Recruitment Trends in 2025 – Predictions From 15 Experts

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

We asked 15 recruitment industry professionals to consider how 2023 will go into the history books and what you can take along with you for 2024.

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

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

The increase of AI and automation in recruitment

The focus on automation has appeared in the previous years, and truly so. Recruitment technology is more available, accessible and versatile than ever.

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

We just 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 recruiters and prospects, raising issues about how it affects the recruitment process and how to maintain ethical and human elements in the decision-making.

At Teamdash, our viewpoint has actually constantly been that the recruiter needs to be at the guiding wheel and in control, and technology is just a lorry to get there quicker, safer and more easily. And it must continue and be transparent in the recruitment efficiency metrics.

AI is like your co-pilot – you’re in control, giving commands and deciding.

See Recruitment Automations and AI in action with Teamdash

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 helps employers to work smarter, not harder, automate repeated tasks, make it faster and much easier to source prospects, write job ads, launch company branding projects, and engage with prospects, to name just a few. AI continues to progress and automate day-to-day jobs. Recruiters might be able to take a lot of repeated things off their plates and focus on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began using multiple AI-powered tools in recruitment, constantly guaranteeing ethical practices, naturally. Learning the essential triggers not just made my task simpler, but also proved exceptionally remarkable. Embracing ethical AI tools entirely changed my approach to recruitment: Automated Resume Screening: swiftly matching candidate credentials with job requirements. Chatbot assistance: guides prospects, answers FAQs, and schedules interviews seamlessly.

In 2023, we experienced the growth of the requirement to headhunt skills instead of fill the functions of actively using individuals. At the very same time, the increased flow of using prospects looked like a positive change, but in fact, it did more operate in terms of the requirement to respond to everybody, examine each profile’s suitability to the role and send more rejection emails.

The effectiveness increase that the AI and automation tools supplied permitted us to make the process faster and more constant. We achieved an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the exact same time – an increase in employee 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 need to make sure the very best candidate experience by utilizing automations and AI.

Tools you require for successful recruitment in 2024

Recruiters without current tools and software application have a clear drawback compared to the ones who have actually embraced a detailed tech stack.

All the experts who responded to our survey mentioned having a great and contemporary ATS as the very first must-have tool in 2024.

Teamdash is recruitment software application constructed by recruiters for employers, and we understand how frustrating it is dealing with innovation that doesn’t fit your workflows.

See Teamdash in action

That’s why Teamdash is highly customisable and includes different automation possibilities and (AI-powered) tools that make your work easier – an interview scheduler, a task ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to choices, to call a few. The recruitment control panel offers you a birds-eye overview of your whole recruitment procedure. The Recruitment Performance tab provides you a visual overview of vital recruitment metrics so you can be more strategic in your everyday work.

We covered choosing the right ATS for your needs and business at one of our webinars in 2023. You can view it on need on Livestorm.

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

My essential tools are Proficient at, Chat GPT (or similar), and referall.us LinkedIn.

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

For employers in 2024, essential tools include advanced AI-driven Applicant Tracking Systems, advanced prospect evaluation software, diverse and inclusive task marketing platforms, data analytics tools for skill acquisition insights, and virtual truth user for immersive candidate experiences, emphasising effectiveness, fairness, and engagement in the recruitment process.

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 making the most of innovation. You do not have to master them all, however get an excellent grounding on prompts and recognition as a minimum. AI is as reliable 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 everyday jobs faster.

Rethinking and redesigning your company brand to adapt to the modifications

The nature of work and the expectations towards the workplace and employer have significantly moved in the past years. There is also a generational change in the workforce – Gen Z is going into the workforce as a part of the Boomer generation is retiring.

To keep up and somalibidders.com go beyond these expectations and keep working with and maintaining top skill, companies need to rethink their company brand 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 very best employers get 80% of the candidates. No employer wishes to miss out on out on hiring the very best talent.

To turn into one of the finest, transparency is expected throughout all phases of the talent technique. This implies leveraging the right innovation and tools to support human proficiencies and constructing a strong company brand name based on them.

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

We have actually seen a lot of change throughout 2023.

– Firstly, the demand for the office on a flexible basis has actually picked up. While totally remote and remote-first opportunities remain dominant amongst jobseekers, hybrid roles are becoming significantly popular.

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

Meanwhile, jobseekers’ need for remote work stays strong, however our data shows that the more versatility business provide personnel around working areas, the more popular they are amongst prospects.

– Secondly, the conventional work week has actually substantially evolved over the previous year.

The classic Mon-Fri is taking a backseat. A growing number of 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 actually increased, with an average of 47.4% of Flexa users noting it as their preferred method of working throughout October. During the exact same period, 37.5% selected the 4.5-day week as their preference, and 14.1% mentioned the 9-day fortnight was theirs.

Kayleigh Little, Recruitment Automation Expert at Teamdash

Maintaining your employer 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 essentially beginning from scratch. Technology will enable you to really make data-driven choices whilst having the ability to track candidates, raise your company branding and master recruitment marketing.

Recruiter skillset in 2024

In current years, we have seen a lift in ability- and value-based hiring. Companies are now actively upskilling their current labor force and employing brand-new workers to fill the skill gaps.

This likewise implies employers need to adjust their skills to match the requirements. Recruiters require a mix of excellent soft skills and hard skills to be successful in 2024 and beyond. An effective recruiter in 2024 is a fantastic communicator and facilitator who knows how to offer the role and the business, deals with data and stats to believe tactically, and adapts quickly to the changes in the market.

Again, proactively working on developing these abilities even more and utilizing technology assists remain on top of the recruitment game.

In the past few years, we have seen recruitment becoming more and more strategic and data-driven. HR specialists have ended up being the leaders of this shift and the new talent techniques.

We more than happy to see that Teamdash users are actively working with the data available for them in the Recruitment performance tab and have actually made examining it a part of their day-to-day regimen. This has actually helped them find brand-new ways to streamline the procedure and automate laborious tasks, making more time for activities that create worth.

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

– We have seen a boost in the variety of candidates however still have difficulties getting enough certified candidates;
– We require to cut or handle recruitment expenses to remain on top of the financial scenario on the planet;
– For more powerful employer brands, we require much better communication across business, and cooperation with working with managers is particularly essential.

Get Started with Teamdash – Free Trial!

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 top quality as possible. Recruiting is getting more technical with every year. I ´ d state that a great employer needs to stay up to date with the trends, understand the target group, and understand how to connect to them. Also, there has to be a bit of a salesman in every employer, in a great way.

The most crucial abilities for a recruiter in 2024 are:

Business partnering and consultancy abilities. The capability to engage in meaningful discussions and create collaborations with employing managers and stakeholders is paramount. We should first cultivate a wealth of organization acumen and skills within ourselves to really function as important organization partners. It involves understanding our company goals, preemptively constructing talent swimming pools, and avoiding last-minute firefighting. Stepping into an intake call with talent market mapping results guides the conversation. It lines up expectations at the ideal level, making the next actions more pleasurable for ourselves, employing managers, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven procedures has continued, couple of have actually completely embraced these principles. Predicting what’s ahead of us becomes an essential ability among TA experts and assists us develop meaningful partnerships with our stakeholders. The approaching years signal a tangible shift, requiring essential modification when it comes to time-based metrics, but not only. Integrating Talent Analytics and Talent Intelligence into resource planning is ending up being the requirement even before recruitment activities begin. Balancing the internal and external viewpoints ensures that we stay up to date with changes and remain half a step ahead. As the information topic requires to broaden, storytelling skills take centre stage-because information holds a vital story, and we remain in the lead of writing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must embrace and take advantage of recruitment automation, develop evaluation abilities, and increase internal mobility in 2024. Recruiters need to comprehend their teams’ abilities and abilities thorough to construct a thorough group’s assessment photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

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

What will 2024 bring into recruiting?

We will see the number of of these trends and challenges mentioned rollover to 2024.

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

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

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

Experience AI-Powered Recruitment

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

2023 has left numerous skill acquisition groups lean. Recruitment teams and experts require to learn and reevaluate how to deliver more with less. Balancing the demands of organization needs while ensuring personal wellness is vital to fight the prevalent obstacle of recruitment burnout in the year ahead. Remember, it is essential that your cup is full as well.

The second one would be trust. 2023 was well-known for the number of layoffs, I feel that there is a growing deficit of trust from the prospects side. Therefore, companies require to be mindful of constructing their authentic employer brand names inside out and taking great care of their existing employees. Prioritizing the well-being and engagement of existing workers becomes not just a corporate obligation but a tactical vital to rebuild and fortify trust in the employing landscape.

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

As attitudes and comprehending continue to sway in the best direction, I hope 2024 will bring far more transparency and utilisation of company branding. Both go together and are very essential to successfully working with and maintaining leading talent – specifically as they help construct trust among prospects and staff members.

And there’s so much data to back this up. For example, LinkedIn’s Employer Brand statistics specify that 75% of task applicants think about a company’s brand name before even using for a task.
In a survey of 1,000 staff members, Visier found that 90% trust their company. When asked why, 65% said, “They generally inform me the fact”, 52% said, “They’re transparent about company policies and practices”, and 38% said, “They encourage workers to speak out”.
And data from Deloitte exposed that trusted 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 employers using AI to make their jobs simpler and improve a great deal of their routine, admin-intensive tasks in 2024. We are likewise going to see a great deal of lazy recruiters severely using Generative AI tools. We should bear in mind that no one speaks like ChatGPT, so we can not just spit up content and pass it off as our own. Personalisation will be key for 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 enhance prospect experience with a more personal technique.
Pay transparency: being more transparent about pay is acquiring a lot of popularity; business need to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More skill is readily available: Due to great deals of layoffs and adremcareers.com instability in the tech sector, there’s more talent available. So companies who can hire now have the possibility of having really high-quality people who are devoted to them.
DEI in hiring: companies stress variety recruitment and unconscious predisposition.