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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 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 turning up in the word cloud were AI, automation and the changes 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 previous years, and rightfully so. Recruitment technology is more offered, available and adaptable than ever.

This year, AI took a substantial action ahead in recruitment and has been included into recruitment software application, consisting of Teamdash.

We just recently commemorated one year of ChatGPT – the notorious AI tool discussed 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 philosophy has actually constantly been that the recruiter should be at the steering wheel and in control, and innovation is just an automobile to get there faster, job much safer and more comfortably. And it ought to bring on and be transparent in the recruitment performance metrics.

AI is like your co-pilot – you remain in control, providing commands and making the decisions.

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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 assists employers to work smarter, not harder, automate repeated tasks, make it faster and easier to source candidates, write task ads, launch company branding campaigns, and engage with prospects, to name simply a couple of. AI continues to develop and automate daily jobs. Recruiters may have the ability to take a lot of repeated things off their plates and focus on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started utilizing multiple AI-powered tools in recruitment, always guaranteeing ethical practices, obviously. Learning the necessary prompts not only made my task much easier, however likewise proved incredibly fascinating. Embracing ethical AI tools entirely changed my method to recruitment: Automated Resume Screening: swiftly matching prospect credentials with task requirements. Chatbot help: guides candidates, responses FAQs, and schedules interviews flawlessly.

In 2023, we experienced the growth of the requirement to headhunt skills rather than fill the functions of actively applying individuals. At the very same time, the increased circulation of using candidates looked like a favorable modification, however really, it did more operate in terms of the requirement to respond to everyone, evaluate each profile’s viability to the role and send more rejection e-mails.

The boost that the AI and automation tools offered enabled us to make the procedure quicker and more constant. We accomplished an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the very 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 require to make sure the finest 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 actually embraced a detailed tech stack.

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

Teamdash is recruitment software application built by employers for employers, and we understand 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 includes different automation possibilities and (AI-powered) tools that make your work much easier – an interview scheduler, a job ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with options, among others. The recruitment control panel offers you a birds-eye summary of your entire recruitment process. The Recruitment Performance tab provides you a visual overview of essential recruitment metrics so you can be more tactical in your everyday work.

We covered selecting the right ATS for your needs 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 recommendations from our experts:

My essential tools are Good ATS, Chat GPT (or similar), and LinkedIn.

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

For employers in 2024, must-have tools consist of sophisticated AI-driven Applicant Tracking Systems, advanced prospect evaluation software, diverse and inclusive job marketing platforms, information analytics tools for skill acquisition insights, and virtual reality user interfaces for immersive candidate experiences, emphasising performance, 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 complete benefit of innovation. You do not need to master them all, however get a great grounding on triggers and recognition 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 day-to-day tasks quicker.

Rethinking and redesigning your employer brand to adapt to the changes

The nature of work and the expectations towards the workplace and company have actually substantially moved in the previous years. There is likewise a generational modification in the workforce – Gen Z is going into the workforce as a part of the Boomer generation is retiring.

To keep up and exceed these expectations and keep employing and maintaining leading skill, employers have to reconsider their employer 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 candidates. No company wants to lose out on hiring the best skill.

To turn into one of the best, openness is anticipated throughout all phases of the skill strategy. This indicates leveraging the best technology and tools to support human competencies and developing a strong company brand name based on them.

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

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

– Firstly, the need for the office on a versatile basis has actually rebounded. While totally remote and remote-first chances remain dominant among jobseekers, hybrid roles are becoming increasingly popular.

Our Q3 Flexible Working Index (a report which tracks progressing trends across the versatile tasks market) exposed a sharp shift far from remote work amongst employers – totally remote functions represented just 4% of task posts between July and September, typically.

Meanwhile, jobseekers’ demand for remote work stays strong, however our data shows that the more versatility companies use personnel around working places, the more popular they are amongst prospects.

– Secondly, the traditional work week has significantly evolved over the past year.

The classic Mon-Fri is taking a backseat. More and more business are presenting an alternative approach, which 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 listing it as their preferred method of working throughout October. During the very same duration, 37.5% picked the 4.5-day week as their preference, and 14.1% stated the 9-day fortnight was theirs.

Kayleigh Little, Recruitment Automation Expert at Teamdash

Maintaining your employer brand whilst recruitment is low is KEY! You require to be continuously sharing things with your audience so when recruitment chooses back up you are not basically starting from scratch. Technology will permit you to genuinely make data-driven decisions whilst being able to track prospects, raise your company branding and master recruitment marketing.

Recruiter skillset in 2024

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

This likewise indicates employers need to adapt their skills to match the requirements. Recruiters require a mix of excellent soft skills and hard skills to be effective in 2024 and beyond. A successful recruiter in 2024 is an excellent communicator and facilitator who knows how to offer the role and the business, deals with information and data to believe strategically, and adapts quickly to the changes in the market.

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

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

We enjoy to see that Teamdash users are actively working with the data offered for them in the Recruitment performance tab and have made examining it a part of their day-to-day regimen. This has actually helped them find brand-new methods to streamline the procedure and automate tedious jobs, making more time for activities that develop worth.

The brand-new skillset aligns with the difficulties that 2023 has brought and will carry on to 2024.

– We have seen a boost in the variety of prospects however still have problems getting enough qualified prospects;
– We need to cut or handle recruitment costs to remain on top of the financial situation in the world;
– For stronger company brand names, we need much better interaction throughout business, and collaboration with hiring supervisors is especially essential.

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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 procedure is as effective and premium as possible. Recruiting is getting more technical with every year. I ´ d say that an excellent recruiter must stay up to date with the trends, know the target group, and know how to connect to them. Also, there needs to be a bit of a salesperson in every employer, in a great way.

The most crucial skills for a recruiter in 2024 are:

Business partnering and consultancy skills. The capability to engage in significant conversations and create collaborations with employing managers and stakeholders is paramount. We must initially cultivate a wealth of company acumen and abilities within ourselves to genuinely function as invaluable organization partners. It involves understanding our company objectives, preemptively developing skill pools, and preventing last-minute firefighting. Entering a consumption call with talent market mapping results guides the conversation. It aligns expectations at the ideal level, making the next actions more pleasurable for ourselves, hiring supervisors, and candidates.
Data-fueled procedures and decision-making: job While the discourse around data-driven processes has actually continued, few have actually totally welcomed these concepts. Predicting what leads us becomes a vital ability amongst TA experts and assists us develop significant partnerships with our stakeholders. The upcoming years indicate a concrete shift, demanding fundamental modification when it pertains to time-based metrics, however not only. Integrating Talent Analytics and Talent Intelligence into resource planning is becoming the standard even before recruitment activities commence. Balancing the internal and external point of views guarantees that we keep up with changes and stay half an action ahead. As the data topic requires to expand, storytelling skills take centre stage-because information holds an important story, and we remain in the lead of composing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters should accept and utilize recruitment automation, build evaluation skills, and increase internal movement in 2024. Recruiters require to comprehend their teams’ abilities and abilities in-depth to build an extensive team’s evaluation image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will end up being increasingly essential as candidates utilize AI tools to produce significantly strong CVs.

What will 2024 bring into recruiting?

We will see the number of of these trends and challenges discussed carry over to 2024.

Something is for sure: AI and automation will play a helping function for recruiters – customised communication, and the human factor will always stay the leading players for both employers and prospects.

We are delighted to see in which instructions AI and technology will take us in 2024.

The end-of-the-year webinar “Key patterns and modifications in recruitment for 2024” was an informative session with stats and expert predictions from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is readily available as needed on Livestorm.

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

2023 has left lots of talent acquisition groups lean. Recruitment teams and professionals require to learn and reassess how to provide more with less. Balancing the demands of organization requirements while making sure personal well-being is vital to fight the pervasive difficulty of recruitment burnout in the year ahead. Remember, it is essential that your cup is complete too.

The 2nd one would be trust. 2023 was infamous for the number of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, companies require to be mindful of constructing their authentic employer brands completely and taking excellent care of their current staff members. Prioritizing the wellness and engagement of current staff members ends up being not simply a corporate duty but a strategic necessary to rebuild and strengthen rely on the hiring landscape.

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

As attitudes and understanding continue to sway in the ideal instructions, I hope 2024 will bring far more transparency and utilisation of company branding. Both go hand-in-hand and are extremely essential to effectively employing and maintaining top skill – particularly as they help build trust amongst candidates and workers.

And job there’s so much data to back this up. For example, LinkedIn’s Employer Brand data specify that 75% of job applicants think about a company’s brand before even getting a job.
In a survey of 1,000 workers, Visier found that 90% trust their employer. When asked why, 65% stated, “They typically inform me the truth”, 52% said, “They’re transparent about business policies and practices”, and 38% said, “They encourage employees to speak up”.
And data from Deloitte exposed that trusted companies outshine their peers by as much as 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of disruption from generative AI. We are going to see excellent recruiters using AI to make their tasks easier and simplify a great deal of their routine, admin-intensive jobs in 2024. We are also going to see a lot of lazy employers severely utilizing Generative AI tools. We need to keep in mind that nobody 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 remain 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 individual method.
Pay transparency: being more transparent about pay is acquiring a great deal of appeal; business require to prepare to be able to satisfy the requirements of the European Parliament Pay Transparency Directive.
More skill is offered: Due to lots of layoffs and instability in the tech sector, there’s more talent offered. So business who can work with now have the possibility of having really high-quality individuals who are faithful to them.
DEI in hiring: business emphasise diversity recruitment and unconscious bias.