Recruitment Trends in 2025 – Predictions From 15 Experts

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

We asked 15 recruitment industry professionals to believe about how 2023 will enter into the history books and what you can bring with you for 2024.

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

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

The rise of AI and automation in recruitment

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

This year, AI took a substantial action 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 pointed out at every table this year. ChatGPT and other AI tools are utilized by both employers and candidates, raising issues about how it affects the recruitment procedure and how to keep ethical and human elements in the decision-making.

At Teamdash, our approach has always been that the recruiter must be at the steering wheel and in control, and innovation is just a lorry to arrive quicker, much safer and more conveniently. And it should continue and be transparent in the recruitment performance metrics.

AI resembles your co-pilot – you remain in control, offering 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 been a fairly early adopter of Expert system. AI helps recruiters to work smarter, not harder, automate recurring jobs, make it faster and much easier to source prospects, write task ads, launch employer branding projects, and engage with prospects, to name just a couple of. AI continues to evolve and automate daily jobs. Recruiters might have the ability 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 using numerous AI-powered tools in recruitment, constantly making sure ethical practices, obviously. Learning the essential triggers not only made my job much easier, but likewise showed extremely interesting. Embracing ethical AI tools totally transformed my technique to recruitment: Automated Resume Screening: quickly matching prospect qualifications with task requirements. Chatbot support: guides prospects, answers FAQs, and schedules interviews flawlessly.

In 2023, we experienced the growth of the need to headhunt talents instead of fill the functions of actively using individuals. At the exact same time, the increased circulation of applying candidates seemed like a favorable change, but in fact, it did more operate in terms of the need to reply to everyone, evaluate each profile’s viability to the function and send out more rejection emails.

The performance boost that the AI and automation tools offered permitted us to make the process much faster and more consistent. We achieved an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the exact same time – a boost in employee 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 need to make sure the finest candidate experience by using automations and AI.

Tools you need for successful recruitment in 2024

Recruiters without updated tools and software application have a clear downside compared to the ones who have actually adopted a comprehensive tech stack.

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

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

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That’s why Teamdash is highly customisable and consists of different 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, among others. The recruitment dashboard provides you a birds-eye overview of your whole recruitment process. The Recruitment Performance tab offers you a visual introduction of important recruitment metrics so you can be more tactical 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 demand on Livestorm.

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

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

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

For job recruiters in 2024, must-have tools include sophisticated AI-driven Applicant Tracking Systems, advanced candidate evaluation software application, varied and inclusive job advertising platforms, data 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 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 full benefit of technology. You do not have to master them all, but get an excellent grounding on prompts and validation as a minimum. AI is as trusted 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 everyday jobs faster.

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

The nature of work and the expectations towards the work environment and company have substantially shifted in the previous years. There is also a generational change 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 hiring and retaining top skill, employers need to reconsider their employer brand job 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 very best employers get 80% of the applicants. No company wants to lose out on hiring the best skill.

To become one of the finest, openness is anticipated throughout all stages of the skill strategy. This implies leveraging the right technology and tools to proficiencies and developing a strong company brand based upon them.

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

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

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

Our Q3 Flexible Working Index (a report which tracks evolving patterns across the flexible tasks market) revealed a sharp shift away from remote work amongst employers – completely remote functions represented simply 4% of job posts between July and September, on average.

Meanwhile, jobseekers’ demand for remote work remains strong, but our information reveals that the more flexibility companies offer personnel around working locations, the more popular they are among prospects.

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

The classic Mon-Fri is taking a backseat. More and more business are introducing an alternative technique, 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 increased, with an average of 47.4% of Flexa users listing it as their preferred way of working during October. During the very same duration, 37.5% picked the 4.5-day week as their choice, and 14.1% specified 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 essentially beginning from scratch. Technology will enable you to truly make data-driven decisions whilst being able to track prospects, elevate your company branding and master recruitment marketing.

Recruiter skillset in 2024

In recent years, we have actually seen a lift in ability- and value-based hiring. Companies are now actively upskilling their current workforce and hiring new workers to fill the ability spaces.

This likewise suggests recruiters need to adapt their abilities to match the requirements. Recruiters require a mix of outstanding soft skills and tough abilities to be effective in 2024 and beyond. An effective recruiter in 2024 is a fantastic communicator and facilitator who understands how to sell the function and the company, works with data and stats to believe strategically, and adapts quickly to the modifications in the market.

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

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

We more than happy to see that Teamdash users are actively dealing with the information offered for them in the Recruitment performance tab and have actually made inspecting it a part of their everyday regimen. This has actually assisted them discover new methods to simplify the procedure and automate laborious tasks, making more time for activities that create value.

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

– We have seen a boost in the number of prospects however still have difficulties getting enough qualified candidates;
– We require to cut or handle recruitment expenses to remain on top of the economic situation on the planet;
– For stronger company brand names, we need much better interaction across companies, and partnership with employing managers is specifically crucial.

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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 effective and high-quality as possible. Recruiting is getting more technical with every year. I ´ d state that a good recruiter needs to keep up with the patterns, know the target group, and know how to reach out to them. Also, there has to be a bit of a salesman in every employer, in a great method.

The most essential skills for an employer in 2024 are:

Business partnering and consultancy abilities. The capability to take part in significant conversations and create collaborations with working with managers and stakeholders is critical. We must first cultivate a wealth of company acumen and skills within ourselves to genuinely operate as important service partners. It includes comprehending our service goals, preemptively building talent pools, and preventing last-minute firefighting. Entering a consumption call with skill market mapping results guides the discussion. It aligns expectations at the right level, making the next steps more enjoyable for ourselves, working with supervisors, and candidates.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has actually continued, couple of have actually completely accepted these principles. Predicting what leads us ends up being a vital skill amongst TA experts and assists us construct meaningful collaborations with our stakeholders. The approaching years indicate a tangible shift, demanding basic change when it comes to time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource preparation is becoming the standard even before recruitment activities start. Balancing the internal and external viewpoints makes sure that we stay up to date with modifications and stay half an action ahead. As the information subject requires to expand, storytelling abilities take centre stage-because data holds an essential story, and we remain in the lead of writing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must accept and leverage recruitment automation, construct assessment abilities, and increase internal movement in 2024. Recruiters need to comprehend their teams’ abilities and abilities extensive to build a comprehensive group’s evaluation photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

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

What will 2024 bring into recruiting?

We will see the number of of these trends and difficulties discussed carry over to 2024.

One thing is for sure: AI and automation will play a helping function for recruiters – customised communication, and the human element will constantly stay the leading gamers for both recruiters and candidates.

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

The end-of-the-year webinar “Key patterns and modifications in recruitment for 2024” was an insightful session with data and skilled 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 groups and professionals require to discover and reassess how to deliver more with less. Balancing the demands of organization requirements while ensuring individual wellness is vital to combat the pervasive challenge of recruitment burnout in the year ahead. Remember, it’s important that your cup is full too.

The second one would be trust. 2023 was notorious for the variety of layoffs, I feel that there is a growing deficit of trust from the prospects side. Therefore, companies need to be conscious of constructing their authentic company brands completely and taking good care of their current staff members. Prioritizing the wellness and engagement of present staff members ends up being not just a corporate duty but a tactical crucial to reconstruct and fortify trust in the employing landscape.

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

As attitudes and comprehending continue to sway in the ideal direction, I hope 2024 will bring a lot more openness and utilisation of employer branding. Both go hand-in-hand and are very crucial to successfully hiring and retaining top talent – especially as they assist build trust amongst prospects and employees.

And there’s so much data to back this up. For instance, LinkedIn’s Employer Brand data state that 75% of job candidates think about an employer’s brand name before even obtaining a job.
In a study of 1,000 employees, Visier discovered that 90% trust their company. When asked why, 65% stated, “They typically tell me the fact”, 52% stated, “They’re transparent about company policies and practices”, and 38% stated, “They motivate workers to speak up”.
And data from Deloitte revealed that trusted companies exceed their peers by up to 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of disruption from generative AI. We are visiting good employers utilizing AI to make their tasks easier and streamline a lot of their menial, admin-intensive tasks in 2024. We are likewise visiting a great deal of lazy employers severely utilizing Generative AI tools. We should bear in mind that no one speaks like ChatGPT, so we can not just throw up material 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 tasks and improve candidate experience with a more personal approach.
Pay openness: being more transparent about pay is gaining a lot of popularity; companies 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 available. So business who can hire now have the possibility of having really high-quality individuals who are faithful to them.
DEI in hiring: companies emphasise variety recruitment and unconscious predisposition.