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 experts to consider how 2023 will go into the history books and what you can bring with you for 2024.

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

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

The increase of AI and automation in recruitment

The focus on automation has actually been evident in the past years, and rightfully so. Recruitment innovation is more offered, accessible and versatile than ever.

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

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

At Teamdash, our viewpoint has always been that the employer ought to be at the steering wheel and in control, and innovation is just a car to get there much faster, much safer and more easily. And it ought to continue and be transparent in the recruitment efficiency metrics.

AI resembles your co-pilot – you’re in control, providing 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 relatively early adopter of Expert system. AI helps recruiters to work smarter, not harder, automate repeated tasks, make it faster and much easier to source candidates, compose job ads, launch company branding projects, and engage with candidates, to call simply a couple of. AI continues to evolve and automate day-to-day jobs. Recruiters may have the ability to take a great deal of repetitive things off their plates and focus on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began using multiple AI-powered tools in recruitment, constantly guaranteeing ethical practices, of course. Learning the required prompts not just made my job easier, however likewise proved extremely remarkable. Embracing ethical AI tools totally changed my technique to recruitment: Automated Resume Screening: swiftly matching candidate qualifications with job requirements. Chatbot help: guides prospects, responses FAQs, and seamlessly.

In 2023, we experienced the development of the requirement to headhunt talents instead of fill the roles of actively applying individuals. At the exact same time, the increased circulation of using candidates looked like a favorable modification, but really, it did more work in regards to the need to respond to everyone, employment examine each profile’s suitability to the role and send more rejection emails.

The effectiveness boost that the AI and automation tools supplied permitted us to make the procedure faster and more constant. We achieved an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the very same time – a boost in staff member 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 ensure the finest candidate experience by utilizing automations and AI.

Tools you need for successful recruitment in 2024

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

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

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

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That’s why Teamdash is extremely customisable and consists of 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 options, to name a few. The recruitment control panel provides you a birds-eye introduction of your entire recruitment process. The Recruitment Performance tab offers you a visual summary of necessary recruitment metrics so you can be more tactical in your daily work.

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

Having the right tools assists us adjust to the market modifications we witnessed in 2023 and be proactive in 2024. Here are some recommendations from our experts:

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

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

For recruiters in 2024, must-have tools include innovative AI-driven Applicant Tracking Systems, advanced candidate assessment software application, varied and inclusive task advertising platforms, information analytics tools for talent acquisition insights, and virtual reality user interfaces for immersive prospect 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 a lot of employers not taking complete advantage of technology. You do not need to master them all, but get an excellent 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 templates to make daily jobs quicker.

Rethinking and redesigning your company brand to adjust to the modifications

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

To keep up and go beyond these expectations and keep employing and keeping leading talent, employers need to reconsider their employer brand name and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto principle uses in their user base – 20% of the finest companies get 80% of the candidates. No company wishes to lose out on employing the very best skill.

To turn into one of the very best, openness is anticipated throughout all stages of the talent method. This indicates leveraging the right technology and tools to support human proficiencies and developing a strong company brand employment name based upon them.

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

We’ve seen a lot of modification throughout 2023.

– Firstly, the demand for the office on a versatile basis has actually rebounded. While completely remote and remote-first chances remain dominant amongst jobseekers, hybrid roles are becoming significantly popular.

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

Meanwhile, employment jobseekers’ need for remote work stays strong, however our data reveals that the more flexibility companies offer personnel around working places, the more popular they are among candidates.

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

The classic Mon-Fri is taking a backseat. Increasingly more 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 increased, with approximately 47.4% of Flexa users listing it as their favored method of working throughout October. During the same period, 37.5% chosen the 4.5-day week as their choice, and 14.1% stated 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 constantly sharing things with your audience so when recruitment selects 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 candidates, elevate your employer branding and master recruitment marketing.

Recruiter skillset in 2024

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

This likewise suggests recruiters need to adapt their abilities to match the requirements. Recruiters require a mix of excellent soft abilities and tough abilities to be effective in 2024 and beyond. A successful employer in 2024 is a terrific communicator and facilitator who understands how to sell the function and the company, deals with information and statistics to think strategically, and adapts rapidly to the changes 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 seen recruitment ending up being increasingly more strategic and data-driven. HR professionals have become the leaders of this shift and the brand-new skill methods.

We enjoy to see that Teamdash users are actively working with the data available for them in the Recruitment efficiency tab and have made examining it a part of their daily regimen. This has actually helped them discover brand-new ways to enhance the procedure and automate laborious tasks, making more time for activities that develop value.

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

– We have seen an increase in the variety of candidates however still have problems getting sufficient qualified prospects;
– We require to cut or handle recruitment expenses to stay on top of the economic circumstance in the world;
– For stronger company brand names, we require better communication throughout companies, and collaboration with employing supervisors is especially 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 high-quality as possible. Recruiting is getting more technical with every year. I ´ d say that a great employer must stay up to date with the trends, understand the target group, and understand employment how to connect to them. Also, there has to be a little a salesperson in every employer, in a great way.

The most important skills for a recruiter in 2024 are:

Business partnering and consultancy skills. The capability to participate in significant conversations and create collaborations with employing managers and stakeholders is critical. We must first cultivate a wealth of service acumen and abilities within ourselves to truly operate as important organization partners. It includes comprehending our business goals, preemptively developing talent swimming pools, and avoiding last-minute firefighting. Entering an intake call with skill market mapping results guides the conversation. It lines up expectations at the ideal level, making the next actions more pleasurable for ourselves, working with supervisors, and candidates.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has continued, few have completely embraced these concepts. Predicting what leads us becomes a vital ability amongst TA specialists and helps us build significant partnerships with our stakeholders. The approaching years indicate a concrete shift, demanding basic modification when it concerns time-based metrics, but not just. Integrating Talent Analytics and Talent Intelligence into resource planning is becoming the requirement even before recruitment activities commence. Balancing the internal and external point of views makes sure that we keep up with modifications and remain half a step ahead. As the information subject requires to broaden, storytelling skills take centre stage-because data holds an important story, and we are in the lead of composing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters need to accept and take advantage of recruitment automation, construct evaluation skills, and increase internal mobility in 2024. Recruiters need to understand their groups’ abilities and capabilities in-depth to build an extensive group’s assessment image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will become progressively essential as prospects utilize AI tools to create significantly strong CVs.

What will 2024 bring into recruiting?

We will see how numerous of these trends and difficulties discussed bring over to 2024.

Something is for sure: AI and automation will play an assisting function for recruiters – customised interaction, and the human element will constantly remain the leading players for both recruiters 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 trends and modifications in recruitment for 2024” was an insightful session with stats and skilled forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is available on demand on Livestorm.

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

2023 has left lots of skill acquisition teams lean. Recruitment teams and specialists require to discover and reevaluate how to deliver more with less. Balancing the demands of service needs while ensuring individual well-being is vital to fight the pervasive obstacle of recruitment burnout in the year ahead. Remember, it is necessary that your cup is full also.

The 2nd one would be trust. 2023 was notorious 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 constructing their authentic employer brand names completely and taking great care of their present staff members. Prioritizing the well-being and engagement of current workers becomes not simply a corporate responsibility but a strategic vital to restore and strengthen trust in the hiring landscape.

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

As attitudes and understanding continue to sway in the right instructions, I hope 2024 will bring far more openness and utilisation of employer branding. Both go hand-in-hand and are incredibly crucial to successfully hiring and maintaining top skill – especially as they assist construct trust among candidates and staff members.

And there’s so much data to back this up. For example, LinkedIn’s Employer Brand data state that 75% of task candidates consider an employer’s brand before even getting a job.
In a study of 1,000 staff members, Visier found that 90% trust their employer. When asked why, 65% stated, “They typically inform me the truth”, 52% stated, “They’re transparent about business policies and practices”, and 38% stated, “They motivate employees to speak out”.
And data from Deloitte revealed that relied on business exceed their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of disturbance from generative AI. We are going to see great recruiters using AI to make their tasks easier and simplify a great deal of their routine, admin-intensive tasks in 2024. We are likewise going to see a great deal of lazy employers severely utilizing Generative AI tools. We must bear in mind that nobody speaks like ChatGPT, employment so we can not simply regurgitate 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 approach.
Pay transparency: being more transparent about pay is getting a lot of appeal; companies require to prepare to be able to satisfy the requirements of the European Parliament Pay Transparency Directive.
More talent is available: Due to lots of layoffs and instability in the tech sector, there’s more skill readily available. So companies who can employ now have the possibility of having really top quality individuals who are devoted to them.
DEI in hiring: companies stress diversity recruitment and unconscious bias.