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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 about how 2023 will go into the history books and what you can bring with you for 2024.

Unsurprisingly, when we asked our professionals about the most significant modifications in recruitment in 2023, the words popping up in the word cloud were AI, employment automation and employment the modifications in abilities and employer branding.

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

The increase of AI and automation in recruitment

The concentrate on automation has actually appeared in the previous years, employment and rightfully so. Recruitment innovation is more readily available, accessible and adaptable than ever.

This year, AI took a significant step ahead in recruitment and has been integrated into recruitment software application, including Teamdash.

We recently celebrated one year of ChatGPT – the infamous AI tool pointed out at every table this year. ChatGPT and other AI tools are utilized by both employers and prospects, employment raising issues about how it affects the recruitment procedure and how to preserve ethical and human factors in the decision-making.

At Teamdash, our approach has actually constantly been that the employer ought to be at the guiding wheel and in control, and technology is simply a vehicle to get there faster, safer and more conveniently. And it must bring on and be transparent in the recruitment efficiency metrics.

AI resembles your co-pilot – you remain in control, giving commands and deciding.

See Recruitment Automations and AI in action with Teamdash

Renita Käsper, Global Director of Talent Acquisition and Employer Branding at HRS Group

Talent acquisition and recruitment has been a relatively early adopter of Artificial Intelligence. AI helps recruiters to work smarter, not harder, automate repetitive jobs, make it faster and much easier to source prospects, write task advertisements, launch employer branding projects, and engage with prospects, to name simply a couple of. AI continues to evolve and automate everyday tasks. Recruiters might have the ability to take a lot of repetitive things off their plates and focus on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began using multiple AI-powered tools in recruitment, constantly guaranteeing ethical practices, naturally. Learning the needed triggers not just made my job much easier, however also proved exceptionally remarkable. Embracing ethical AI tools entirely transformed my approach to recruitment: Automated Resume Screening: quickly matching prospect certifications with task requirements. Chatbot assistance: guides prospects, responses FAQs, and schedules interviews flawlessly.

In 2023, we experienced the development of the requirement to headhunt talents instead of fill the functions of actively using individuals. At the very same time, the increased circulation of applying prospects appeared like a favorable change, but really, it did more work in terms of the requirement to respond to everybody, assess each profile’s viability to the function and send more rejection emails.

The efficiency increase that the AI and automation tools supplied permitted us to make the process quicker 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 – 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 hiring rates, you require to make sure the best prospect experience by utilizing automations and AI.

Tools you need for successful recruitment in 2024

Recruiters without updated tools and software have a clear drawback compared to the ones who have adopted a comprehensive tech stack.

All the professionals who responded to our survey mentioned having a good and modern-day ATS as the first must-have tool in 2024.

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

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That’s why Teamdash is extremely customisable and consists of numerous automation possibilities and (AI-powered) tools that make your work much easier – an interview scheduler, a job ad landing page tool, employment the inclusive language checker, AI-powered Candidate Summaries and video talking to alternatives, among others. The recruitment dashboard offers you a birds-eye overview of your whole recruitment procedure. The Recruitment Performance tab provides you a visual overview of important recruitment metrics so you can be more strategic in your daily work.

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

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

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 recruiters in 2024, must-have tools include advanced AI-driven Applicant Tracking Systems, advanced candidate assessment software application, diverse and inclusive job marketing platforms, data analytics tools for skill acquisition insights, and virtual truth user interfaces for immersive prospect experiences, stressing performance, 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 too many recruiters not maximizing technology. You do not have to master them all, but get a good grounding on prompts and validation as a minimum. AI is as trusted 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 jobs much faster.

Rethinking and revamping your company brand name to adjust 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 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 surpass these expectations and keep hiring and retaining leading talent, employers need to rethink their employer brand 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 very best employers get 80% of the candidates. No employer wants to miss out on hiring the finest skill.

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

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

We’ve seen a great deal of modification throughout 2023.

– Firstly, the demand for the workplace on a versatile basis has rebounded. While completely remote and remote-first chances stay dominant amongst jobseekers, hybrid roles are becoming significantly popular.

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

Meanwhile, jobseekers’ demand for remote work remains strong, but our data reveals that the more flexibility companies offer personnel around working locations, the more popular they are among prospects.

– Secondly, the standard work week has substantially evolved over the previous year.

The timeless Mon-Fri is taking a rear seat. More and more 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 actually escalated, with approximately 47.4% of Flexa users noting it as their of working throughout October. During the same period, 37.5% chosen 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 employer brand name whilst recruitment is low is KEY! You require to be constantly sharing things with your audience so when recruitment picks back up you are not basically going back to square one. Technology will enable you to genuinely make data-driven choices whilst having the ability to track candidates, elevate your company branding and master recruitment marketing.

Recruiter skillset in 2024

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

This also suggests employers must adapt their skills to match the requirements. Recruiters need a mix of exceptional soft abilities and tough skills to be effective in 2024 and beyond. An effective employer in 2024 is a fantastic communicator and facilitator who knows how to offer the function and the business, works with information 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 few years, we have seen recruitment becoming more and more strategic and data-driven. HR experts have become the leaders of this shift and the brand-new skill methods.

We enjoy to see that Teamdash users are actively dealing with the information available for them in the Recruitment efficiency tab and have actually made inspecting it a part of their everyday routine. This has actually assisted them find brand-new ways to improve the procedure and automate laborious jobs, making more time for activities that produce value.

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

– We have actually seen a boost in the variety of candidates but still have difficulties getting sufficient qualified prospects;
– We require to cut or manage recruitment expenses to remain on top of the economic situation on the planet;
– For stronger company brand names, we require better interaction across business, and partnership with employing managers is particularly 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 process is as effective and high-quality as possible. Recruiting is getting more technical with every year. I ´ d state that a great employer needs to keep up with the patterns, understand the target group, and understand how to reach out to them. Also, there has to be a bit of a salesman in every employer, in a great way.

The most essential abilities for an employer in 2024 are:

Business partnering and consultancy abilities. The ability to participate in significant discussions and forge partnerships with employing supervisors and stakeholders is critical. We should first cultivate a wealth of organization acumen and skills within ourselves to genuinely operate as vital company partners. It includes comprehending our business objectives, preemptively constructing talent pools, and preventing last-minute firefighting. Entering a consumption call with talent market mapping results guides the conversation. It aligns expectations at the right level, making the next steps more pleasurable for ourselves, employing managers, and employment prospects.
Data-fueled processes and decision-making: While the discourse around data-driven processes has actually continued, couple of have wholeheartedly accepted these principles. Predicting what’s ahead of us ends up being an important ability amongst TA professionals and helps us build significant partnerships with our stakeholders. The approaching years signal a concrete shift, demanding fundamental change when it comes to time-based metrics, but not only. Integrating Talent Analytics and Talent Intelligence into resource preparation is becoming the standard even before recruitment activities commence. Balancing the internal and external perspectives ensures that we keep up with changes and stay half a step ahead. As the information subject requires to expand, storytelling abilities take centre stage-because data holds a crucial story, and we remain in the lead of writing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters should embrace and take advantage of recruitment automation, build evaluation abilities, and boost internal mobility in 2024. Recruiters need to understand their groups’ abilities and capabilities thorough to build a detailed team’s assessment picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

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

What will 2024 bring into recruiting?

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

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

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

The end-of-the-year webinar « Key trends and modifications in recruitment for 2024 » was an informative session with statistics and skilled predictions from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is readily 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 teams lean. Recruitment teams and professionals need to learn and review how to provide more with less. Balancing the demands of organization requirements while ensuring individual well-being is vital to combat the pervasive difficulty of recruitment burnout in the year ahead. Remember, it is essential that your cup is full too.

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 prospects side. Therefore, companies require to be mindful of developing their authentic employer brand names within out and taking great care of their existing staff members. Prioritizing the well-being and employment engagement of present employees ends up being not just a business duty but a tactical vital to restore 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 much more transparency and utilisation of employer branding. Both go hand-in-hand and are incredibly essential to effectively working with and keeping top skill – especially as they assist develop trust among candidates and employees.

And there’s so much information to back this up. For instance, LinkedIn’s Employer Brand statistics specify that 75% of job seekers think about an employer’s brand name before even obtaining a job.
In a survey of 1,000 staff members, Visier found that 90% trust their employer. When asked why, 65% said, « They normally inform me the fact », 52% said, « They’re transparent about company policies and practices », and 38% said, « They motivate workers to speak out ».
And information from Deloitte exposed that relied on business surpass their peers by up to 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of disruption from generative AI. We are going to see excellent employers using AI to make their jobs simpler and enhance a lot of their menial, admin-intensive jobs in 2024. We are also visiting a great deal of lazy employers terribly utilizing Generative AI tools. We should bear in mind that nobody speaks like ChatGPT, so we can not just throw up content 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 jobs and enhance candidate experience with a more individual technique.
Pay openness: being more transparent about pay is getting a great deal of appeal; business require to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More skill is offered: Due to great deals of layoffs and instability in the tech sector, there’s more skill offered. So business who can work with now have the possibility of having really top quality individuals who are loyal to them.
DEI in hiring: business emphasise variety recruitment and unconscious bias.