Recruitment Trends in 2025 – Predictions From 15 Experts

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

We asked 15 recruitment market professionals to think of how 2023 will go 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 turning up in the word cloud were AI, automation and the changes in abilities and employer branding.

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

The increase of AI and automation in recruitment

The focus on automation has been obvious in the past years, and rightfully so. Recruitment technology is more available, accessible and versatile than ever.

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

We just recently celebrated one year of ChatGPT – the notorious AI tool discussed at every table this year. ChatGPT and other AI tools are utilized by both recruiters and prospects, raising issues about how it impacts the recruitment process and how to keep ethical and human elements in the decision-making.

At Teamdash, our philosophy has actually always been that the employer should be at the guiding wheel and in control, and technology is simply a vehicle to arrive quicker, much safer and more comfortably. And it should continue and be transparent in the recruitment performance metrics.

AI is like your co-pilot – you remain 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 reasonably early adopter of Expert system. AI helps recruiters to work smarter, employment not harder, automate recurring tasks, make it faster and simpler to source candidates, compose task advertisements, launch employer branding projects, and engage with candidates, to name simply a couple of. AI continues to develop and automate day-to-day tasks. Recruiters might be able to take a great deal of repeated things off their plates and concentrate on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started utilizing numerous AI-powered tools in recruitment, always guaranteeing ethical practices, of course. Learning the needed triggers not just made my task much easier, but also showed extremely remarkable. Embracing ethical AI tools entirely changed my technique to recruitment: Automated Resume Screening: quickly matching candidate qualifications with task requirements. Chatbot assistance: guides candidates, responses FAQs, and schedules interviews flawlessly.

In 2023, we experienced the growth of the requirement to headhunt skills instead of fill the roles of actively applying people. At the exact same time, the increased circulation of applying prospects looked like a positive change, however in fact, it did more work in terms of the need to respond to everybody, evaluate each profile’s viability to the role and send more rejection emails.

The efficiency increase that the AI and automation tools supplied enabled us to make the procedure quicker and more consistent. We accomplished an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the very same time – an increase in staff member 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 finest candidate experience by utilizing automations and AI.

Tools you need for successful recruitment in 2024

Recruiters without updated tools and software application have a clear drawback compared to the ones who have adopted an extensive tech stack.

All the specialists who reacted to our study discussed having a good and contemporary ATS as the first must-have tool in 2024.

Teamdash is recruitment software developed by recruiters for recruiters, and we know how irritating it is dealing with innovation that does not fit your workflows.

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That’s why Teamdash is highly customisable and consists of various automation possibilities and (AI-powered) tools that make your work simpler – an interview scheduler, a task advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing alternatives, to name a few. The recruitment control panel gives you a birds-eye overview of your whole recruitment procedure. The Recruitment Performance tab gives you a visual overview of essential recruitment metrics so you can be more tactical in your daily work.

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

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

My must-have tools are Proficient at, Chat GPT (or comparable), and LinkedIn.

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

For employers in 2024, must-have tools consist of advanced AI-driven Applicant Tracking Systems, sophisticated candidate assessment software, varied and inclusive task advertising platforms, information analytics tools for skill acquisition insights, and virtual reality user interfaces for immersive prospect experiences, emphasising effectiveness, 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 need to master them all, but get a great grounding on triggers 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 Group

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

Rethinking and revamping your company brand name to adjust to the modifications

The nature of work and the expectations towards the workplace and employer have actually substantially shifted in the previous years. There is also a generational change in the workforce – Gen Z is going into the labor force as a part of the Boomer generation is retiring.

To maintain and exceed these expectations and keep hiring and keeping leading talent, companies need to reconsider their company brand name and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto principle uses in their user base – 20% of the very best employers get 80% of the applicants. No employer wishes to lose out on employing the best skill.

To turn into one of the very best, employment transparency is expected throughout all stages of the talent strategy. This suggests leveraging the best technology and tools to support human proficiencies and building a strong employer brand name based on them.

Diversity (DEI), flexibility, openness 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 need for the office on a versatile basis has picked up. While fully remote and remote-first opportunities stay dominant amongst jobseekers, hybrid functions are ending up being progressively popular.

Our Q3 Flexible Working Index (a report which tracks progressing patterns throughout the flexible tasks market) revealed a sharp shift far from remote work amongst employers – totally remote roles accounted for just 4% of task posts between July and September, usually.

Meanwhile, jobseekers’ need for remote work stays strong, however our information shows that the more versatility companies use staff around working locations, the more popular they are amongst prospects.

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

The timeless Mon-Fri is taking a rear seat. A growing number of business are presenting 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 increased, with an average of 47.4% of Flexa users listing it as their favored method of working throughout October. During the very same period, 37.5% picked 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 company brand whilst recruitment is low is KEY! You require to be continuously sharing things with your audience so when recruitment picks back up you are not essentially beginning from scratch. Technology will permit you to genuinely make data-driven decisions whilst being able to track prospects, elevate your company branding and 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 current workforce and working with new employees to fill the skill spaces.

This also indicates employers should adjust their abilities to match the requirements. Recruiters need a mix of excellent soft skills and tough skills to be effective in 2024 and beyond. A successful recruiter in 2024 is a terrific communicator and facilitator who understands how to offer the function and the business, works with information and stats to believe tactically, and adapts quickly to the changes in the market.

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

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

We more than happy to see that Teamdash users are actively dealing with the data available for them in the Recruitment performance tab and have actually made inspecting it a part of their everyday regimen. This has helped them find brand-new methods to improve the procedure and automate tiresome tasks, making more time for activities that create value.

The brand-new skillset lines up with the obstacles that 2023 has brought and will continue to 2024.

– We have seen an increase in the number of candidates but still have troubles getting sufficient certified prospects;
– We require to cut or handle recruitment costs to remain on top of the economic scenario worldwide;
– For more powerful employer brands, we require much better interaction throughout companies, and collaboration with working with supervisors is especially important.

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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 state that a good recruiter should stay up to date with the patterns, understand the target group, and understand how to connect to them. Also, there needs to be a little a salesman in every recruiter, in an excellent way.

The most crucial skills for an employer in 2024 are:

Business partnering and consultancy skills. The ability to participate in significant discussions and create partnerships with hiring supervisors and stakeholders is vital. We must first cultivate a wealth of service acumen and abilities within ourselves to genuinely work as invaluable organization partners. It includes comprehending our company goals, preemptively building talent pools, and preventing last-minute firefighting. Stepping into an intake call with talent market mapping results guides the discussion. It lines up expectations at the right level, making the next actions more pleasurable for ourselves, employing supervisors, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven procedures has persisted, couple of have completely embraced these concepts. Predicting what’s ahead of us becomes an essential skill amongst TA specialists and assists us construct meaningful collaborations with our stakeholders. The upcoming years signify a concrete shift, requiring fundamental modification when it concerns time-based metrics, however not only. Integrating Talent and Talent Intelligence into resource planning is ending up being the standard even before recruitment activities begin. Balancing the internal and external perspectives ensures that we keep up with modifications and stay half a step ahead. As the data subject requires to expand, storytelling abilities take centre stage-because information 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 must embrace and utilize recruitment automation, construct assessment skills, and increase internal mobility in 2024. Recruiters require to understand their teams’ skills and capabilities extensive to build a thorough group’s evaluation picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will end up being increasingly crucial as candidates utilize AI tools to produce significantly 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.

One thing is for sure: AI and automation will play a helping role for employers – customised interaction, and the human element will always remain the leading players 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 insightful session with stats and skilled forecasts 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 many skill acquisition teams lean. Recruitment groups and experts require to learn and reevaluate how to provide more with less. Balancing the demands of company needs while ensuring personal wellness is vital to fight the prevalent difficulty of recruitment burnout in the year ahead. Remember, it is very important that your cup is full as well.

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, business need to be conscious of constructing their authentic employer brand names completely and taking excellent care of their existing employees. Prioritizing the wellness and engagement of present workers becomes not just a business duty but a strategic imperative to restore and fortify trust in the hiring 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 openness and utilisation of employer branding. Both go hand-in-hand and are incredibly crucial to effectively employing and keeping leading skill – specifically as they help build trust amongst prospects and workers.

And there’s so much information to back this up. For example, LinkedIn’s Employer Brand stats state that 75% of task applicants consider a company’s brand before even obtaining a task.
In a study of 1,000 workers, Visier discovered 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 employees to speak out”.
And information from Deloitte exposed that relied on companies outshine their peers by up to 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of interruption from generative AI. We are visiting excellent recruiters utilizing AI to make their tasks easier and enhance a lot of their menial, employment admin-intensive tasks in 2024. We are likewise going to see a great deal of lazy employers terribly using Generative AI tools. We should bear in mind that no one speaks like ChatGPT, so we can not just throw up material 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 jobs and improve candidate experience with a more personal approach.
Pay transparency: being more transparent about pay is getting a lot of appeal; companies need to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More talent is available: Due to lots of layoffs and instability in the tech sector, there’s more talent offered. So companies who can work with now have the possibility of having really top quality individuals who are faithful to them.
DEI in hiring: business emphasise variety recruitment and unconscious predisposition.