Recruitment Trends in 2025 – Predictions From 15 Experts

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

We asked 15 recruitment industry 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 substantial modifications in recruitment in 2023, the words popping up in the word cloud were AI, automation and the modifications in abilities and company branding.

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

The rise of AI and automation in recruitment

The concentrate on automation has been evident in the past years, and rightfully so. Recruitment innovation is more offered, available and versatile than ever.

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

We recently commemorated one year of ChatGPT – the notorious AI tool mentioned at every dinner table this year. ChatGPT and other AI tools are utilized by both recruiters and candidates, raising issues about how it affects the recruitment procedure and how to maintain ethical and human consider the decision-making.

At Teamdash, our approach has always been that the employer needs to be at the steering wheel and in control, and technology is just a vehicle to arrive faster, more secure and more comfortably. And it must carry on and be transparent in the recruitment performance metrics.

AI is like your co-pilot – you remain in control, providing commands and making the decisions.

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Renita Käsper, employment 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 employers to work smarter, not harder, automate repeated tasks, make it faster and easier to source prospects, compose task ads, launch company branding projects, and engage with candidates, to name just a few. AI continues to develop and automate day-to-day tasks. Recruiters might be able to take a great deal of repeated things off their plates and focus on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began using numerous AI-powered tools in recruitment, always ensuring ethical practices, obviously. Learning the needed triggers not only made my job much easier, however likewise showed extremely interesting. Embracing ethical AI tools totally transformed my approach to recruitment: Automated Resume Screening: promptly matching candidate credentials with job requirements. Chatbot assistance: guides candidates, responses FAQs, and schedules interviews flawlessly.

In 2023, we experienced the development of the requirement to headhunt talents instead of fill the functions of actively using individuals. At the very same time, the increased flow of applying candidates appeared like a favorable modification, however actually, it did more work in regards to the need to respond to everyone, assess each profile’s suitability to the function and send more rejection emails.

The efficiency increase that the AI and automation tools provided allowed us to make the procedure faster and more consistent. We accomplished an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, employment at the very same time – a boost in worker NPS.

Lauryna Gireniene, Head of Talent Acquisition at Nord Security

In 2023 our hiring rate from applicants increased by 25% – to increase hiring rates, you need to make sure the very best prospect experience by using automations and AI.

Tools you need for effective recruitment in 2024

Recruiters without up-to-date tools and software have a clear downside compared to the ones who have adopted a detailed tech stack.

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

Teamdash is recruitment software application developed by recruiters for employers, and we understand how irritating it is working with innovation that does not fit your workflows.

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That’s why Teamdash is extremely customisable and consists of different 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 choices, to name a couple of. The recruitment dashboard gives you a birds-eye summary of your entire recruitment process. The Recruitment Performance tab gives you a visual summary of necessary recruitment metrics so you can be more strategic in your everyday work.

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

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

My must-have 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, must-have tools include innovative AI-driven Applicant Tracking Systems, advanced candidate assessment software application, diverse and inclusive job advertising platforms, data analytics tools for skill acquisition insights, and virtual reality user interfaces for immersive candidate experiences, stressing effectiveness, fairness, and engagement in the recruitment process.

Piret Ulm, employment 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 recruiters not maximizing innovation. You do not need to master them all, but get an excellent grounding on prompts 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 templates to make daily tasks much faster.

Rethinking and upgrading your company brand name to adjust to the changes

The nature of work and the expectations towards the office and company have substantially shifted in the past years. There is likewise a generational change in the workforce – Gen Z is going into the labor force as a part of the Boomer generation is retiring.

To keep up and go beyond these expectations and keep working with and retaining top skill, employers have to rethink their employer brand name 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 very best companies get 80% of the applicants. No employer desires to lose out on working with the finest talent.

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

Diversity (DEI), flexibility, transparency and the increase of relatable organisations are the keywords in focus for company brands in 2024.

We’ve seen a lot of change throughout 2023.

– Firstly, the need for the workplace on a versatile basis has actually picked up. While completely remote and remote-first chances remain dominant amongst jobseekers, hybrid functions are becoming progressively popular.

Our Q3 Flexible Working Index (a report which tracks developing patterns throughout the versatile jobs market) exposed a sharp shift away from remote work among employers – completely remote functions accounted for just 4% of job posts between July and September, on average.

Meanwhile, jobseekers’ need for remote work remains strong, but our data reveals that the more flexibility business provide staff around working areas, the more popular they are amongst prospects.

– Secondly, the conventional work week has significantly progressed over the past year.

The classic Mon-Fri is taking a rear seat. A growing number of business are presenting 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 actually increased, with an average of 47.4% of Flexa users noting it as their favored method of working during 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 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 enable you to genuinely make data-driven choices whilst having the ability to track prospects, 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 current workforce and working with new workers to fill the ability gaps.

This also suggests employers must adjust their skills to match the requirements. Recruiters require a mix of excellent soft abilities and hard abilities to be successful in 2024 and beyond. A successful recruiter in 2024 is a great communicator and facilitator who understands how to offer the role and the company, works with information and statistics to believe tactically, and adapts quickly to the changes in the market.

Again, proactively working on establishing these abilities further and using innovation assists remain on top of the recruitment game.

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

We enjoy to see that Teamdash users are actively dealing with the information readily available for them in the Recruitment efficiency tab and have made checking it a part of their everyday routine. This has actually assisted them find brand-new methods to streamline the procedure and automate laborious jobs, making more time for activities that develop value.

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

– We have actually seen an increase in the variety of candidates however still have problems getting enough certified candidates;
– We require to cut or handle recruitment expenses to remain on top of the economic situation worldwide;
– For more powerful company brand names, employment we require much better interaction throughout companies, and collaboration with hiring managers is especially important.

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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 procedure is as effective and top quality as possible. Recruiting is getting more technical with every year. I ´ d state that a great recruiter must stay up to date with the patterns, know the target group, and know how to reach out to them. Also, there needs to be a bit of a salesman in every employer, in an excellent method.

The most crucial abilities for a recruiter in 2024 are:

Business partnering and consultancy skills. The capability to engage in significant conversations and create collaborations with hiring managers and stakeholders is vital. We must first cultivate a wealth of organization acumen and abilities within ourselves to really work as invaluable company partners. It involves comprehending our company goals, preemptively developing skill swimming pools, and avoiding last-minute firefighting. Entering an intake call with skill market mapping results guides the discussion. It lines up expectations at the best level, making the next actions more enjoyable for ourselves, employing managers, and candidates.
Data-fueled processes and decision-making: While the discourse around data-driven processes has actually persisted, few have totally embraced these concepts. Predicting what’s ahead of us ends up being an important skill amongst TA professionals and helps us develop significant partnerships with our stakeholders. The upcoming years signify a tangible shift, demanding fundamental modification when it pertains to time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource planning is becoming the requirement even before recruitment activities begin. Balancing the internal and external perspectives makes sure that we stay up to date with modifications and remain half an action ahead. As the data subject requires to broaden, storytelling abilities take centre stage-because data holds a crucial story, and we are in the lead of writing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must accept and utilize recruitment automation, build evaluation abilities, and boost internal movement in 2024. Recruiters need to understand their groups’ skills and abilities extensive to build a comprehensive team’s evaluation picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will end up being increasingly essential as prospects use AI tools to develop significantly strong CVs.

What will 2024 bring into recruiting?

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

Something is for sure: AI and automation will play an assisting function for employers – customised interaction, and the human factor will always stay the leading players for both employers and prospects.

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

The end-of-the-year webinar “Key patterns 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 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 many skill acquisition groups lean. Recruitment teams and professionals need to learn and review how to deliver more with less. Balancing the demands of organization requirements while making sure individual wellness is important to combat the pervasive obstacle of recruitment burnout in the year ahead. Remember, it’s essential that your cup is complete also.

The 2nd one would be trust. 2023 was infamous for the number of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, business require to be conscious of building their authentic company brands completely and taking good care of their current workers. Prioritizing the well-being and engagement of existing workers ends up being not just a corporate obligation but a strategic vital to rebuild and fortify rely on the working with landscape.

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

As mindsets and comprehending continue to sway in the right direction, I hope 2024 will bring a lot more transparency and utilisation of employer branding. Both go hand-in-hand and are very essential to successfully employing and retaining top skill – especially as they help develop trust amongst candidates and employees.

And there’s so much information to back this up. For instance, LinkedIn’s Employer Brand data specify that 75% of task candidates consider an employer’s brand before even requesting a task.
In a study of 1,000 employees, Visier discovered that 90% trust their company. When asked why, 65% said, “They typically inform me the truth”, 52% stated, “They’re transparent about company policies and practices”, and 38% said, “They encourage employees to speak up”.
And information from Deloitte revealed that relied on companies surpass 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 good recruiters utilizing AI to make their tasks easier and simplify a lot of their routine, admin-intensive tasks in 2024. We are likewise going to see a great deal of lazy recruiters badly using Generative AI tools. We should bear in mind that nobody speaks like ChatGPT, so we can not simply 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 openness: being more transparent about pay is acquiring a lot of appeal; business require 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 skill offered. So business who can work with now have the possibility of having extremely premium individuals who are loyal to them.
DEI in hiring: business emphasise variety recruitment and unconscious predisposition.