Recruitment Trends in 2025 – Predictions From 15 Experts

We are approaching the end 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 popping up in the word cloud were AI, automation and the modifications in skills and employer branding.

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

The rise of AI and automation in recruitment

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

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

We just recently celebrated one year of ChatGPT – the notorious AI tool mentioned at every supper table this year. ChatGPT and other AI tools are utilized by both recruiters and candidates, raising concerns about how it impacts the recruitment procedure and how to maintain ethical and human consider the decision-making.

At Teamdash, our approach has actually constantly been that the recruiter needs to be at the steering wheel and in control, and technology is just a vehicle to arrive much faster, safer and more conveniently. And it must bring on and be transparent in the recruitment efficiency metrics.

AI is like your co-pilot – you remain in control, offering 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 actually been a relatively early adopter of Artificial Intelligence. AI assists recruiters to work smarter, not harder, automate repeated jobs, make it faster and simpler to source candidates, compose task ads, launch employer branding projects, and engage with candidates, to name simply a few. AI continues to evolve and automate day-to-day tasks. Recruiters might have the ability to take a great deal of repeated things off their plates and focus on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started using several AI-powered tools in recruitment, constantly guaranteeing ethical practices, obviously. Learning the required prompts not only made my task easier, however likewise proved incredibly interesting. Embracing ethical AI tools completely changed my technique to recruitment: Automated Resume Screening: swiftly matching prospect certifications with job requirements. Chatbot support: guides candidates, answers FAQs, and schedules interviews seamlessly.

In 2023, we experienced the development of the requirement to headhunt skills rather than fill the functions of actively applying individuals. At the very same time, the increased circulation of using candidates seemed like a favorable modification, but in fact, it did more operate in terms of the requirement to respond to everyone, evaluate each profile’s viability to the role and send out more rejection e-mails.

The performance increase that the AI and automation tools provided permitted us to make the process faster and more consistent. We achieved an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the same time – a boost in staff member NPS.

Lauryna Gireniene, Head of Talent Acquisition at Nord Security

In 2023 our hiring rate from applicants increased by 25% – to increase hiring rates, you need to guarantee the very best prospect experience by utilizing automations and AI.

Tools you need for effective recruitment in 2024

Recruiters without updated tools and software have a clear disadvantage compared to the ones who have embraced a detailed tech stack.

All the experts who responded to our study pointed out having an excellent and modern-day ATS as the very first must-have tool in 2024.

Teamdash is recruitment software application developed by employers for recruiters, and we know how annoying it is dealing with technology that does not fit your workflows.

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That’s why Teamdash is highly customisable and includes various automation possibilities and (AI-powered) tools that make your work much easier – an interview scheduler, a task ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with options, among others. The recruitment control panel gives you a birds-eye overview of your entire recruitment procedure. The Recruitment Performance tab gives you a visual overview of important recruitment metrics so you can be more strategic in your daily work.

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

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

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, essential tools consist of sophisticated AI-driven Applicant Tracking Systems, advanced candidate evaluation software application, varied and inclusive job marketing platforms, information analytics tools for talent acquisition insights, and virtual truth user interfaces for immersive candidate experiences, emphasising performance, 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 numerous recruiters not making the most of innovation. You do not have to master them all, but get a good grounding on triggers and validation 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 day-to-day jobs quicker.

Rethinking and upgrading your employer brand name to adapt to the modifications

The nature of work and the expectations towards the office and company have actually significantly moved in the previous years. There is likewise a generational modification in the labor force – Gen Z is going into the labor force as a part of the Boomer generation is retiring.

To keep up and exceed these expectations and keep employing and maintaining leading skill, employers need to rethink 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 companies get 80% of the candidates. No employer wishes to miss out on out on working with the finest skill.

To turn into one of the best, openness is expected throughout all phases of the skill strategy. This implies leveraging the right innovation and tools to support human proficiencies and constructing a strong company brand name based upon 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 great deal of change throughout 2023.

– Firstly, the need for the office on a flexible basis has made a resurgence. While fully remote and remote-first chances stay 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 – fully remote functions accounted for just 4% of task posts in between July and September, usually.

Meanwhile, jobseekers‘ need for remote work stays strong, but our information shows that the more versatility business provide staff around working locations, the more popular they are amongst candidates.

– Secondly, the standard work week has substantially progressed over the past year.

The classic Mon-Fri is taking a backseat. Increasingly more companies are presenting an alternative method, 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 way of working throughout October. During the very same duration, 37.5% selected the 4.5-day week as their choice, 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 allow you to genuinely make data-driven decisions whilst being able to track candidates, elevate your employer 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 existing labor employment force and working with brand-new staff members to fill the ability spaces.

This likewise means recruiters need to adapt their skills to match the requirements. Recruiters require a mix of outstanding soft abilities and hard abilities to be effective in 2024 and beyond. A successful employer in 2024 is a fantastic communicator and facilitator who understands how to sell the role and the business, works with information and statistics to believe strategically, and adapts rapidly to the changes in the market.

Again, proactively dealing with developing these skills even more and using innovation helps remain on top of the recruitment game.

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

We enjoy to see that Teamdash users are actively dealing with the data available for them in the Recruitment performance tab and have actually made checking it a part of their everyday routine. This has assisted them find brand-new ways to improve the procedure and automate tedious tasks, making more time for activities that create value.

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

– We have actually seen a boost in the number of prospects but still have troubles getting adequate qualified candidates;
– We require to cut or handle recruitment costs to remain on top of the financial situation on the planet;
– For stronger employer brands, we need much better communication across companies, and partnership with working with supervisors 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 say that an excellent employer 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 bit of a salesman in every employer, in a good 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 managers and stakeholders is paramount. We need to initially cultivate a wealth of company acumen and abilities within ourselves to really function as important organization partners. It involves understanding our business objectives, preemptively building skill pools, and preventing last-minute firefighting. Stepping into an intake call with talent market mapping results guides the conversation. It aligns expectations at the right level, making the next actions more enjoyable for ourselves, working with supervisors, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven processes has continued, few have totally accepted these concepts. Predicting what leads us becomes an important skill among TA specialists and helps us develop meaningful collaborations with our stakeholders. The approaching years signal a concrete shift, demanding basic change when it pertains to time-based metrics, however not only. Integrating Talent Analytics and Talent Intelligence into resource planning is ending up being the requirement even before recruitment activities start. Balancing the internal and external point of views makes sure that we keep up with changes and stay half an action ahead. As the data subject needs to broaden, storytelling abilities take centre stage-because information holds an essential story, and we remain in the lead of composing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must embrace and utilize recruitment automation, develop evaluation abilities, and increase internal movement in 2024. Recruiters require to understand their teams‘ abilities and abilities extensive to build an extensive group’s evaluation image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will become significantly crucial as prospects utilize AI tools to create significantly strong CVs.

What will 2024 bring into recruiting?

We will see how numerous of these patterns and obstacles pointed out bring over to 2024.

Something is for sure: AI and automation will play a helping role for employers – personalised communication, and the human aspect will constantly remain the leading gamers for both employers and prospects.

We are thrilled 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 statistics and expert forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is available on demand on Livestorm.

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

2023 has actually left numerous skill acquisition teams lean. Recruitment teams and experts need to learn and reassess how to deliver more with less. Balancing the demands of organization needs while making sure personal wellness is vital to combat the prevalent obstacle of in the year ahead. Remember, it is necessary that your cup is complete too.

The 2nd 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 developing their authentic employer brand names inside out and taking great care of their existing employees. Prioritizing the wellness and engagement of existing employees ends up being not simply a corporate obligation however a strategic important to restore and fortify rely on the employing landscape.

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

As attitudes and employment comprehending continue to sway in the right instructions, I hope 2024 will bring far more transparency and utilisation of employer branding. Both go hand-in-hand and are very essential to successfully working with and maintaining top talent – specifically as they help develop trust amongst prospects and staff members.

And there’s a lot information to back this up. For example, LinkedIn’s Employer Brand stats specify that 75% of task applicants think about a company’s brand before even requesting a task.
In a study of 1,000 employees, Visier found that 90% trust their company. When asked why, 65% stated, „They typically inform me the reality“, 52% stated, „They’re transparent about business policies and practices“, and 38% stated, „They motivate staff members to speak up“.
And data from Deloitte revealed that trusted companies exceed their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of interruption from generative AI. We are visiting great employers utilizing AI to make their tasks much easier and enhance a lot of their routine, admin-intensive jobs in 2024. We are likewise visiting a lot of lazy recruiters severely utilizing Generative AI tools. We should keep in mind that no one speaks like ChatGPT, so we can not simply throw up material and pass it off as our own. Personalisation will be essential 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 openness: being more transparent about pay is gaining a lot of appeal; business require 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 skill offered. So companies who can hire now have the possibility of having really top quality individuals who are faithful to them.
DEI in hiring: employment companies emphasise variety recruitment and unconscious bias.