Recruitment Trends in 2025 – Predictions From 15 Experts

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

We asked 15 recruitment industry 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 considerable modifications in recruitment in 2023, the words appearing in the word cloud were AI, automation and the modifications in skills and employer branding.

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

The increase of AI and automation in recruitment

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

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

We just recently celebrated one year of ChatGPT – the notorious AI tool discussed at every dinner table this year. ChatGPT and other AI tools are utilized by both employers and candidates, raising issues about how it affects the recruitment procedure and employment how to preserve ethical and human consider the decision-making.

At Teamdash, our philosophy has actually constantly been that the employer must be at the steering wheel and in control, and innovation is just a car to arrive faster, much safer and more conveniently. And it needs to carry on and employment be transparent in the recruitment efficiency metrics.

AI resembles 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 actually been a fairly early adopter of Expert system. AI assists employers to work smarter, not harder, automate repetitive tasks, make it faster and easier to source prospects, write task ads, employment launch company branding campaigns, and engage with prospects, to name just a few. AI continues to develop and automate day-to-day tasks. Recruiters might have the ability to take a great deal of repetitive 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 guaranteeing ethical practices, obviously. Learning the necessary prompts not just made my job simpler, however also proved exceptionally fascinating. Embracing ethical AI tools completely transformed my method to recruitment: Automated Resume Screening: swiftly matching candidate certifications with job requirements. Chatbot help: guides prospects, answers FAQs, and schedules interviews effortlessly.

In 2023, we experienced the development of the need to headhunt skills rather than fill the roles of actively applying people. At the same time, the increased flow of applying candidates seemed like a positive modification, but actually, it did more operate in regards to the need to reply to everyone, evaluate each profile’s suitability to the role and send out more rejection e-mails.

The effectiveness boost that the AI and automation tools supplied allowed us to make the process much faster and more constant. We achieved 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 employing rates, you require to make sure the very best prospect experience by utilizing automations and AI.

Tools you need for successful recruitment in 2024

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

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

Teamdash is recruitment software built by recruiters for employers, and we understand 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 different 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 speaking with options, among others. The recruitment control panel offers you a birds-eye overview of your whole recruitment procedure. The Recruitment Performance tab gives you a visual introduction of vital recruitment metrics so you can be more strategic in your daily work.

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

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

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, sophisticated prospect assessment software application, varied and inclusive job marketing platforms, data analytics tools for talent acquisition insights, and virtual reality user interfaces for immersive prospect 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 lots of employers not maximizing technology. You do not have to master them all, but get an excellent grounding on triggers and recognition as a minimum. AI is as trustworthy 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 employment templates to make daily jobs much faster.

Rethinking and revamping your employer brand name to adjust to the changes

The nature of work and the expectations towards the office and employer have significantly moved in the previous years. There is also a generational change in the labor force – Gen Z is entering the workforce as a part of the Boomer generation is retiring.

To maintain and exceed these expectations and keep employing and keeping leading skill, companies have to reassess 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 best companies get 80% of the applicants. No employer wants to lose out on working with the best talent.

To become one of the very best, transparency is expected throughout all phases of the skill strategy. This indicates leveraging the best innovation and tools to support human proficiencies and developing a strong employer brand based upon them.

Diversity (DEI), flexibility, openness and the rise of relatable organisations are the keywords in focus for company brand names 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 totally remote and remote-first chances stay dominant among jobseekers, hybrid functions are becoming significantly popular.

Our Q3 Flexible Working Index (a report which tracks developing trends throughout the versatile tasks market) exposed a sharp shift far from remote work amongst companies – completely remote roles accounted for just 4% of task posts between July and September, on average.

Meanwhile, jobseekers’ need for remote work remains strong, but our information reveals that the more flexibility companies offer staff around working places, the more popular they are amongst prospects.

– Secondly, the standard work week has significantly developed over the past year.

The classic Mon-Fri is taking a backseat. A growing number of business are presenting an alternative method, which 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 actually increased, with an average of 47.4% of Flexa users listing it as their favored method of working during October. During the exact same duration, 37.5% chosen 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 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 basically going back to square one. Technology will permit you to really make data-driven choices whilst having the ability to track prospects, raise your company branding and master recruitment marketing.

Recruiter skillset in 2024

In the last few years, we have seen a lift in ability- and value-based hiring. Companies are now actively upskilling their existing labor force and working with brand-new workers to fill the ability spaces.

This also suggests recruiters must adapt their skills to match the requirements. Recruiters need a mix of outstanding soft abilities and difficult skills to be successful in 2024 and beyond. A successful recruiter in 2024 is a terrific communicator employment and facilitator who knows how to offer the role and the company, works with data and to think strategically, and adapts quickly to the changes in the market.

Again, proactively dealing with developing these skills further and utilizing innovation helps stay on top of the recruitment video game.

In the previous couple of years, we have actually seen recruitment becoming a growing number of tactical and data-driven. HR professionals have become the leaders of this shift and the new talent strategies.

We more than happy to see that Teamdash users are actively working with the data readily available for them in the Recruitment performance tab and have made inspecting it a part of their daily regimen. This has helped them discover brand-new ways to enhance the procedure and automate tiresome jobs, making more time for activities that produce worth.

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

– We have actually seen an increase in the variety of candidates but still have difficulties getting sufficient qualified prospects;
– We require to cut or handle recruitment costs to remain on top of the financial circumstance on the planet;
– For more powerful employer brands, we require much better interaction throughout companies, and partnership with hiring managers is especially crucial.

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Riin Soostar, Senior HR Business Partner at Circle K Eesti

It is important to automate as much administrative work as possible so the recruitment procedure is as effective and top quality as possible. Recruiting is getting more technical with every year. I ´ d state that an excellent employer should keep up with the patterns, know the target group, and understand how to reach out to them. Also, there needs to be a bit of a salesman in every recruiter, in a great way.

The most crucial abilities for an employer in 2024 are:

Business partnering and consultancy abilities. The ability to engage in significant discussions and create collaborations with hiring managers and stakeholders is paramount. We need to first cultivate a wealth of service acumen and skills within ourselves to truly work as important organization partners. It includes understanding our service objectives, preemptively developing skill swimming pools, and avoiding last-minute firefighting. Entering an intake call with skill market mapping results guides the discussion. It lines up expectations at the right level, making the next steps more enjoyable for ourselves, employing supervisors, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven procedures has actually continued, couple of have wholeheartedly welcomed these principles. Predicting what leads us ends up being a crucial ability among TA professionals and helps us develop significant collaborations with our stakeholders. The approaching years signal a tangible shift, requiring fundamental modification when it pertains to time-based metrics, but not just. Integrating Talent Analytics and Talent Intelligence into resource planning is becoming the requirement even before recruitment activities begin. Balancing the internal and external perspectives ensures that we keep up with modifications and remain half an action ahead. As the information subject requires to expand, storytelling skills take centre stage-because data holds a crucial story, and we remain in the lead of composing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters need to welcome and leverage recruitment automation, construct assessment skills, and boost internal movement in 2024. Recruiters need to comprehend their groups’ skills and capabilities extensive to build an extensive group’s evaluation picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will end up being increasingly important as candidates use AI tools to develop significantly strong CVs.

What will 2024 bring into recruiting?

We will see how many of these trends and obstacles pointed out bring over to 2024.

One thing is for sure: AI and automation will play a helping role for employers – personalised communication, and the human factor will constantly stay the leading players for both recruiters and candidates.

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

The end-of-the-year webinar “Key patterns and changes 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 available on need on Livestorm.

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

2023 has left lots of skill acquisition groups lean. Recruitment groups and professionals require to find out and review how to deliver more with less. Balancing the needs of organization needs while making sure individual wellness is vital to combat the prevalent obstacle of recruitment burnout in the year ahead. Remember, it is necessary that your cup is complete also.

The second one would be trust. 2023 was notorious for the number of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, business require to be mindful of constructing their authentic employer brands inside out and taking good care of their existing workers. Prioritizing the well-being and engagement of present staff members becomes not simply a business responsibility but a strategic necessary to reconstruct and employment 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 a lot more transparency and utilisation of employer branding. Both go hand-in-hand and are very essential to effectively employing and employment keeping top skill – especially as they assist construct trust amongst candidates and staff members.

And there’s so much data to back this up. For instance, LinkedIn’s Employer Brand stats mention that 75% of task candidates consider a company’s brand name before even obtaining a job.
In a study of 1,000 staff members, Visier found that 90% trust their employer. When asked why, 65% said, “They normally inform me the reality”, 52% said, “They’re transparent about business policies and practices”, and 38% stated, “They encourage workers to speak up”.
And information from Deloitte exposed that trusted business exceed their peers by as much as 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of disruption from generative AI. We are visiting great employers utilizing AI to make their tasks easier and streamline a lot of their routine, admin-intensive tasks in 2024. We are likewise visiting a lot of lazy recruiters severely using Generative AI tools. We must remember that nobody speaks like ChatGPT, so we can not simply regurgitate 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 candidate experience with a more individual technique.
Pay openness: being more transparent about pay is acquiring a great deal of appeal; companies need to prepare to be able to fulfill 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 available. So business who can hire now have the possibility of having very top quality people who are devoted to them.
DEI in hiring: business stress diversity recruitment and unconscious bias.