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 market experts 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 turning up in the word cloud were AI, automation and the changes in abilities and employer branding.

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

The increase of AI and automation in recruitment

The focus on automation has been apparent in the previous years, and rightfully so. Recruitment technology is more offered, accessible and versatile than ever.

This year, AI took a significant action ahead in recruitment and has actually been included 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 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 approach has actually always been that the recruiter must be at the guiding wheel and in control, and innovation is simply an automobile to arrive quicker, more secure and more comfortably. And it ought to continue and be transparent in the recruitment efficiency metrics.

AI is like your co-pilot – you’re in control, providing commands and making the choices.

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 Artificial Intelligence. AI helps employers to work smarter, not harder, automate repetitive jobs, make it faster and simpler to source candidates, write job ads, launch employer branding campaigns, and engage with candidates, to name just a few. AI continues to progress and automate day-to-day jobs. Recruiters may be able to take a lot of recurring things off their plates and concentrate on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began utilizing several AI-powered tools in recruitment, constantly making sure ethical practices, obviously. Learning the necessary triggers not just made my task simpler, however likewise showed extremely fascinating. Embracing ethical AI tools completely changed my technique to recruitment: Automated Resume Screening: quickly matching candidate qualifications with job requirements. Chatbot help: guides prospects, answers FAQs, and schedules interviews effortlessly.

In 2023, we experienced the development of the need to headhunt skills rather than fill the functions of actively applying people. At the same time, the increased flow of applying prospects looked like a favorable change, but in fact, it did more work in regards to the requirement to respond to everyone, assess each profile’s viability to the role and send more rejection e-mails.

The efficiency increase that the AI and automation tools supplied enabled us to make the process quicker and more consistent. We achieved an improvement 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 require to guarantee the very best prospect experience by utilizing automations and AI.

Tools you require for successful recruitment in 2024

Recruiters without updated tools and software application have a clear drawback compared to the ones who have embraced a thorough tech stack.

All the experts who reacted to our study mentioned having a great and modern-day ATS as the first essential tool in 2024.

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

See Teamdash in action

That’s why Teamdash is highly customisable and consists of various automation possibilities and (AI-powered) tools that make your work much easier – an interview scheduler, a job advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing choices, among others. The recruitment control panel offers you a birds-eye summary 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 daily work.

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

Having the right tools helps us adjust to the market changes we saw in 2023 and be proactive in 2024. Here are some suggestions 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, must-have tools include innovative AI-driven Applicant Tracking Systems, advanced candidate assessment software, diverse and inclusive job advertising platforms, information analytics tools for talent acquisition insights, and employment virtual truth interfaces for immersive candidate experiences, emphasising efficiency, 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 a lot of recruiters not maximizing technology. You do not need to master them all, employment however get a great 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 templates to make daily jobs faster.

Rethinking and redesigning your employer brand name to adjust to the changes

The nature of work and the expectations towards the work environment and employer have actually significantly shifted in the previous years. There is likewise a generational modification in the workforce – Gen Z is getting in the workforce as a part of the Boomer generation is retiring.

To maintain and exceed these expectations and keep hiring and maintaining top talent, companies have 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 best employers get 80% of the candidates. No company wants to miss out on out on hiring the finest skill.

To become one of the very best, transparency is anticipated throughout all stages of the talent method. This implies leveraging the ideal technology and tools to support human proficiencies and developing a strong employer brand name based upon them.

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

We have actually seen a lot of modification throughout 2023.

– Firstly, the demand for the workplace on a flexible basis has made a return. While totally remote and remote-first opportunities remain dominant among jobseekers, hybrid functions are ending up being significantly popular.

Our Q3 Flexible Working Index (a report which tracks progressing trends across the flexible jobs market) revealed a sharp shift away from remote work amongst employers – completely remote roles accounted for 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 flexibility companies use staff around working locations, the more popular they are amongst candidates.

– Secondly, the traditional work week has substantially evolved over the previous year.

The timeless Mon-Fri is taking a backseat. A growing number of companies are presenting an alternative approach, 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 approximately 47.4% of Flexa users listing it as their favored way of working during October. During the same duration, 37.5% chosen 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 company brand name whilst recruitment is low is KEY! You need to be constantly sharing things with your audience so when recruitment selects back up you are not essentially going back to square one. Technology will allow you to really make data-driven decisions whilst having the ability to track prospects, raise 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 current workforce and working with new workers to fill the skill gaps.

This also means recruiters need to adapt their skills to match the requirements. Recruiters need a mix of outstanding soft abilities and difficult skills to be successful in 2024 and beyond. An effective employer in 2024 is an excellent communicator and facilitator who understands how to offer the function and the business, deals with information and stats to believe tactically, and employment adapts quickly to the changes in the market.

Again, proactively working on establishing these skills further and utilizing innovation helps remain on top of the recruitment game.

In the previous couple of years, we have actually 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 strategies.

We more than happy to see that Teamdash users are actively dealing with the data readily available for them in the Recruitment performance tab and have actually made inspecting it a part of their daily routine. This has actually assisted them discover new methods to improve the procedure and automate tedious jobs, making more time for activities that create value.

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

– We have seen a boost in the variety of prospects however still have problems getting enough qualified candidates;
– We require to cut or manage recruitment costs to remain on top of the economic circumstance on the planet;
– For stronger employer brands, we need better communication across business, and collaboration with working with supervisors is particularly crucial.

Begin 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 procedure is as efficient and top quality as possible. Recruiting is getting more technical with every year. I ´ d state that a great employer should keep up with the trends, understand the target group, and know how to reach out to them. Also, there needs to be a little bit of a salesman in every recruiter, in an excellent way.

The most crucial skills for an employer in 2024 are:

Business partnering and consultancy abilities. The ability to take part in significant discussions and forge partnerships with employing supervisors and stakeholders is paramount. We should first cultivate a wealth of company acumen and skills within ourselves to genuinely work as invaluable business partners. It involves comprehending our service objectives, preemptively developing skill pools, and preventing last-minute firefighting. Entering a consumption call with skill market mapping results guides the conversation. It aligns expectations at the right level, making the next steps more pleasurable for ourselves, employing managers, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has actually continued, few have actually totally accepted these principles. Predicting what’s ahead of us ends up being a crucial ability amongst TA experts and assists us build meaningful partnerships with our stakeholders. The approaching years signal a tangible shift, demanding fundamental change when it comes to time-based metrics, but not only. Integrating Talent Analytics and Talent Intelligence into resource planning is ending up being the requirement even before recruitment activities start. Balancing the internal and external perspectives ensures that we keep up with modifications and remain half an action ahead. As the information topic requires to expand, storytelling skills take centre stage-because data holds an important 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, build assessment skills, and boost internal movement in 2024. Recruiters require to understand their groups’ abilities and abilities extensive to build a thorough group’s assessment picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will become increasingly crucial 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 obstacles pointed out bring over to 2024.

Something is for sure: AI and automation will play an assisting function for employers – personalised communication, and the human element will constantly stay the leading players for both employers and candidates.

We are excited to see in which direction AI and innovation will take us in 2024.

The end-of-the-year webinar “Key patterns and modifications in recruitment for 2024” was an insightful session with data and skilled predictions from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is readily available on need on Livestorm.

Experience AI-Powered Recruitment

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

2023 has left numerous talent acquisition teams lean. Recruitment teams and specialists need to discover and review how to provide more with less. Balancing the needs of service requirements while making sure personal well-being is vital to combat the prevalent 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 variety of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, business require to be mindful of developing their genuine employer brand names within out and taking excellent care of their current staff members. Prioritizing the wellness and engagement of current staff members becomes not simply a corporate responsibility however a tactical imperative to rebuild and strengthen rely on the employing landscape.

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

As mindsets and comprehending continue to sway in the right direction, I hope 2024 will bring far more transparency and utilisation of employer branding. Both go together and are very important to effectively hiring and maintaining leading skill – specifically as they help develop trust amongst prospects and staff members.

And there’s so much information to back this up. For example, LinkedIn’s Employer Brand stats specify that 75% of task candidates think about a company’s brand before even a job.
In a study of 1,000 employees, Visier found that 90% trust their company. When asked why, 65% stated, “They usually inform me the fact”, 52% said, “They’re transparent about business policies and practices”, and 38% said, “They motivate employees to speak out”.
And information from Deloitte exposed that trusted companies surpass their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of disruption from generative AI. We are going to see excellent recruiters using AI to make their jobs much easier and enhance a lot of their menial, admin-intensive tasks in 2024. We are also visiting a great deal of lazy employers badly utilizing Generative AI tools. We must bear in mind that no one speaks like ChatGPT, so we can not simply throw up content 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 tasks and improve candidate experience with a more individual method.
Pay openness: being more transparent about pay is acquiring a lot of appeal; companies require to prepare to be able to satisfy the requirements of the European Parliament Pay Transparency Directive.
More talent is readily available: Due to lots of layoffs and instability in the tech sector, there’s more skill readily available. So companies who can employ now have the possibility of having very top quality people who are loyal to them.
DEI in hiring: business stress variety recruitment and unconscious bias.