Recruitment Trends in 2025 – Predictions From 15 Experts

We are approaching the end of another fast-paced 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 bring with you for 2024.

Unsurprisingly, when we asked our professionals about the most substantial changes in recruitment in 2023, the words appearing in the word cloud were AI, automation and the changes in abilities and company branding.

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

The increase of AI and automation in recruitment

The focus on automation has actually been apparent in the past years, and truly so. Recruitment innovation is more available, accessible and versatile than ever.

This year, AI took a substantial step ahead in recruitment and has been integrated into recruitment software application, consisting of Teamdash.

We just recently commemorated one year of ChatGPT – the notorious AI tool discussed at every supper table this year. ChatGPT and other AI tools are utilized by both recruiters and prospects, raising issues about how it affects the recruitment process and how to keep ethical and human consider the decision-making.

At Teamdash, our viewpoint has always been that the recruiter should be at the steering wheel and in control, and technology is just an automobile to arrive quicker, safer and more comfortably. And it ought to bring on and be transparent in the recruitment efficiency metrics.

AI is like your co-pilot – you remain 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 reasonably early adopter of Artificial Intelligence. AI helps recruiters to work smarter, not harder, automate repetitive jobs, make it faster and easier to source prospects, compose job advertisements, launch employer branding campaigns, and engage with candidates, to name just a couple of. AI continues to progress and automate daily tasks. Recruiters may be able to take a lot of recurring 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, obviously. Learning the required triggers not only made my job simpler, however likewise proved incredibly interesting. Embracing ethical AI tools entirely changed my technique to recruitment: Automated Resume Screening: quickly matching candidate qualifications with task requirements. Chatbot assistance: guides prospects, responses FAQs, and schedules interviews flawlessly.

In 2023, we experienced the development of the requirement to headhunt talents rather than fill the roles of actively applying people. At the very same time, the increased flow of applying candidates appeared like a positive modification, however really, it did more operate in regards to the requirement to respond to everybody, examine each profile’s suitability to the function and send out more rejection e-mails.

The performance boost that the AI and automation tools provided enabled us to make the procedure faster and more constant. We attained an enhancement 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 candidates increased by 25% – to increase working with rates, you need to ensure the best candidate experience by utilizing automations and AI.

Tools you require for effective recruitment in 2024

Recruiters without updated 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 pointed out having an excellent and contemporary ATS as the first essential tool in 2024.

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

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That’s why Teamdash is extremely customisable and consists of different automation possibilities and (AI-powered) tools that make your work easier – an interview scheduler, a job advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to options, 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 important recruitment metrics so you can be more tactical in your daily work.

We covered selecting the right ATS for your requirements and company at one of our webinars in 2023. You can watch it on demand on Livestorm.

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

My essential 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 include innovative AI-driven Applicant Tracking Systems, sophisticated candidate evaluation software application, varied and inclusive task advertising platforms, information analytics tools for skill acquisition insights, and virtual reality interfaces for immersive prospect experiences, emphasising performance, 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 many employers not making the most of innovation. You do not have to master them all, but get an excellent grounding on triggers and validation as a minimum. AI is as reputable 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 design templates to make everyday jobs quicker.

Rethinking and upgrading your company brand name to adapt to the changes

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

To keep up and exceed these expectations and keep working with and retaining top talent, companies have to reassess their employer brand 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 candidates. No company wants to miss out on hiring the finest skill.

To end up being one of the very best, openness is throughout all stages of the talent strategy. This means leveraging the right innovation and tools to support human competencies and building a strong employer brand based on them.

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

We have actually 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 chances remain dominant amongst jobseekers, hybrid roles are ending up being significantly popular.

Our Q3 Flexible Working Index (a report which tracks developing patterns throughout the flexible tasks market) exposed a sharp shift far from remote work among employers – completely remote roles accounted for referall.us simply 4% of job posts between July and September, on average.

Meanwhile, jobseekers’ need for remote work stays strong, however our information reveals that the more flexibility business use staff around working locations, the more popular they are among candidates.

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

The timeless Mon-Fri is taking a backseat. A growing number of companies are introducing an alternative approach, that includes 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 approximately 47.4% of Flexa users noting it as their preferred way of working during October. During the exact same duration, 37.5% selected the 4.5-day week as their preference, 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 picks back up you are not basically going back to square one. Technology will allow you to genuinely make data-driven decisions whilst having the ability to track prospects, elevate your employer branding and master recruitment marketing.

Recruiter skillset in 2024

Recently, we have actually seen a lift in skill- and value-based hiring. Companies are now actively upskilling their present labor force and hiring new workers to fill the skill spaces.

This likewise means employers need to adjust their abilities to match the requirements. Recruiters require a mix of excellent soft abilities and difficult skills to be successful in 2024 and beyond. An effective recruiter in 2024 is a fantastic communicator and facilitator who understands how to offer the role and the company, deals with information and stats to believe strategically, and adapts quickly to the changes in the market.

Again, proactively working on establishing these abilities further and using technology helps remain on top of the recruitment video game.

In the past few years, we have actually seen recruitment ending up being increasingly more strategic and data-driven. HR professionals have become the leaders of this shift and the new skill strategies.

We’re delighted to see that Teamdash users are actively dealing with the data available for them in the Recruitment performance tab and have made checking it a part of their daily regimen. This has helped them find new methods to simplify the procedure and automate tiresome tasks, making more time for activities that develop value.

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

– We have actually seen a boost in the variety of prospects however still have troubles getting sufficient certified prospects;
– We require to cut or handle recruitment costs to remain on top of the financial circumstance on the planet;
– For more powerful company brand names, we require much better interaction across companies, and collaboration with employing managers is specifically important.

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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 procedure is as efficient and top quality as possible. Recruiting is getting more technical with every year. I ´ d state that a good recruiter should stay up to date with the trends, understand the target group, and know how to connect to them. Also, there needs to be a bit of a salesman in every employer, in a good method.

The most essential skills for an employer in 2024 are:

Business partnering and consultancy skills. The ability to take part in significant discussions and create collaborations with hiring managers and stakeholders is paramount. We must initially cultivate a wealth of company acumen and abilities within ourselves to genuinely operate as vital service partners. It includes understanding our service objectives, preemptively building talent pools, and avoiding last-minute firefighting. Entering an intake call with talent market mapping results guides the discussion. It aligns expectations at the best level, making the next steps more pleasurable for ourselves, employing supervisors, and candidates.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has actually continued, couple of have actually totally accepted these concepts. Predicting what’s ahead of us ends up being an important skill among TA experts and assists us build significant collaborations with our stakeholders. The approaching years signify a tangible shift, requiring 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 begin. Balancing the internal and external point of views makes sure that we keep up with modifications and remain half an action ahead. As the data topic requires to broaden, storytelling skills take centre stage-because data holds an essential story, and we are in the lead of composing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must accept and leverage recruitment automation, build evaluation abilities, and boost internal mobility in 2024. Recruiters need to understand their teams’ skills and capabilities in-depth to develop a comprehensive team’s evaluation picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

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

What will 2024 bring into recruiting?

We will see how numerous of these trends and obstacles discussed rollover to 2024.

Something is for sure: AI and automation will play a helping function for employers – personalised communication, and the human factor will constantly remain the leading players for both recruiters and candidates.

We are thrilled 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 informative session with statistics and professional predictions from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is available on need on Livestorm.

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

2023 has left numerous talent acquisition teams lean. Recruitment groups and professionals need to find out and reevaluate how to provide more with less. Balancing the needs of service requirements while making sure individual well-being is necessary to combat the pervasive difficulty of recruitment burnout in the year ahead. Remember, it is essential 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 candidates side. Therefore, business need to be mindful of building their authentic employer brands inside out and taking excellent care of their current employees. Prioritizing the wellness and engagement of current staff members becomes not simply a corporate duty but a tactical important to rebuild and fortify trust in the employing landscape.

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

As attitudes and understanding continue to sway in the ideal instructions, I hope 2024 will bring much more openness and utilisation of company branding. Both go hand-in-hand and are exceptionally important to successfully hiring and keeping leading talent – specifically as they assist construct trust amongst prospects and employees.

And there’s a lot data to back this up. For example, LinkedIn’s Employer Brand statistics specify that 75% of task seekers think about a company’s brand before even obtaining a job.
In a study of 1,000 staff members, Visier found that 90% trust their company. When asked why, 65% said, “They normally inform me the reality”, 52% stated, “They’re transparent about company policies and practices”, and 38% stated, “They encourage staff members to speak up”.
And information from Deloitte revealed that relied on business exceed their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of disruption from generative AI. We are going to see excellent employers utilizing AI to make their jobs simpler and enhance a lot of their menial, admin-intensive jobs in 2024. We are also visiting a great deal of lazy employers severely using Generative AI tools. We need to bear in mind that nobody speaks like ChatGPT, so we can not just spit up content and pass it off as our own. Personalisation will be essential for us to remain Human.

Hiie-Liin Tamm, Recruitment Lead at Scoro

More automation in recruitment: Using more AI in recruitment to support manual tasks and improve candidate experience with a more personal method.
Pay openness: being more transparent about pay is gaining a lot of popularity; companies require to prepare to be able to meet 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 offered. So business who can work with now have the possibility of having extremely high-quality individuals who are loyal to them.
DEI in hiring: business emphasise diversity recruitment and unconscious bias.