Recruitment Trends in 2025 – Predictions From 15 Experts

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

We asked 15 recruitment industry professionals to consider how 2023 will enter into the history books and what you can take along with you for 2024.

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

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

The increase of AI and automation in recruitment

The focus on automation has appeared in the previous years, and rightfully so. Recruitment innovation is more available, available and versatile than ever.

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

We just recently celebrated one year of ChatGPT – the notorious AI tool mentioned at every table this year. ChatGPT and other AI tools are used by both recruiters and prospects, raising issues about how it affects the recruitment process and how to maintain ethical and human aspects in the decision-making.

At Teamdash, our philosophy has constantly been that the employer should be at the guiding wheel and in control, and technology is just a car to arrive quicker, more secure and more conveniently. And it ought to carry on and be transparent in the recruitment efficiency metrics.

AI resembles your co-pilot – you remain in control, providing commands and deciding.

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 Expert system. AI assists recruiters to work smarter, not harder, automate repetitive jobs, make it faster and simpler to source candidates, compose job advertisements, launch company branding projects, and engage with candidates, to call simply a couple of. AI continues to develop and automate daily 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 utilizing several AI-powered tools in recruitment, constantly guaranteeing ethical practices, of course. Learning the necessary triggers not only made my task much easier, however also proved extremely remarkable. Embracing ethical AI tools completely transformed my approach to recruitment: Automated Resume Screening: promptly matching candidate credentials with job requirements. Chatbot help: guides prospects, responses FAQs, and schedules interviews effortlessly.

In 2023, we experienced the growth of the need to headhunt skills instead of fill the roles of actively using individuals. At the very same time, the increased flow of applying candidates seemed like a favorable modification, however actually, it did more operate in terms of the requirement to reply to everyone, assess each profile’s suitability to the role and send out more rejection e-mails.

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

Lauryna Gireniene, Head of Talent Acquisition at Nord Security

In 2023 our hiring rate from candidates increased by 25% – to increase hiring rates, you need to guarantee the best candidate experience by utilizing automations and AI.

Tools you need for effective recruitment in 2024

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

All the specialists who reacted to our survey discussed having an excellent and contemporary ATS as the very first must-have tool in 2024.

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

See Teamdash in action

That’s why Teamdash is extremely customisable and includes various automation possibilities and (AI-powered) tools that make your work easier – an interview scheduler, a job ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to alternatives, to call a few. The recruitment dashboard provides you a birds-eye summary of your entire recruitment process. The Recruitment Performance tab gives you a visual overview of vital recruitment metrics so you can be more tactical in your daily work.

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

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

My must-have tools are Good ATS, Chat GPT (or comparable), and LinkedIn.

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

For employers in 2024, essential tools consist of innovative AI-driven Applicant Tracking Systems, sophisticated prospect assessment software, varied and inclusive task marketing platforms, data analytics tools for skill acquisition insights, and virtual truth user interfaces for immersive candidate experiences, emphasising effectiveness, 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 too numerous employers not making the most of innovation. You do not have to master them all, but get a good grounding on prompts and validation as a minimum. AI is as dependable 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 jobs much faster.

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

The nature of work and the expectations towards the work environment and company have actually considerably shifted in the previous years. There is also a generational change in the workforce – 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 maintaining top skill, companies have to rethink their company 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 employers get 80% of the applicants. No company wishes to miss out on out on working with the very best talent.

To turn into one of the very best, transparency is expected throughout all stages of the skill strategy. This implies leveraging the ideal technology and tools to support human competencies and constructing a strong company brand name based upon them.

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

We have actually seen a great deal of change throughout 2023.

– Firstly, the need for the office on a versatile basis has actually rebounded. While fully remote and remote-first chances stay dominant amongst jobseekers, hybrid roles are becoming progressively popular.

Our Q3 Flexible Working Index (a report which tracks progressing trends across the versatile jobs market) exposed a sharp shift far from remote work among employers – fully remote functions accounted for simply 4% of job posts in between July and September, typically.

Meanwhile, jobseekers’ demand for remote work stays strong, however our data reveals that the more versatility business provide personnel around working places, the more popular they are amongst candidates.

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

The traditional Mon-Fri is taking a backseat. More and more business are presenting an alternative method, 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 skyrocketed, with an average of 47.4% of Flexa users listing it as their favored way of working during October. During the 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 employer 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 enable you to truly make data-driven choices whilst having the ability to track prospects, elevate your company branding and master recruitment marketing.

Recruiter skillset in 2024

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

This likewise means recruiters should adapt their abilities to match the requirements. Recruiters need a mix of outstanding soft skills and hard skills to be successful in 2024 and beyond. An effective recruiter in 2024 is a terrific communicator and facilitator who knows how to sell the function and the business, works with data and data to think tactically, referall.us and adapts quickly to the modifications in the market.

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

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

We enjoy to see that Teamdash users are actively working with the information readily available for them in the Recruitment efficiency tab and have made checking it a part of their day-to-day routine. This has assisted them discover brand-new ways to simplify the process and automate tedious jobs, making more time for activities that develop worth.

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

– We have actually seen an increase in the number of candidates but still have problems getting enough qualified candidates;
– We require to cut or manage recruitment expenses to remain on top of the economic scenario on the planet;
– For stronger company brands, we need much better communication across companies, and partnership with hiring managers is particularly essential.

Get Started 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 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, know the target group, and understand how to reach out to them. Also, there has to be a bit of a salesperson in every recruiter, in an excellent way.

The most crucial skills for an employer in 2024 are:

Business partnering and consultancy abilities. The capability to take part in meaningful conversations and create collaborations with hiring managers and stakeholders is critical. We should first cultivate a wealth of service acumen and abilities within ourselves to really work as indispensable service partners. It includes understanding our organization goals, preemptively developing skill pools, and preventing last-minute firefighting. Entering an intake call with talent market mapping results guides the conversation. It lines up expectations at the right level, making the next steps more satisfying for ourselves, employing managers, and candidates.
Data-fueled processes and decision-making: While the discourse around data-driven procedures has actually continued, couple of have actually wholeheartedly embraced these principles. Predicting what leads us becomes a crucial ability amongst TA professionals and assists us build meaningful collaborations with our stakeholders. The upcoming years signal a tangible shift, demanding fundamental 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 perspectives makes sure that we stay up to date with modifications and stay half an action ahead. As the information topic needs to expand, storytelling skills take centre stage-because information holds a crucial story, and we remain in the lead of composing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters should accept and leverage recruitment automation, construct evaluation skills, and increase internal movement in 2024. Recruiters need to understand their groups’ abilities and capabilities in-depth to develop a thorough group’s evaluation photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

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

What will 2024 bring into recruiting?

We will see how many of these trends and obstacles pointed out bring over to 2024.

One thing is for sure: AI and automation will play a helping role for employers – personalised interaction, and the human element will constantly remain the leading gamers for both employers and candidates.

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

The end-of-the-year webinar “Key trends and modifications in recruitment for 2024” was an informative session with statistics and skilled predictions 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 many skill acquisition teams lean. Recruitment groups and specialists require to discover and reevaluate how to provide more with less. Balancing the demands of business requirements while guaranteeing personal well-being is vital to combat the prevalent obstacle of recruitment burnout in the year ahead. Remember, it is essential that your cup is complete as well.

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 need to be conscious of developing their authentic employer brand names completely and taking good care of their present staff members. Prioritizing the wellness and engagement of current workers becomes not simply a corporate responsibility however a strategic vital to reconstruct and fortify rely on the hiring landscape.

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

As attitudes and comprehending continue to sway in the best direction, I hope 2024 will bring far more transparency and utilisation of company branding. Both go hand-in-hand and are incredibly essential to effectively working with and maintaining top talent – specifically as they help build trust among prospects and workers.

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

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of interruption from generative AI. We are going to see great recruiters utilizing AI to make their jobs easier and simplify a great deal of their routine, admin-intensive jobs in 2024. We are likewise going to see a great deal of lazy recruiters terribly utilizing Generative AI tools. We should keep 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 remain 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 technique.
Pay openness: being more transparent about pay is gaining a lot of appeal; companies need 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 talent available. So companies who can hire now have the possibility of having extremely top quality individuals who are faithful to them.
DEI in hiring: companies stress variety recruitment and unconscious predisposition.