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 specialists 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 experts about the most substantial changes in recruitment in 2023, the words popping up in the word cloud were AI, automation and the modifications in skills and company 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 concentrate on automation has been apparent in the past years, and rightfully so. Recruitment innovation is more available, available and versatile than ever.

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

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

At Teamdash, our approach has actually always been that the recruiter ought to be at the guiding wheel and in control, and innovation is just a car to arrive faster, much safer and more comfortably. And it should 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 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 relatively early adopter of Artificial Intelligence. AI assists employers to work smarter, not harder, employment automate repeated jobs, make it faster and easier to source prospects, write job advertisements, launch company branding campaigns, and engage with candidates, to call just a few. AI continues to progress and automate everyday tasks. Recruiters might be able to take a great deal of repetitive things off their plates and focus on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began utilizing several AI-powered tools in recruitment, constantly guaranteeing ethical practices, of course. Learning the needed prompts not just made my job much easier, but likewise proved incredibly interesting. Embracing ethical AI tools entirely changed my method to recruitment: Automated Resume Screening: promptly matching candidate certifications with task requirements. Chatbot assistance: guides prospects, responses FAQs, and schedules interviews perfectly.

In 2023, we experienced the development of the need to headhunt skills rather than fill the roles of actively using individuals. At the very same time, the increased flow of using candidates looked like a favorable modification, however actually, it did more operate in terms of the need to respond to everyone, evaluate each profile’s suitability to the role and send out more rejection emails.

The efficiency increase that the AI and automation tools supplied enabled us to make the procedure quicker and more constant. 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 employee NPS.

Lauryna Gireniene, Head of Talent Acquisition at Nord Security

In 2023 our hiring rate from candidates increased by 25% – to increase employing rates, you need to guarantee the finest prospect experience by using automations and AI.

Tools you need for effective recruitment in 2024

Recruiters without current tools and software have a clear downside compared to the ones who have actually embraced a comprehensive tech stack.

All the professionals who reacted to our survey mentioned having an excellent and contemporary ATS as the very first essential tool in 2024.

Teamdash is recruitment software application built by recruiters 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 much easier – an interview scheduler, employment a job advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to choices, to call a few. The recruitment control panel gives you a birds-eye introduction of your whole recruitment process. The Recruitment Performance tab offers you a visual summary of important recruitment metrics so you can be more strategic in your everyday work.

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

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

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 advanced AI-driven Applicant Tracking Systems, sophisticated candidate evaluation software, varied and inclusive job advertising platforms, information analytics tools for talent acquisition insights, and virtual truth user interfaces for immersive candidate experiences, emphasising efficiency, 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 making the most of technology. 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 templates to make day-to-day jobs faster.

Rethinking and upgrading your company brand to adapt to the changes

The nature of work and the expectations towards the work environment and employer have significantly shifted in the previous years. There is likewise a generational change in the workforce – Gen Z is entering the labor force as a part of the Boomer generation is retiring.

To maintain and exceed these expectations and keep working with and maintaining top talent, employers need to reassess 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 finest companies get 80% of the candidates. No company desires to miss out on out on working with the finest skill.

To turn into one of the very best, transparency is expected throughout all phases of the skill method. This indicates leveraging the right technology and tools to support human competencies and constructing a strong company brand based on them.

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

We have actually seen a lot of change throughout 2023.

– Firstly, the need for the office on a flexible basis has actually picked up. While totally remote and remote-first opportunities stay dominant amongst jobseekers, hybrid functions are ending up being increasingly popular.

Our Q3 Flexible Working Index (a report which tracks developing patterns across the versatile tasks market) revealed a sharp shift away from remote work amongst employers – completely remote functions accounted for just 4% of job posts between July and September, usually.

Meanwhile, jobseekers’ need for remote work remains strong, however our information shows that the more versatility business use staff around working areas, the more popular they are among candidates.

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

The timeless Mon-Fri is taking a backseat. Increasingly more business are introducing 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 escalated, with approximately 47.4% of Flexa users listing it as their favored way of working throughout October. During the exact same period, 37.5% selected the 4.5-day week as their preference, and 14.1% mentioned 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 picks back up you are not essentially starting from scratch. Technology will allow you to really make data-driven decisions whilst having the ability to track prospects, elevate your company 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 existing labor force and employing new employees to fill the skill gaps.

This likewise implies recruiters should adapt their abilities to match the requirements. Recruiters need a mix of outstanding soft skills 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 role and the company, deals with information and data to think strategically, and adapts quickly to the modifications in the market.

Again, proactively working on establishing these abilities even more and using technology assists remain on top of the recruitment game.

In the past couple of years, we have actually seen recruitment ending up being more and more tactical and data-driven. HR experts have ended up being the leaders of this shift and the brand-new skill techniques.

We more than happy to see that Teamdash users are actively working with the data readily available for them in the Recruitment efficiency tab and have actually made inspecting it a part of their everyday routine. This has actually helped them discover new methods to streamline the procedure and automate tedious tasks, making more time for activities that create worth.

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

– We have actually seen a boost in the variety of candidates however still have troubles getting enough qualified candidates;
– We require to cut or manage recruitment costs to remain on top of the financial situation worldwide;
– For more powerful employer brands, we need better interaction across companies, and collaboration with hiring managers 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 recruitment process is as efficient and premium as possible. Recruiting is getting more technical with every year. I ´ d state that a good employer must stay up to date with the patterns, understand the target group, and understand how to connect to them. Also, there has to be a bit of a salesman in every employer, in an excellent way.

The most important abilities for an employer in 2024 are:

Business partnering and consultancy abilities. The capability to engage in significant conversations and forge collaborations with employing supervisors and stakeholders is vital. We should first cultivate a wealth of service acumen and skills within ourselves to genuinely operate as vital service partners. It includes understanding our service objectives, preemptively developing talent swimming pools, and preventing last-minute firefighting. Stepping into an intake call with talent market mapping results guides the conversation. It aligns expectations at the best level, making the next actions more enjoyable for ourselves, working with managers, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has continued, few have actually wholeheartedly welcomed these principles. Predicting what leads us becomes an essential ability among TA experts and helps us build significant partnerships with our stakeholders. The upcoming years signal a concrete shift, requiring essential modification when it comes to time-based metrics, however not only. Integrating Talent Analytics and Talent Intelligence into resource preparation is becoming the requirement even before recruitment activities commence. Balancing the internal and external viewpoints makes sure that we keep up with modifications and remain half a step ahead. As the information subject needs to broaden, storytelling abilities take centre stage-because information holds a crucial story, and we remain in the lead of composing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must welcome and take advantage of recruitment automation, employment construct assessment abilities, and increase internal mobility in 2024. Recruiters require to understand their groups’ skills and capabilities extensive to develop a comprehensive group’s evaluation photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will end up being increasingly essential as candidates use AI tools to develop increasingly strong CVs.

What will 2024 bring into recruiting?

We will see the number of of these patterns and difficulties pointed out rollover to 2024.

Something is for sure: AI and will play a helping role for recruiters – personalised interaction, employment and the human element will always stay the leading players for both employers and candidates.

We are thrilled to see in which direction AI and technology will take us in 2024.

The end-of-the-year webinar “Key patterns and changes in recruitment for 2024” was an insightful session with statistics and skilled forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is offered on demand 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 groups lean. Recruitment teams and experts require to discover and reevaluate how to provide more with less. Balancing the demands of business requirements while ensuring personal well-being is important to combat the pervasive obstacle of recruitment burnout in the year ahead. Remember, it is necessary that your cup is complete as well.

The second one would be trust. 2023 was infamous for the variety of layoffs, employment I feel that there is a growing deficit of trust from the candidates side. Therefore, companies need to be mindful of constructing their genuine employer brand names completely and taking excellent care of their existing staff members. Prioritizing the wellness and engagement of current workers becomes not simply a business responsibility however a tactical essential to restore and strengthen rely on the hiring landscape.

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

As mindsets and understanding continue to sway in the ideal direction, I hope 2024 will bring much more transparency and utilisation of employer branding. Both go together and are exceptionally crucial to effectively hiring and retaining top talent – specifically as they help build trust among prospects and employees.

And there’s so much data to back this up. For example, LinkedIn’s Employer Brand data mention that 75% of task seekers think about an employer’s brand name before even getting a task.
In a survey of 1,000 workers, Visier discovered that 90% trust their employer. When asked why, 65% stated, “They typically inform me the reality”, 52% said, “They’re transparent about business policies and practices”, and 38% stated, “They encourage staff members to speak up”.
And information from Deloitte exposed that relied on companies outshine their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of disturbance from generative AI. We are going to see good recruiters using AI to make their tasks much easier and improve a great deal of their routine, admin-intensive jobs in 2024. We are likewise going to see a lot of lazy recruiters severely utilizing Generative AI tools. We should keep in mind that nobody speaks like ChatGPT, so we can not simply regurgitate content 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 individual technique.
Pay transparency: being more transparent about pay is gaining a great deal of popularity; business need 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 talent offered. So business who can employ now have the possibility of having really high-quality people who are devoted to them.
DEI in hiring: companies emphasise variety recruitment and unconscious predisposition.