Recruitment Trends in 2025 – Predictions From 15 Experts

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

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

Unsurprisingly, employment when we asked our professionals about the most considerable changes in recruitment in 2023, the words popping up in the word cloud were AI, automation and the modifications in skills and company branding.

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

The increase of AI and automation in recruitment

The concentrate on automation has actually been obvious in the previous years, and rightfully so. Recruitment technology is more available, available and versatile than ever.

This year, AI took a significant action ahead in recruitment and has been integrated 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 concerns about how it affects the recruitment process and how to keep ethical and human aspects in the decision-making.

At Teamdash, our approach has constantly been that the employer ought to be at the guiding wheel and in control, and technology is just an automobile to get there quicker, safer and more conveniently. And it ought to bring on and be transparent in the recruitment performance metrics.

AI resembles your co-pilot – you remain in control, offering commands and employment 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 reasonably early adopter of Artificial Intelligence. AI assists employers to work smarter, not harder, automate recurring jobs, make it faster and much easier to source candidates, write job ads, launch employer branding projects, and engage with candidates, to call just a few. AI continues to evolve and automate everyday tasks. Recruiters may be able to take a lot of repetitive things off their plates and concentrate on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started using multiple AI-powered tools in recruitment, constantly making sure ethical practices, obviously. Learning the required triggers not just made my job easier, but likewise showed exceptionally interesting. Embracing ethical AI tools completely transformed my method to recruitment: Automated Resume Screening: promptly matching prospect qualifications with task requirements. Chatbot help: guides prospects, responses FAQs, and schedules interviews effortlessly.

In 2023, we experienced the development of the need to headhunt skills rather than fill the roles of actively using individuals. At the same time, the increased circulation of applying candidates appeared like a positive modification, but actually, it did more work in terms of the need to respond to everybody, examine each profile’s suitability to the function and send out more rejection emails.

The efficiency increase that the AI and automation tools provided permitted us to make the procedure 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 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 require to ensure the very best candidate experience by utilizing automations and AI.

Tools you need for successful recruitment in 2024

Recruiters without updated tools and software application have a clear drawback compared to the ones who have embraced a detailed tech stack.

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

Teamdash is recruitment software application constructed by employers for employers, and we know how irritating it is working with technology that does not fit your workflows.

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That’s why Teamdash is extremely customisable and employment consists of numerous automation possibilities 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 speaking with options, to name a few. The recruitment control panel offers you a birds-eye introduction of your whole recruitment process. The Recruitment Performance tab offers you a visual introduction of essential recruitment metrics so you can be more tactical in your daily work.

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

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

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 recruiters in 2024, must-have tools consist of sophisticated AI-driven Applicant Tracking Systems, advanced candidate assessment software, varied and inclusive task marketing platforms, information analytics tools for skill acquisition insights, and virtual truth user interfaces for immersive prospect experiences, stressing efficiency, 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 too lots of recruiters not making the most of technology. You do not have to master them all, however get an excellent grounding on triggers and recognition as a minimum. AI is as reputable 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 templates to make day-to-day jobs faster.

Rethinking and upgrading your employer brand to adapt to the modifications

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

To keep up and exceed these expectations and keep hiring and retaining leading talent, employers have to reassess their company brand name 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 very best employers get 80% of the candidates. No employer desires to lose out on hiring the best talent.

To end up being one of the very best, transparency is expected throughout all stages of the talent method. This suggests leveraging the ideal technology and tools to support human proficiencies and constructing a strong employer brand name based on them.

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

We’ve seen a lot of modification throughout 2023.

– Firstly, the need for the office on a versatile basis has rebounded. While totally remote and remote-first opportunities stay dominant amongst jobseekers, hybrid roles are ending up being significantly popular.

Our Q3 Flexible Working Index (a report which tracks progressing trends across the flexible jobs market) revealed a sharp shift far from remote work amongst employers – totally remote functions represented just 4% of job posts between July and September, usually.

Meanwhile, jobseekers’ need for remote work stays strong, but our information shows that the more versatility companies offer staff around working areas, the more popular they are amongst candidates.

– Secondly, the traditional work week has considerably developed over the previous year.

The traditional Mon-Fri is taking a rear seat. Increasingly more business are introducing an alternative approach, 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 escalated, with approximately 47.4% of Flexa users noting it as their preferred way of working during October. During the very same period, 37.5% picked the 4.5-day week as their choice, and 14.1% stated the 9-day fortnight was theirs.

Kayleigh Little, Expert at Teamdash

Maintaining your company brand name whilst recruitment is low is KEY! You require to be continuously sharing things with your audience so when recruitment picks back up you are not essentially going back to square one. Technology will permit you to truly make data-driven decisions whilst being able to track prospects, raise your employer branding and master recruitment marketing.

Recruiter skillset in 2024

In the last few years, we have actually seen a lift in skill- and value-based hiring. Companies are now actively upskilling their current labor force and employing brand-new staff members to fill the skill gaps.

This likewise means recruiters need to adapt their skills to match the requirements. Recruiters require a mix of exceptional soft skills and tough abilities to be successful in 2024 and beyond. An effective recruiter in 2024 is a great communicator and facilitator who knows how to offer the role and the company, works with data and data to think tactically, and adapts rapidly to the modifications in the market.

Again, proactively working on establishing these skills even more and using innovation 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 professionals have become the leaders of this shift and the brand-new skill strategies.

We more than happy to see that Teamdash users are actively working with the information offered for them in the Recruitment performance tab and have actually made inspecting it a part of their daily regimen. This has actually assisted them discover brand-new methods to improve the procedure and automate laborious tasks, making more time for activities that develop worth.

The new skillset lines up with the challenges that 2023 has actually brought and will continue to 2024.

– We have seen an increase in the variety of prospects but still have problems getting adequate certified candidates;
– We require to cut or handle recruitment costs to remain on top of the financial scenario in the world;
– For more powerful company brands, we need better interaction across companies, and employment collaboration with working with supervisors is especially essential.

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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 process is as efficient and high-quality as possible. Recruiting is getting more technical with every year. I ´ d state that a good employer must keep up with the patterns, understand the target group, and know how to reach out to them. Also, there needs to be a little bit of a salesperson in every recruiter, in an excellent way.

The most crucial skills for a recruiter in 2024 are:

Business partnering and consultancy abilities. The ability to engage in meaningful discussions and forge partnerships with hiring managers and stakeholders is critical. We must initially cultivate a wealth of business acumen and abilities within ourselves to truly work as important organization partners. It involves understanding our service objectives, preemptively constructing talent swimming pools, and avoiding last-minute firefighting. Entering a consumption call with talent market mapping results guides the conversation. It lines up expectations at the right level, making the next actions more satisfying for ourselves, employing managers, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has actually persisted, few have wholeheartedly accepted these concepts. Predicting what leads us ends up being an important ability among TA experts and assists us build significant partnerships with our stakeholders. The upcoming years signal a tangible shift, demanding basic change when it pertains to time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource planning is ending up being the standard even before recruitment activities start. Balancing the internal and employment external perspectives guarantees that we stay up to date with modifications and stay half an action ahead. As the data subject needs to broaden, storytelling abilities take centre stage-because information holds a vital story, and we are in the lead of composing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must welcome and utilize recruitment automation, develop evaluation skills, and boost internal movement in 2024. Recruiters require to understand their teams’ skills and capabilities in-depth to construct a comprehensive group’s evaluation image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

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

What will 2024 bring into recruiting?

We will see the number of of these patterns and obstacles discussed rollover to 2024.

Something is for sure: AI and automation will play a helping role for employers – customised communication, and the human aspect will always stay the leading players for both employers and prospects.

We are delighted 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 informative session with statistics and professional forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is available as needed 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 experts need to find out and reassess how to provide more with less. Balancing the demands of business needs while guaranteeing personal well-being is vital to combat the prevalent challenge of recruitment burnout in the year ahead. Remember, it is essential that your cup is full too.

The second one would be trust. 2023 was infamous for the variety of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, business require to be mindful of constructing their genuine company brand names inside out and taking great care of their existing workers. Prioritizing the wellness and engagement of existing staff members becomes not simply a corporate duty however a tactical crucial to rebuild and strengthen trust in the hiring landscape.

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

As mindsets and understanding continue to sway in the right instructions, I hope 2024 will bring a lot more transparency and utilisation of company branding. Both go hand-in-hand and are incredibly essential to effectively employing and retaining top talent – specifically as they help construct trust amongst candidates and employees.

And there’s so much information to back this up. For instance, LinkedIn’s Employer Brand statistics state that 75% of task seekers think about an employer’s brand name before even using for a job.
In a study of 1,000 staff members, Visier found that 90% trust their employer. When asked why, 65% said, “They typically tell me the truth”, 52% stated, “They’re transparent about business policies and practices”, and 38% stated, “They motivate staff members to speak up”.
And information from Deloitte exposed that relied on companies outperform their peers by approximately 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 using AI to make their tasks easier and enhance a great deal of their menial, admin-intensive jobs in 2024. We are also visiting a lot of lazy recruiters badly using Generative AI tools. We need to keep in mind that no one speaks like ChatGPT, so we can not simply throw up content and pass it off as our own. Personalisation will be key 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 enhance candidate experience with a more personal technique.
Pay openness: being more transparent about pay is acquiring a lot of popularity; business need to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More skill is readily available: Due to lots of layoffs and instability in the tech sector, there’s more skill readily available. So business who can work with now have the possibility of having really top quality individuals who are loyal to them.
DEI in hiring: business stress variety recruitment and unconscious predisposition.