Recruitment Trends in 2025 – Predictions From 15 Experts

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

We asked 15 recruitment market 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 professionals about the most substantial modifications in recruitment in 2023, the words popping up in the word cloud were AI, automation and the modifications in abilities and employer branding.

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

The rise of AI and automation in recruitment

The focus on automation has been obvious in the past years, and rightfully so. Recruitment innovation is more available, accessible and versatile than ever.

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

We recently celebrated one year of ChatGPT – the notorious AI tool discussed at every table this year. ChatGPT and other AI tools are used by both employers and prospects, raising concerns about how it affects the recruitment process and how to keep ethical and human consider the decision-making.

At Teamdash, our viewpoint has actually constantly been that the recruiter needs to be at the steering wheel and in control, and innovation is simply an automobile to get there faster, more secure and more easily. And it should continue and be transparent in the recruitment performance 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 been a reasonably early adopter of Artificial Intelligence. AI helps recruiters to work smarter, not harder, automate repetitive jobs, make it faster and simpler to source prospects, write task ads, launch employer branding projects, and engage with candidates, employment to call just a few. AI continues to develop and automate everyday tasks. Recruiters may have the ability to take a great deal of repeated things off their plates and focus on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began utilizing multiple AI-powered tools in recruitment, constantly guaranteeing ethical practices, naturally. Learning the needed prompts not only made my task simpler, however likewise proved incredibly fascinating. Embracing ethical AI tools completely transformed my technique to recruitment: Automated Resume Screening: quickly matching prospect credentials with job requirements. Chatbot assistance: guides candidates, answers FAQs, and schedules interviews effortlessly.

In 2023, we experienced the growth of the need to headhunt skills rather than fill the functions of actively using people. At the exact same time, the increased circulation of applying prospects appeared like a positive change, however actually, it did more work in regards to the requirement to reply to everybody, examine each profile’s viability to the role and send more rejection emails.

The effectiveness boost that the AI and automation tools supplied enabled us to make the process quicker and more constant. We achieved an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the very same time – a boost in employee NPS.

Lauryna Gireniene, Head of Talent Acquisition at Nord Security

In 2023 our hiring rate from candidates increased by 25% – to working with rates, you need to ensure the best prospect experience by using 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 embraced a comprehensive tech stack.

All the experts who reacted to our study discussed having an excellent and contemporary ATS as the very first essential tool in 2024.

Teamdash is recruitment software developed by recruiters for recruiters, and we know how annoying it is working with technology that doesn’t fit your workflows.

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That’s why Teamdash is highly customisable and consists of different automation possibilities and (AI-powered) tools that make your work much easier – an interview scheduler, a task ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with options, to call a few. The recruitment dashboard gives you a birds-eye summary of your entire recruitment procedure. The Recruitment Performance tab offers you a visual summary of important recruitment metrics so you can be more tactical in your daily work.

We covered selecting the ideal ATS for your needs and business at one of our webinars in 2023. You can view it on demand 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 recommendations from our professionals:

My must-have 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, employment essential tools consist of advanced AI-driven Applicant Tracking Systems, advanced prospect assessment software application, varied and inclusive task advertising platforms, data analytics tools for talent acquisition insights, and virtual reality interfaces for immersive prospect experiences, stressing efficiency, fairness, and engagement in the recruitment process.

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 numerous employers not making the most of technology. You do not need to master them all, 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 much faster.

Rethinking and upgrading your company brand to adapt to the changes

The nature of work and the expectations towards the work environment and company have considerably shifted in the previous years. There is likewise a generational change in the workforce – Gen Z is going into the workforce as a part of the Boomer generation is retiring.

To maintain and exceed these expectations and keep working with and maintaining top talent, employers have to reassess their company brand name 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 best employers get 80% of the applicants. No employer wishes to lose out on hiring the very best talent.

To become one of the very best, transparency is expected throughout all phases of the talent strategy. This implies leveraging the ideal technology and tools to support human proficiencies and building a strong employer brand name based on them.

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

We have actually seen a lot of modification throughout 2023.

– Firstly, the need for the office on a flexible basis has made a comeback. While totally remote and remote-first opportunities stay dominant among jobseekers, hybrid roles are becoming increasingly popular.

Our Q3 Flexible Working Index (a report which tracks developing trends throughout the versatile jobs market) exposed a sharp shift far from remote work among employers – completely remote functions represented simply 4% of job posts in between July and September, usually.

Meanwhile, jobseekers’ demand for remote work stays strong, however our information reveals that the more versatility business use staff around working locations, the more popular they are amongst candidates.

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

The classic Mon-Fri is taking a backseat. More and more 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 skyrocketed, employment with approximately 47.4% of Flexa users noting it as their preferred method of working throughout October. During the exact same period, 37.5% selected 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 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 basically going back to square one. Technology will allow you to truly make data-driven decisions whilst having the ability to track prospects, raise your company branding and master recruitment marketing.

Recruiter skillset in 2024

Recently, we have seen a lift in ability- and value-based hiring. Companies are now actively upskilling their present labor force and hiring new staff members to fill the skill spaces.

This also indicates recruiters need to adapt their abilities to match the requirements. Recruiters require a mix of excellent soft skills and difficult skills to be effective in 2024 and beyond. An effective employer in 2024 is an excellent communicator and facilitator who knows how to offer the function and the business, works with information and statistics to think tactically, and adapts quickly to the modifications in the market.

Again, proactively dealing with developing these skills even more and using innovation helps remain on top of the recruitment video game.

In the previous couple of years, we have actually seen recruitment ending up being more and more strategic and data-driven. HR experts have become the leaders of this shift and the new skill techniques.

We more than happy to see that Teamdash users are actively dealing with the data available for them in the Recruitment efficiency tab and have actually made examining it a part of their daily regimen. This has helped them discover brand-new methods to improve the process and automate laborious tasks, making more time for activities that develop worth.

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

– We have seen a boost in the number of prospects but still have difficulties getting adequate qualified candidates;
– We need to cut or manage recruitment costs to remain on top of the economic circumstance worldwide;
– For stronger employer brand names, we require better communication throughout companies, and cooperation with hiring managers is especially important.

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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 process is as effective and premium as possible. Recruiting is getting more technical with every year. I ´ d say that an excellent employer must stay up to date with the patterns, understand the target group, and know how to reach out to them. Also, there needs to be a little a salesperson in every recruiter, in a good way.

The most crucial abilities for a recruiter in 2024 are:

Business partnering and consultancy skills. The capability to engage in meaningful conversations and forge collaborations with hiring supervisors and stakeholders is critical. We should initially cultivate a wealth of business acumen and skills within ourselves to truly work as important business partners. It includes comprehending our organization objectives, preemptively building skill pools, and preventing last-minute firefighting. Stepping into a consumption call with talent market mapping results guides the conversation. It lines up expectations at the right level, making the next steps more satisfying for ourselves, hiring supervisors, and candidates.
Data-fueled processes and decision-making: While the discourse around data-driven processes has continued, few have actually wholeheartedly accepted these concepts. Predicting what’s ahead of us becomes an important ability amongst TA experts and helps us develop significant partnerships with our stakeholders. The approaching years signal a tangible shift, demanding fundamental modification when it pertains to time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource preparation is ending up being the requirement even before recruitment activities begin. Balancing the internal and external point of views guarantees that we stay up to date with modifications and stay half an action ahead. As the data topic requires to broaden, storytelling skills take centre stage-because information 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 need to welcome and take advantage of recruitment automation, build evaluation abilities, and increase internal movement in 2024. Recruiters need to comprehend their teams’ abilities and capabilities in-depth to build an extensive group’s assessment picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

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

What will 2024 bring into recruiting?

We will see the number of of these patterns and challenges pointed out carry over to 2024.

Something is for sure: AI and automation will play a helping role for recruiters – personalised interaction, and the human factor will always stay the leading gamers for both recruiters and candidates.

We are thrilled to see in which direction 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 expert forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is offered on demand on Livestorm.

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

2023 has actually left many talent acquisition teams lean. Recruitment teams and specialists need to discover and reevaluate how to deliver more with less. Balancing the demands of organization needs while ensuring individual well-being is vital to fight the pervasive challenge of recruitment burnout in the year ahead. Remember, employment it is essential that your cup is complete also.

The 2nd one would be trust. 2023 was notorious for the variety of layoffs, I feel that there is a growing deficit of trust from the prospects side. Therefore, business need to be mindful of constructing their authentic company brand names within out and taking great care of their existing employees. Prioritizing the wellness and engagement of existing employees becomes not simply a business duty however a strategic necessary to reconstruct and strengthen trust in the working with landscape.

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

As mindsets and understanding continue to sway in the best direction, I hope 2024 will bring far more transparency and utilisation of company branding. Both go hand-in-hand and are incredibly crucial to successfully working with and keeping leading talent – specifically as they help build trust amongst prospects and staff members.

And there’s a lot information to back this up. For example, LinkedIn’s Employer Brand statistics state that 75% of job seekers consider a company’s brand name before even obtaining a job.
In a survey of 1,000 employees, Visier found that 90% trust their employer. When asked why, 65% stated, “They usually tell me the reality”, 52% said, “They’re transparent about company policies and practices”, and 38% stated, “They motivate staff members to speak up”.
And information from Deloitte revealed that trusted companies outshine 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 going to see excellent employers utilizing AI to make their jobs simpler and enhance a great deal of their menial, admin-intensive tasks in 2024. We are likewise visiting a lot of lazy employers badly using Generative AI tools. We need to keep in mind that no one 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 personal method.
Pay openness: being more transparent about pay is gaining a lot of appeal; business require 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 work with now have the possibility of having really high-quality individuals who are devoted to them.
DEI in hiring: business stress variety recruitment and unconscious predisposition.