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 experts to believe about how 2023 will go into the history books and what you can bring with you for 2024.

Unsurprisingly, when we asked our experts about the most significant modifications in recruitment in 2023, the words popping up in the word cloud were AI, automation and the changes in skills and employer branding.

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

The rise of AI and automation in recruitment

The concentrate on automation has appeared in the previous years, and truly so. Recruitment technology is more available, available and adaptable than ever.

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

We just recently celebrated one year of ChatGPT – the infamous AI tool pointed out at every dinner table this year. ChatGPT and other AI tools are utilized by both employers and candidates, raising issues about how it impacts the recruitment procedure and how to preserve ethical and human elements in the decision-making.

At Teamdash, our approach has always been that the recruiter ought to be at the guiding wheel and in control, and innovation is simply a vehicle to arrive quicker, much safer and more comfortably. And it ought to continue and be transparent in the recruitment efficiency metrics.

AI resembles your co-pilot – you’re in control, offering 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 actually been a reasonably early adopter of Artificial Intelligence. AI helps recruiters to work smarter, not harder, automate repeated jobs, make it faster and simpler to source prospects, compose task ads, launch employer branding campaigns, and engage with prospects, to name simply a few. AI continues to develop and automate everyday jobs. Recruiters might have the ability to take a great deal of repetitive things off their plates and focus on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began using multiple AI-powered tools in recruitment, always guaranteeing ethical practices, naturally. Learning the needed prompts not only made my task easier, but also proved incredibly interesting. Embracing ethical AI tools completely changed my method to recruitment: Automated Resume Screening: promptly matching prospect qualifications with task requirements. Chatbot assistance: guides candidates, responses FAQs, and schedules interviews flawlessly.

In 2023, we experienced the growth of the requirement to headhunt skills rather than fill the roles of actively using individuals. At the very same time, the increased flow of applying candidates looked like a favorable change, however really, it did more work in regards to the need to respond to everyone, examine each profile’s viability to the function and send more rejection e-mails.

The efficiency increase that the AI and automation tools provided enabled us to make the process much faster and more constant. We accomplished an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the same time – a boost in employee NPS.

Lauryna Gireniene, Head of Talent Acquisition at Nord Security

In 2023 our hiring rate from applicants increased by 25% – to increase employing rates, employment you require to ensure the very best prospect experience by utilizing automations and AI.

Tools you require for effective recruitment in 2024

Recruiters without up-to-date tools and software have a clear drawback compared to the ones who have embraced an extensive tech stack.

All the specialists who reacted to our survey discussed having a great and modern-day ATS as the very first essential tool in 2024.

Teamdash is recruitment software application developed by recruiters for employers, employment and we understand how frustrating it is dealing with innovation that doesn’t fit your workflows.

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That’s why Teamdash is highly customisable and includes numerous 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 talking to options, among others. The recruitment dashboard offers you a birds-eye overview of your entire recruitment process. The Recruitment Performance tab offers you a visual summary of vital recruitment metrics so you can be more tactical in your daily work.

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

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

My must-have tools are Proficient at, Chat GPT (or comparable), and LinkedIn.

Jane Pettit, Business Growth Coach and Recruitment Team Trainer at Centred Excellence

For employment recruiters in 2024, essential tools include innovative AI-driven Applicant Tracking Systems, sophisticated prospect assessment software, diverse and inclusive job 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 a lot of employers not maximizing innovation. You do not have to master them all, however get a great grounding on prompts 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 design templates to make day-to-day jobs much faster.

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

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

To maintain and go beyond these expectations and keep employing and maintaining leading talent, companies have to rethink their company brand employment name 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 very best employers get 80% of the candidates. No employer desires to lose out on hiring the very best skill.

To become one of the finest, transparency is anticipated throughout all phases of the talent method. This indicates leveraging the ideal innovation and tools to support human proficiencies and constructing a strong company brand based on them.

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

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

– Firstly, the need for the office on a flexible basis has picked up. While totally remote and remote-first chances stay dominant among jobseekers, hybrid roles are ending up being increasingly popular.

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

Meanwhile, jobseekers’ demand for remote work remains strong, however our information reveals that the more flexibility business provide personnel around working places, the more popular they are amongst candidates.

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

The traditional Mon-Fri is taking a rear seat. A growing number of business are presenting an alternative technique, which consists of variations of the 4-day week, the 4.5-day week, employment and the 9-day fortnight.
Demand for the 4-day work week has actually skyrocketed, with approximately 47.4% of Flexa users noting it as their preferred way of working throughout October. During the exact same period, 37.5% picked the 4.5-day week as their choice, and employment 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 need to be constantly sharing things with your audience so when recruitment selects back up you are not basically starting from scratch. Technology will enable you to really make data-driven choices whilst having the ability to track prospects, raise your company branding and master recruitment marketing.

Recruiter skillset in 2024

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

This also indicates employers should adapt their abilities to match the requirements. Recruiters need a mix of outstanding soft skills and hard abilities to be successful in 2024 and beyond. A successful recruiter in 2024 is a terrific communicator and facilitator who understands how to offer the function and the company, deals with data and stats to believe strategically, and adapts rapidly to the changes in the market.

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

In the past few years, we have seen recruitment ending up being a growing number of strategic and employment data-driven. HR specialists have become the leaders of this shift and the new skill techniques.

We enjoy to see that Teamdash users are actively dealing with the information offered for them in the Recruitment efficiency tab and have made checking it a part of their daily routine. This has assisted them find new methods to simplify the procedure and automate tiresome tasks, making more time for activities that develop value.

The new skillset aligns with the challenges that 2023 has actually brought and will carry on to 2024.

– We have seen a boost in the number of prospects however still have difficulties getting enough certified prospects;
– We require to cut or handle recruitment costs to remain on top of the economic situation in the world;
– For stronger company brand names, we need better interaction throughout companies, and collaboration with employing supervisors is particularly crucial.

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Riin Soostar, Senior HR Business Partner at Circle K Eesti

It is essential to automate as much administrative work as possible so the recruitment process is as efficient and top quality as possible. Recruiting is getting more technical with every year. I ´ d state that a good employer needs to stay up to date with the patterns, understand the target group, and know how to connect to them. Also, there needs to be a little bit of a salesman in every recruiter, in a good method.

The most crucial skills for an employer in 2024 are:

Business partnering and consultancy abilities. The ability to participate in meaningful conversations and forge partnerships with employing supervisors and stakeholders is critical. We should first cultivate a wealth of organization acumen and abilities within ourselves to genuinely function as important business partners. It involves comprehending our company goals, preemptively developing talent 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 enjoyable for ourselves, employing managers, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has actually persisted, few have totally embraced these concepts. Predicting what’s ahead of us becomes a crucial ability among TA professionals and assists us build significant partnerships with our stakeholders. The approaching years indicate a concrete shift, demanding basic modification when it pertains to time-based metrics, but not only. 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 viewpoints guarantees that we stay up to date with modifications and stay half a step ahead. As the information subject requires to expand, storytelling abilities take centre stage-because information holds an essential story, and we remain in the lead of writing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters need to accept and utilize recruitment automation, build assessment skills, and increase internal movement in 2024. Recruiters need to comprehend their groups’ skills and capabilities thorough to develop a comprehensive team’s evaluation picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will end up being progressively essential as prospects use AI tools to create significantly strong CVs.

What will 2024 bring into recruiting?

We will see the number of of these trends and difficulties pointed out rollover to 2024.

One thing is for sure: AI and automation will play a helping role for employers – customised interaction, and the human aspect will always remain the leading gamers for both recruiters and prospects.

We are thrilled to see in which direction AI and technology will take us in 2024.

The end-of-the-year webinar “Key patterns and modifications in recruitment for 2024” was an insightful session with stats and expert predictions 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 left many skill acquisition groups lean. Recruitment groups and professionals need to learn and review how to deliver more with less. Balancing the needs of business requirements while guaranteeing personal wellness is necessary to combat the pervasive challenge of recruitment burnout in the year ahead. Remember, it is necessary that your cup is full 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, companies need to be conscious of developing their authentic company brand names within out and taking good care of their present staff members. Prioritizing the well-being and engagement of current staff members becomes not just a business duty however a strategic crucial to reconstruct and strengthen trust in the employing landscape.

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

As mindsets and comprehending continue to sway in the ideal instructions, I hope 2024 will bring much more openness and utilisation of employer branding. Both go together and are incredibly essential to effectively working with and retaining top skill – specifically as they assist build trust amongst prospects and employees.

And there’s a lot data to back this up. For example, LinkedIn’s Employer Brand data mention that 75% of task hunters think about an employer’s brand before even requesting a task.
In a survey of 1,000 employees, Visier found that 90% trust their employer. When asked why, 65% said, “They typically tell me the fact”, 52% stated, “They’re transparent about company policies and practices”, and 38% said, “They encourage workers to speak out”.
And information from Deloitte exposed that trusted business exceed 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 recruiters using AI to make their jobs simpler and simplify a lot of their routine, admin-intensive tasks in 2024. We are also visiting a lot of lazy employers terribly using Generative AI tools. We need to keep in mind that nobody speaks like ChatGPT, so we can not simply throw up material and pass it off as our own. Personalisation will be essential 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 approach.
Pay openness: being more transparent about pay is acquiring a lot of popularity; companies need to prepare to be able to fulfill 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 talent readily available. So companies who can hire now have the possibility of having very premium individuals who are faithful to them.
DEI in hiring: business stress diversity recruitment and unconscious predisposition.