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Recruitment Trends in 2025 – Predictions From 15 Experts

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

We asked 15 recruitment market professionals to believe about how 2023 will enter into the history books and what you can take along with you for 2024.

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

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

The increase of AI and automation in recruitment

The focus on automation has appeared in the previous years, and rightfully so. Recruitment innovation is more offered, accessible and adaptable than ever.

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

We recently celebrated one year of ChatGPT – the infamous AI tool pointed out at every table this year. ChatGPT and other AI tools are used by both employers and candidates, raising issues about how it impacts the recruitment procedure and how to keep ethical and human consider the decision-making.

At Teamdash, our philosophy has constantly been that the recruiter needs to be at the guiding wheel and in control, and technology is just a lorry to get there much faster, safer and more conveniently. And it ought to continue 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 been a relatively early adopter of Artificial Intelligence. AI helps recruiters to work smarter, not harder, automate repetitive jobs, make it faster and much easier to source candidates, compose job advertisements, launch employer branding campaigns, and engage with candidates, to name just a couple of. AI continues to develop and automate daily tasks. Recruiters may have the ability to take a great deal of recurring things off their plates and focus on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started utilizing several AI-powered tools in recruitment, constantly guaranteeing ethical practices, naturally. Learning the needed prompts not just made my task simpler, however likewise proved extremely interesting. Embracing ethical AI tools completely transformed my method to recruitment: Automated Resume Screening: swiftly matching prospect certifications with job requirements. Chatbot support: guides prospects, answers FAQs, and schedules interviews perfectly.

In 2023, we experienced the development of the need to headhunt talents rather than fill the functions of actively applying people. At the very same time, the increased circulation of using prospects appeared like a favorable change, however really, it did more work in regards to the requirement to reply to everybody, assess each profile’s viability to the function and send more rejection emails.

The efficiency increase that the AI and automation tools supplied allowed us to make the process quicker and more constant. We attained an enhancement 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 working with rates, you need to ensure the finest candidate experience by utilizing automations and AI.

Tools you need for effective recruitment in 2024

Recruiters without up-to-date tools and software have a clear disadvantage compared to the ones who have actually adopted a thorough tech stack.

All the experts who reacted to our study pointed out having an excellent and modern ATS as the first must-have tool in 2024.

Teamdash is recruitment software built by employers for recruiters, and we understand how annoying it is working with technology that does not fit your workflows.

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

We covered picking 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 modifications we witnessed in 2023 and be proactive in 2024. Here are some suggestions from our experts:

My must-have tools are Good ATS, Chat GPT (or similar), 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, sophisticated prospect evaluation software, diverse and inclusive task marketing platforms, data analytics tools for skill acquisition insights, and virtual truth interfaces for immersive candidate experiences, emphasising performance, fairness, and engagement in the recruitment procedure.

Piret Ulm, Partner Relations Lead at TalentHub

I personally think 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 innovation. You do not have to master them all, but get a great grounding on triggers and validation as a minimum. AI is as reputable as Wikipedia – you require 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 daily tasks much faster.

Rethinking and upgrading your company brand name to adapt to the changes

The nature of work and the expectations towards the work environment and employer have substantially shifted in the past years. There is likewise a generational modification in the workforce – Gen Z is getting in the labor force as a part of the Boomer generation is retiring.

To maintain and these expectations and keep hiring and retaining top skill, employers 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 wishes to lose out on working with the very best talent.

To end up being one of the very best, openness is anticipated throughout all phases of the talent strategy. This means leveraging the ideal technology and tools to support human competencies and developing a strong company brand based upon them.

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

We have actually seen a lot of modification throughout 2023.

– Firstly, the need for the workplace on a flexible basis has actually rebounded. While completely remote and remote-first chances stay dominant amongst jobseekers, hybrid roles are ending up being increasingly popular.

Our Q3 Flexible Working Index (a report which tracks developing patterns throughout the versatile jobs market) exposed a sharp shift far from remote work amongst employers – completely remote roles represented simply 4% of task posts between July and September, on average.

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

– Secondly, the standard work week has significantly evolved over the previous year.

The classic Mon-Fri is taking a backseat. More and more companies are introducing an alternative approach, 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 duration, 37.5% selected 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 company brand name whilst recruitment is low is KEY! You require to be constantly sharing things with your audience so when recruitment chooses back up you are not basically going back to square one. Technology will enable you to genuinely make data-driven decisions whilst being able to track candidates, elevate your employer branding and master recruitment marketing.

Recruiter skillset in 2024

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

This likewise indicates employers should adapt their abilities to match the requirements. Recruiters require a mix of exceptional soft abilities and difficult abilities to be successful in 2024 and beyond. An effective recruiter in 2024 is a fantastic communicator and facilitator who understands how to offer the role and the company, deals with data and stats to think tactically, and adapts quickly to the changes in the market.

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

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

We more than happy to see that Teamdash users are actively working with the information readily available for them in the Recruitment performance tab and have actually made examining it a part of their everyday routine. This has actually assisted them find brand-new methods to enhance the procedure and automate tedious tasks, making more time for activities that develop value.

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

– We have seen a boost in the variety of candidates however still have problems getting adequate certified prospects;
– We need to cut or handle recruitment expenses to remain on top of the economic situation on the planet;
– For stronger employer brands, we need much better interaction across companies, and partnership with hiring managers is especially essential.

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Riin Soostar, Senior HR Business Partner at Circle K Eesti

It is crucial 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 an excellent recruiter must keep up with the patterns, know the target group, and understand how to reach out to them. Also, there has to be a little bit of a salesperson in every recruiter, in an excellent way.

The most essential skills for a recruiter in 2024 are:

Business partnering and consultancy abilities. The capability to take part in significant discussions and forge partnerships with hiring supervisors and stakeholders is critical. We need to first cultivate a wealth of service acumen and referall.us skills within ourselves to truly function as invaluable service partners. It involves understanding our service objectives, preemptively building talent swimming pools, and preventing last-minute firefighting. Entering an intake call with skill market mapping results guides the conversation. It aligns expectations at the right level, making the next actions more enjoyable for ourselves, working with managers, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven processes has actually persisted, few have actually wholeheartedly welcomed these principles. Predicting what’s ahead of us becomes a vital ability amongst TA specialists and helps us develop meaningful collaborations with our stakeholders. The approaching years signify a tangible shift, demanding fundamental change when it comes to time-based metrics, but not only. Integrating Talent Analytics and Talent Intelligence into resource planning is becoming the requirement even before recruitment activities start. Balancing the internal and external perspectives ensures that we keep up with modifications and stay half an action ahead. As the information subject requires to expand, storytelling abilities take centre stage-because information holds an essential story, and we are in the lead of writing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must welcome and utilize recruitment automation, develop evaluation abilities, and increase internal mobility in 2024. Recruiters need to understand their teams’ skills and abilities extensive to build a thorough group’s assessment image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will end up being progressively crucial as candidates use AI tools to create increasingly strong CVs.

What will 2024 bring into recruiting?

We will see the number of of these patterns and challenges pointed out bring over to 2024.

Something is for sure: AI and automation will play an assisting function for recruiters – personalised communication, and the human factor will constantly remain the leading gamers for both recruiters and candidates.

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

The end-of-the-year webinar “Key patterns and modifications in recruitment for 2024” was an insightful session with data and professional predictions from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is 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 teams lean. Recruitment teams and experts need to learn and reevaluate how to provide more with less. Balancing the needs of service needs while making sure individual wellness is important to fight the pervasive challenge of recruitment burnout in the year ahead. Remember, it is essential that your cup is full too.

The 2nd one would be trust. 2023 was notorious for the variety of layoffs, I feel that there is a growing deficit of trust from the prospects side. Therefore, business require to be conscious of developing their genuine company brand names within out and taking great care of their existing workers. Prioritizing the well-being and engagement of present workers ends up being not simply a corporate duty but a strategic imperative to reconstruct and strengthen 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 much more openness and utilisation of employer branding. Both go hand-in-hand and are extremely essential to successfully hiring and maintaining leading skill – particularly as they help construct trust among prospects and staff members.

And there’s a lot information to back this up. For instance, LinkedIn’s Employer Brand statistics specify that 75% of task candidates consider a company’s brand name before even getting a job.
In a study of 1,000 workers, Visier found that 90% trust their company. When asked why, 65% said, “They generally inform me the truth”, 52% stated, “They’re transparent about company policies and practices”, and 38% said, “They encourage staff members to speak out”.
And information from Deloitte exposed that trusted companies exceed their peers by up to 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of disruption from generative AI. We are going to see good employers utilizing AI to make their tasks easier and simplify a lot of their menial, admin-intensive tasks in 2024. We are also going to see a great deal of lazy employers severely utilizing Generative AI tools. We should keep in mind that nobody speaks like ChatGPT, so we can not simply regurgitate content and 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 improve prospect experience with a more individual approach.
Pay openness: being more transparent about pay is gaining a lot of popularity; companies require 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 very top quality people who are loyal to them.
DEI in hiring: business stress diversity recruitment and unconscious predisposition.