment teams and professionals require to find out and reassess how to deliver more with less. Balancing the demands of service needs while guaranteeing individual wellness is important to fight the pervasive obstacle of recruitment burnout in the year ahead. Remember, it’s important that your cup is full 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 prospects side. Therefore, companies need to be mindful of building their authentic company brand names completely and taking excellent care of their current staff members. Prioritizing the well-being and engagement of current workers becomes not just a corporate obligation however a tactical important to rebuild and fortify trust in the hiring landscape.

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

As attitudes and comprehending continue to sway in the ideal direction, I hope 2024 will bring a lot more transparency and utilisation of company branding. Both go hand-in-hand and are very crucial to successfully employing and retaining leading skill – particularly as they help construct trust among prospects and workers.

And there’s a lot data to back this up. For instance, referall.us LinkedIn’s Employer Brand statistics state that 75% of job hunters think about a company’s brand name before even obtaining a task.
In a survey of 1,000 staff members, Visier found that 90% trust their company. When asked why, 65% stated, “They normally tell me the fact”, 52% said, “They’re transparent about business policies and practices”, and 38% stated, “They motivate staff members to speak out”.
And data from Deloitte revealed that trusted business outperform their peers by up to 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of interruption from generative AI. We are going to see good employers using AI to make their tasks much easier and simplify a great deal of their routine, admin-intensive jobs in 2024. We are also visiting a lot of lazy recruiters severely using Generative AI tools. We need to keep in mind that no one speaks like ChatGPT, so we can not just spit up 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 tasks and enhance candidate experience with a more individual method.
Pay transparency: being more transparent about pay is acquiring a lot of popularity; business need to prepare to be able to satisfy 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 skill readily available. So business who can work with now have the possibility of having really high-quality people who are faithful to them.
DEI in hiring: companies emphasise variety recruitment and unconscious predisposition.