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 specialists to think of how 2023 will enter into the history books and what you can bring with you for 2024.

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

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

The increase of AI and automation in recruitment

The concentrate on automation has actually appeared in the previous years, and rightfully so. Recruitment technology is more readily available, accessible and versatile than ever.

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

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

At Teamdash, our approach has actually always been that the recruiter should be at the steering wheel and in control, and innovation is simply an automobile to get there quicker, more secure and more conveniently. And it ought to carry on and be transparent in the recruitment performance metrics.

AI is like your co-pilot – you remain 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 fairly early adopter of Expert system. AI helps employers to work smarter, not harder, automate recurring jobs, make it faster and simpler to source prospects, write task ads, launch company branding projects, and engage with candidates, to name just a few. AI continues to progress and automate everyday tasks. Recruiters may have the ability to take a lot of repetitive things off their plates and focus on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began utilizing several AI-powered tools in recruitment, constantly making sure ethical practices, of course. Learning the essential triggers not only made my job easier, but likewise proved incredibly remarkable. Embracing ethical AI tools completely changed my technique to recruitment: Automated Resume Screening: swiftly matching candidate certifications with task 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 individuals. At the same time, the increased circulation of using prospects appeared like a positive change, but really, it did more work in terms of the need to respond to everyone, examine each profile’s viability to the role and send more rejection e-mails.

The effectiveness increase that the AI and automation tools supplied allowed us to make the procedure quicker 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 – a boost 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 employing rates, you need to guarantee the very best prospect experience by utilizing automations and AI.

Tools you need for successful recruitment in 2024

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

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

Teamdash is recruitment software built by employers for employers, and we understand how irritating it is dealing with innovation that doesn’t fit your workflows.

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That’s why Teamdash is extremely customisable and consists of different 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 talking to options, to call a few. The recruitment dashboard provides you a birds-eye overview of your entire recruitment procedure. The Recruitment Performance tab provides you a visual introduction of important recruitment metrics so you can be more strategic in your daily work.

We covered picking the right ATS for your requirements and company at one of our webinars in 2023. You can see it on demand on Livestorm.

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

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

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

For recruiters in 2024, essential tools consist of advanced AI-driven Applicant Tracking Systems, sophisticated prospect evaluation software application, diverse and inclusive task marketing platforms, data analytics tools for talent acquisition insights, and virtual truth interfaces for immersive candidate experiences, emphasising efficiency, 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 recruiters not taking full benefit of innovation. You do not need to master them all, but get an excellent grounding on triggers and recognition 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 faster.

Rethinking and revamping your employer brand to adapt to the changes

The nature of work and the expectations towards the office and company have significantly shifted in the previous years. There is likewise a generational modification in the labor force – 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 leading talent, employers have to rethink their employer brand and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto principle applies in their user base – 20% of the finest companies get 80% of the candidates. No employer wants to miss out on working with the very best skill.

To turn into one of the best, transparency is throughout all phases of the skill technique. This suggests leveraging the right technology and tools to support human proficiencies and constructing a strong employer brand name based upon them.

Diversity (DEI), versatility, openness 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 stay dominant amongst jobseekers, hybrid roles are ending up being progressively popular.

Our Q3 Flexible Working Index (a report which tracks developing trends throughout the flexible jobs market) revealed a sharp shift far from remote work among companies – completely remote functions accounted for just 4% of task posts between July and September, usually.

Meanwhile, jobseekers’ need for remote work remains strong, but our information reveals that the more versatility business provide personnel around working places, the more popular they are amongst candidates.

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

The timeless Mon-Fri is taking a backseat. A growing number of companies are presenting 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 escalated, with approximately 47.4% of Flexa users listing it as their favored way of working throughout October. During the exact same period, 37.5% selected the 4.5-day week as their preference, and 14.1% stated the 9-day fortnight was theirs.

Kayleigh Little, Recruitment Automation Expert at Teamdash

Maintaining your employer brand name whilst recruitment is low is KEY! You require to be constantly sharing things with your audience so when recruitment chooses back up you are not essentially going back to square one. Technology will permit you to truly make data-driven choices whilst having the ability to track prospects, raise your employer branding and master recruitment marketing.

Recruiter skillset in 2024

In recent years, we have seen a lift in ability- and value-based hiring. Companies are now actively upskilling their existing workforce and hiring brand-new staff members to fill the ability spaces.

This likewise indicates employers should adjust their abilities to match the requirements. Recruiters require a mix of exceptional soft abilities and tough skills to be successful in 2024 and beyond. An effective employer in 2024 is an excellent communicator and facilitator who understands how to sell the function and the company, works with information and stats to believe strategically, and adapts quickly to the changes in the market.

Again, proactively dealing with establishing these skills further and using technology helps remain on top of the recruitment game.

In the past couple of years, we have actually seen recruitment ending up being more and more strategic and data-driven. HR experts have ended up being the leaders of this shift and the new talent techniques.

We enjoy to see that Teamdash users are actively dealing with the data readily available for them in the Recruitment efficiency tab and have made checking it a part of their daily routine. This has actually helped them discover new ways to improve the process and automate laborious jobs, making more time for activities that develop worth.

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

– We have seen a boost in the variety of candidates however still have problems getting enough certified prospects;
– We require to cut or manage recruitment costs to remain on top of the financial circumstance in the world;
– For stronger company brands, we need much better communication across companies, and partnership with employing supervisors 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 efficient and high-quality as possible. Recruiting is getting more technical with every year. I ´ d say that a good employer needs to keep up with the trends, referall.us know the target group, and understand how to reach out to them. Also, there has to be a little a salesman in every employer, in an excellent way.

The most crucial abilities for an employer in 2024 are:

Business partnering and consultancy abilities. The capability to engage in significant discussions and create partnerships with employing supervisors and stakeholders is critical. We must first cultivate a wealth of business acumen and skills within ourselves to truly function as indispensable service partners. It involves comprehending our company objectives, preemptively developing skill pools, and preventing last-minute firefighting. Stepping into an intake call with talent market mapping results guides the conversation. It aligns expectations at the best level, making the next steps more pleasurable for ourselves, employing supervisors, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven processes has continued, few have wholeheartedly accepted these concepts. Predicting what’s ahead of us becomes an important ability among TA professionals and assists us build meaningful collaborations with our stakeholders. The approaching years indicate a tangible shift, demanding basic modification when it comes to time-based metrics, but not just. Integrating Talent Analytics and Talent Intelligence into resource preparation is ending up being the requirement even before recruitment activities start. Balancing the internal and external point of views makes sure that we keep up with modifications and stay half a step ahead. As the information subject needs to expand, storytelling abilities take centre stage-because information holds an important story, and we remain in the lead of writing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters should welcome and leverage recruitment automation, construct assessment skills, and boost internal movement in 2024. Recruiters require to comprehend their teams’ abilities and abilities thorough to develop a comprehensive group’s evaluation picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will become progressively essential as prospects use AI tools to create progressively strong CVs.

What will 2024 bring into recruiting?

We will see how many of these patterns and difficulties pointed out rollover to 2024.

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

We are delighted to see in which direction AI and innovation will take us in 2024.

The end-of-the-year webinar “Key trends and modifications in recruitment for 2024” was an insightful session with data and professional 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 actually left numerous talent acquisition teams lean. Recruitment teams and specialists need to learn and review how to provide more with less. Balancing the needs of business needs while making sure individual well-being is vital to combat the pervasive difficulty of recruitment burnout in the year ahead. Remember, it is necessary that your cup is complete 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 prospects side. Therefore, business require to be mindful of developing their genuine company brand names within out and taking excellent care of their present workers. Prioritizing the wellness and engagement of existing workers ends up being not simply a corporate obligation but a tactical imperative to reconstruct and strengthen rely on the hiring landscape.

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

As mindsets and comprehending continue to sway in the best direction, I hope 2024 will bring a lot more openness and utilisation of employer branding. Both go together and are exceptionally crucial to effectively working with and retaining leading talent – especially as they assist build trust amongst prospects and employees.

And there’s so much data to back this up. For instance, LinkedIn’s Employer Brand data specify that 75% of job applicants think about an employer’s brand before even looking for a task.
In a study of 1,000 employees, Visier found that 90% trust their company. When asked why, 65% said, “They normally inform me the reality”, 52% stated, “They’re transparent about company policies and practices”, and 38% stated, “They motivate staff members to speak out”.
And information from Deloitte exposed that trusted business surpass their peers by as much as 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of disturbance from generative AI. We are going to see excellent employers utilizing AI to make their jobs simpler and simplify a great deal of their routine, admin-intensive tasks in 2024. We are also visiting a great deal of lazy recruiters severely using Generative AI tools. We should bear in mind that no one speaks like ChatGPT, so we can not just throw up content 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 enhance candidate experience with a more personal technique.
Pay openness: being more transparent about pay is acquiring a great deal of appeal; 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 lots of layoffs and instability in the tech sector, there’s more talent offered. So companies who can employ now have the possibility of having really premium individuals who are faithful to them.
DEI in hiring: companies emphasise variety recruitment and unconscious predisposition.