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

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

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

The rise of AI and automation in recruitment

The focus on automation has actually appeared in the past years, and rightfully so. Recruitment technology is more readily available, available and versatile than ever.

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

We just recently celebrated one year of ChatGPT – the infamous AI tool discussed at every dinner table this year. ChatGPT and other AI tools are utilized by both recruiters and prospects, raising concerns about how it affects the recruitment process and how to preserve ethical and human factors in the decision-making.

At Teamdash, our philosophy has constantly been that the recruiter must be at the guiding wheel and in control, and technology is simply a vehicle to arrive faster, safer and more easily. And it must carry on and be transparent in the recruitment performance metrics.

AI resembles your co-pilot – you remain in control, providing commands and deciding.

See Recruitment Automations and AI in action with Teamdash

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 employers to work smarter, not harder, automate repetitive tasks, make it faster and much easier to source prospects, write task advertisements, launch employer branding projects, and engage with prospects, somalibidders.com to call simply a couple of. AI continues to evolve and automate everyday tasks. Recruiters might have the ability to take a great deal of recurring things off their plates and concentrate on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began using several AI-powered tools in recruitment, always ensuring ethical practices, naturally. Learning the necessary triggers not only made my task much easier, but also showed incredibly fascinating. Embracing ethical AI tools entirely changed my method to recruitment: Automated Resume Screening: swiftly matching candidate certifications with job requirements. Chatbot support: guides candidates, answers FAQs, and schedules interviews flawlessly.

In 2023, we experienced the development of the requirement to headhunt skills rather than fill the functions of actively applying individuals. At the same time, the increased flow of using prospects looked like a favorable change, however really, it did more operate in terms of the need to respond to everybody, assess each profile’s suitability to the role and send more rejection e-mails.

The effectiveness boost that the AI and automation tools offered enabled us to make the process faster and more constant. We attained an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the exact same time – an increase in employee NPS.

Lauryna Gireniene, Head of Talent Acquisition at Nord Security

In 2023 our hiring rate from applicants increased by 25% – to increase employing rates, you need to make sure the very best candidate experience by utilizing automations and AI.

Tools you need for successful recruitment in 2024

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

All the specialists who reacted to our survey pointed out having an excellent and modern ATS as the very first essential tool in 2024.

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

See Teamdash in action

That’s why Teamdash is extremely customisable and includes numerous automation possibilities and (AI-powered) tools that make your work simpler – an interview scheduler, a task advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to choices, among others. The recruitment control panel gives you a birds-eye overview of your entire recruitment procedure. The Recruitment Performance tab provides you a visual overview of important recruitment metrics so you can be more tactical in your everyday work.

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

Having the right tools assists us adjust to the marketplace changes we experienced 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, Business Growth Coach and Recruitment Team Trainer at Centred Excellence

For employers in 2024, essential tools consist of innovative AI-driven Applicant Tracking Systems, advanced prospect evaluation software application, diverse and inclusive task advertising platforms, data analytics tools for skill acquisition insights, and virtual truth user interfaces for immersive candidate experiences, stressing 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 a lot of recruiters not taking complete advantage of innovation. You do not need to master them all, however get an excellent grounding on prompts and recognition as a minimum. AI is as trustworthy 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 design templates to make everyday tasks faster.

Rethinking and redesigning your company brand to adapt to the changes

The nature of work and the expectations towards the workplace and employer have considerably moved in the past years. There is also a generational modification 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 working with and keeping top talent, companies have to reconsider 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 best employers get 80% of the candidates. No employer wants to miss out on out on working with the best skill.

To end up being one of the best, transparency is anticipated throughout all phases of the talent strategy. This indicates leveraging the right technology and tools to support human competencies and building a strong employer brand based upon them.

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

We’ve seen a lot of change throughout 2023.

– Firstly, the demand for the office on a versatile basis has actually picked up. While fully remote and remote-first chances remain dominant among jobseekers, hybrid functions are becoming 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 – fully remote functions accounted for simply 4% of task posts between July and September, typically.

Meanwhile, jobseekers’ demand for remote work remains strong, however our information shows that the more flexibility business offer staff around working places, the more popular they are among prospects.

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

The traditional 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 actually skyrocketed, with an average of 47.4% of Flexa users noting it as their favored method of working throughout October. During the exact 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, Recruitment Automation Expert at Teamdash

Maintaining your employer brand whilst recruitment is low is KEY! You require to be continuously sharing things with your audience so when recruitment selects back up you are not basically going back to square one. Technology will enable you to genuinely make data-driven decisions whilst being able to track candidates, elevate your company 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 and employing new staff members to fill the skill gaps.

This likewise suggests recruiters must adapt their skills to match the requirements. Recruiters need a mix of outstanding soft abilities and hard skills to be effective in 2024 and beyond. A successful recruiter in 2024 is a fantastic communicator and facilitator who understands how to offer the function and the business, works with information and statistics to think tactically, and adapts quickly to the modifications in the market.

Again, proactively working on developing these abilities further and using innovation assists remain on top of the recruitment game.

In the previous couple of years, we have actually seen recruitment becoming a growing number of strategic and data-driven. HR specialists have actually become the leaders of this shift and the new talent techniques.

We enjoy to see that Teamdash users are actively working with the information available for them in the Recruitment efficiency tab and have actually made inspecting it a part of their everyday regimen. This has assisted them find brand-new ways to streamline the procedure and automate tiresome tasks, making more time for activities that create value.

The brand-new skillset lines up with the difficulties that 2023 has actually brought and will carry on to 2024.

– We have actually seen an increase in the variety of candidates however still have troubles getting enough qualified prospects;
– We require to cut or manage recruitment costs to remain on top of the financial situation in the world;
– For stronger employer brands, we need much better communication across companies, and collaboration with hiring supervisors is especially important.

Get Going with Teamdash – Free Trial!

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 state that an excellent recruiter should keep up with the trends, understand the target group, and know how to reach out to them. Also, there needs to be a bit of a salesman in every recruiter, in a great method.

The most crucial abilities for an employer in 2024 are:

Business partnering and consultancy skills. The capability to take part in significant discussions and create partnerships with hiring supervisors and stakeholders is paramount. We need to first cultivate a wealth of service acumen and abilities within ourselves to really function as indispensable business partners. It involves understanding our company objectives, preemptively constructing talent pools, and preventing last-minute firefighting. Entering an intake call with skill market mapping results guides the discussion. It lines up expectations at the ideal level, making the next steps more pleasurable for ourselves, working with managers, and candidates.
Data-fueled processes and decision-making: While the discourse around data-driven processes has continued, few have actually completely embraced these principles. Predicting what leads us ends up being a crucial skill amongst TA experts and assists us develop meaningful partnerships with our stakeholders. The upcoming years signify a concrete shift, requiring fundamental modification when it comes to 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 perspectives makes sure that we keep up with changes and remain half an action ahead. As the information subject requires to expand, storytelling abilities take centre stage-because data holds a crucial 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 welcome and leverage recruitment automation, develop evaluation abilities, referall.us and boost internal movement in 2024. Recruiters need to comprehend their groups’ abilities and capabilities thorough to develop an extensive group’s evaluation picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will become progressively important as prospects utilize AI tools to produce increasingly strong CVs.

What will 2024 bring into recruiting?

We will see the number of of these trends and challenges pointed out rollover to 2024.

Something is for sure: AI and automation will play a helping role for recruiters – personalised interaction, and the human element will always remain the leading gamers for both employers and prospects.

We are delighted 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 data and professional forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is available on demand on Livestorm.

Experience AI-Powered Recruitment

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

2023 has actually left lots of skill acquisition groups lean. Recruitment groups and specialists need to learn and reassess how to provide more with less. Balancing the needs of service requirements while making sure personal well-being is vital to fight the prevalent challenge of recruitment burnout in the year ahead. Remember, it is essential that your cup is complete as well.

The 2nd one would be trust. 2023 was notorious for the variety of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, business need to be mindful of constructing their authentic company brands inside out and taking good care of their current employees. Prioritizing the wellness and engagement of present workers ends up being not simply a business obligation however a strategic important to restore and fortify trust in the hiring landscape.

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

As mindsets and comprehending continue to sway in the right instructions, I hope 2024 will bring a lot more transparency and utilisation of employer branding. Both go together and are incredibly crucial to effectively employing 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 example, LinkedIn’s Employer Brand stats specify that 75% of task hunters consider an employer’s brand before even looking for a job.
In a survey of 1,000 staff members, Visier found that 90% trust their employer. When asked why, 65% said, “They normally inform me the reality”, 52% said, “They’re transparent about business policies and practices”, and 38% said, “They encourage workers to speak up”.
And data from Deloitte revealed that relied on business surpass their peers by up to 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of interruption from generative AI. We are visiting excellent recruiters utilizing AI to make their jobs easier and streamline a lot of their routine, admin-intensive jobs in 2024. We are likewise visiting a great deal of lazy employers severely utilizing Generative AI tools. We should keep in mind that no one speaks like ChatGPT, so we can not just throw 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 jobs and enhance candidate experience with a more individual method.
Pay transparency: being more transparent about pay is acquiring a lot of popularity; business require to prepare to be able to satisfy 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 talent available. So companies who can work with now have the possibility of having extremely high-quality people who are devoted to them.
DEI in hiring: companies stress diversity recruitment and unconscious predisposition.