Recruitment Trends in 2025 – Predictions From 15 Experts

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

We asked 15 recruitment industry experts 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 specialists about the most significant modifications in recruitment in 2023, the words appearing in the word cloud were AI, automation and the modifications in skills and company branding.

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

The increase of AI and automation in recruitment

The focus on automation has actually been evident in the previous years, and rightfully so. Recruitment innovation is more available, accessible and adaptable 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 commemorated 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 impacts the recruitment process and how to preserve ethical and human consider the decision-making.

At Teamdash, our philosophy has actually always been that the employer needs to be at the guiding wheel and in control, and technology is just a car to get there much faster, safer and more comfortably. And it needs to continue and be transparent in the recruitment performance metrics.

AI is like your co-pilot – you remain in control, offering 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 reasonably early adopter of Expert system. AI helps recruiters to work smarter, not harder, automate recurring tasks, make it faster and simpler to source prospects, compose task ads, launch company branding campaigns, and engage with candidates, to call simply a few. AI continues to develop and automate day-to-day tasks. Recruiters might have the ability to take a lot of recurring things off their plates and focus on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began using numerous AI-powered tools in recruitment, always guaranteeing ethical practices, obviously. Learning the necessary prompts not only made my task simpler, but also proved exceptionally fascinating. Embracing ethical AI tools entirely transformed my technique to recruitment: Automated Resume Screening: promptly matching candidate certifications with task requirements. Chatbot help: guides prospects, answers FAQs, and schedules interviews perfectly.

In 2023, we experienced the growth of the requirement to headhunt talents instead of fill the functions of actively applying people. At the same time, the increased flow of applying prospects seemed like a positive modification, but in fact, it did more work in regards to the requirement to respond to everybody, assess each profile’s suitability to the function and send out more rejection emails.

The effectiveness increase that the AI and automation tools offered enabled us to make the process faster and more constant. We accomplished an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the exact same time – a boost in worker 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 require to ensure the finest prospect experience by utilizing automations and AI.

Tools you need for successful recruitment in 2024

Recruiters without current tools and software application have a clear disadvantage compared to the ones who have embraced an extensive tech stack.

All the specialists who reacted to our survey discussed having an excellent and contemporary ATS as the very first must-have tool in 2024.

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

See Teamdash in action

That’s why Teamdash is extremely customisable and includes 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 speaking with choices, among others. The recruitment dashboard gives you a birds-eye overview of your entire recruitment process. 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 choosing the best ATS for your needs and company at one of our webinars in 2023. You can view it on need on Livestorm.

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

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 sophisticated AI-driven Applicant Tracking Systems, advanced prospect evaluation software application, diverse and inclusive task advertising platforms, information analytics tools for talent acquisition insights, and virtual reality 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 too many recruiters not taking complete advantage of technology. You do not have to master them all, however get an excellent grounding on prompts and validation as a minimum. AI is as trustworthy 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 jobs quicker.

Rethinking and upgrading your company brand to adapt to the changes

The nature of work and the expectations towards the office and employer have significantly moved in the past years. There is likewise a generational modification in the labor force – Gen Z is entering the labor force as a part of the Boomer generation is retiring.

To keep up and surpass these expectations and keep employing and keeping top skill, companies need to reconsider their company 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 very best companies get 80% of the candidates. No company wishes to miss out on hiring the finest talent.

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

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

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

– Firstly, the need for the office on a flexible basis has rebounded. While totally remote and remote-first opportunities remain dominant among jobseekers, hybrid functions are ending up being progressively popular.

Our Q3 Flexible Working Index (a report which tracks developing patterns throughout the flexible jobs market) revealed a sharp shift far from remote work amongst employers – totally remote functions accounted for just 4% of job posts in between July and September, on average.

Meanwhile, jobseekers’ need for remote work remains strong, however our data shows that the more flexibility business use personnel around working places, the more popular they are amongst candidates.

– Secondly, the traditional work week has substantially progressed over the past year.

The classic Mon-Fri is taking a backseat. More and more companies are presenting an alternative technique, which 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 escalated, with an average of 47.4% of Flexa users listing it as their preferred method of working throughout October. During the exact same duration, 37.5% picked 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 employer brand whilst recruitment is low is KEY! You require to be constantly sharing things with your audience so when recruitment selects back up you are not essentially beginning from scratch. Technology will permit you to genuinely make data-driven choices whilst having the ability to track prospects, elevate your company branding and master recruitment marketing.

Recruiter skillset in 2024

Over the last few years, we have seen a lift in ability- and value-based hiring. Companies are now actively upskilling their current workforce and working with new workers to fill the ability gaps.

This also indicates recruiters should adapt their abilities to match the requirements. Recruiters need a mix of outstanding soft abilities and tough skills to be successful in 2024 and beyond. A successful employer in 2024 is a fantastic communicator and facilitator who understands how to sell the function and the business, deals with data and statistics to think tactically, and adapts quickly to the changes in the market.

Again, proactively working on establishing these skills further and utilizing innovation assists stay on top of the recruitment video game.

In the past couple of years, we have seen recruitment becoming a growing number of tactical and data-driven. HR specialists have actually ended up being the leaders of this shift and the new talent methods.

We’re happy to see that Teamdash users are actively working with the information offered for them in the Recruitment performance tab and have actually made examining it a part of their day-to-day routine. This has helped them find new ways to improve the process and automate laborious tasks, making more time for activities that develop value.

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

– We have actually seen an increase in the variety of candidates however still have problems getting enough certified candidates;
– We require to cut or handle recruitment costs to remain on top of the financial scenario in the world;
– For more powerful company brand names, we require better interaction throughout business, and partnership with employing supervisors is especially essential.

Start with Teamdash – Free Trial!

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 process is as efficient and premium as possible. Recruiting is getting more technical with every year. I ´ d state that an excellent employer needs to keep up with the patterns, understand the target group, and know how to reach out to them. Also, there has to be a little a salesman in every employer, in a good way.

The most important abilities for a recruiter in 2024 are:

Business partnering and consultancy abilities. The capability to participate in significant discussions and create partnerships with hiring supervisors and stakeholders is vital. We should first cultivate a wealth of organization acumen and skills within ourselves to truly operate as vital service partners. It includes comprehending our organization goals, preemptively developing skill pools, and avoiding last-minute firefighting. Entering a consumption call with skill market mapping results guides the conversation. It lines up expectations at the right level, making the next actions more satisfying for ourselves, working with managers, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has actually continued, few have actually completely accepted these principles. Predicting what’s ahead of us becomes a vital skill among TA professionals and helps us build meaningful partnerships with our stakeholders. The upcoming years signal a concrete shift, demanding essential modification when it pertains to time-based metrics, but not just. Integrating Talent Analytics and Talent Intelligence into resource planning is becoming 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 information topic requires to expand, storytelling skills take centre stage-because information holds an essential story, and we remain in the lead of composing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must welcome and take advantage of recruitment automation, develop evaluation skills, and boost internal movement in 2024. Recruiters require to comprehend their teams’ abilities and capabilities extensive to develop a thorough team’s evaluation photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

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

What will 2024 bring into recruiting?

We will see the number of of these patterns and difficulties pointed out bring over to 2024.

Something is for sure: AI and automation will play an assisting function for recruiters – customised communication, and the human element will constantly remain the leading gamers for both employers and prospects.

We are delighted to see in which direction AI and technology 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 offered as needed on Livestorm.

Experience AI-Powered Recruitment

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

2023 has left numerous skill acquisition teams lean. and experts require to learn and reevaluate how to deliver more with less. Balancing the needs of company needs while guaranteeing personal wellness is necessary to combat the prevalent challenge of recruitment burnout in the year ahead. Remember, it is very important that your cup is complete also.

The 2nd 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 need to be conscious of constructing their genuine employer brands within out and taking great care of their present employees. Prioritizing the wellness and engagement of present workers becomes not just a business responsibility but a tactical important to reconstruct and fortify trust in the hiring landscape.

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

As attitudes and referall.us understanding continue to sway in the ideal instructions, I hope 2024 will bring a lot more transparency and utilisation of company branding. Both go together and are incredibly crucial to successfully hiring and maintaining top skill – especially as they assist construct trust among candidates and employees.

And there’s a lot data to back this up. For instance, LinkedIn’s Employer Brand statistics specify that 75% of task hunters consider an employer’s brand name before even requesting a task.
In a study of 1,000 staff members, Visier found that 90% trust their company. When asked why, 65% stated, “They usually tell me the fact”, 52% said, “They’re transparent about business policies and practices”, and 38% said, “They motivate workers to speak up”.
And data from Deloitte exposed that relied on companies outperform 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 great employers utilizing AI to make their jobs much easier and enhance a great deal of their menial, admin-intensive tasks in 2024. We are also visiting a great deal of lazy employers badly utilizing Generative AI tools. We need to remember that nobody speaks like ChatGPT, so we can not simply 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 individual technique.
Pay openness: being more transparent about pay is getting a great deal of popularity; companies need to prepare to be able to satisfy the requirements of the European Parliament Pay Transparency Directive.
More talent is readily available: Due to great deals of layoffs and instability in the tech sector, there’s more talent available. So business who can hire now have the possibility of having really premium individuals who are devoted to them.
DEI in hiring: companies stress diversity recruitment and unconscious bias.