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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 experts to consider how 2023 will enter into the history books and what you can take along with you for 2024.

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

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

The rise of AI and automation in recruitment

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

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

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

At Teamdash, our viewpoint has actually always been that the employer ought to be at the steering wheel and in control, and innovation is simply a vehicle to get there quicker, more secure and more easily. And it must bring on and be transparent in the recruitment efficiency 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 fairly early adopter of Artificial Intelligence. AI assists recruiters to work smarter, not harder, automate repeated jobs, make it faster and simpler to source prospects, write task ads, launch employer branding projects, and engage with prospects, to name just a few. AI continues to evolve and automate everyday jobs. Recruiters might have the ability to take a great deal of recurring things off their plates and concentrate on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started using numerous AI-powered tools in recruitment, employment always ensuring ethical practices, naturally. Learning the essential prompts not just made my job much easier, but also proved extremely fascinating. Embracing ethical AI tools completely transformed my approach to recruitment: Automated Resume Screening: swiftly matching candidate qualifications with job requirements. Chatbot support: guides candidates, responses FAQs, and schedules interviews perfectly.

In 2023, we experienced the growth of the need to headhunt skills instead of fill the functions of actively applying individuals. At the very same time, the increased flow of using candidates seemed like a positive change, but in fact, it did more operate in regards to the need to respond to everybody, examine each profile’s suitability to the role and send out more rejection e-mails.

The performance boost that the AI and automation tools provided allowed us to make the procedure quicker and more constant. We achieved an improvement in the Time to Hire metric and the drop in Voluntary Turnover, employment and, at the very same time – an increase 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 guarantee the best candidate experience by using automations and AI.

Tools you need for effective recruitment in 2024

Recruiters without up-to-date tools and software application have a clear downside compared to the ones who have adopted an extensive tech stack.

All the experts who responded to our study mentioned having a good and modern ATS as the very first must-have tool in 2024.

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

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That’s why Teamdash is extremely customisable and includes different automation possibilities and (AI-powered) tools that make your work easier – an interview scheduler, a job ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with choices, to call a few. The recruitment dashboard gives you a birds-eye summary of your entire recruitment process. The Recruitment Performance tab offers you a visual introduction of vital recruitment metrics so you can be more strategic in your everyday work.

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

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

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 employers in 2024, must-have tools include sophisticated AI-driven Applicant Tracking Systems, advanced candidate assessment software application, varied and inclusive job marketing platforms, data analytics tools for talent acquisition insights, and virtual truth user interfaces for immersive prospect experiences, stressing 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 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 reputable 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 day-to-day tasks faster.

Rethinking and upgrading your employer brand to adjust to the modifications

The nature of work and the expectations towards the office and employer have actually substantially moved in the past years. There is likewise a generational change in the workforce – Gen Z is entering the workforce as a part of the Boomer generation is retiring.

To maintain and exceed these expectations and keep hiring and maintaining leading talent, 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 applies in their user base – 20% of the finest companies get 80% of the applicants. No employer wishes to miss out on out on working with the finest skill.

To turn into one of the very best, transparency is anticipated throughout all phases of the skill method. This suggests leveraging the ideal innovation and tools to support human proficiencies and constructing a strong employer brand name based on them.

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

We’ve seen a lot of modification throughout 2023.

– Firstly, the demand for the office on a flexible basis has actually rebounded. While fully remote and remote-first chances remain dominant amongst jobseekers, hybrid functions are becoming increasingly popular.

Our Q3 Flexible Working Index (a report which tracks progressing trends throughout the flexible jobs market) exposed a sharp shift far from remote work among companies – completely remote functions accounted for just 4% of job posts between July and September, usually.

Meanwhile, jobseekers’ need for remote work remains strong, but our information shows that the more versatility companies offer staff around working areas, employment the more popular they are amongst prospects.

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

The traditional 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 escalated, with an average of 47.4% of Flexa users noting it as their favored method of working throughout October. During the very 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 name whilst recruitment is low is KEY! You require to be constantly sharing things with your audience so when recruitment selects back up you are not essentially starting from scratch. Technology will permit you to genuinely make data-driven choices whilst being able to track candidates, elevate your employer branding and master recruitment marketing.

Recruiter skillset in 2024

In the last few years, we have actually seen a lift in ability- and value-based hiring. Companies are now actively upskilling their current workforce and working with brand-new staff members to fill the ability spaces.

This likewise means employers need to adjust their abilities to match the requirements. Recruiters need a mix of outstanding soft abilities and tough skills to be successful in 2024 and beyond. A successful recruiter in 2024 is a terrific communicator and facilitator who understands how to offer the role and the company, deals with information and stats to believe tactically, and adapts rapidly to the changes in the market.

Again, proactively working on establishing these skills even more and utilizing technology assists remain on top of the recruitment video game.

In the previous few years, we have seen recruitment becoming a growing number of strategic and data-driven. HR professionals have become the leaders of this shift and the new talent methods.

We’re happy to see that Teamdash users are actively dealing with the data available for them in the Recruitment performance tab and have made inspecting it a part of their day-to-day routine. This has actually helped them find new methods to enhance the procedure and automate laborious tasks, making more time for activities that develop value.

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

– We have actually seen an increase in the variety of candidates however still have troubles getting adequate qualified prospects;
– We require to cut or handle recruitment expenses to stay on top of the economic circumstance on the planet;
– For more powerful company brands, we need better communication throughout companies, and partnership with hiring supervisors is specifically essential.

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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 is as effective and high-quality as possible. Recruiting is getting more technical with every year. I ´ d state that a good recruiter needs to keep up with the patterns, understand the target group, and know how to connect to them. Also, there has to be a little bit of a salesman in every employer, in a great way.

The most important skills for an employer in 2024 are:

Business partnering and consultancy skills. The ability to participate in significant conversations and create partnerships with employing supervisors and stakeholders is vital. We must initially cultivate a wealth of organization acumen and abilities within ourselves to truly function as vital business partners. It includes comprehending our organization objectives, preemptively constructing skill pools, and avoiding last-minute firefighting. Entering a consumption call with skill market mapping results guides the conversation. It lines up expectations at the ideal level, making the next actions more enjoyable for ourselves, working with supervisors, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has actually persisted, couple of have completely welcomed these principles. Predicting what’s ahead of us ends up being a crucial skill among TA experts and assists us build meaningful partnerships with our stakeholders. The upcoming years signal a concrete shift, demanding fundamental modification when it concerns time-based metrics, but not just. Integrating Talent Analytics and Talent Intelligence into resource planning is becoming the standard even before recruitment activities begin. Balancing the internal and external point of views makes sure that we keep up with changes and stay half an action ahead. As the information topic needs 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 leverage recruitment automation, construct evaluation abilities, and boost internal movement in 2024. Recruiters need to understand their teams’ skills and abilities extensive to develop an extensive group’s assessment photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

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

What will 2024 bring into recruiting?

We will see how numerous of these trends and difficulties mentioned rollover to 2024.

One thing is for sure: AI and automation will play a helping function for recruiters – personalised interaction, and the human factor will always remain the leading gamers for both employers and prospects.

We are excited 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 insightful session with statistics and expert forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is offered as needed 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 teams lean. Recruitment groups and experts need to learn and reassess how to deliver more with less. Balancing the demands of service requirements while guaranteeing individual well-being is important to fight the prevalent challenge of recruitment burnout in the year ahead. Remember, it is essential that your cup is complete also.

The second one would be trust. 2023 was notorious for the variety of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, companies need to be mindful of developing their genuine company brand names inside out and taking great care of their present workers. Prioritizing the well-being and engagement of existing staff members becomes not simply a corporate obligation but a tactical crucial to reconstruct and strengthen rely on the employing landscape.

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

As attitudes and understanding continue to sway in the best direction, I hope 2024 will bring a lot more transparency and utilisation of company branding. Both go hand-in-hand and are exceptionally essential to successfully working with and maintaining top skill – especially as they help construct trust among candidates and employees.

And there’s so much information to back this up. For instance, LinkedIn’s Employer Brand data specify that 75% of job applicants think about an employer’s brand name before even getting a job.
In a survey of 1,000 workers, Visier discovered that 90% trust their employer. When asked why, 65% said, “They usually inform me the truth”, 52% stated, “They’re transparent about company policies and practices”, and 38% stated, “They encourage employees to speak out”.
And data from Deloitte exposed that relied on business exceed their peers by as much as 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of disturbance from generative AI. We are visiting great employers using AI to make their jobs easier and simplify a great deal of their menial, admin-intensive tasks in 2024. We are likewise visiting a lot of lazy recruiters terribly utilizing Generative AI tools. We must remember that nobody speaks like ChatGPT, so we can not simply regurgitate content and pass it off as our own. Personalisation will be key for us to stay Human.

Hiie-Liin Tamm, Recruitment Lead at Scoro

More automation in recruitment: Using more AI in recruitment to support manual jobs and enhance prospect experience with a more personal approach.
Pay openness: being more transparent about pay is acquiring a lot of appeal; companies require 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 instability in the tech sector, there’s more skill readily available. So companies who can hire now have the possibility of having very top quality people who are devoted to them.
DEI in hiring: companies stress variety recruitment and unconscious bias.