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 specialists to consider how 2023 will go into the history books and what you can bring 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 modifications in skills and company branding.

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

The increase of AI and automation in recruitment

The concentrate on automation has been evident in the past years, and truly so. Recruitment innovation is more available, accessible and adaptable than ever.

This year, AI took a substantial action ahead in recruitment and has actually been included into recruitment software, including Teamdash.

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

At Teamdash, our philosophy has constantly been that the recruiter must be at the steering wheel and in control, and innovation is just a vehicle to get there quicker, more secure and more comfortably. And it ought to bring on and be transparent in the recruitment performance metrics.

AI resembles your co-pilot – you’re in control, providing 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 fairly early adopter of Artificial Intelligence. AI helps recruiters to work smarter, not harder, automate repetitive tasks, make it faster and much easier to source prospects, write task ads, launch employer branding projects, and engage with prospects, to call just a couple of. AI continues to develop and referall.us automate everyday tasks. Recruiters might be able to take a lot of recurring 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, always ensuring ethical practices, naturally. Learning the necessary prompts not only made my task simpler, however likewise showed extremely interesting. Embracing ethical AI tools completely transformed my method to recruitment: Automated Resume Screening: promptly matching prospect credentials with job requirements. Chatbot help: guides prospects, responses FAQs, and schedules interviews effortlessly.

In 2023, we experienced the growth of the requirement to headhunt skills rather than fill the roles of actively using individuals. At the same time, the increased flow of using candidates appeared like a positive modification, but in fact, it did more work in terms of the requirement to respond to everybody, examine each profile’s viability to the role and send out more rejection e-mails.

The effectiveness increase that the AI and automation tools supplied allowed us to make the process quicker and more consistent. We accomplished an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the exact same time – an increase 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 ensure the best prospect experience by utilizing automations and AI.

Tools you need for successful recruitment in 2024

Recruiters without updated tools and software have a clear disadvantage compared to the ones who have adopted a comprehensive tech stack.

All the specialists who reacted to our survey pointed out having an excellent and modern-day ATS as the very first essential tool in 2024.

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

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That’s why Teamdash is highly customisable and consists of numerous automation possibilities and (AI-powered) tools that make your work simpler – an interview scheduler, a task advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to alternatives, among others. The recruitment dashboard offers you a birds-eye overview of your whole recruitment process. The Recruitment Performance tab provides you a visual introduction of necessary recruitment metrics so you can be more tactical in your everyday work.

We covered choosing the ideal 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 helps us adjust to the market changes we saw in 2023 and be proactive in 2024. Here are some suggestions 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, must-have tools consist of advanced AI-driven Applicant Tracking Systems, advanced candidate assessment software application, diverse and inclusive job advertising platforms, information analytics tools for skill acquisition insights, and virtual reality interfaces for immersive candidate experiences, stressing effectiveness, 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 taking full advantage of technology. You do not need to master them all, however get a great grounding on prompts and recognition as a minimum. AI is as dependable 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 everyday jobs much faster.

Rethinking and redesigning your company brand to adjust to the changes

The nature of work and the expectations towards the office and company have considerably moved 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 exceed these expectations and keep hiring and maintaining leading talent, companies need to reconsider their company brand 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 candidates. No employer wants to miss out on out on employing the best skill.

To become one of the finest, openness is anticipated throughout all phases of the skill technique. This indicates leveraging the right technology and tools to support human proficiencies and constructing a strong company brand based upon them.

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

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

– Firstly, the demand for the workplace on a flexible basis has made a return. While completely remote and remote-first opportunities stay dominant among jobseekers, hybrid roles are becoming progressively popular.

Our Q3 Flexible Working Index (a report which tracks evolving trends across the versatile tasks market) revealed a sharp shift away from remote work amongst companies – completely remote functions represented simply 4% of task posts between July and September, on average.

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

– Secondly, the standard work week has actually substantially progressed over the past year.

The timeless Mon-Fri is taking a rear seat. More and more companies are introducing an alternative technique, 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, with approximately 47.4% of Flexa users noting it as their preferred method of working throughout October. During the exact same duration, 37.5% the 4.5-day week as their preference, 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 continuously sharing things with your audience so when recruitment selects back up you are not basically beginning from scratch. Technology will allow you to truly make data-driven decisions whilst having the ability to track candidates, raise your employer branding and master recruitment marketing.

Recruiter skillset in 2024

In recent years, we have actually seen a lift in ability- and value-based hiring. Companies are now actively upskilling their existing workforce and employing new employees to fill the ability gaps.

This likewise suggests recruiters must adapt their abilities to match the requirements. Recruiters require a mix of outstanding soft abilities and hard skills to be successful in 2024 and beyond. A successful recruiter in 2024 is a great communicator and facilitator who knows how to sell the function and the business, works with data and statistics to believe strategically, and adapts rapidly 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 game.

In the previous couple of years, we have 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 strategies.

We’re pleased to see that Teamdash users are actively working with the information available for them in the Recruitment performance tab and have made checking it a part of their daily regimen. This has helped them find brand-new ways to streamline the process and automate tedious tasks, making more time for activities that create value.

The brand-new skillset lines up with the challenges that 2023 has brought and will carry on to 2024.

– We have seen an increase in the variety of candidates however still have problems getting sufficient qualified candidates;
– We need to cut or manage recruitment costs to remain on top of the economic situation on the planet;
– For stronger employer brands, we need much better communication across business, and collaboration with hiring managers is specifically crucial.

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Riin Soostar, Senior HR Business Partner at Circle K Eesti

It is necessary 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 say that a good recruiter needs to stay up to date with the trends, know the target group, and understand how to reach out to them. Also, there needs to be a bit of a salesman in every recruiter, in a great way.

The most important skills for an employer in 2024 are:

Business partnering and consultancy skills. The capability to take part in meaningful conversations and create partnerships with working with supervisors and stakeholders is paramount. We need to first cultivate a wealth of organization acumen and abilities within ourselves to genuinely work as invaluable business partners. It includes comprehending our company objectives, preemptively developing skill pools, and preventing last-minute firefighting. Entering an intake call with skill market mapping results guides the discussion. It aligns expectations at the ideal level, making the next actions more satisfying for ourselves, working with supervisors, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven procedures has actually persisted, few have actually completely accepted these principles. Predicting what’s ahead of us ends up being a crucial skill among TA professionals and helps us build significant collaborations with our stakeholders. The approaching years signal a tangible shift, requiring fundamental modification when it comes to time-based metrics, but not only. Integrating Talent Analytics and Talent Intelligence into resource preparation is becoming the requirement even before recruitment activities start. Balancing the internal and external perspectives guarantees that we stay up to date with changes and remain half an action ahead. As the information subject requires to broaden, storytelling abilities take centre stage-because information holds a crucial 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 welcome and take advantage of recruitment automation, develop evaluation skills, and increase internal movement in 2024. Recruiters need to understand their teams’ abilities and abilities thorough to construct a detailed team’s assessment image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will become progressively crucial as prospects utilize AI tools to develop progressively strong CVs.

What will 2024 bring into recruiting?

We will see how many of these trends and difficulties discussed rollover to 2024.

Something is for sure: AI and automation will play a helping role for recruiters – personalised interaction, and the human element will always remain the leading players for both employers and candidates.

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

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

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

2023 has actually left numerous skill acquisition groups lean. Recruitment groups and specialists need to discover and review how to deliver more with less. Balancing the needs of service needs while making sure personal wellness is essential to fight the pervasive challenge of recruitment burnout in the year ahead. Remember, it is very important that your cup is complete too.

The second one would be trust. 2023 was well-known 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 building their authentic employer brands inside out and taking excellent care of their current workers. Prioritizing the well-being and engagement of current workers becomes not simply a corporate obligation but a tactical crucial to restore and fortify rely on the employing landscape.

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

As mindsets and understanding continue to sway in the right instructions, I hope 2024 will bring a lot more openness and utilisation of employer branding. Both go together and are extremely important to successfully hiring and keeping leading skill – specifically as they help build trust among candidates and employees.

And there’s so much data to back this up. For instance, LinkedIn’s Employer Brand data specify that 75% of task applicants think about an employer’s brand name before even making an application for a job.
In a survey of 1,000 employees, Visier discovered that 90% trust their employer. When asked why, 65% said, « They normally tell me the reality », 52% stated, « They’re transparent about company policies and practices », and 38% said, « They encourage employees to speak up ».
And data from Deloitte exposed that relied on business 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 recruiters using AI to make their jobs much easier and streamline a great deal of their menial, admin-intensive tasks in 2024. We are also visiting a great deal of lazy employers severely utilizing Generative AI tools. We need to keep in mind that no one speaks like ChatGPT, so we can not just throw up content 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 prospect experience with a more personal technique.
Pay openness: being more transparent about pay is acquiring a great deal of popularity; business need to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More talent is offered: Due to lots of layoffs and instability in the tech sector, there’s more skill available. So business who can hire now have the possibility of having very high-quality people who are loyal to them.
DEI in hiring: business stress diversity recruitment and unconscious predisposition.