Recruitment Trends in 2025 – Predictions From 15 Experts

We are approaching the end of another busy and ever-changing recruitment year.

We asked 15 recruitment market experts to believe about how 2023 will go into the history books and what you can bring with you for 2024.

Unsurprisingly, when we asked our experts about the most significant modifications in recruitment in 2023, the words appearing in the word cloud were AI, automation and the modifications in abilities and employer branding.

Let’s dive into what 15 recruitment professionals needed to say in the 2023 Teamdash study.

The rise of AI and automation in recruitment

The focus on automation has been evident in the previous years, and rightfully so. Recruitment innovation is more readily available, available and adaptable than ever.

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

We just recently commemorated one year of ChatGPT – the infamous AI tool discussed at every dinner table this year. ChatGPT and other AI tools are used by both recruiters and prospects, raising issues about how it impacts the recruitment procedure and how to preserve ethical and human aspects in the decision-making.

At Teamdash, our philosophy has constantly been that the recruiter should be at the steering wheel and in control, and innovation is simply a car to arrive much faster, safer and more comfortably. And it should bring on and be transparent in the recruitment efficiency metrics.

AI is like your co-pilot – you’re 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 actually been a reasonably early adopter of Artificial Intelligence. AI assists employers to work smarter, not harder, automate recurring tasks, make it faster and easier to source candidates, write job advertisements, launch company branding projects, and engage with candidates, to name just a couple of. AI continues to progress and automate daily tasks. Recruiters might have the ability 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, of course. Learning the essential triggers not only made my task much easier, however also showed exceptionally remarkable. Embracing ethical AI tools completely transformed my technique to recruitment: Automated Resume Screening: swiftly matching prospect qualifications with job requirements. Chatbot support: guides candidates, responses FAQs, and schedules interviews perfectly.

In 2023, we experienced the development of the need to headhunt talents instead of fill the roles of actively applying people. At the same time, the increased flow of applying candidates seemed like a favorable change, but actually, it did more work in regards to the need to respond to everyone, examine each profile’s viability to the role and send more rejection emails.

The efficiency boost that the AI and automation tools provided enabled us to make the process quicker and more consistent. We attained 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 hiring rates, you need to make sure the best candidate experience by utilizing automations and AI.

Tools you need for effective recruitment in 2024

Recruiters without updated tools and software application have a clear disadvantage compared to the ones who have embraced a thorough tech stack.

All the experts who reacted to our survey discussed 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 frustrating it is working with innovation that doesn’t 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 easier – an interview scheduler, a job ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with choices, to name a couple of. The recruitment control panel provides you a birds-eye overview of your whole recruitment procedure. The Recruitment Performance tab provides you a visual overview of necessary recruitment metrics so you can be more strategic in your daily work.

We covered choosing the ideal 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 helps us adapt to the marketplace modifications we witnessed in 2023 and be proactive in 2024. Here are some suggestions from our specialists:

My essential 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 innovative AI-driven Applicant Tracking Systems, advanced prospect assessment software application, varied and inclusive job marketing platforms, information analytics tools for talent acquisition insights, and virtual reality interfaces for immersive candidate experiences, stressing effectiveness, fairness, and engagement in the recruitment procedure.

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 too many employers not maximizing technology. You do not have to master them all, but get a great 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 daily jobs faster.

Rethinking and redesigning your company brand name to adapt to the modifications

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

To keep up and go beyond these expectations and keep employing and retaining top talent, employers need to reassess their employer brand name and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto concept applies in their user base – 20% of the finest employers get 80% of the candidates. No company wishes to lose out on employing the finest skill.

To end up being one of the finest, openness is expected throughout all phases of the talent method. This indicates leveraging the best technology and tools to support human proficiencies and developing a strong company brand based on them.

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

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

– Firstly, the demand for the office on a versatile basis has actually picked up. While completely 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 throughout the versatile tasks market) exposed a sharp shift away from remote work among employers – totally remote functions accounted for simply 4% of task posts in between July and employment September, typically.

Meanwhile, jobseekers’ need for remote work remains strong, but our data shows that the more versatility companies offer personnel around working places, the more popular they are amongst candidates.

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

The traditional Mon-Fri is taking a rear seat. More and more companies are introducing an alternative method, which consists of variations of the 4-day week, the 4.5-day week, and the 9-day fortnight.
Demand for the 4-day work week has escalated, with an average of 47.4% of Flexa users listing it as their favored way of working during October. During the very same period, 37.5% selected 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 constantly sharing things with your audience so when recruitment chooses back up you are not essentially beginning from scratch. Technology will permit you to truly make data-driven choices whilst having the ability to track candidates, elevate your company branding and employment master recruitment marketing.

Recruiter skillset in 2024

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

This also means employers must adjust their skills to match the requirements. Recruiters require a mix of exceptional soft skills and tough skills to be effective in 2024 and beyond. An effective employer in 2024 is a fantastic communicator and facilitator who knows how to sell the role and the business, works with information and stats to think tactically, and adapts quickly to the changes in the market.

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

In the previous few years, we have actually seen recruitment becoming more and more tactical and data-driven. HR experts have actually become the leaders of this shift and the brand-new skill strategies.

We enjoy to see that Teamdash users are actively working with the information offered for them in the Recruitment performance tab and have actually made checking it a part of their day-to-day regimen. This has helped them find new ways to enhance the process and automate tiresome tasks, making more time for activities that produce value.

The new skillset aligns with the challenges that 2023 has brought and will bring on to 2024.

– We have actually seen an increase in the number of candidates but still have problems getting sufficient qualified prospects;
– We need to cut or manage recruitment costs to stay on top of the economic situation in the world;
– For stronger company brands, we require better communication across companies, and employment collaboration with hiring managers is specifically 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 process is as effective and top quality as possible. Recruiting is getting more technical with every year. I ´ d say that a great recruiter needs to stay up to date with the trends, know the target group, and know how to connect to them. Also, there has to be a little bit of a salesman in every employer, in a great way.

The most important abilities for an employer in 2024 are:

Business partnering and consultancy skills. The ability to engage in significant conversations and create partnerships with employing managers and stakeholders is paramount. We need to first cultivate a wealth of business acumen and abilities within ourselves to really operate as important service partners. It includes comprehending our service goals, preemptively developing talent pools, and avoiding last-minute firefighting. Entering a consumption call with talent market mapping results guides the conversation. It lines up expectations at the right level, making the next steps more enjoyable for ourselves, working with managers, and prospects.
Data-fueled procedures and decision-making: While the around data-driven processes has actually persisted, few have wholeheartedly accepted these concepts. Predicting what’s ahead of us becomes a crucial skill among TA experts and assists us develop meaningful collaborations with our stakeholders. The upcoming years signify a concrete shift, demanding fundamental change when it comes to time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource planning is ending up being the standard even before recruitment activities start. Balancing the internal and external viewpoints makes sure that we keep up with modifications and stay half an action ahead. As the data subject requires to broaden, storytelling abilities take centre stage-because data holds a crucial story, and we remain in the lead of writing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters should embrace and take advantage of recruitment automation, construct assessment skills, and boost internal movement in 2024. Recruiters require to understand their groups’ skills and abilities extensive to develop a detailed group’s evaluation photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will become increasingly important as candidates utilize AI tools to create progressively strong CVs.

What will 2024 bring into recruiting?

We will see how numerous of these trends and obstacles mentioned rollover to 2024.

One thing is for sure: AI and automation will play an assisting function for recruiters – customised communication, and the human element will always remain the leading gamers for both employers and candidates.

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

The end-of-the-year webinar “Key trends and modifications in recruitment for 2024” was an informative session with data and professional 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 left many skill acquisition groups lean. Recruitment groups and professionals need to discover and review how to provide more with less. Balancing the demands of business needs while making sure personal wellness 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 prospects side. Therefore, companies require to be conscious of constructing their genuine employer brands completely and taking great care of their present employees. Prioritizing the wellness and engagement of existing workers becomes not simply a business obligation however a strategic important to rebuild and strengthen trust in the employing landscape.

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

As mindsets and comprehending continue to sway in the right instructions, I hope 2024 will bring far more transparency and utilisation of company branding. Both go hand-in-hand and are extremely essential to successfully hiring and maintaining top skill – specifically as they help construct trust among candidates and workers.

And there’s so much data to back this up. For example, LinkedIn’s Employer Brand data mention that 75% of job candidates think about an employer’s brand before even getting a task.
In a study of 1,000 staff members, Visier discovered that 90% trust their employer. When asked why, 65% stated, “They generally tell me the fact”, 52% said, “They’re transparent about company policies and practices”, and 38% stated, “They encourage staff members to speak up”.
And information from Deloitte exposed that relied on companies surpass their peers by up to 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of disturbance from generative AI. We are visiting excellent recruiters using AI to make their tasks easier and enhance a great deal of their routine, admin-intensive jobs in 2024. We are likewise going to see a great deal of lazy recruiters terribly utilizing Generative AI tools. We need to remember that no one speaks like ChatGPT, so we can not simply spit up 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 tasks and enhance prospect experience with a more individual method.
Pay transparency: being more transparent about pay is gaining a lot of popularity; business require to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More skill is available: Due to great deals of layoffs and instability in the tech sector, there’s more skill offered. So business who can employ now have the possibility of having very high-quality people who are devoted to them.
DEI in hiring: business emphasise diversity recruitment and unconscious bias.