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 specialists 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 specialists about the most substantial changes in recruitment in 2023, the words turning up in the word cloud were AI, automation and employment the changes in skills and company branding.

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

The increase of AI and automation in recruitment

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

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

We just recently celebrated one year of ChatGPT – the infamous AI tool mentioned at every table this year. ChatGPT and other AI tools are used by both employers and candidates, raising concerns about how it impacts the recruitment process and how to preserve ethical and human consider the decision-making.

At Teamdash, our philosophy has actually constantly been that the employer ought to be at the guiding wheel and in control, and technology is just an automobile to get there much faster, safer and more comfortably. And it must continue and be transparent in the recruitment efficiency metrics.

AI is like your co-pilot – you remain in control, giving 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 relatively early adopter of Expert system. AI assists recruiters to work smarter, not harder, automate repetitive tasks, make it faster and much easier to source prospects, compose task ads, launch company branding campaigns, and engage with prospects, to name just a couple of. AI continues to develop 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 began using multiple AI-powered tools in recruitment, always guaranteeing ethical practices, obviously. Learning the essential prompts not just made my task simpler, but also proved incredibly remarkable. Embracing ethical AI tools totally transformed my method to recruitment: Automated Resume Screening: quickly matching prospect credentials with job requirements. Chatbot help: guides candidates, responses FAQs, and schedules interviews flawlessly.

In 2023, we experienced the development of the requirement to headhunt skills instead of fill the roles of actively using people. At the very same time, the increased flow of using candidates appeared like a favorable change, however really, it did more operate in regards to the requirement to respond to everybody, evaluate each profile’s viability to the function and send out more rejection e-mails.

The efficiency increase that the AI and automation tools provided enabled us to make the process faster and more consistent. We accomplished an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the exact 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 ensure the best candidate experience by utilizing automations and AI.

Tools you require for successful recruitment in 2024

Recruiters without current tools and software have a clear disadvantage compared to the ones who have adopted an extensive tech stack.

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

Teamdash is recruitment software application developed by employers for employers, and we know how irritating it is working with innovation 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 simpler – an interview scheduler, a task advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with choices, among others. The recruitment control panel provides you a birds-eye overview of your entire recruitment process. The Recruitment Performance tab provides you a visual overview of vital recruitment metrics so you can be more tactical in your daily work.

We covered choosing the ideal ATS for your requirements and business at one of our webinars in 2023. You can see it on demand on Livestorm.

Having the right tools helps us adapt to the marketplace modifications we saw in 2023 and 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 include innovative AI-driven Applicant Tracking Systems, sophisticated candidate assessment software, diverse and inclusive job advertising platforms, data analytics tools for talent acquisition insights, and virtual truth interfaces for immersive prospect experiences, stressing 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 a lot of recruiters not maximizing innovation. You do not need to master them all, however get a good 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 templates to make day-to-day tasks faster.

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

The nature of work and the expectations towards the work environment and company have considerably shifted in the past years. There is also a generational modification in the workforce – Gen Z is going into the labor employment force as a part of the Boomer generation is retiring.

To maintain and exceed these expectations and keep hiring and keeping top skill, employers have 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 desires to lose out on employing the best skill.

To turn into one of the finest, transparency is expected throughout all stages of the skill method. This suggests leveraging the best technology and tools to support human proficiencies and developing a strong company brand based upon them.

Diversity (DEI), flexibility, transparency and the rise of relatable organisations are the keywords in focus for company brand names in 2024.

We have actually seen a great deal of modification throughout 2023.

– Firstly, the need for the office on a versatile basis has rebounded. While totally remote and remote-first chances stay dominant amongst jobseekers, hybrid functions are becoming significantly popular.

Our Q3 Flexible Working Index (a report which tracks developing patterns throughout the flexible jobs market) revealed a sharp shift away from remote work among companies – fully remote functions accounted for just 4% of job posts in between July and September, typically.

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

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

The timeless Mon-Fri is taking a backseat. A growing number of business are introducing an alternative method, which consists of 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 preferred way of working during October. During the same duration, 37.5% selected the 4.5-day week as their preference, and 14.1% specified the 9-day fortnight was theirs.

Kayleigh Little, Recruitment Automation Expert at Teamdash

Maintaining your employer 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 essentially going back to square one. Technology will enable you to genuinely make data-driven decisions whilst having the ability to track prospects, raise your company branding and master recruitment marketing.

Recruiter skillset in 2024

In recent years, we have actually seen a lift in skill- and value-based hiring. Companies are now actively upskilling their current labor force and hiring brand-new employees to fill the skill spaces.

This also means recruiters should adapt their skills to match the requirements. Recruiters need a mix of outstanding soft abilities and difficult abilities to be effective in 2024 and beyond. A successful employer in 2024 is a terrific communicator employment and facilitator who knows how to offer the function and the business, works with data and stats to think strategically, and adapts quickly to the modifications in the market.

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

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

We enjoy to see that Teamdash users are actively working with the information readily available for them in the Recruitment performance tab and have actually made checking it a part of their everyday regimen. This has assisted them discover brand-new ways to simplify the process 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 carry on to 2024.

– We have seen an increase in the variety of candidates however still have problems getting sufficient certified prospects;
– We require to cut or manage recruitment costs to stay on top of the economic scenario in the world;
– For more powerful company brand names, we require better communication throughout companies, and cooperation with employing managers is especially essential.

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Riin Soostar, Senior HR Business Partner at Circle K Eesti

It is necessary to automate as much administrative work as possible so the recruitment process is as efficient and premium as possible. Recruiting is getting more technical with every year. I ´ d say that a good employer should keep up with the trends, know the target group, and know how to reach out to them. Also, there needs to be a little a salesman in every employer, in a great way.

The most important abilities for a recruiter in 2024 are:

Business partnering and consultancy abilities. The capability to engage in significant conversations and create collaborations with working with supervisors and stakeholders is vital. We need to first cultivate a wealth of service acumen and abilities within ourselves to truly function as indispensable company partners. It includes comprehending our company goals, preemptively building talent swimming pools, and preventing last-minute firefighting. Stepping into a consumption call with talent market mapping results guides the conversation. It aligns expectations at the ideal level, making the next steps more pleasurable for ourselves, working with supervisors, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has persisted, few have totally embraced these principles. Predicting what’s ahead of us becomes an important ability amongst TA professionals and helps us develop meaningful collaborations with our stakeholders. The approaching years indicate a concrete shift, requiring fundamental modification when it pertains to time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource planning is ending up being the standard even before recruitment activities start. Balancing the internal and external point of views guarantees that we stay up to date with changes and stay half an action ahead. As the information topic needs to broaden, take centre stage-because data holds an essential story, and we are in the lead of composing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters should embrace and leverage recruitment automation, build evaluation abilities, and increase internal mobility in 2024. Recruiters need to comprehend their groups’ skills and capabilities thorough to build a comprehensive team’s evaluation picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will become increasingly crucial as candidates utilize AI tools to develop progressively strong CVs.

What will 2024 bring into recruiting?

We will see how many of these patterns and challenges discussed carry over to 2024.

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

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

The end-of-the-year webinar “Key patterns and modifications in recruitment for 2024” was an informative session with stats and professional forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is available as needed 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 specialists need to find out and reevaluate how to provide more with less. Balancing the demands of business requirements while ensuring individual wellness is necessary to fight the prevalent difficulty of recruitment burnout in the year ahead. Remember, it is essential that your cup is complete as well.

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 prospects side. Therefore, companies require to be conscious of constructing their genuine employer brand names within out and taking good care of their present workers. Prioritizing the wellness and engagement of present employees ends up being not simply a business duty but a tactical important to reconstruct and fortify trust in the employing landscape.

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

As attitudes and comprehending continue to sway in the right instructions, I hope 2024 will bring far more openness and utilisation of employer branding. Both go together and are exceptionally essential to effectively hiring and retaining top talent – specifically as they assist develop trust amongst candidates and workers.

And there’s so much information to back this up. For instance, LinkedIn’s Employer Brand data mention that 75% of task applicants think about an employer’s brand name before even applying for a job.
In a survey of 1,000 employees, Visier found that 90% trust their employer. When asked why, 65% stated, “They typically tell me the truth”, 52% stated, “They’re transparent about company policies and practices”, and 38% said, “They encourage employees to speak up”.
And information from Deloitte revealed that trusted business exceed their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of interruption from generative AI. We are visiting excellent recruiters utilizing AI to make their tasks simpler and improve a great deal of their menial, admin-intensive tasks in 2024. We are also going to see a great deal of lazy employers badly utilizing Generative AI tools. We must keep in mind that no one speaks like ChatGPT, so we can not just spit up material and pass it off as our own. Personalisation will be crucial 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 prospect experience with a more individual technique.
Pay openness: being more transparent about pay is gaining a great deal of popularity; business require to prepare to be able to meet 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 business who can hire now have the possibility of having really high-quality people who are devoted to them.
DEI in hiring: companies stress variety recruitment and unconscious bias.