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 industry specialists to think about 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 modifications in recruitment in 2023, the words appearing in the word cloud were AI, automation and the changes in skills and company branding.

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

The rise of AI and automation in recruitment

The concentrate on automation has been apparent in the past years, and rightfully so. Recruitment technology is more available, accessible and versatile than ever.

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

We just recently celebrated one year of ChatGPT – the notorious AI tool pointed out at every supper 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 keep ethical and human consider the decision-making.

At Teamdash, our approach has actually constantly been that the employer ought to be at the guiding wheel and in control, and innovation is just a vehicle to get there faster, much safer and more easily. And it should carry on and be transparent in the recruitment efficiency metrics.

AI resembles your co-pilot – you’re in control, giving 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 been a relatively early adopter of Artificial Intelligence. AI helps recruiters to work smarter, not harder, automate repeated jobs, make it faster and easier to source prospects, compose job ads, launch employer branding campaigns, and engage with candidates, to call just a couple of. AI continues to evolve and automate everyday jobs. Recruiters may be able to take a lot of repetitive things off their plates and concentrate on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started utilizing multiple AI-powered tools in recruitment, always ensuring ethical practices, obviously. Learning the required triggers not only made my task simpler, however also showed extremely fascinating. Embracing ethical AI tools completely transformed my technique to recruitment: Automated Resume Screening: swiftly matching prospect certifications with job requirements. Chatbot support: guides prospects, responses FAQs, and schedules interviews effortlessly.

In 2023, we experienced the development of the requirement to headhunt talents instead of fill the functions of actively using people. At the same time, the increased circulation of using candidates looked like a positive change, however actually, it did more work in terms of the requirement to respond to everybody, evaluate each profile’s suitability to the function and send out more rejection emails.

The effectiveness increase that the AI and employment automation tools supplied permitted us to make the procedure quicker and more consistent. We achieved an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the 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 need to make sure the very best candidate experience by utilizing automations and AI.

Tools you need for effective recruitment in 2024

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

All the experts who responded to our survey pointed out having a good and contemporary ATS as the first essential tool in 2024.

Teamdash is recruitment software application developed by employers for employers, and we understand how annoying it is dealing with technology that does not fit your workflows.

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That’s why Teamdash is extremely 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 options, among others. The recruitment dashboard provides you a birds-eye introduction of your entire recruitment process. The Recruitment Performance tab offers you a visual introduction of necessary recruitment metrics so you can be more strategic in your daily work.

We covered picking the best ATS for your requirements and company at one of our webinars in 2023. You can view it as needed on Livestorm.

Having the right tools assists us adapt to the marketplace modifications we saw in 2023 and be proactive in 2024. Here are some suggestions from our specialists:

My essential tools are Proficient at, 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, sophisticated prospect assessment software application, diverse and inclusive task marketing platforms, data analytics tools for talent acquisition insights, and virtual truth interfaces for immersive prospect experiences, stressing effectiveness, fairness, and engagement in the recruitment procedure.

Piret Ulm, Partner Relations Lead at TalentHub

I believe you will fall too far behind the curve if you do not make AI work for you. There are still too numerous recruiters not taking full advantage of technology. You do not need to master them all, however get an excellent 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 design templates to make everyday jobs faster.

Rethinking and upgrading your company brand to adjust to the modifications

The nature of work and the expectations towards the workplace and employer have considerably moved in the past years. There is also a generational change in the workforce – Gen Z is going into the workforce as a part of the Boomer generation is retiring.

To keep up and go beyond these expectations and keep working with and keeping top skill, companies have to reconsider their employer brand name and offering. At our end-of-the-year webinar, employment 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 employer wants to lose out on hiring the very best talent.

To turn into one of the very best, transparency is expected throughout all phases of the skill method. This indicates leveraging the ideal innovation and tools to support human proficiencies and building a strong company brand based upon them.

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

We’ve seen a lot of modification throughout 2023.

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

Our Q3 Flexible Working Index (a report which tracks developing patterns across the versatile jobs market) revealed a sharp shift far from remote work amongst companies – completely remote functions represented just 4% of job posts between July and September, typically.

Meanwhile, jobseekers’ demand for remote work stays strong, however our data reveals that the more versatility business use personnel around working areas, the more popular they are among prospects.

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

The traditional Mon-Fri is taking a rear seat. Increasingly more companies are introducing an alternative method, 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 escalated, with approximately 47.4% of Flexa users noting it as their favored method of working during October. During the very same period, 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 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 essentially going back to square one. Technology will allow you to genuinely make data-driven decisions whilst being able to track prospects, elevate your company branding and master recruitment marketing.

Recruiter skillset in 2024

In the last few years, we have seen a lift in ability- and value-based hiring. Companies are now actively upskilling their existing labor force and employing new workers to fill the skill spaces.

This likewise means recruiters must adapt their abilities to match the requirements. Recruiters need a mix of excellent soft abilities and hard abilities to be effective in 2024 and beyond. A successful recruiter in 2024 is a terrific communicator and facilitator who knows how to offer the function and the business, works with data and data to believe tactically, and adapts quickly to the modifications in the market.

Again, proactively dealing with establishing these abilities even more and utilizing technology helps remain on top of the recruitment game.

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

We’re pleased to see that Teamdash users are actively working with the information offered for them in the Recruitment efficiency tab and have actually made checking it a part of their daily regimen. This has assisted them find brand-new methods to enhance the process and automate tiresome tasks, making more time for activities that produce worth.

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

– We have actually seen an increase in the variety of candidates however still have problems getting enough qualified prospects;
– We need to cut or handle recruitment costs to remain on top of the economic situation in the world;
– For more powerful company brands, we need much better interaction throughout companies, and collaboration with working with managers is particularly 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 procedure is as efficient and top quality as possible. Recruiting is getting more technical with every year. I ´ d say that a great recruiter should stay up to date with the patterns, understand the target group, and know how to connect to them. Also, there has to be a bit of a salesman in every employer, in an excellent way.

The most important abilities for an employer in 2024 are:

Business partnering and consultancy abilities. The capability to participate in significant conversations and create collaborations with hiring managers and stakeholders is critical. We need to first cultivate a wealth of service acumen and abilities within ourselves to truly operate as vital business partners. It involves understanding our company objectives, preemptively building skill swimming pools, and preventing last-minute firefighting. Stepping into a consumption call with talent market mapping results guides the discussion. It lines up expectations at the ideal level, making the next actions more satisfying for ourselves, working with supervisors, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven processes has continued, couple of have completely embraced these concepts. Predicting what leads us ends up being a vital skill amongst TA professionals and helps us develop significant partnerships with our stakeholders. The upcoming years signify a tangible shift, demanding basic change when it comes to time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource preparation is becoming the requirement even before recruitment activities start. Balancing the internal and external viewpoints guarantees that we keep up with changes and remain half an action ahead. As the information topic requires to expand, storytelling skills take centre stage-because information 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 should embrace and take advantage of recruitment automation, build assessment skills, and increase internal mobility in 2024. Recruiters need to comprehend their groups’ skills and abilities thorough to construct a detailed team’s assessment photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will become significantly crucial as candidates use AI tools to produce significantly strong CVs.

What will 2024 bring into recruiting?

We will see the number of of these patterns and challenges discussed rollover to 2024.

Something is for sure: AI and automation will play an assisting function for recruiters – customised interaction, and the human aspect will constantly remain the leading players for both recruiters and candidates.

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

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

2023 has left many talent acquisition groups lean. Recruitment groups and experts require to find out and review how to provide more with less. Balancing the demands of business needs while ensuring individual wellness is essential to fight the prevalent challenge of recruitment burnout in the year ahead. Remember, it is necessary that your cup is full as well.

The second one would be trust. 2023 was notorious for employment the variety of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, companies require to be conscious of building their genuine company brand names inside out and taking great care of their present workers. Prioritizing the wellness and engagement of current staff members ends up being not simply a business obligation however a strategic crucial to restore 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 ideal direction, I hope 2024 will bring a lot more openness and utilisation of company branding. Both go hand-in-hand and are incredibly essential to effectively employing and retaining leading skill – particularly as they help construct trust among prospects and staff members.

And there’s a lot data to back this up. For example, LinkedIn’s Employer Brand data state that 75% of task seekers think about an employer’s brand before even getting a job.
In a survey of 1,000 employees, Visier found that 90% trust their company. When asked why, 65% said, “They generally inform me the reality”, 52% stated, “They’re transparent about business policies and practices”, and 38% said, “They encourage staff members to speak up”.
And information from Deloitte exposed that relied on business exceed their peers by as much as 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of interruption from generative AI. We are going to see excellent employers using AI to make their jobs simpler and simplify a great deal of their menial, admin-intensive jobs in 2024. We are also going to see a great deal of lazy employers severely utilizing Generative AI tools. We need to bear 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 jobs and enhance candidate experience with a more individual approach.
Pay openness: being more transparent about pay is acquiring a lot of appeal; companies need to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More skill is readily available: Due to lots of layoffs and instability in the tech sector, there’s more skill readily available. So business who can work with now have the possibility of having really top quality individuals who are loyal to them.
DEI in hiring: companies emphasise variety recruitment and unconscious bias.