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

Unsurprisingly, when we asked our experts about the most substantial changes in recruitment in 2023, the words turning 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 say in the 2023 Teamdash survey.

The increase of AI and automation in recruitment

The focus on automation has actually appeared in the past years, and rightfully so. Recruitment innovation is more offered, accessible and adaptable than ever.

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

We recently commemorated one year of ChatGPT – the notorious AI tool discussed at every supper table this year. ChatGPT and other AI tools are used by both employers and prospects, raising concerns about how it affects the recruitment procedure and how to maintain ethical and human consider the decision-making.

At Teamdash, our philosophy has always been that the recruiter must be at the guiding wheel and in control, and technology is simply a car to get there much faster, safer and more conveniently. And it should bring on and be transparent in the recruitment performance metrics.

AI resembles your co-pilot – you remain in control, giving commands and making the decisions.

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Renita Käsper, Global Director of Talent Acquisition and Employer Branding at HRS Group

Talent acquisition and recruitment has been a reasonably early adopter of Expert system. AI assists recruiters to work smarter, not harder, automate repetitive tasks, 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 evolve and automate day-to-day jobs. Recruiters may have the ability to take a great deal of repetitive things off their plates and focus on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began using multiple AI-powered tools in recruitment, always making sure ethical practices, of course. Learning the essential prompts not only made my job easier, however also proved exceptionally interesting. Embracing ethical AI tools completely changed my approach to recruitment: Automated Resume Screening: promptly matching candidate certifications with job requirements. Chatbot help: guides prospects, responses FAQs, and schedules interviews effortlessly.

In 2023, we experienced the development of the requirement to headhunt skills rather than fill the functions of actively using individuals. At the very same time, the increased flow of using candidates appeared like a positive change, however in fact, it did more operate in regards to the requirement to reply to everybody, assess each profile’s suitability to the role and send out more rejection e-mails.

The effectiveness increase that the AI and automation tools supplied permitted us to make the process faster and more constant. We accomplished an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the very 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 working with rates, you require to guarantee the finest prospect experience by utilizing automations and AI.

Tools you need for effective recruitment in 2024

Recruiters without updated tools and software application have a clear disadvantage compared to the ones who have actually adopted a comprehensive tech stack.

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

Teamdash is recruitment software application built by recruiters for employers, and we understand how frustrating it is dealing with technology that does not fit your workflows.

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That’s why Teamdash is highly customisable and consists of numerous automation possibilities and (AI-powered) tools that make your work easier – an interview scheduler, a job advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with options, among others. The recruitment control panel gives you a birds-eye introduction of your entire recruitment procedure. The Recruitment Performance tab provides 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 company at one of our webinars in 2023. You can see it as needed on Livestorm.

Having the right tools assists us adapt to the marketplace modifications 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, must-have tools consist of sophisticated AI-driven Applicant Tracking Systems, advanced candidate assessment software, diverse and inclusive task marketing platforms, data analytics tools for talent acquisition insights, and virtual truth user interfaces for immersive prospect experiences, stressing efficiency, fairness, and engagement in the recruitment procedure.

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 recruiters not maximizing technology. You do not have to master them all, however get a great grounding on prompts and recognition as a minimum. AI is as trusted 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 quicker.

Rethinking and upgrading your employer brand name to adjust to the modifications

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

To maintain and exceed these expectations and keep employing and keeping top skill, companies need to reconsider their company brand and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto concept applies in their user base – 20% of the best employers get 80% of the applicants. No company wishes to lose out on working with the very best talent.

To end up being one of the best, openness is anticipated throughout all phases of the skill technique. This indicates leveraging the right innovation and tools to support human competencies and developing a strong company brand based on them.

Diversity (DEI), versatility, openness and the increase of relatable organisations are the keywords in focus for employer brands in 2024.

We’ve seen a great deal of change throughout 2023.

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

Our Q3 Flexible Working Index (a report which tracks evolving patterns across the flexible tasks market) revealed a sharp shift away from remote work among companies – fully remote roles represented just 4% of job posts in between July and September, usually.

Meanwhile, jobseekers’ demand for remote work remains strong, but our data shows that the more flexibility companies offer staff around working locations, the more popular they are among prospects.

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

The traditional Mon-Fri is taking a rear seat. A growing number of 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 approximately 47.4% of Flexa users listing it as their preferred method of working during October. During the very same duration, 37.5% chosen the 4.5-day week as their preference, 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 essentially starting from scratch. Technology will allow you to really make data-driven decisions whilst being able to track prospects, elevate 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 labor force and employing brand-new workers to fill the ability spaces.

This also implies employers need to adapt 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 an excellent communicator and facilitator who knows how to sell the role and the business, works with data and statistics to think tactically, and adapts quickly to the modifications in the market.

Again, proactively working on developing these abilities even more and using innovation assists stay on top of the recruitment game.

In the previous couple of years, we have 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 methods.

We’re delighted to see that Teamdash users are actively working with the data available for them in the Recruitment efficiency tab and have actually made examining it a part of their day-to-day regimen. This has helped them find brand-new ways to enhance the procedure and automate tedious tasks, making more time for activities that develop worth.

The brand-new skillset aligns with the challenges that 2023 has actually brought and will continue to 2024.

– We have seen an increase in the variety of prospects however still have troubles getting adequate certified prospects;
– We require to cut or manage recruitment expenses to remain on top of the economic circumstance on the planet;
– For referall.us more powerful company brand names, we need much better interaction throughout business, and collaboration with working with managers is particularly 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 procedure is as effective and premium as possible. Recruiting is getting more technical with every year. I ´ d say that an excellent recruiter needs to keep up with the trends, understand the target group, and understand how to reach out to them. Also, there needs to be a little bit of a salesperson in every employer, in an excellent way.

The most essential skills for an employer in 2024 are:

Business partnering and consultancy abilities. The ability to take part in significant discussions and create partnerships with employing managers and stakeholders is critical. We should initially cultivate a wealth of organization acumen and abilities within ourselves to genuinely function as important service partners. It includes understanding our company objectives, preemptively building skill pools, and preventing last-minute firefighting. Stepping into a consumption call with skill market mapping results guides the discussion. It aligns expectations at the best level, making the next steps more satisfying for ourselves, employing managers, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven procedures has persisted, few have totally welcomed these concepts. Predicting what’s ahead of us ends up being a crucial skill amongst TA professionals and helps us develop meaningful partnerships with our stakeholders. The upcoming years indicate a tangible shift, demanding fundamental change when it comes to time-based metrics, but not just. Integrating Talent Analytics and Talent Intelligence into resource planning 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 remain half a . As the data topic requires to expand, storytelling skills take centre stage-because information holds a crucial story, and we are in the lead of writing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters should welcome and utilize recruitment automation, construct assessment skills, and boost internal movement in 2024. Recruiters require to understand their teams’ abilities and capabilities extensive to develop an extensive team’s evaluation photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will become significantly important as prospects use AI tools to create significantly strong CVs.

What will 2024 bring into recruiting?

We will see the number of of these trends and obstacles mentioned rollover to 2024.

Something is for sure: AI and automation will play a helping function for recruiters – personalised communication, and the human aspect will constantly remain the leading gamers for both employers and candidates.

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

The end-of-the-year webinar “Key patterns and changes in recruitment for 2024” was an insightful session with stats and expert forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is readily available on need on Livestorm.

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Piret Luts, Global Head of Talent Analytics, Sourcing & Research at Nortal AS

2023 has left numerous talent acquisition groups lean. Recruitment teams and experts require to find out and reevaluate how to provide more with less. Balancing the needs of organization needs while guaranteeing individual wellness is important to combat the pervasive obstacle of recruitment burnout in the year ahead. Remember, it’s crucial that your cup is full also.

The 2nd 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, business require to be conscious of constructing their genuine company brand names inside out and taking good care of their present staff members. Prioritizing the wellness and engagement of existing staff members ends up being not simply a business responsibility but a strategic necessary to rebuild and fortify rely on the working with 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 transparency and utilisation of employer branding. Both go together and are exceptionally important to effectively employing and maintaining top talent – specifically as they help build trust amongst candidates and staff members.

And there’s a lot data to back this up. For example, LinkedIn’s Employer Brand statistics state that 75% of job hunters think about an employer’s brand name before even applying for a job.
In a survey of 1,000 workers, Visier found that 90% trust their employer. When asked why, 65% stated, “They generally tell me the truth”, 52% said, “They’re transparent about business policies and practices”, and 38% stated, “They motivate workers to speak out”.
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 great deal of interruption from generative AI. We are visiting great employers utilizing AI to make their jobs simpler and enhance a great deal of their routine, admin-intensive jobs in 2024. We are likewise going to see a great deal of lazy recruiters severely utilizing Generative AI tools. We need to keep in mind that no one speaks like ChatGPT, so we can not simply spit up content and pass it off as our own. Personalisation will be crucial for us to remain Human.

Hiie-Liin Tamm, Recruitment Lead at Scoro

More automation in recruitment: Using more AI in recruitment to support manual jobs and enhance prospect experience with a more personal approach.
Pay transparency: being more transparent about pay is acquiring a lot of popularity; business need to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive.
More skill is available: Due to lots of layoffs and instability in the tech sector, there’s more talent readily available. So companies who can hire now have the possibility of having very top quality people who are devoted to them.
DEI in hiring: companies stress diversity recruitment and unconscious predisposition.