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 specialists to consider how 2023 will enter into the history books and what you can take along with you for 2024.

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

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

The rise of AI and automation in recruitment

The concentrate on automation has actually appeared in the past years, and rightfully so. Recruitment innovation is more offered, available and versatile than ever.

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

We just recently celebrated one year of ChatGPT – the notorious AI tool mentioned at every table this year. ChatGPT and other AI tools are utilized by both recruiters and candidates, raising concerns about how it impacts the recruitment procedure and how to preserve ethical and human aspects in the decision-making.

At Teamdash, our viewpoint has always been that the recruiter ought to be at the guiding wheel and in control, and technology is just a car to arrive much faster, much safer and more easily. And it must carry on and be transparent in the recruitment performance metrics.

AI resembles your co-pilot – you remain in control, giving 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 relatively early adopter of Artificial Intelligence. AI assists recruiters to work smarter, not harder, automate recurring jobs, employment make it faster and easier to source candidates, compose task advertisements, launch employer branding projects, and engage with candidates, to call just a couple of. AI continues to evolve and automate everyday tasks. Recruiters might have the ability to take a great deal of recurring things off their plates and concentrate on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started using numerous AI-powered tools in recruitment, always making sure ethical practices, naturally. Learning the necessary triggers not only made my task easier, however also proved exceptionally remarkable. Embracing ethical AI tools totally transformed my approach to recruitment: Automated Resume Screening: quickly matching candidate credentials with job requirements. Chatbot support: guides prospects, responses FAQs, and schedules interviews perfectly.

In 2023, we experienced the growth of the requirement to headhunt skills rather than fill the functions of actively applying people. At the same time, the increased flow of using candidates appeared like a favorable change, but really, it did more operate in regards to the need to respond to everyone, examine each profile’s viability to the role and send more rejection e-mails.

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

Lauryna Gireniene, Head of Talent Acquisition at Nord Security

In 2023 our hiring rate from applicants increased by 25% – to increase working with rates, you require to ensure the very best prospect experience by using 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 comprehensive tech stack.

All the specialists who responded to our survey pointed out having a good and modern-day ATS as the very first must-have tool in 2024.

Teamdash is recruitment software constructed by employers for employers, and we know how frustrating it is working with technology that does not fit your workflows.

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That’s why Teamdash is extremely customisable and consists of different automation possibilities and (AI-powered) tools that make your work easier – an interview scheduler, a job advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with choices, to call a few. The recruitment dashboard provides you a birds-eye introduction of your whole recruitment procedure. The Recruitment Performance tab provides you a visual introduction of important recruitment metrics so you can be more strategic in your daily work.

We covered selecting the right 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 adjust to the market modifications we witnessed in 2023 and be proactive in 2024. Here are some suggestions from our experts:

My must-have tools are Good ATS, employment Chat GPT (or similar), and LinkedIn.

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

For recruiters in 2024, essential tools include advanced AI-driven Applicant Tracking Systems, sophisticated prospect evaluation software application, varied and inclusive job marketing platforms, information analytics tools for talent acquisition insights, and virtual truth user 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 many recruiters not making the most of innovation. You do not need to master them all, but get a good grounding on triggers 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 templates to make daily jobs much faster.

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

The nature of work and the expectations towards the work environment and company have significantly shifted in the past years. There is likewise a generational modification in the labor force – Gen Z is going into the workforce as a part of the Boomer generation is retiring.

To keep up and surpass these expectations and keep hiring and keeping top talent, employers need to rethink their company brand name and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto principle uses in their user base – 20% of the very best employers get 80% of the applicants. No company wishes to lose out on employing the best skill.

To become one of the finest, transparency is anticipated throughout all stages of the talent technique. This suggests leveraging the right technology and tools to support human proficiencies and developing a strong company brand name based upon them.

Diversity (DEI), versatility, transparency and the increase of relatable organisations are the keywords in focus for employer brand names in 2024.

We have actually seen a great deal of modification throughout 2023.

– Firstly, the need for the workplace on a versatile basis has picked up. While fully remote and remote-first opportunities remain dominant among jobseekers, hybrid functions are becoming increasingly popular.

Our Q3 Flexible Working Index (a report which tracks evolving trends throughout the flexible jobs market) revealed a sharp shift away from remote work among companies – completely remote roles represented just 4% of task posts between July and September, on average.

Meanwhile, jobseekers’ demand for remote work stays strong, but our data reveals that the more flexibility companies provide personnel around working areas, the more popular they are among candidates.

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

The timeless Mon-Fri is taking a backseat. A growing number of companies are introducing an alternative method, that includes 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 escalated, with an average of 47.4% of Flexa users listing it as their favored method of working during October. During the exact same duration, 37.5% picked the 4.5-day week as their choice, 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 picks back up you are not basically going back to square one. Technology will permit you to genuinely make data-driven choices whilst being able to track prospects, raise your company branding and master recruitment marketing.

Recruiter skillset in 2024

In the last few years, we have actually seen a lift in skill- and value-based hiring. Companies are now actively upskilling their present workforce and hiring brand-new staff members to fill the ability spaces.

This likewise means recruiters must adapt their skills to match the requirements. Recruiters require a mix of outstanding soft abilities and hard abilities to be successful in 2024 and beyond. A successful employer in 2024 is an excellent communicator and facilitator who understands how to sell the role and the company, deals with information and stats to think tactically, and adapts rapidly to the modifications in the market.

Again, proactively working on establishing these skills further and using technology assists remain on top of the recruitment video game.

In the past few years, we have seen recruitment ending up being increasingly more tactical and data-driven. HR specialists have become the leaders of this shift and the brand-new talent techniques.

We enjoy to see that Teamdash users are actively dealing with the information available for them in the Recruitment performance tab and have made examining it a part of their everyday regimen. This has actually helped them discover brand-new ways to improve the process and automate tiresome tasks, making more time for activities that develop worth.

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

– We have seen an increase in the number of prospects however still have troubles getting adequate qualified prospects;
– We require to cut or handle recruitment costs to remain on top of the economic circumstance on the planet;
– For stronger employer brand names, we need better interaction across companies, and cooperation with hiring managers is particularly crucial.

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Riin Soostar, Senior HR Business Partner at Circle K Eesti

It is 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 a great employer must keep up with the patterns, know the target group, and know how to reach out to them. Also, there has to be a 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 capability to take part in meaningful discussions and forge partnerships with hiring managers and stakeholders is critical. We must initially cultivate a wealth of service acumen and skills within ourselves to truly work as indispensable business partners. It involves understanding our service objectives, preemptively building skill pools, and avoiding last-minute firefighting. Entering an intake call with skill market mapping results guides the discussion. It aligns expectations at the best level, making the next steps more enjoyable for ourselves, working with managers, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven procedures has continued, few have wholeheartedly welcomed these principles. Predicting what leads us ends up being an important skill amongst TA experts and helps us construct meaningful partnerships with our stakeholders. The approaching years signify a concrete shift, demanding basic modification when it concerns time-based metrics, but not just. 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 point of views ensures that we stay up to date with changes and remain half an action ahead. As the data topic needs to expand, storytelling abilities take centre stage-because data holds a vital story, and we remain in the lead of composing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters need to accept and leverage recruitment automation, build assessment skills, and boost internal movement in 2024. Recruiters require to comprehend their teams’ abilities and abilities extensive to develop a comprehensive group’s evaluation photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will end up being progressively crucial as candidates utilize AI tools to create significantly strong CVs.

What will 2024 bring into recruiting?

We will see how numerous of these patterns and challenges pointed out rollover to 2024.

One thing is for sure: AI and automation will play an assisting function for employers – customised interaction, and the human aspect will constantly stay the leading gamers for both recruiters and candidates.

We are excited to see in which direction AI and employment innovation 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 predictions from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is offered as needed 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 professionals need to learn and reevaluate how to provide more with less. Balancing the needs of service needs while guaranteeing individual wellness is vital to combat the pervasive difficulty of recruitment burnout in the year ahead. Remember, it is essential 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 candidates side. Therefore, business need to be conscious of developing their authentic employer brand names completely and taking excellent care of their present staff members. Prioritizing the well-being and engagement of current employees becomes not just a business responsibility but a tactical crucial to rebuild and fortify trust in the working with landscape.

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

As attitudes and understanding continue to sway in the ideal direction, I hope 2024 will bring a lot more openness and utilisation of employer branding. Both go hand-in-hand and are incredibly essential to successfully working with and maintaining top skill – especially as they help develop trust among candidates and staff members.

And there’s so much information to back this up. For instance, LinkedIn’s Employer Brand stats mention that 75% of task applicants think about a company’s brand before even making an application for a task.
In a survey of 1,000 workers, Visier found that 90% trust their employer. When asked why, 65% said, «They usually tell me the truth», 52% said, «They’re transparent about company policies and practices», and 38% said, «They encourage employees to speak out».
And information from Deloitte exposed that relied on companies outperform their peers by as much as 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of interruption from generative AI. We are going to see good recruiters utilizing AI to make their jobs simpler and streamline a lot of their menial, admin-intensive jobs in 2024. We are likewise visiting a great deal of lazy recruiters severely utilizing Generative AI tools. We need to bear in mind that no one speaks like ChatGPT, so we can not simply regurgitate material and pass it off as our own. Personalisation will be essential 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 getting 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 available: Due to great deals 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 extremely premium people who are devoted to them.
DEI in hiring: business stress diversity recruitment and unconscious bias.