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 experts 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 modifications in recruitment in 2023, the words appearing in the word cloud were AI, automation and the changes in skills and employer branding.

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

The increase of AI and automation in recruitment

The concentrate on automation has appeared in the past years, and rightfully so. Recruitment innovation is more readily available, available and versatile than ever.

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

We recently celebrated one year of ChatGPT – the notorious AI tool pointed out at every table this year. ChatGPT and employment other AI tools are utilized by both recruiters and prospects, raising concerns about how it impacts the recruitment process and how to preserve ethical and human consider the decision-making.

At Teamdash, our viewpoint has actually constantly been that the employer ought to be at the steering wheel and in control, and innovation is simply a lorry to arrive quicker, safer and more conveniently. And it must continue and be transparent in the recruitment efficiency metrics.

AI is like your co-pilot – you remain in control, providing commands and making the decisions.

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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 Artificial Intelligence. AI assists recruiters to work smarter, not harder, automate repetitive tasks, make it faster and easier to source prospects, compose job ads, launch employer branding projects, and engage with candidates, to name simply a couple of. AI continues to progress and automate everyday jobs. Recruiters may have the ability to take a lot of recurring things off their plates and concentrate on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started utilizing numerous AI-powered tools in recruitment, constantly ensuring ethical practices, obviously. Learning the needed prompts not just made my task much easier, however likewise proved extremely interesting. Embracing ethical AI tools totally changed my method to recruitment: Automated Resume Screening: swiftly matching prospect credentials with job requirements. Chatbot assistance: guides candidates, answers FAQs, and schedules interviews perfectly.

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 using prospects seemed like a positive change, however actually, employment it did more work in regards to the requirement to respond to everyone, evaluate each profile’s suitability to the role and send more rejection e-mails.

The effectiveness boost that the AI and automation tools provided allowed us to make the process quicker and more constant. We achieved an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the exact same time – a boost in employee 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 need to make sure the best candidate experience by utilizing automations and AI.

Tools you need for effective recruitment in 2024

Recruiters without current tools and software application have a clear downside compared to the ones who have adopted a thorough tech stack.

All the professionals who reacted to our study discussed having an excellent and modern-day ATS as the very first must-have tool in 2024.

Teamdash is recruitment software built by employers for recruiters, and we understand how irritating it is dealing with innovation 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 task ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with alternatives, among others. The recruitment control panel offers you a birds-eye overview of your whole recruitment procedure. The Recruitment Performance tab offers you a visual introduction of important recruitment metrics so you can be more tactical in your daily work.

We covered picking the best ATS for your needs and business at one of our webinars in 2023. You can enjoy it on demand on Livestorm.

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

My must-have tools are Good ATS, 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 include innovative AI-driven Applicant Tracking Systems, sophisticated candidate assessment software, varied and inclusive task marketing platforms, employment data analytics tools for skill acquisition insights, and virtual reality user interfaces for immersive candidate experiences, emphasising 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 too many recruiters not maximizing innovation. You do not have to master them all, however get a great grounding on triggers and validation 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 design templates to make daily tasks quicker.

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

The nature of work and the expectations towards the work environment and company have actually significantly moved in the previous years. There is likewise a generational change in the workforce – Gen Z is getting in the workforce as a part of the Boomer generation is retiring.

To keep up and go beyond these expectations and keep working with and maintaining leading skill, companies need to reassess their company brand name and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto concept uses 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 skill.

To become one of the finest, employment transparency is anticipated throughout all phases of the skill strategy. This indicates leveraging the right innovation and tools to support human competencies and employment building a strong company brand based upon them.

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

We’ve seen a lot of change throughout 2023.

– Firstly, the demand for the workplace on a flexible basis has made a comeback. While totally remote and remote-first opportunities remain dominant amongst jobseekers, hybrid functions are becoming progressively popular.

Our Q3 Flexible Working Index (a report which tracks developing trends across the versatile jobs market) revealed a sharp shift far from remote work amongst employers – totally remote roles represented just 4% of job posts in between July and September, on average.

Meanwhile, jobseekers’ demand for remote work remains strong, but our data shows that the more flexibility companies use staff around working areas, the more popular they are amongst candidates.

– Secondly, the traditional work week has actually substantially progressed over the previous year.

The timeless Mon-Fri is taking a rear seat. Increasingly more companies are presenting an alternative technique, 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 actually skyrocketed, with approximately 47.4% of Flexa users listing it as their preferred way of working throughout October. During the exact same period, 37.5% picked the 4.5-day week as their choice, and 14.1% specified 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 selects back up you are not basically beginning from scratch. Technology will permit you to genuinely make data-driven choices whilst being able to track candidates, raise your employer branding and master recruitment marketing.

Recruiter skillset in 2024

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

This likewise indicates employers must adjust their skills to match the requirements. Recruiters require a mix of excellent soft skills and difficult abilities to be successful in 2024 and beyond. An effective employer in 2024 is a fantastic communicator and facilitator who knows how to sell the function and the business, works with data and data to think tactically, and adapts rapidly to the changes in the market.

Again, proactively dealing with developing these abilities further and utilizing technology assists remain on top of the recruitment video game.

In the previous couple of years, we have seen recruitment ending up being increasingly more strategic and data-driven. HR experts have become the leaders of this shift and the brand-new skill techniques.

We enjoy to see that Teamdash users are actively working with the information offered for them in the Recruitment efficiency tab and have actually made inspecting it a part of their daily regimen. This has actually assisted them find new methods to enhance the procedure and automate laborious jobs, making more time for activities that develop worth.

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

– We have seen an increase in the variety of prospects however still have troubles getting adequate certified prospects;
– We require to cut or manage recruitment expenses to remain on top of the financial circumstance worldwide;
– For stronger company brands, we require better communication across business, and collaboration with hiring managers is especially crucial.

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Riin Soostar, Senior HR Business Partner at Circle K Eesti

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

The most crucial skills for an employer in 2024 are:

Business partnering and consultancy abilities. The capability to take part in meaningful conversations and create collaborations with hiring supervisors and stakeholders is paramount. We must initially cultivate a wealth of organization acumen and abilities within ourselves to really work as important organization partners. It includes comprehending our service goals, preemptively developing skill pools, and preventing last-minute firefighting. Stepping into an intake call with talent market mapping results guides the discussion. It aligns expectations at the right level, making the next actions more satisfying for ourselves, working with supervisors, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven procedures has continued, few have totally embraced these concepts. Predicting what leads us becomes an essential ability among TA professionals and helps us build significant collaborations with our stakeholders. The approaching years indicate a tangible shift, requiring basic modification when it concerns time-based metrics, but not only. Integrating Talent Analytics and Talent Intelligence into resource planning is becoming the standard even before recruitment activities begin. Balancing the internal and external viewpoints ensures that we keep up with changes and stay half a step ahead. As the information topic requires to broaden, storytelling skills 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 need to welcome and take advantage of recruitment automation, develop assessment abilities, employment and boost internal mobility in 2024. Recruiters require to comprehend their teams’ skills and capabilities extensive to develop a detailed team’s assessment image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will become increasingly important as prospects use AI tools to develop increasingly strong CVs.

What will 2024 bring into recruiting?

We will see how numerous of these patterns and challenges mentioned bring over to 2024.

Something is for sure: AI and automation will play an assisting function for employers – personalised interaction, and the human factor will always stay the leading gamers for both employers and prospects.

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

The end-of-the-year webinar « Key trends and changes in recruitment for 2024 » was an informative session with statistics 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 actually left lots of skill acquisition teams lean. Recruitment groups and professionals need to find out and reevaluate how to provide more with less. Balancing the needs of company requirements while guaranteeing personal well-being is necessary to combat the prevalent difficulty of recruitment burnout in the year ahead. Remember, it is very important that your cup is complete also.

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 candidates side. Therefore, companies require to be conscious of constructing their genuine employer brands completely and taking good care of their existing workers. Prioritizing the wellness and engagement of present workers becomes not simply a business obligation however a tactical crucial to restore and fortify trust in the working with landscape.

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

As mindsets and comprehending continue to sway in the right direction, I hope 2024 will bring a lot more openness and utilisation of company branding. Both go hand-in-hand and are extremely essential to effectively working with and maintaining top talent – particularly as they help develop trust among prospects and employees.

And there’s a lot data to back this up. For example, LinkedIn’s Employer Brand stats state that 75% of task seekers think about an employer’s brand before even obtaining a task.
In a study of 1,000 staff members, Visier discovered that 90% trust their company. When asked why, 65% said, « They generally inform me the reality », 52% said, « They’re transparent about business policies and practices », and 38% stated, « They encourage staff members to speak out ».
And data from Deloitte exposed that relied on companies outperform their peers by as much as 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of disturbance from generative AI. We are visiting great employers utilizing AI to make their tasks simpler and improve a lot of their routine, admin-intensive jobs in 2024. We are also visiting a great deal of lazy employers terribly using Generative AI tools. We must keep in mind that nobody speaks like ChatGPT, so we can not simply spit 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 enhance candidate experience with a more personal method.
Pay openness: being more transparent about pay is getting a great deal of popularity; companies need to prepare to be able to satisfy the requirements of the European Parliament Pay Transparency Directive.
More talent is readily available: Due to great deals of layoffs and instability in the tech sector, there’s more talent readily available. So companies who can work with now have the possibility of having really high-quality individuals who are faithful to them.
DEI in hiring: business stress diversity recruitment and unconscious bias.