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 experts to consider how 2023 will enter into the history books and what you can take along with you for 2024.

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

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

The rise of AI and employment automation in recruitment

The concentrate on automation has actually been apparent in the past years, and rightfully so. Recruitment innovation is more available, accessible and adaptable than ever.

This year, AI took a substantial action ahead in recruitment and has actually been included into recruitment software, consisting of Teamdash.

We recently celebrated one year of ChatGPT – the infamous AI tool mentioned at every dinner table this year. ChatGPT and other AI tools are used by both employers 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 viewpoint has actually constantly been that the employer must be at the steering wheel and in control, and technology is just a vehicle to get there much faster, safer and more easily. And it should continue and be transparent in the recruitment performance metrics.

AI is like your co-pilot – you’re in control, offering commands and making the choices.

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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 Expert system. AI assists recruiters to work smarter, not harder, automate repeated tasks, make it faster and simpler to source prospects, compose job advertisements, launch employer branding projects, and engage with candidates, to name simply a couple of. AI continues to evolve and automate day-to-day jobs. 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 started utilizing several AI-powered tools in recruitment, always guaranteeing ethical practices, naturally. Learning the required prompts not just made my task easier, but also showed exceptionally remarkable. Embracing ethical AI tools entirely transformed my technique to recruitment: Automated Resume Screening: quickly matching candidate certifications with job requirements. Chatbot assistance: guides prospects, answers FAQs, and schedules interviews perfectly.

In 2023, we experienced the growth of the need to headhunt talents instead of fill the functions of actively applying people. At the same time, the increased flow of using candidates seemed like a favorable modification, however really, it did more operate in terms of the need to respond to everyone, evaluate each profile’s suitability to the function and send out more rejection e-mails.

The efficiency increase that the AI and automation tools offered allowed us to make the procedure quicker and more constant. 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 candidates increased by 25% – to increase working with rates, you require to ensure the very best prospect experience by utilizing automations and AI.

Tools you require for effective recruitment in 2024

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

All the professionals who responded to our study pointed out having a great and contemporary ATS as the very first essential tool in 2024.

Teamdash is recruitment software developed by recruiters for employers, and we understand how frustrating it is dealing with innovation 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 easier – an interview scheduler, a task advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing choices, among others. The recruitment control panel offers you a birds-eye overview of your whole recruitment procedure. The Recruitment Performance tab provides you a visual summary of important recruitment metrics so you can be more tactical in your daily work.

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

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

My essential tools are Good ATS, Chat GPT (or similar), and LinkedIn.

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

For recruiters in 2024, must-have tools include advanced 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 interfaces for immersive prospect experiences, stressing efficiency, 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 a lot of employers not taking complete advantage of technology. You do not have to master them all, but get a good grounding on prompts and validation 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 jobs quicker.

Rethinking and redesigning your company brand to adjust to the modifications

The nature of work and the expectations towards the work environment and company have substantially 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 keep up and exceed these expectations and keep hiring and retaining top talent, employers have to reassess 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 finest employers get 80% of the candidates. No company desires to lose out on hiring the finest talent.

To end up being one of the best, transparency is expected throughout all phases of the talent technique. This means leveraging the ideal innovation and tools to support human competencies and building a strong company brand name based upon them.

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

We’ve seen a lot of change throughout 2023.

– Firstly, the need for the workplace on a versatile basis has rebounded. While completely remote and remote-first opportunities stay dominant amongst jobseekers, hybrid roles are ending up being significantly popular.

Our Q3 Flexible Working Index (a report which tracks developing trends throughout the flexible tasks market) exposed a sharp shift away from remote work among companies – totally remote roles 4% of task posts between July and September, typically.

Meanwhile, jobseekers’ need for remote work stays strong, however our information shows that the more flexibility business offer staff around working areas, the more popular they are amongst prospects.

– Secondly, the standard work week has substantially progressed over the past year.

The traditional Mon-Fri is taking a rear seat. Increasingly more companies are introducing an alternative method, 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 skyrocketed, with an average of 47.4% of Flexa users listing it as their preferred way of working throughout October. During the very same period, 37.5% chosen 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 whilst recruitment is low is KEY! You need to be constantly sharing things with your audience so when recruitment chooses back up you are not basically starting from scratch. Technology will allow you to really make data-driven choices whilst being able to track candidates, raise your company branding and master recruitment marketing.

Recruiter skillset in 2024

Over the last few years, we have seen a lift in skill- and value-based hiring. Companies are now actively upskilling their present workforce and working with new staff members to fill the skill spaces.

This likewise means recruiters must adapt their skills to match the requirements. Recruiters require a mix of exceptional soft abilities and tough skills to be effective in 2024 and beyond. An effective recruiter in 2024 is a great communicator and facilitator who understands how to sell the function and the company, works with information and stats to think strategically, and adapts quickly to the changes in the market.

Again, proactively dealing with developing these abilities further and utilizing innovation helps remain on top of the recruitment video game.

In the past couple of years, we have actually seen recruitment ending up being a growing number of strategic and data-driven. HR experts have ended up being the leaders of this shift and the new skill methods.

We more than happy to see that Teamdash users are actively working with the information readily available for them in the Recruitment performance tab and have actually made checking it a part of their everyday routine. This has helped them discover new ways to simplify the procedure and automate tiresome jobs, making more time for activities that produce value.

The new skillset lines up with the difficulties that 2023 has actually brought and will bring on to 2024.

– We have actually seen an increase in the number of prospects but still have problems getting adequate certified candidates;
– We need to cut or handle recruitment expenses to remain on top of the financial situation in the world;
– For more powerful employer brand names, we require better communication throughout companies, and cooperation with working with supervisors is especially 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 efficient and premium as possible. Recruiting is getting more technical with every year. I ´ d say that a great recruiter needs to stay up to date with the trends, know the target group, and understand how to connect to them. Also, employment there needs to be a little a salesman in every employer, in an excellent way.

The most crucial skills for a recruiter 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 vital. We should initially cultivate a wealth of company acumen and abilities within ourselves to genuinely function as important company partners. It includes comprehending our business goals, preemptively developing skill swimming pools, and preventing last-minute firefighting. Stepping into an intake call with skill market mapping results guides the discussion. It aligns expectations at the ideal level, making the next steps more satisfying for ourselves, working with supervisors, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven procedures has persisted, couple of have completely accepted these concepts. Predicting what’s ahead of us becomes an essential skill among TA experts and helps us build meaningful collaborations with our stakeholders. The upcoming years signify a concrete shift, requiring essential modification when it pertains to time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource preparation is becoming the requirement even before recruitment activities start. Balancing the internal and external perspectives guarantees that we keep up with changes and remain half a step ahead. As the information topic requires to expand, storytelling skills take centre stage-because information holds an important story, and we remain in the lead of writing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters should welcome and take advantage of recruitment automation, develop assessment abilities, and increase internal mobility in 2024. Recruiters need to comprehend their groups’ skills and abilities in-depth to develop a detailed group’s evaluation image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will end up being significantly crucial as prospects utilize AI tools to produce progressively strong CVs.

What will 2024 bring into recruiting?

We will see how many of these trends and obstacles pointed out carry over to 2024.

One thing is for sure: AI and automation will play a helping function for recruiters – personalised interaction, and the human aspect will always remain the leading players for both recruiters and prospects.

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 modifications in recruitment for 2024” was an insightful session with statistics and expert 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 talent acquisition groups lean. Recruitment teams and specialists need to find out and reassess how to deliver more with less. Balancing the needs of service needs while ensuring personal well-being is important to fight the pervasive difficulty of recruitment burnout in the year ahead. Remember, it is necessary that your cup is full as well.

The second one would be trust. 2023 was well-known for the variety of layoffs, I feel that there is a growing deficit of trust from the prospects side. Therefore, business require to be mindful of developing their genuine employer brand names completely and taking good care of their present staff members. Prioritizing the well-being and engagement of current employees ends up being not simply a business obligation but a strategic vital to reconstruct and strengthen trust in the hiring landscape.

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

As attitudes and understanding continue to sway in the best instructions, I hope 2024 will bring a lot more openness and utilisation of company branding. Both go together and are extremely important to successfully hiring and retaining leading skill – especially as they help construct trust amongst prospects and employees.

And there’s so much information to back this up. For instance, LinkedIn’s Employer Brand data mention that 75% of job hunters consider an employer’s brand before even looking for a task.
In a survey of 1,000 workers, Visier found that 90% trust their employer. When asked why, 65% said, “They normally tell me the fact”, 52% stated, “They’re transparent about company policies and practices”, and 38% stated, “They motivate employees to speak up”.
And information from Deloitte revealed that trusted business outperform their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of interruption from generative AI. We are visiting great employers utilizing AI to make their tasks simpler and simplify a great deal of their menial, admin-intensive tasks in 2024. We are likewise going to see a great deal of lazy recruiters terribly utilizing Generative AI tools. We must bear 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 remain Human.

Hiie-Liin Tamm, Recruitment Lead at Scoro

More automation in recruitment: Using more AI in recruitment to support manual tasks and enhance prospect experience with a more individual approach.
Pay transparency: being more transparent about pay is acquiring a lot of popularity; companies 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 offered. So companies who can hire now have the possibility of having extremely premium people who are faithful to them.
DEI in hiring: companies emphasise diversity recruitment and unconscious predisposition.