Recruitment Trends in 2025 – Predictions From 15 Experts

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

We asked 15 recruitment market experts to think of how 2023 will enter into the history books and what you can take along with you for 2024.

Unsurprisingly, when we asked our specialists about the most substantial modifications in recruitment in 2023, the words appearing in the word cloud were AI, automation and the changes in skills and employer branding.

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

The rise of AI and automation in recruitment

The concentrate on automation has actually appeared in the past years, and truly so. Recruitment innovation is more readily available, accessible and versatile than ever.

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

We just recently commemorated one year of ChatGPT – the notorious AI tool pointed out at every supper table this year. ChatGPT and other AI tools are used by both recruiters and candidates, 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 constantly been that the employer needs to be at the steering wheel and in control, and innovation is just an automobile to get there much faster, safer and more conveniently. And it must continue and be transparent in the recruitment efficiency metrics.

AI is like your co-pilot – you’re in control, giving 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 been a fairly early adopter of Expert system. AI assists recruiters to work smarter, not harder, automate recurring jobs, make it faster and easier to source prospects, compose job advertisements, launch company branding projects, and engage with prospects, to name just a few. AI continues to develop and automate everyday jobs. Recruiters might be able to take a great deal of repeated things off their plates and focus on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started utilizing multiple AI-powered tools in recruitment, constantly guaranteeing ethical practices, of course. Learning the essential prompts not only made my task easier, but likewise proved exceptionally fascinating. Embracing ethical AI tools completely transformed my technique to recruitment: Automated Resume Screening: promptly matching prospect qualifications with task requirements. Chatbot assistance: guides prospects, answers FAQs, and schedules interviews seamlessly.

In 2023, we experienced the growth of the requirement to headhunt skills instead of fill the roles of actively using individuals. At the same time, the increased circulation of using prospects appeared like a positive modification, but actually, it did more work in regards to the requirement to respond to everyone, examine each profile’s viability to the function and send out more rejection e-mails.

The effectiveness boost that the AI and automation tools supplied enabled us to make the procedure quicker and more constant. We attained an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the 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 employing rates, you need to ensure the finest prospect experience by utilizing automations and AI.

Tools you need for effective recruitment in 2024

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

All the experts who reacted to our study mentioned having an excellent and contemporary ATS as the very first essential tool in 2024.

Teamdash is recruitment software constructed by recruiters for recruiters, and we understand how annoying it is dealing with technology that doesn’t fit your workflows.

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That’s why Teamdash is highly customisable and consists of various automation possibilities and (AI-powered) tools that make your work much easier – an interview scheduler, a job 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 process. The Recruitment Performance tab offers you a visual summary of essential recruitment metrics so you can be more strategic 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 changes we in 2023 and be proactive in 2024. Here are some recommendations 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 consist of sophisticated AI-driven Applicant Tracking Systems, sophisticated prospect assessment software, varied and inclusive task advertising platforms, information analytics tools for talent acquisition insights, and virtual reality user interfaces for immersive candidate 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 recruiters not taking full advantage of innovation. You do not have to master them all, however get a great grounding on prompts and validation as a minimum. AI is as dependable as Wikipedia – you require to do the fact-check.

Danas Venclovas, Head of Talent Acquisition at Luminor Group

ATS, Magical Text Expander, employment DeepL, Grammarly, and templates to make daily tasks quicker.

Rethinking and upgrading your employer brand to adjust to the changes

The nature of work and the expectations towards the workplace and company have significantly shifted in the past years. There is also a generational modification in the labor force – Gen Z is entering the labor force as a part of the Boomer generation is retiring.

To keep up and go beyond these expectations and keep employing and retaining leading skill, employers need to reassess their company 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 very best companies get 80% of the candidates. No employer wishes to lose out on working with the finest talent.

To end up being one of the best, transparency is anticipated throughout all stages of the talent strategy. This suggests leveraging the right technology and tools to support human proficiencies and constructing a strong company brand name based upon them.

Diversity (DEI), versatility, transparency and the rise 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 office on a versatile basis has rebounded. While fully remote and remote-first chances stay dominant amongst jobseekers, hybrid roles are ending up being progressively popular.

Our Q3 Flexible Working Index (a report which tracks progressing patterns across the flexible jobs market) exposed a sharp shift away from remote work amongst employers – fully remote functions represented just 4% of task posts in between July and September, typically.

Meanwhile, jobseekers’ demand for remote work stays strong, but our data reveals that the more versatility companies use personnel around working places, the more popular they are amongst prospects.

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

The timeless Mon-Fri is taking a rear seat. A growing number of companies are introducing an alternative technique, 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 approximately 47.4% of Flexa users noting it as their preferred way of working during October. During the exact same duration, 37.5% picked the 4.5-day week as their choice, and 14.1% mentioned the 9-day fortnight was theirs.

Kayleigh Little, Recruitment Automation Expert at Teamdash

Maintaining your company brand whilst recruitment is low is KEY! You need to be constantly sharing things with your audience so when recruitment selects back up you are not essentially going back to square one. 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

In recent years, we have actually seen a lift in skill- and value-based hiring. Companies are now actively upskilling their present labor force and working with brand-new employees to fill the ability gaps.

This also means recruiters should adjust their skills to match the requirements. Recruiters require a mix of excellent soft skills and hard skills to be effective in 2024 and beyond. A successful recruiter in 2024 is a fantastic communicator and facilitator who knows how to sell the function and the company, works with data and statistics to think tactically, and adapts quickly to the modifications in the market.

Again, proactively dealing with developing these skills even more and utilizing innovation helps remain on top of the recruitment game.

In the previous few years, we have seen recruitment ending up being a growing number of strategic and data-driven. HR specialists have ended up being the leaders of this shift and employment the new talent strategies.

We more than happy to see that Teamdash users are actively dealing with the information available for them in the Recruitment efficiency tab and have made checking it a part of their day-to-day regimen. This has assisted them find brand-new methods to simplify the process and automate laborious tasks, making more time for activities that create value.

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

– We have actually seen an increase in the variety of candidates but still have difficulties getting sufficient qualified prospects;
– We need to cut or handle recruitment costs to remain on top of the economic situation in the world;
– For stronger company brands, we need better communication across business, and partnership with hiring supervisors is especially crucial.

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

The most essential abilities for a recruiter in 2024 are:

Business partnering and consultancy abilities. The capability to participate in significant conversations and create partnerships with hiring supervisors and stakeholders is vital. We should first cultivate a wealth of organization acumen and abilities within ourselves to genuinely function as important organization partners. It involves comprehending our business objectives, preemptively developing talent pools, and avoiding last-minute firefighting. Stepping into an intake call with skill market mapping results guides the discussion. It lines up expectations at the ideal level, making the next steps more satisfying for ourselves, hiring managers, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven procedures has continued, couple of have totally welcomed these principles. Predicting what leads us ends up being an essential skill among TA experts and assists us build significant collaborations with our stakeholders. The approaching years signify a tangible shift, demanding basic modification when it pertains to time-based metrics, however 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 perspectives makes sure that we stay up to date with changes and remain half a step ahead. As the data topic needs to broaden, storytelling abilities take centre stage-because information holds an important story, and we are in the lead of composing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must accept and utilize recruitment automation, construct assessment skills, and boost internal mobility in 2024. Recruiters require to understand their groups’ skills and abilities in-depth to develop a comprehensive team’s assessment image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will become increasingly essential as prospects utilize AI tools to produce progressively strong CVs.

What will 2024 bring into recruiting?

We will see how numerous of these patterns and challenges discussed rollover to 2024.

One thing is for sure: AI and automation will play an assisting function for employers – personalised interaction, and the human element will constantly stay the leading players for both employers and candidates.

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 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 actually left numerous talent acquisition teams lean. Recruitment teams and professionals need to learn and reevaluate how to deliver more with less. Balancing the demands of organization needs while guaranteeing personal wellness is necessary to fight the pervasive challenge of recruitment burnout in the year ahead. Remember, it’s essential that your cup is full as well.

The second one would be trust. 2023 was infamous for the number of layoffs, I feel that there is a growing deficit of trust from the prospects side. Therefore, business need to be conscious of developing their authentic employer brands inside out and taking excellent care of their present staff members. Prioritizing the well-being and engagement of present staff members becomes not just a corporate responsibility but a tactical crucial to rebuild and fortify trust in the hiring landscape.

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

As mindsets and understanding continue to sway in the ideal instructions, I hope 2024 will bring much more openness and utilisation of employer branding. Both go together and are extremely essential to successfully working with and maintaining leading talent – particularly as they help construct trust amongst candidates and workers.

And there’s a lot data to back this up. For instance, LinkedIn’s Employer Brand data state that 75% of task applicants think about a company’s brand before even looking for a job.
In a survey of 1,000 employees, Visier discovered that 90% trust their company. When asked why, 65% stated, “They typically tell me the truth”, employment 52% stated, “They’re transparent about company policies and practices”, and 38% said, “They motivate employees to speak up”.
And information from Deloitte exposed that trusted business exceed their peers by as much as 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of interruption from generative AI. We are visiting excellent recruiters utilizing AI to make their jobs much easier and improve a great deal of their menial, admin-intensive tasks in 2024. We are likewise visiting a great deal of lazy employers severely utilizing Generative AI tools. We must bear in mind that nobody speaks like ChatGPT, so we can not just spit up material 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 prospect experience with a more personal technique.
Pay transparency: being more transparent about pay is gaining a great deal of popularity; companies 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 available. So business who can hire now have the possibility of having very high-quality people who are faithful to them.
DEI in hiring: companies emphasise diversity recruitment and unconscious bias.