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 go into the history books and what you can bring with you for 2024.

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

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

The rise of AI and automation in recruitment

The concentrate on automation has been apparent in the past years, and truly so. Recruitment innovation is more offered, accessible and adaptable than ever.

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

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

At Teamdash, our viewpoint has constantly been that the employer should be at the guiding wheel and in control, and technology is simply a vehicle to arrive quicker, much safer and more conveniently. And it must carry on and be transparent in the recruitment performance metrics.

AI resembles your co-pilot – you remain 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 actually been a fairly early adopter of Artificial Intelligence. AI helps employers to work smarter, not harder, automate repeated jobs, make it faster and simpler to source prospects, write job ads, launch employer branding projects, and engage with candidates, to call simply a few. AI continues to develop and automate day-to-day tasks. Recruiters might have the ability 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 began utilizing several AI-powered tools in recruitment, always ensuring ethical practices, of course. Learning the necessary triggers not just made my job much easier, but likewise showed exceptionally fascinating. Embracing ethical AI tools entirely transformed my technique to recruitment: Automated Resume Screening: quickly matching candidate qualifications with task requirements. Chatbot help: guides candidates, responses FAQs, and schedules interviews flawlessly.

In 2023, we experienced the growth of the need to headhunt talents rather than fill the functions of actively using individuals. At the same time, the increased flow of using prospects looked like a positive change, but in fact, it did more operate in terms of the requirement to respond to everyone, assess each profile’s viability to the role and send out more rejection emails.

The effectiveness boost that the AI and automation tools supplied permitted us to make the process quicker and more consistent. We accomplished an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the 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 require to guarantee the finest prospect experience by utilizing automations and AI.

Tools you require for effective recruitment in 2024

Recruiters without up-to-date tools and software have a clear disadvantage compared to the ones who have embraced a detailed tech stack.

All the professionals who reacted to our survey mentioned having an excellent and modern ATS as the first must-have tool in 2024.

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

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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 task ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to choices, to call a few. The recruitment control panel gives you a birds-eye overview of your entire recruitment process. The Recruitment Performance tab offers you a visual overview of vital recruitment metrics so you can be more strategic in your everyday work.

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

Having the right tools helps us adjust to the market modifications we saw in 2023 and be proactive in 2024. Here are some suggestions from our specialists:

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

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

For recruiters in 2024, essential tools consist of innovative AI-driven Applicant Tracking Systems, advanced prospect evaluation software application, varied and inclusive job advertising platforms, information analytics tools for talent acquisition insights, and virtual reality interfaces for immersive prospect experiences, emphasising 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 too lots of employers not making the most of innovation. You do not need to master them all, however get a great grounding on triggers 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, DeepL, Grammarly, and templates to make daily jobs quicker.

Rethinking and redesigning your company brand name to adjust to the changes

The nature of work and the expectations towards the workplace and employer have actually significantly shifted in the previous years. There is likewise a generational modification in the workforce – Gen Z is going into the labor force as a part of the Boomer generation is retiring.

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

To turn into one of the finest, transparency is anticipated throughout all stages of the skill technique. This means leveraging the best technology and tools to support human competencies and constructing a strong company brand based on them.

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

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

– Firstly, the need for the office on a flexible basis has actually rebounded. While fully remote and remote-first chances remain dominant amongst jobseekers, hybrid functions are ending up being progressively popular.

Our Q3 Flexible Working Index (a report which tracks developing trends throughout the flexible jobs market) exposed a sharp shift away from remote work amongst companies – totally remote functions accounted for just 4% of task posts in between July and September, usually.

Meanwhile, jobseekers’ need for remote work stays strong, but our data reveals that the more versatility companies provide personnel around working locations, the more popular they are among prospects.

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

The classic Mon-Fri is taking a backseat. A growing number of business are introducing 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 escalated, with an average of 47.4% of Flexa users listing it as their preferred way of working throughout October. During the exact same period, 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 chooses back up you are not basically going back to square one. Technology will allow you to really make data-driven choices whilst having the ability to track prospects, raise your company branding and master recruitment marketing.

Recruiter skillset in 2024

In recent years, we have seen a lift in skill- and value-based hiring. Companies are now actively upskilling their existing labor force and working with brand-new staff members to fill the skill spaces.

This also implies recruiters should adjust their skills to match the requirements. Recruiters require a mix of exceptional soft skills and hard skills to be successful in 2024 and beyond. A in 2024 is an excellent communicator and facilitator who understands how to offer the role and the business, deals with data and statistics to believe tactically, and adapts rapidly to the changes in the market.

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

In the past couple of years, we have seen recruitment becoming a growing number of tactical and data-driven. HR professionals have ended up being the leaders of this shift and the new skill methods.

We more than happy to see that Teamdash users are actively working with the information available for them in the Recruitment performance tab and have actually made examining it a part of their daily regimen. This has assisted them discover new ways to streamline the process and automate tiresome tasks, making more time for activities that create worth.

The new skillset aligns with the difficulties that 2023 has brought and will bring on to 2024.

– We have seen a boost in the number of prospects however still have problems getting sufficient qualified candidates;
– We need to cut or manage recruitment costs to remain on top of the financial situation worldwide;
– For more powerful company brand names, we need much better communication across companies, and collaboration with working with supervisors is specifically essential.

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Riin Soostar, Senior HR Business Partner at Circle K Eesti

It is essential 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 recruiter should stay up to date with the patterns, understand the target group, and understand how to reach out to them. Also, there needs to be a little a salesperson in every recruiter, in a great way.

The most important abilities for an employer in 2024 are:

Business partnering and consultancy abilities. The ability to participate in meaningful conversations and create collaborations with employing supervisors and stakeholders is critical. We must first cultivate a wealth of company acumen and abilities within ourselves to genuinely work as vital organization partners. It involves comprehending our business goals, preemptively developing talent pools, and avoiding last-minute firefighting. Stepping into a consumption call with talent market mapping results guides the discussion. It lines up expectations at the right level, making the next actions more enjoyable for ourselves, hiring managers, and candidates.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has continued, few have actually totally embraced these principles. Predicting what’s ahead of us ends up being a crucial ability among TA specialists and helps us build significant collaborations with our stakeholders. The approaching years signify a tangible shift, requiring fundamental change when it concerns time-based metrics, but not just. Integrating Talent Analytics and Talent Intelligence into resource planning is ending up being the standard even before recruitment activities begin. Balancing the internal and external perspectives makes sure that we keep up with changes and stay half a step ahead. As the data topic needs to broaden, storytelling abilities take centre stage-because data holds a vital story, and we remain in the lead of composing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must embrace and take advantage of recruitment automation, develop evaluation abilities, and increase internal movement in 2024. Recruiters require to understand their groups’ abilities and capabilities in-depth to develop a detailed team’s assessment photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

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

What will 2024 bring into recruiting?

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

Something is for sure: AI and automation will play an assisting role for employers – customised communication, and the human factor will constantly remain the leading gamers for both recruiters and candidates.

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

The end-of-the-year webinar “Key trends and changes in recruitment for 2024” was an informative session with stats and skilled predictions from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is offered 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 teams lean. Recruitment groups and professionals need to learn and reevaluate how to provide more with less. Balancing the needs of company requirements while guaranteeing individual wellness is necessary to combat the prevalent difficulty of recruitment burnout in the year ahead. Remember, it is very important that your cup is complete too.

The 2nd one would be trust. 2023 was well-known for the number of layoffs, I feel that there is a growing deficit of trust from the prospects side. Therefore, companies need to be mindful of developing their authentic employer brands within out and taking good care of their existing staff members. Prioritizing the wellness and engagement of present staff members ends up being not just a corporate responsibility however a tactical essential to reconstruct and fortify rely on the working with landscape.

Molly Johnson-Jones, referall.us CEO & Co-founder at Flexa

As mindsets and comprehending continue to sway in the ideal direction, I hope 2024 will bring much more openness and utilisation of company branding. Both go hand-in-hand and are very crucial to successfully working with and maintaining leading talent – specifically as they help build trust among candidates and workers.

And there’s so much data to back this up. For example, LinkedIn’s Employer Brand data specify that 75% of task candidates think about a company’s brand name before even getting a job.
In a survey of 1,000 workers, Visier discovered that 90% trust their employer. When asked why, 65% stated, “They usually inform me the reality”, 52% said, “They’re transparent about company policies and practices”, and 38% said, “They encourage workers to speak up”.
And information from Deloitte revealed that relied on companies outperform their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of disruption from generative AI. We are visiting good employers using AI to make their jobs easier and streamline a great deal of their routine, admin-intensive tasks in 2024. We are also visiting a lot of lazy employers terribly using Generative AI tools. We must bear in mind that no one speaks like ChatGPT, so we can not simply spit up material 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 improve prospect experience with a more individual method.
Pay openness: being more transparent about pay is gaining a great deal of appeal; companies require to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive.
More talent is offered: Due to lots of layoffs and instability in the tech sector, there’s more skill readily available. So companies who can hire now have the possibility of having extremely top quality individuals who are loyal to them.
DEI in hiring: business stress diversity recruitment and unconscious bias.