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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 industry experts to think of how 2023 will enter into the history books and what you can bring with you for 2024.

Unsurprisingly, when we asked our specialists about the most significant modifications 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 professionals needed to say in the 2023 Teamdash study.

The increase of AI and automation in recruitment

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

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

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

At Teamdash, our approach has actually always been that the employer should be at the steering wheel and in control, and technology is just a lorry to arrive much faster, safer and more conveniently. And it needs to bring on and be transparent in the recruitment performance metrics.

AI resembles your co-pilot – you’re in control, offering 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 Expert system. AI assists employers to work smarter, not harder, automate repetitive tasks, make it faster and simpler to source prospects, write job ads, launch employer branding campaigns, and engage with candidates, to name just a few. AI continues to evolve and automate everyday jobs. Recruiters might have the ability to take a great deal of repeated things off their plates and focus on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began utilizing several AI-powered tools in recruitment, constantly making sure ethical practices, of course. Learning the needed triggers not just made my task much easier, but likewise proved incredibly remarkable. Embracing ethical AI tools totally changed my approach to recruitment: Automated Resume Screening: swiftly matching candidate qualifications with job requirements. Chatbot help: guides candidates, responses FAQs, and schedules interviews seamlessly.

In 2023, we experienced the development of the requirement to headhunt talents instead of fill the functions of actively using people. At the same time, the increased circulation of applying candidates appeared like a positive modification, but really, it did more work in terms of the requirement to respond to everyone, assess each profile’s viability to the function and send more rejection emails.

The effectiveness increase that the AI and automation tools provided permitted us to make the process much faster and more constant. We attained an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the very same time – an in staff member NPS.

Lauryna Gireniene, Head of Talent Acquisition at Nord Security

In 2023 our hiring rate from applicants increased by 25% – to increase working with rates, you require to guarantee the very best candidate experience by utilizing automations and AI.

Tools you require 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 detailed tech stack.

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

Teamdash is recruitment software application developed by recruiters for employers, and we know how irritating it is dealing with technology that doesn’t fit your workflows.

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That’s why Teamdash is extremely customisable and includes various automation possibilities and (AI-powered) tools that make your work easier – an interview scheduler, a job advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing options, among others. The recruitment dashboard offers you a birds-eye introduction of your entire recruitment process. The Recruitment Performance tab provides you a visual summary of vital recruitment metrics so you can be more tactical in your daily work.

We covered picking the ideal ATS for your needs and company at one of our webinars in 2023. You can enjoy it on need on Livestorm.

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

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 innovative AI-driven Applicant Tracking Systems, sophisticated prospect evaluation software, varied and inclusive task marketing platforms, data analytics tools for skill acquisition insights, and virtual truth interfaces for immersive prospect experiences, stressing efficiency, 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 making the most of technology. You do not need to master them all, but get a good grounding on prompts and recognition as a minimum. AI is as dependable as Wikipedia – you require to do the fact-check.

Danas Venclovas, Head of Talent Acquisition at Luminor employment Group

ATS, Magical Text Expander, DeepL, Grammarly, and templates to make daily jobs quicker.

Rethinking and revamping your employer brand name to adapt to the modifications

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

To keep up and surpass these expectations and keep employing and maintaining leading skill, employers need to rethink 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 applicants. No employer wants to miss out on working with the very best talent.

To end up being one of the best, transparency is expected throughout all stages of the talent method. This suggests leveraging the ideal innovation and tools to support human competencies and building a strong company brand employment based upon them.

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

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

– Firstly, the demand for the workplace on a versatile basis has rebounded. While completely remote and remote-first opportunities remain dominant among jobseekers, hybrid functions are ending up being significantly popular.

Our Q3 Flexible Working Index (a report which tracks evolving patterns across the versatile jobs market) exposed a sharp shift far from remote work among companies – completely remote roles represented simply 4% of job posts in between July and September, on average.

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

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

The timeless Mon-Fri is taking a backseat. More and more business are introducing an alternative technique, that includes variations of the 4-day week, the 4.5-day week, employment and the 9-day fortnight.
Demand for the 4-day work week has skyrocketed, with approximately 47.4% of Flexa users listing it as their favored method of working throughout October. During the very same period, 37.5% chosen the 4.5-day week as their choice, and 14.1% mentioned the 9-day fortnight was theirs.

Kayleigh Little, employment Recruitment Automation Expert at Teamdash

Maintaining your company brand whilst recruitment is low is KEY! You need to be constantly sharing things with your audience so when recruitment selects back up you are not basically starting from scratch. Technology will allow you to really make data-driven choices whilst having the ability to track prospects, raise your employer branding and master recruitment marketing.

Recruiter skillset in 2024

Over the last few years, we have seen a lift in ability- and value-based hiring. Companies are now actively upskilling their present workforce and employing new workers to fill the skill spaces.

This likewise indicates employers need to adapt their abilities to match the requirements. Recruiters require a mix of exceptional soft skills and difficult skills to be effective in 2024 and beyond. An effective employer in 2024 is a terrific communicator and facilitator who understands how to sell the role and the company, works with data and statistics to believe tactically, and adapts rapidly to the changes in the market.

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

In the past couple of years, we have actually seen recruitment ending up being a growing number of tactical and data-driven. HR experts have actually ended up being the leaders of this shift and the brand-new skill strategies.

We’re delighted to see that Teamdash users are actively dealing with the information offered for them in the Recruitment performance tab and have made examining it a part of their everyday routine. This has helped them discover brand-new methods to improve the procedure and automate tedious tasks, making more time for activities that create worth.

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

– We have actually seen a boost in the number of prospects but still have troubles getting enough certified candidates;
– We need to cut or handle recruitment expenses to remain on top of the financial scenario in the world;
– For stronger company brands, we require better interaction throughout companies, and cooperation with working with managers is particularly 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 procedure is as efficient and high-quality as possible. Recruiting is getting more technical with every year. I ´ d say that a good employer must keep up with the patterns, understand the target group, and know how to reach out to them. Also, there has to be a bit of a salesperson in every employer, in an excellent way.

The most essential skills for an employer in 2024 are:

Business partnering and consultancy abilities. The capability to engage in meaningful conversations and create collaborations with employing managers and stakeholders is paramount. We need to first cultivate a wealth of company acumen and abilities within ourselves to really operate as indispensable business partners. It involves comprehending our business goals, preemptively constructing talent pools, and avoiding last-minute firefighting. Entering an intake call with talent market mapping results guides the discussion. It lines up expectations at the right level, making the next actions more satisfying for ourselves, employing managers, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has actually continued, couple of have totally welcomed these concepts. Predicting what’s ahead of us becomes a crucial skill among TA experts and helps us build significant collaborations with our stakeholders. The approaching years indicate a tangible shift, requiring essential change when it concerns time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource planning is ending up being the requirement even before recruitment activities commence. Balancing the internal and external point of views ensures that we keep up with modifications and stay half an action ahead. As the information subject requires to expand, storytelling skills take centre stage-because information holds a crucial story, and we are in the lead of writing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must accept and utilize recruitment automation, construct evaluation abilities, and boost internal movement in 2024. Recruiters need to comprehend their teams’ abilities and capabilities thorough to construct an extensive team’s assessment photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

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

What will 2024 bring into recruiting?

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

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

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

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

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

2023 has actually left many talent acquisition groups lean. Recruitment teams and experts require to discover and reassess how to provide more with less. Balancing the needs of company requirements while making sure personal wellness is important to combat the prevalent obstacle of recruitment burnout in the year ahead. Remember, it’s crucial that your cup is full as well.

The 2nd 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, companies require to be conscious of constructing their genuine company brand names inside out and taking excellent care of their present workers. Prioritizing the wellness and engagement of existing staff members becomes not simply a business duty however a tactical crucial to rebuild and fortify rely on the hiring 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 transparency and utilisation of employer branding. Both go together and are incredibly important to effectively working with and maintaining top skill – specifically as they help build trust amongst prospects and staff members.

And there’s a lot data to back this up. For example, LinkedIn’s Employer Brand data mention that 75% of job candidates think about an employer’s brand name before even requesting a task.
In a survey of 1,000 employees, Visier found that 90% trust their company. When asked why, 65% said, “They typically inform me the reality”, 52% said, “They’re transparent about business policies and practices”, and 38% stated, “They encourage workers to speak out”.
And information from Deloitte revealed that relied on companies exceed their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of disturbance from generative AI. We are visiting excellent recruiters using AI to make their jobs easier and simplify a great deal of their menial, admin-intensive tasks in 2024. We are also visiting a great deal of lazy recruiters terribly using Generative AI tools. We should remember that no one speaks like ChatGPT, so we can not simply regurgitate material and pass it off as our own. Personalisation will be key for employment us to remain Human.

Hiie-Liin Tamm, Recruitment Lead at Scoro

More automation in recruitment: Using more AI in recruitment to support manual tasks and improve candidate experience with a more individual technique.
Pay openness: being more transparent about pay is getting a great deal of popularity; companies need to prepare to be able to fulfill 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 talent readily available. So business who can work with now have the possibility of having very high-quality people who are loyal to them.
DEI in hiring: business emphasise variety recruitment and unconscious predisposition.