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 industry experts to think about 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 popping up in the word cloud were AI, automation and the changes in abilities and company branding.

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

The increase of AI and automation in recruitment

The concentrate on automation has actually been evident in the previous years, and rightfully so. Recruitment technology is more available, available and adaptable than ever.

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

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

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

AI is like your co-pilot – you remain in control, offering 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 actually been a relatively early adopter of Artificial Intelligence. AI assists recruiters to work smarter, not harder, automate repeated jobs, make it faster and much easier to source candidates, write task ads, launch employer branding campaigns, and engage with candidates, to name just a few. AI continues to evolve and automate daily tasks. Recruiters might have the ability to take a great deal of repetitive things off their plates and focus on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began using several AI-powered tools in recruitment, constantly ensuring ethical practices, naturally. Learning the needed prompts not only made my task easier, but likewise proved extremely remarkable. Embracing ethical AI tools completely changed my technique to recruitment: Automated Resume Screening: quickly matching candidate credentials with task requirements. Chatbot help: guides candidates, answers FAQs, and schedules interviews effortlessly.

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

The effectiveness increase that the AI and automation tools offered permitted us to make the process faster and more constant. We achieved an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the 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 best candidate experience by utilizing automations and AI.

Tools you require for successful recruitment in 2024

Recruiters without up-to-date tools and software application have a clear downside compared to the ones who have adopted a detailed tech stack.

All the professionals who reacted to our study discussed having an excellent and modern ATS as the very first must-have tool in 2024.

Teamdash is recruitment software constructed by recruiters for recruiters, and we understand how frustrating it is working with innovation that doesn’t fit your workflows.

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

We covered picking the ideal ATS for your requirements and company at one of our webinars in 2023. You can watch it on need on Livestorm.

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

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 recruiters in 2024, essential tools consist of innovative AI-driven Applicant Tracking Systems, advanced prospect assessment software, varied and inclusive task advertising platforms, information analytics tools for skill acquisition insights, and virtual truth interfaces for immersive prospect experiences, stressing performance, 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 employers not maximizing technology. You do not need to master them all, but get a great grounding on triggers and validation as a minimum. AI is as reputable 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 day-to-day jobs quicker.

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

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

To keep up and exceed these expectations and keep employing and maintaining leading talent, companies need to reassess their company brand and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto concept applies in their user base – 20% of the very best employers get 80% of the applicants. No company desires to lose out on employing the very best talent.

To turn into one of the very best, openness is expected throughout all phases of the talent method. This indicates leveraging the ideal technology and tools to support human competencies and building a strong employer brand based on them.

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

We have actually seen a lot of change throughout 2023.

– Firstly, the need for the workplace on a flexible basis has rebounded. While fully remote and remote-first opportunities stay dominant among jobseekers, hybrid functions are ending up being significantly popular.

Our Q3 Flexible Working Index (a report which tracks progressing patterns across the versatile jobs market) revealed a sharp shift far from remote work amongst companies – fully remote functions represented just 4% of job posts between July and September, typically.

Meanwhile, jobseekers’ demand for remote work remains strong, but our information shows that the more versatility business use personnel around working places, the more popular they are amongst candidates.

– Secondly, the standard work week has considerably developed over the previous year.

The traditional Mon-Fri is taking a backseat. A growing number of 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 increased, with an average of 47.4% of Flexa users noting it as their preferred method of working during October. During the same duration, 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 company brand name whilst recruitment is low is KEY! You require to be constantly sharing things with your audience so when recruitment chooses back up you are not basically beginning from scratch. Technology will enable you to truly make data-driven choices whilst being able to track candidates, raise your company 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 current labor force and employing new workers to fill the ability gaps.

This also suggests recruiters should adapt their skills to match the requirements. Recruiters require a mix of excellent soft abilities and hard abilities to be effective in 2024 and beyond. A successful recruiter in 2024 is a fantastic communicator and facilitator who knows how to offer the function and the company, works with data and data to believe tactically, and adapts rapidly to the changes in the market.

Again, proactively working on developing these abilities even more and utilizing technology helps remain on top of the recruitment video game.

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

We enjoy to see that Teamdash users are with the data offered for them in the Recruitment efficiency tab and have actually made inspecting it a part of their everyday regimen. This has actually assisted them find new ways to enhance the procedure and automate laborious jobs, making more time for activities that produce value.

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

– We have actually seen an increase in the variety of candidates but still have problems getting adequate certified candidates;
– We require to cut or manage recruitment expenses to remain on top of the financial circumstance on the planet;
– For more powerful employer brands, we require much better interaction across business, and collaboration with employing managers is especially crucial.

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Riin Soostar, Senior HR Business Partner at Circle K Eesti

It is very important to automate as much administrative work as possible so the recruitment procedure is as effective and top quality as possible. Recruiting is getting more technical with every year. I ´ d say that a great recruiter must stay up to date with the trends, know the target group, and know how to reach out to them. Also, there has to be a little a salesperson in every employer, in a great way.

The most important abilities for an employer in 2024 are:

Business partnering and consultancy skills. The capability to participate in significant discussions and forge collaborations with employing supervisors and stakeholders is paramount. We must initially cultivate a wealth of business acumen and skills within ourselves to really function as vital service partners. It involves comprehending our business goals, preemptively building skill pools, and avoiding last-minute firefighting. Stepping into a consumption call with talent market mapping results guides the conversation. It aligns expectations at the best level, making the next actions more pleasurable for ourselves, hiring managers, and candidates.
Data-fueled processes and decision-making: While the discourse around data-driven procedures has continued, couple of have actually wholeheartedly embraced these concepts. Predicting what’s ahead of us ends up being a vital ability amongst TA specialists and helps us build meaningful partnerships with our stakeholders. The approaching years indicate a concrete shift, requiring basic modification when it pertains to time-based metrics, however not only. Integrating Talent Analytics and Talent Intelligence into resource preparation is ending up being the standard even before recruitment activities commence. Balancing the internal and external viewpoints makes sure that we stay up to date with changes and remain half a step ahead. As the data topic needs to expand, storytelling abilities take centre stage-because data holds a crucial story, and we are in the lead of writing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

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

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will become progressively important as prospects use AI tools to develop progressively strong CVs.

What will 2024 bring into recruiting?

We will see the number of of these patterns and obstacles discussed bring over to 2024.

Something is for sure: AI and automation will play an assisting role for employers – personalised interaction, and the human aspect will constantly remain the leading players for both employers and candidates.

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

The end-of-the-year webinar “Key patterns and changes in recruitment for 2024” was an insightful session with statistics and skilled forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is offered as needed on Livestorm.

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

2023 has left lots of talent acquisition teams lean. Recruitment groups and experts need to discover and review how to deliver more with less. Balancing the demands of business requirements while ensuring personal well-being is vital to combat the pervasive difficulty of recruitment burnout in the year ahead. Remember, it is necessary that your cup is full too.

The second 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, business require to be mindful of developing their authentic employer brands completely and taking great care of their present staff members. Prioritizing the well-being and engagement of present employees becomes not just a business duty however a strategic vital to restore and fortify trust in the employing landscape.

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

As mindsets and understanding continue to sway in the right instructions, I hope 2024 will bring much more transparency and utilisation of employer branding. Both go together and are very crucial to effectively employing and keeping leading talent – specifically as they help construct trust amongst prospects and staff members.

And there’s a lot data to back this up. For instance, LinkedIn’s Employer Brand stats mention that 75% of task hunters consider an employer’s brand name before even looking for a task.
In a study of 1,000 workers, Visier found that 90% trust their employer. When asked why, 65% stated, “They generally inform me the fact”, 52% said, “They’re transparent about company policies and practices”, and 38% said, “They motivate staff members to speak out”.
And information from Deloitte exposed that trusted business exceed their peers by as much as 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of disturbance from generative AI. We are going to see great recruiters using AI to make their tasks easier and enhance a lot of their routine, admin-intensive jobs in 2024. We are also going to see a lot of lazy employers terribly using Generative AI tools. We must bear in mind that nobody speaks like ChatGPT, so we can not simply spit up material and pass it off as our own. Personalisation will be crucial 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 enhance prospect experience with a more personal approach.
Pay transparency: being more transparent about pay is acquiring a great deal of appeal; companies require to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More skill is available: Due to great deals of layoffs and instability in the tech sector, there’s more skill readily available. So business who can work with now have the possibility of having extremely premium individuals who are devoted to them.
DEI in hiring: business emphasise variety recruitment and unconscious bias.