Recruitment Trends in 2025 – Predictions From 15 Experts

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

We asked 15 recruitment market professionals to consider 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 significant changes in recruitment in 2023, the words popping up in the word cloud were AI, automation and the changes in skills and company branding.

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

The increase of AI and automation in recruitment

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

This year, AI took a considerable action ahead in recruitment and has been incorporated into recruitment software application, including Teamdash.

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

At Teamdash, our viewpoint has constantly been that the recruiter needs to be at the steering wheel and in control, and technology is simply an automobile to get there much faster, more secure and more easily. And it ought to carry on and be transparent in the recruitment performance metrics.

AI resembles your co-pilot – you’re in control, giving 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 relatively early adopter of Artificial Intelligence. AI assists employers to work smarter, not harder, automate recurring tasks, make it faster and simpler to source prospects, write job advertisements, launch employer branding projects, and engage with prospects, to name simply a few. AI continues to progress and automate daily jobs. Recruiters may have the ability to take a great deal of repeated things off their plates and focus on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started using multiple AI-powered tools in recruitment, always guaranteeing ethical practices, of course. Learning the essential triggers not only made my job much easier, however also proved incredibly remarkable. Embracing ethical AI tools completely changed my method to recruitment: Automated Resume Screening: quickly matching candidate certifications with task requirements. Chatbot help: guides candidates, answers FAQs, and schedules interviews perfectly.

In 2023, we experienced the growth of the need to headhunt talents rather than fill the functions of actively applying individuals. At the exact same time, the increased circulation of using prospects appeared like a favorable change, but really, it did more operate in terms of the need to reply to everyone, examine each profile’s suitability to the function and send out more rejection emails.

The effectiveness boost that the AI and automation tools supplied permitted us to make the process quicker and more constant. We achieved an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the same time – an increase in employee 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 very best prospect experience by utilizing automations and AI.

Tools you require for effective recruitment in 2024

Recruiters without current tools and software have a clear disadvantage compared to the ones who have actually embraced a thorough tech stack.

All the specialists who reacted to our study pointed out having a good and contemporary ATS as the very first essential tool in 2024.

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

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That’s why Teamdash is highly customisable and includes different automation possibilities and (AI-powered) tools that make your work much easier – an interview scheduler, a job ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with choices, to call a couple of. The recruitment dashboard gives you a birds-eye introduction of your whole recruitment process. The Recruitment Performance tab gives you a visual summary of essential recruitment metrics so you can be more tactical in your everyday work.

We covered picking the best ATS for your requirements and company at one of our webinars in 2023. You can enjoy it on demand on Livestorm.

Having the right tools assists us adapt to the market changes we witnessed 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 consist of innovative AI-driven Applicant Tracking Systems, advanced prospect evaluation software, varied and inclusive task advertising platforms, data analytics tools for talent acquisition insights, and virtual truth interfaces for immersive candidate 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 too numerous employers not taking complete benefit of technology. You do not need to master them all, but get a good grounding on triggers and recognition 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 day-to-day tasks quicker.

Rethinking and revamping your company brand to adapt to the modifications

The nature of work and the expectations towards the workplace and company have actually substantially shifted in the past years. There is also a generational modification in the labor force – Gen Z is getting in the labor force as a part of the Boomer generation is retiring.

To keep up and surpass these expectations and keep working with and retaining top skill, companies have to rethink their employer 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 best employers get 80% of the applicants. No employer wants to miss out on employing the very best skill.

To end up being one of the very best, openness is expected throughout all phases of the skill method. This implies leveraging the ideal innovation and tools to support human proficiencies and developing a strong employer brand based on them.

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

We’ve seen a great deal of change throughout 2023.

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

Our Q3 Flexible Working Index (a report which tracks progressing patterns across the flexible jobs market) exposed a sharp shift far from remote work among employers – fully remote roles accounted for just 4% of job posts in between July and September, usually.

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

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

The timeless Mon-Fri is taking a backseat. A growing number of business are presenting an alternative technique, which consists of 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 method of working during October. During the exact same period, 37.5% chosen 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 name 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 essentially starting from scratch. Technology will permit you to really make data-driven choices 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 seen a lift in skill- and value-based hiring. Companies are now actively upskilling their present labor force and working with new employees to fill the ability spaces.

This also implies employers need to adjust their abilities to match the requirements. Recruiters need a mix of excellent soft abilities and difficult abilities to be successful in 2024 and beyond. An effective recruiter in 2024 is an excellent communicator and facilitator who knows how to offer the role and the business, deals with information and statistics to think tactically, and adapts quickly to the modifications in the market.

Again, proactively dealing with establishing these skills further and using innovation assists stay on top of the recruitment game.

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

We more than happy to see that Teamdash users are actively working with the data offered for them in the Recruitment performance tab and have actually made examining it a part of their day-to-day regimen. This has actually assisted them find new methods to simplify the procedure and automate tedious tasks, making more time for activities that produce worth.

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

– We have seen an increase in the variety of prospects however still have problems getting adequate qualified candidates;
– We require to cut or handle recruitment costs to remain on top of the economic scenario in the world;
– For more powerful employer brands, we require much better communication across companies, and collaboration with employing managers is specifically essential.

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Riin Soostar, Senior HR Business Partner at Circle K Eesti

It is crucial to automate as much administrative work as possible so the is as efficient and high-quality as possible. Recruiting is getting more technical with every year. I ´ d say that a good recruiter needs to keep up with the trends, understand the target group, and know how to connect to them. Also, there has to be a little a salesperson in every employer, in an excellent way.

The most essential abilities for an employer in 2024 are:

Business partnering and consultancy skills. The capability to engage in meaningful discussions and employment create partnerships with employing supervisors and stakeholders is paramount. We must initially cultivate a wealth of service acumen and skills within ourselves to genuinely operate as vital service partners. It involves understanding our company goals, preemptively constructing talent swimming pools, and avoiding last-minute firefighting. Entering a consumption call with talent market mapping results guides the conversation. It lines up expectations at the ideal level, making the next steps more enjoyable for ourselves, employing managers, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven procedures has actually persisted, couple of have actually wholeheartedly welcomed these concepts. Predicting what leads us ends up being a vital ability among TA specialists and assists us develop meaningful collaborations with our stakeholders. The approaching years signal a tangible shift, demanding essential change when it pertains to time-based metrics, but not just. Integrating Talent Analytics and Talent Intelligence into resource preparation is becoming the requirement even before recruitment activities commence. Balancing the internal and external point of views ensures that we stay up to date with changes and stay half an action ahead. As the information subject requires to broaden, storytelling skills take centre stage-because information holds an important story, and we remain in the lead of composing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters need to welcome and employment leverage recruitment automation, construct evaluation skills, and increase internal movement in 2024. Recruiters require to understand their teams’ skills and capabilities extensive to build a thorough group’s evaluation picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will become increasingly essential as prospects utilize 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.

Something is for sure: AI and automation will play an assisting function for recruiters – customised communication, and the human aspect will always remain the leading gamers for both recruiters 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 trends 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 readily 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 lots of skill acquisition groups lean. Recruitment teams and experts require to find out and reassess how to provide more with less. Balancing the demands of service requirements while ensuring individual wellness is necessary to fight the pervasive challenge of recruitment burnout in the year ahead. Remember, it is very important that your cup is full also.

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 candidates side. Therefore, business need to be conscious of developing their genuine employer brands completely and taking excellent care of their present employees. Prioritizing the well-being and engagement of current workers becomes not just a corporate obligation however a strategic vital to restore and fortify trust in the employing landscape.

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

As attitudes and understanding continue to sway in the right instructions, I hope 2024 will bring far more openness and utilisation of employer branding. Both go hand-in-hand and are very essential to successfully employing and retaining top talent – especially as they assist develop trust among candidates and employees.

And there’s a lot information to back this up. For example, LinkedIn’s Employer Brand data state that 75% of task hunters consider a company’s brand name before even looking for a task.
In a survey of 1,000 workers, Visier found that 90% trust their employer. When asked why, 65% stated, “They generally tell me the fact”, 52% said, “They’re transparent about business policies and practices”, and 38% stated, “They motivate staff members to speak out”.
And information from Deloitte revealed that trusted business outshine 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 excellent recruiters using AI to make their tasks simpler and streamline a lot of their routine, admin-intensive jobs in 2024. We are also going to see a lot of lazy employers badly using Generative AI tools. We must bear in mind that nobody speaks like ChatGPT, so we can not just regurgitate material and pass it off as our own. Personalisation will be key 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 improve candidate experience with a more individual technique.
Pay transparency: being more transparent about pay is acquiring a lot of appeal; business need to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More talent is offered: Due to great deals 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 top quality people who are faithful to them.
DEI in hiring: employment business emphasise variety recruitment and unconscious bias.