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 industry professionals to think about how 2023 will enter into the history books and employment what you can bring with you for 2024.

Unsurprisingly, when we asked our specialists 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 needed to state in the 2023 Teamdash survey.

The rise of AI and automation in recruitment

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

This year, AI took a considerable action 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 pointed out at every table this year. ChatGPT and other AI tools are utilized by both recruiters and prospects, raising concerns about how it affects the recruitment process and how to keep ethical and human aspects in the decision-making.

At Teamdash, our philosophy has actually constantly been that the recruiter ought to be at the steering wheel and in control, and technology is simply a car to get there quicker, much safer and more conveniently. And it needs to continue and be transparent in the recruitment performance metrics.

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

See Recruitment Automations and AI in action with Teamdash

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

Talent acquisition and recruitment has been a fairly early adopter of Artificial Intelligence. AI helps recruiters to work smarter, not harder, employment automate repetitive tasks, make it faster and easier to source candidates, compose task advertisements, launch company branding campaigns, and engage with prospects, to name just a few. AI continues to progress and automate daily tasks. Recruiters may be able to take a great deal of recurring 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, constantly making sure ethical practices, obviously. Learning the needed triggers not only made my task easier, but likewise showed incredibly interesting. Embracing ethical AI tools entirely transformed my technique to recruitment: Automated Resume Screening: swiftly matching prospect credentials with job requirements. Chatbot assistance: guides candidates, responses FAQs, and schedules interviews seamlessly.

In 2023, we experienced the growth of the need to headhunt skills instead of fill the roles of actively applying people. At the very same time, the increased flow of using prospects appeared like a positive change, but in fact, it did more operate in regards to the requirement to respond to everyone, evaluate each profile’s viability to the role and send more rejection e-mails.

The performance increase that the AI and automation tools offered permitted us to make the process much faster and more constant. We accomplished 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 applicants increased by 25% – to increase hiring rates, you need to make sure the best prospect experience by using automations and AI.

Tools you require for successful recruitment in 2024

Recruiters without up-to-date tools and software application have a clear drawback compared to the ones who have adopted an extensive tech stack.

All the professionals who reacted to our survey mentioned having a great and contemporary ATS as the first essential tool in 2024.

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

See Teamdash in action

That’s why Teamdash is highly customisable and includes 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 name a few. The recruitment dashboard provides you a birds-eye summary of your entire recruitment process. The Recruitment Performance tab provides you a visual overview of essential 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 as needed on Livestorm.

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

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, advanced prospect assessment software application, varied 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, 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 employers not taking complete advantage of technology. You do not need 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 daily tasks much faster.

Rethinking and upgrading your employer brand to adjust to the modifications

The nature of work and the expectations towards the workplace and company have considerably shifted in the previous years. There is likewise a generational change in the labor force – Gen Z is getting in the workforce as a part of the Boomer generation is retiring.

To maintain and surpass these expectations and keep employing and retaining top talent, companies need to reconsider their company brand name and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto concept uses in their user base – 20% of the finest companies get 80% of the candidates. No company wishes to miss out on out on hiring the best skill.

To turn into one of the best, transparency is anticipated throughout all phases of the talent technique. This indicates leveraging the ideal innovation and tools to support human proficiencies and developing a strong company brand name based upon them.

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

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

– Firstly, the demand for the office on a flexible basis has rebounded. While fully remote and remote-first chances remain dominant among jobseekers, hybrid functions are becoming progressively popular.

Our Q3 Flexible Working Index (a report which tracks progressing trends across the versatile tasks market) exposed a sharp shift away from remote work amongst companies – totally remote roles represented simply 4% of job posts in between July and September, on average.

Meanwhile, jobseekers’ need for remote work remains strong, however our data shows that the more flexibility business offer personnel around working places, the more popular they are amongst candidates.

– Secondly, the standard work week has actually significantly progressed over the previous year.

The timeless Mon-Fri is taking a backseat. More and more 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 increased, with an average of 47.4% of Flexa users listing it as their preferred method of working throughout October. During the 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 require to be constantly sharing things with your audience so when recruitment picks back up you are not essentially starting from scratch. Technology will allow you to genuinely make data-driven decisions whilst having the ability to track prospects, raise your company branding and master recruitment marketing.

Recruiter skillset in 2024

Recently, we have seen a lift in ability- and value-based hiring. Companies are now actively upskilling their existing labor employment force and hiring new workers to fill the ability gaps.

This likewise indicates recruiters should adjust their abilities to match the requirements. Recruiters require a mix of exceptional soft abilities and difficult skills to be effective in 2024 and beyond. A successful recruiter in 2024 is a terrific communicator and facilitator who understands how to sell the role and the business, works with data and stats to believe tactically, and adapts rapidly to the modifications in the market.

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

In the past few years, we have actually seen recruitment becoming increasingly more strategic and data-driven. HR experts have actually ended up being the leaders of this shift and the brand-new skill methods.

We more than happy to see that Teamdash users are actively dealing with the information offered for them in the Recruitment efficiency tab and have actually made checking it a part of their everyday regimen. This has actually assisted them discover new methods to streamline the process and automate laborious jobs, making more time for activities that develop worth.

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

– We have actually seen a boost in the number of prospects but still have problems getting adequate qualified prospects;
– We require to cut or handle recruitment expenses to remain on top of the financial circumstance worldwide;
– For more powerful employer brands, we require better communication throughout companies, and cooperation with hiring managers is especially important.

Start with Teamdash – Free Trial!

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 high-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 trends, understand the target group, and understand how to reach out to them. Also, there needs to be a little bit of a salesman in every recruiter, in an excellent way.

The most important abilities for a recruiter in 2024 are:

Business partnering and consultancy skills. The ability to engage in meaningful discussions and create partnerships with employing supervisors and stakeholders is critical. We should first cultivate a wealth of business acumen and abilities within ourselves to truly function as invaluable business partners. It includes understanding our business goals, preemptively constructing talent pools, and avoiding last-minute firefighting. Entering an intake call with skill market mapping results guides the discussion. It lines up expectations at the right level, making the next steps more pleasurable for ourselves, employing supervisors, and candidates.
Data-fueled processes and decision-making: While the discourse around data-driven processes has actually continued, couple of have wholeheartedly embraced these principles. Predicting what leads us ends up being an important ability amongst TA experts and helps us build meaningful collaborations with our stakeholders. The upcoming years signify a tangible shift, demanding basic modification when it concerns time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource preparation is ending up being the standard even before recruitment activities commence. Balancing the internal and external viewpoints makes sure that we stay up to date with modifications and stay half an action ahead. As the data topic requires to broaden, storytelling abilities take centre stage-because data 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 must embrace and take advantage of recruitment automation, construct evaluation abilities, and boost internal movement in 2024. Recruiters need to understand their groups’ skills and abilities thorough to construct an evaluation photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

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

What will 2024 bring into recruiting?

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

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

We are delighted 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 informative session with stats and skilled forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is offered as needed on Livestorm.

Experience AI-Powered Recruitment

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

2023 has actually left numerous talent acquisition teams lean. Recruitment groups and specialists require to find out and review how to deliver more with less. Balancing the needs of service requirements while making sure individual wellness is important to fight the prevalent obstacle of recruitment burnout in the year ahead. Remember, it is essential that your cup is full also.

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 candidates side. Therefore, business need to be conscious of building their genuine employer brand names completely and taking excellent care of their present workers. Prioritizing the well-being and engagement of present workers becomes not just a corporate duty but a strategic imperative to rebuild and fortify 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 far more transparency and utilisation of employer branding. Both go together and are exceptionally crucial to effectively employing and keeping leading skill – specifically as they assist develop trust among candidates and employees.

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

Vanessa Raath, Founder of The Talent Hunter

There is a lot of disturbance from generative AI. We are visiting great employers utilizing AI to make their tasks easier and improve a lot of their routine, admin-intensive jobs in 2024. We are also visiting a great deal of lazy employers terribly using Generative AI tools. We need to keep 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 key 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 candidate experience with a more individual technique.
Pay transparency: being more transparent about pay is getting a lot of appeal; business need to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive.
More skill is readily available: Due to great deals of layoffs and instability in the tech sector, there’s more talent available. So business who can employ now have the possibility of having really high-quality individuals who are loyal to them.
DEI in hiring: companies emphasise variety recruitment and unconscious bias.