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 think of how 2023 will enter into the history books and what you can take along with you for 2024.

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

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

The increase of AI and automation in recruitment

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

This year, AI took a substantial step ahead in recruitment and has actually been integrated into recruitment software, consisting of Teamdash.

We recently commemorated one year of ChatGPT – the notorious AI tool mentioned at every table this year. ChatGPT and other AI tools are used by both employers and candidates, raising concerns about how it affects the recruitment process and employment how to preserve ethical and human aspects in the decision-making.

At Teamdash, our approach has constantly been that the employer needs to be at the guiding wheel and in control, and technology is just a vehicle to arrive faster, safer and more comfortably. And it needs to continue and be transparent in the recruitment performance metrics.

AI is like your co-pilot – you remain in control, giving 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 relatively early adopter of Artificial Intelligence. AI helps employers to work smarter, not harder, automate recurring jobs, make it faster and simpler to source prospects, write task ads, launch company branding projects, and engage with candidates, to call just a couple of. AI continues to progress and automate everyday jobs. Recruiters may be able to take a great deal of repetitive things off their plates and focus on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began using multiple AI-powered tools in recruitment, constantly guaranteeing ethical practices, of course. Learning the essential prompts not just made my job much easier, however also showed incredibly fascinating. Embracing ethical AI tools completely transformed my approach to recruitment: Automated Resume Screening: swiftly matching candidate certifications with job requirements. Chatbot assistance: guides prospects, answers FAQs, and schedules interviews flawlessly.

In 2023, we experienced the development of the requirement to headhunt talents instead of fill the roles of actively applying people. At the exact same time, the increased circulation of using prospects looked like a favorable change, however actually, it did more work in terms of the requirement to respond to everybody, examine each profile’s viability to the role and send more rejection e-mails.

The performance increase that the AI and automation tools offered permitted us to make the process much faster and more consistent. We achieved an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the same time – an increase in worker NPS.

Lauryna Gireniene, Head of Talent Acquisition at Nord Security

In 2023 our hiring rate from candidates increased by 25% – to increase employing rates, you require to ensure the finest candidate experience by utilizing automations and AI.

Tools you require for successful recruitment in 2024

Recruiters without updated tools and software have a clear downside compared to the ones who have actually adopted a thorough tech stack.

All the specialists who reacted to our study discussed having an excellent and modern ATS as the first essential tool in 2024.

Teamdash is recruitment software developed by employers for employers, and we understand how annoying it is working with technology that doesn’t 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 advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and employment video interviewing options, to name a few. The recruitment dashboard gives you a birds-eye overview of your entire recruitment procedure. The Recruitment offers you a visual overview of vital recruitment metrics so you can be more strategic in your daily work.

We covered picking the right ATS for your requirements and business at one of our webinars in 2023. You can watch it on need on Livestorm.

Having the right tools assists us adjust to the market modifications we experienced in 2023 and be proactive in 2024. Here are some recommendations from our professionals:

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

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

For employers in 2024, essential tools consist of sophisticated AI-driven Applicant Tracking Systems, sophisticated candidate evaluation software application, diverse and inclusive job advertising platforms, information analytics tools for skill acquisition insights, and virtual truth interfaces for immersive prospect experiences, stressing 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 recruiters not maximizing technology. You do not need to master them all, but get a good grounding on triggers 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 day-to-day jobs much 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 shifted in the previous years. There is likewise a generational change in the workforce – Gen Z is entering the workforce as a part of the Boomer generation is retiring.

To keep up and surpass these expectations and keep hiring and keeping leading skill, companies have to reconsider their employer brand 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 wishes to lose out on employing the finest skill.

To end up being one of the finest, transparency is expected throughout all stages of the talent method. This means leveraging the right technology and tools to support human competencies and developing a strong employer brand based upon them.

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

We have actually seen a lot of change throughout 2023.

– Firstly, the need for the office on a flexible basis has rebounded. While fully remote and remote-first chances remain dominant amongst jobseekers, hybrid roles are becoming significantly popular.

Our Q3 Flexible Working Index (a report which tracks developing trends across the versatile tasks market) revealed a sharp shift away from remote work among employers – completely remote functions represented simply 4% of job posts in between July and September, usually.

Meanwhile, jobseekers’ need for remote work stays strong, but our information shows that the more versatility business provide personnel around working places, the more popular they are among candidates.

– Secondly, the traditional work week has considerably progressed over the past year.

The classic Mon-Fri is taking a rear seat. Increasingly more business are introducing an alternative approach, 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 increased, with an average of 47.4% of Flexa users listing it as their preferred way of working throughout October. During the exact same period, 37.5% selected the 4.5-day week as their choice, and 14.1% stated the 9-day fortnight was theirs.

Kayleigh Little, Recruitment Automation Expert at Teamdash

Maintaining your employer brand name whilst recruitment is low is KEY! You require to be continuously sharing things with your audience so when recruitment selects back up you are not essentially starting from scratch. Technology will allow you to really make data-driven decisions whilst being able to track candidates, elevate your employer branding and master recruitment marketing.

Recruiter skillset in 2024

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

This likewise indicates recruiters must adapt their skills to match the requirements. Recruiters need a mix of outstanding soft skills and difficult abilities to be successful in 2024 and beyond. A successful recruiter in 2024 is a terrific communicator and facilitator who knows how to sell the function and the business, deals with data and stats to believe tactically, and adapts rapidly to the modifications in the market.

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

In the past couple of years, we have actually seen recruitment becoming a growing number of tactical and data-driven. HR experts have become the leaders of this shift and the new talent techniques.

We’re delighted to see that Teamdash users are actively working with the data readily available for them in the Recruitment performance tab and have made inspecting it a part of their daily routine. This has assisted them find new methods to improve the procedure and automate tedious jobs, making more time for activities that produce worth.

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

– We have seen a boost in the variety of candidates however still have troubles getting sufficient certified candidates;
– We need to cut or manage recruitment costs to remain on top of the economic circumstance worldwide;
– For more powerful employer brands, we require better communication across companies, and collaboration with employing supervisors is specifically 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 effective and premium as possible. Recruiting is getting more technical with every year. I ´ d say that an excellent employer needs to keep up with the trends, understand the target group, and know how to reach out to them. Also, there has to be a bit of a salesman in every employer, in an excellent method.

The most important skills for a recruiter in 2024 are:

Business partnering and consultancy skills. The capability to participate in meaningful discussions and forge collaborations with working with supervisors and stakeholders is paramount. We should initially cultivate a wealth of business acumen and skills within ourselves to genuinely function as vital company partners. It involves understanding our company goals, preemptively constructing skill swimming pools, and preventing last-minute firefighting. Entering a consumption call with skill market mapping results guides the discussion. It lines up expectations at the best level, making the next steps more enjoyable for ourselves, employing supervisors, and candidates.
Data-fueled procedures and employment decision-making: While the discourse around data-driven procedures has persisted, few have completely accepted these concepts. Predicting what’s ahead of us becomes a vital skill amongst TA specialists and assists us build meaningful partnerships with our stakeholders. The upcoming years indicate a concrete shift, demanding essential change when it comes to time-based metrics, but not only. Integrating Talent Analytics and Talent Intelligence into resource preparation is ending up being the standard 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 topic needs to broaden, storytelling abilities take centre stage-because data holds an important story, and we are in the lead of writing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must welcome and take advantage of recruitment automation, develop evaluation skills, and increase internal mobility in 2024. Recruiters need to understand their groups’ skills and capabilities in-depth to build an extensive team’s evaluation photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will become significantly essential as candidates utilize AI tools to create significantly strong CVs.

What will 2024 bring into recruiting?

We will see the number of of these patterns and obstacles mentioned rollover to 2024.

One thing is for sure: AI and automation will play an assisting role for recruiters – personalised interaction, and the human aspect will constantly stay the leading players for both recruiters and prospects.

We are excited to see in which instructions AI and innovation will take us in 2024.

The end-of-the-year webinar «Key patterns and changes 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 numerous skill acquisition groups lean. Recruitment groups and specialists need to discover and reevaluate how to provide more with less. Balancing the needs of company requirements while ensuring individual wellness is necessary to fight the prevalent obstacle of recruitment burnout in the year ahead. Remember, it is essential that your cup is complete as well.

The second 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 genuine employer brand names completely and taking great care of their existing workers. Prioritizing the wellness and engagement of present workers ends up being not simply a corporate obligation but a strategic imperative to restore and fortify rely on the employing landscape.

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

As attitudes and comprehending continue to sway in the ideal instructions, I hope 2024 will bring far more openness and utilisation of employer branding. Both go hand-in-hand and are very essential to effectively working with and employment keeping top talent – especially as they help develop trust amongst prospects and workers.

And there’s a lot data to back this up. For instance, LinkedIn’s Employer Brand statistics specify that 75% of task applicants consider an employer’s brand name before even getting a task.
In a survey of 1,000 employees, Visier found that 90% trust their employer. When asked why, 65% stated, «They usually tell me the fact», 52% said, «They’re transparent about company policies and practices», and 38% said, «They encourage staff members to speak out».
And data from Deloitte revealed that trusted business outperform their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of disruption from generative AI. We are going to see excellent employers utilizing AI to make their tasks simpler and enhance a lot of their routine, admin-intensive tasks in 2024. We are likewise going to see a lot of lazy employers badly utilizing Generative AI tools. We should keep in mind that no one speaks like ChatGPT, so we can not just throw up content and employment pass it off as our own. Personalisation will be crucial for us to stay Human.

Hiie-Liin Tamm, Recruitment Lead at Scoro

More automation in recruitment: Using more AI in recruitment to support manual tasks and enhance prospect experience with a more personal method.
Pay openness: being more transparent about pay is acquiring a lot of popularity; business require to prepare to be able to meet 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 employ now have the possibility of having really top quality people who are loyal to them.
DEI in hiring: companies stress diversity recruitment and unconscious bias.