Recruitment Trends in 2025 – Predictions From 15 Experts

We are approaching completion of another busy and ever-changing recruitment year.

We asked 15 recruitment industry 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 experts about the most considerable modifications in recruitment in 2023, the words popping up in the word cloud were AI, automation and the modifications in skills and company 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 been apparent in the previous 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 included into recruitment software application, including Teamdash.

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

At Teamdash, our philosophy has actually constantly been that the employer needs to be at the steering wheel and in control, and technology is simply a lorry to arrive faster, much safer and more conveniently. And it needs to continue and be transparent in the recruitment efficiency metrics.

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

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Renita Käsper, Global Director of Talent Acquisition and Employer Branding at HRS Group

Talent acquisition and recruitment has been a reasonably early adopter of Artificial Intelligence. AI assists recruiters to work smarter, not harder, automate repetitive jobs, make it faster and much easier to source candidates, compose task ads, launch company branding projects, and engage with candidates, to name just a few. AI continues to progress and automate day-to-day jobs. Recruiters may have the ability to take a lot of repetitive things off their plates and focus on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began utilizing several AI-powered tools in recruitment, constantly ensuring ethical practices, naturally. Learning the needed triggers not only made my job simpler, however also showed extremely fascinating. Embracing ethical AI tools entirely changed my approach to recruitment: Automated Resume Screening: quickly matching candidate credentials with job requirements. Chatbot support: guides candidates, answers FAQs, and schedules interviews effortlessly.

In 2023, we experienced the growth of the requirement to headhunt talents instead of fill the roles of actively using people. At the same time, the increased flow of using candidates seemed like a positive change, however actually, it did more operate in regards to the need to respond to everybody, evaluate each profile’s viability to the function and send more rejection e-mails.

The effectiveness increase that the AI and automation tools supplied permitted us to make the process faster and more consistent. We attained an enhancement 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 candidates increased by 25% – to increase hiring rates, you need to make sure the very best prospect experience by using automations and AI.

Tools you need for effective recruitment in 2024

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

All the professionals who reacted to our study discussed having a good and modern-day ATS as the very first essential tool in 2024.

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

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That’s why Teamdash is extremely customisable and includes numerous 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 speaking with choices, among others. The recruitment dashboard offers you a birds-eye overview of your entire recruitment procedure. The Recruitment Performance tab gives you a visual summary of important recruitment metrics so you can be more strategic in your everyday work.

We covered selecting the right ATS for your needs and business 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 changes we witnessed in 2023 and be proactive in 2024. Here are some recommendations from our experts:

My essential tools are Proficient at, 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 assessment software application, diverse and inclusive job marketing platforms, information analytics tools for skill acquisition insights, and virtual truth user interfaces for immersive prospect experiences, stressing performance, fairness, and engagement in the recruitment procedure.

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 recruiters not maximizing technology. You do not need to master them all, however get an excellent grounding on prompts 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 daily tasks faster.

Rethinking and redesigning your company brand name to adapt to the modifications

The nature of work and the expectations towards the office and employer have actually significantly moved in the previous years. There is also a generational change in the workforce – Gen Z is getting in the labor force as a part of the Boomer generation is retiring.

To maintain and surpass these expectations and keep employing and keeping top talent, companies need to rethink their company brand 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 companies get 80% of the candidates. No company wishes to miss out on employing the very best talent.

To end up being one of the finest, transparency is anticipated throughout all stages of the talent strategy. This implies leveraging the ideal technology and tools to support human competencies and building a strong employer brand name based on them.

Diversity (DEI), versatility, openness and the increase 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, the need for the office on a versatile basis has made a return. While fully remote and remote-first chances stay dominant amongst jobseekers, hybrid functions are becoming significantly popular.

Our Q3 Flexible Working Index (a report which tracks evolving patterns throughout the versatile tasks market) revealed a sharp shift away from remote work amongst employers – fully remote functions accounted for simply 4% of job posts between July and September, typically.

Meanwhile, jobseekers’ need for remote work stays strong, but our information shows that the more versatility companies offer staff around working places, the more popular they are among prospects.

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

The timeless Mon-Fri is taking a backseat. Increasingly more companies are presenting an alternative method, 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 listing it as their favored method of working throughout October. During the 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 whilst recruitment is low is KEY! You require to be continuously sharing things with your audience so when recruitment chooses back up you are not basically starting from scratch. Technology will enable you to truly make data-driven decisions whilst being able to track prospects, raise your employer branding and master recruitment marketing.

Recruiter skillset in 2024

Recently, we have actually seen a lift in ability- and value-based hiring. Companies are now actively upskilling their current labor force and working with brand-new workers to fill the skill gaps.

This likewise suggests employers should adjust their abilities to match the requirements. Recruiters need a mix of excellent soft abilities and hard abilities to be successful in 2024 and beyond. An effective recruiter in 2024 is an excellent communicator and facilitator who understands how to offer the role and the company, deals with information and data to believe strategically, and adapts quickly to the modifications in the market.

Again, proactively dealing with establishing these abilities even more and using innovation assists stay 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 experts have ended up being the leaders of this shift and the new talent strategies.

We’re pleased to see that Teamdash users are actively working with the information offered for them in the Recruitment efficiency tab and have made examining it a part of their everyday routine. This has helped them discover brand-new ways to streamline the process and automate laborious jobs, making more time for activities that create worth.

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

– We have seen an increase in the number of prospects however still have difficulties getting adequate certified candidates;
– We need to cut or manage recruitment costs to remain on top of the financial circumstance worldwide;
– For more powerful company brands, we need much better communication across business, and partnership with employing supervisors is especially 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 procedure is as efficient and premium as possible. Recruiting is getting more technical with every year. I ´ d say that an excellent employer needs to 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 employer, in an excellent method.

The most important abilities for an employer in 2024 are:

Business partnering and consultancy abilities. The capability to participate in meaningful conversations and create partnerships with working with supervisors and stakeholders is paramount. We must initially cultivate a wealth of organization acumen and abilities within ourselves to genuinely work as vital company partners. It involves understanding our business objectives, preemptively developing skill swimming pools, and preventing last-minute firefighting. Stepping into an intake call with talent market mapping results guides the conversation. It lines up expectations at the ideal level, making the next actions more pleasurable for ourselves, employing managers, and candidates.
Data-fueled processes and decision-making: While the discourse around data-driven procedures has actually continued, few have wholeheartedly embraced these concepts. Predicting what’s ahead of us ends up being a vital ability among TA professionals and assists us build meaningful partnerships with our stakeholders. The approaching years signify a tangible shift, demanding essential change when it concerns time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource planning is becoming the standard even before recruitment activities start. Balancing the internal and external viewpoints ensures that we stay up to date with changes and remain half a step ahead. As the information topic requires to broaden, storytelling abilities take centre stage-because information holds a vital story, and we are in the lead of writing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters need to embrace and leverage recruitment automation, construct assessment abilities, and boost internal movement in 2024. Recruiters require to understand their groups’ skills and abilities thorough to construct a thorough group’s assessment photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will end up being progressively essential as candidates utilize AI tools to produce significantly strong CVs.

What will 2024 bring into recruiting?

We will see how numerous of these patterns and difficulties pointed out rollover to 2024.

Something is for sure: AI and automation will play an assisting function for employers – customised interaction, and the human factor will always stay the leading gamers for both employers and prospects.

We are delighted to see in which instructions AI and referall.us technology will take us in 2024.

The end-of-the-year webinar “Key patterns and changes in recruitment for 2024” was an informative session with statistics and professional forecasts 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, Global Head of Talent Analytics, Sourcing & Research at Nortal AS

2023 has left lots of skill acquisition groups lean. Recruitment teams and professionals need to discover and reassess how to provide more with less. Balancing the needs of business requirements while guaranteeing personal well-being is important to fight the pervasive challenge of recruitment burnout in the year ahead. Remember, it is necessary that your cup is complete also.

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, business require to be conscious of developing their genuine employer brands inside out and taking excellent care of their present staff members. Prioritizing the wellness and engagement of existing staff members becomes not just a business duty however a strategic necessary to rebuild and strengthen trust in the employing landscape.

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

As mindsets and understanding continue to sway in the ideal direction, I hope 2024 will bring much more openness and utilisation of company branding. Both go together and are very important to successfully hiring and retaining top talent – particularly as they assist build trust among prospects and employees.

And there’s a lot data to back this up. For instance, LinkedIn’s Employer Brand statistics specify that 75% of task applicants consider an employer’s brand before even looking for a job.
In a study of 1,000 employees, Visier found that 90% trust their company. When asked why, 65% said, “They typically tell me the reality”, 52% said, “They’re transparent about business policies and practices”, and 38% stated, “They motivate staff members to speak up”.
And data from Deloitte revealed that relied on business exceed their peers by up to 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of disruption from generative AI. We are visiting excellent employers utilizing AI to make their jobs simpler and streamline a lot of their routine, admin-intensive jobs in 2024. We are likewise visiting a great deal of lazy employers terribly using Generative AI tools. We must keep in mind that nobody speaks like ChatGPT, so we can not simply regurgitate content 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 jobs and enhance candidate experience with a more individual approach.
Pay transparency: being more transparent about pay is acquiring a lot of appeal; companies need to prepare to be able to meet 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 available. So business who can hire now have the possibility of having very top quality people who are faithful to them.
DEI in hiring: companies stress diversity recruitment and unconscious bias.