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 market experts to think of how 2023 will go into the history books and what you can bring with you for 2024.

Unsurprisingly, when we asked our specialists about the most significant 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 specialists needed to say in the 2023 Teamdash study.

The rise of AI and automation in recruitment

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

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

We just recently celebrated one year of ChatGPT – the notorious AI tool discussed 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 process and how to maintain ethical and human consider the decision-making.

At Teamdash, our approach has constantly been that the employer ought to be at the steering wheel and in control, and innovation is simply a vehicle to arrive quicker, more secure and more comfortably. And it needs to continue and be transparent in the recruitment performance metrics.

AI resembles your co-pilot – you’re in control, providing commands and employment deciding.

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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 helps employers to work smarter, not harder, automate repetitive tasks, make it faster and employment easier to source candidates, compose task ads, launch company branding campaigns, and engage with prospects, to name just a couple of. AI continues to evolve and automate daily jobs. Recruiters may be able to take a lot of repeated things off their plates and concentrate on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began utilizing multiple AI-powered tools in recruitment, constantly making sure ethical practices, naturally. Learning the required prompts not just made my job simpler, however likewise proved incredibly fascinating. Embracing ethical AI tools completely changed my method to recruitment: Automated Resume Screening: quickly matching prospect certifications with task requirements. Chatbot help: guides candidates, answers FAQs, and schedules interviews perfectly.

In 2023, we experienced the development of the requirement to headhunt talents rather than fill the functions of actively using individuals. At the very same time, the increased circulation of applying candidates appeared like a favorable change, but in fact, it did more work in terms of the requirement to respond to everybody, assess each profile’s suitability to the function and send more rejection e-mails.

The efficiency boost that the AI and automation tools offered enabled us to make the process much faster and more consistent. We accomplished an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, 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 candidates increased by 25% – to increase hiring rates, you need to ensure 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 drawback compared to the ones who have embraced an extensive tech stack.

All the specialists who responded to our survey mentioned having a good and modern ATS as the very first essential tool in 2024.

Teamdash is recruitment software built by employers for recruiters, and we understand how irritating it is working with innovation that does not fit your workflows.

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That’s why Teamdash is extremely customisable and includes various automation possibilities and (AI-powered) tools that make your work simpler – an interview scheduler, employment a task advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to options, to call a few. The recruitment control panel offers you a birds-eye summary of your entire recruitment process. The Recruitment Performance tab offers you a visual overview of necessary recruitment metrics so you can be more tactical in your everyday work.

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

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

My must-have tools are Proficient at, Chat GPT (or similar), and LinkedIn.

Jane Pettit, Business Growth Coach and Recruitment Team Trainer at Centred Excellence

For recruiters in 2024, must-have tools include innovative AI-driven Applicant Tracking Systems, advanced candidate evaluation software, diverse and inclusive job marketing platforms, information analytics tools for skill acquisition insights, and virtual truth interfaces for immersive candidate experiences, emphasising effectiveness, 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 maximizing technology. You do not have to master them all, however get a great grounding on prompts and validation as a minimum. AI is as dependable 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 everyday tasks much faster.

Rethinking and revamping your employer brand to adapt to the changes

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

To keep up and go beyond these expectations and keep working with and retaining top skill, employers have to reconsider their employer brand 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 very best companies get 80% of the applicants. No company desires to lose out on working with the very best skill.

To become one of the finest, openness is expected throughout all stages of the talent method. This means leveraging the right innovation and tools to support human proficiencies and developing a strong employer brand name based upon them.

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

We have actually seen a lot of modification throughout 2023.

– Firstly, the need for the workplace on a flexible basis has made a resurgence. While fully remote and remote-first opportunities remain dominant among jobseekers, hybrid roles are becoming progressively popular.

Our Q3 Flexible Working Index (a report which tracks evolving trends across the versatile jobs market) revealed a sharp shift away from remote work among employers – completely remote functions accounted for simply 4% of task posts between July and September, on average.

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

– Secondly, the traditional work week has actually significantly developed over the previous year.

The classic Mon-Fri is taking a backseat. More and more companies 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 skyrocketed, with an average of 47.4% of Flexa users listing it as their preferred way of working throughout October. During the exact same period, 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 company brand whilst recruitment is low is KEY! You need to be continuously sharing things with your audience so when recruitment picks back up you are not essentially starting from scratch. Technology will enable you to genuinely make data-driven decisions whilst being able to track candidates, 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 present labor force and employing new workers to fill the ability gaps.

This likewise indicates recruiters should adapt their abilities to match the requirements. Recruiters require a mix of excellent soft abilities and difficult skills to be successful in 2024 and beyond. A successful employer in 2024 is a fantastic communicator and facilitator who knows how to sell the function and the company, deals with data and statistics to think strategically, and adapts rapidly to the modifications in the market.

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

In the previous few years, we have actually seen recruitment becoming increasingly more tactical and data-driven. HR experts have become the leaders of this shift and the brand-new talent strategies.

We more than happy to see that Teamdash users are actively working with the information offered for them in the Recruitment efficiency tab and have actually made checking it a part of their everyday routine. This has actually helped them find brand-new methods to improve the process and automate laborious tasks, making more time for activities that develop value.

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

– We have actually seen a boost in the variety of candidates but still have difficulties getting adequate certified prospects;
– We need to cut or handle recruitment costs to remain on top of the economic situation in the world;
– For more powerful company brand names, we need much better interaction throughout companies, and cooperation with employing supervisors is particularly crucial.

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Riin Soostar, Senior employment HR Business Partner at Circle K Eesti

It is necessary to automate as much administrative work as possible so the recruitment process is as effective and top quality as possible. Recruiting is getting more technical with every year. I ´ d state that an excellent employer needs to keep up with the patterns, understand the target group, and know how to connect to them. Also, there needs to be a bit of a salesperson in every recruiter, in a great way.

The most essential abilities for an employer in 2024 are:

Business partnering and consultancy abilities. The capability to engage in significant discussions and create collaborations with hiring supervisors and stakeholders is paramount. We need to initially cultivate a wealth of service acumen and skills within ourselves to genuinely work as indispensable company partners. It includes comprehending our company objectives, preemptively building 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, employing managers, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has actually persisted, few have wholeheartedly embraced these concepts. Predicting what’s ahead of us becomes an essential skill among TA professionals and helps us construct meaningful collaborations with our stakeholders. The approaching years signify a concrete shift, requiring fundamental change when it comes to time-based metrics, but not only. Integrating Talent Analytics and Talent Intelligence into resource planning is ending up being the standard even before recruitment activities commence. Balancing the internal and external point of views makes sure that we stay up to date with changes and remain half an action ahead. As the data subject requires to expand, storytelling skills take centre stage-because information holds an essential story, and we remain in the lead of composing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must embrace and utilize recruitment automation, build evaluation abilities, and increase internal mobility in 2024. Recruiters require to comprehend their teams’ skills and abilities in-depth to construct an extensive team’s evaluation image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will end up being progressively important as prospects use AI tools to produce progressively strong CVs.

What will 2024 bring into recruiting?

We will see how many of these trends and challenges mentioned carry over to 2024.

Something is for sure: AI and automation will play an assisting role for employers – personalised interaction, and the human aspect will always stay the leading gamers for both employers and candidates.

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

The end-of-the-year webinar “Key patterns and changes in recruitment for 2024” was an informative session with stats and expert predictions 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 many skill acquisition groups lean. Recruitment teams and specialists need to find out and reassess how to deliver more with less. Balancing the needs of business requirements while ensuring individual well-being is important to combat the pervasive challenge of recruitment burnout in the year ahead. Remember, it is very important that your cup is complete too.

The 2nd one would be trust. 2023 was well-known for the variety of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, companies require to be conscious of constructing their genuine company brand names inside out and taking good care of their present workers. Prioritizing the well-being and engagement of existing employees ends up being not just a corporate obligation however a strategic crucial to restore and strengthen rely on the hiring landscape.

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

As mindsets and to sway in the right direction, I hope 2024 will bring much more transparency and utilisation of company branding. Both go together and are very crucial to effectively working with and retaining top talent – specifically as they assist develop trust amongst candidates and workers.

And there’s a lot information to back this up. For instance, LinkedIn’s Employer Brand stats state that 75% of task candidates consider a company’s brand before even requesting a task.
In a survey of 1,000 staff members, employment Visier found that 90% trust their company. When asked why, 65% said, “They generally inform me the reality”, 52% said, “They’re transparent about business policies and practices”, and 38% stated, “They motivate employees to speak up”.
And information from Deloitte exposed that trusted companies surpass their peers by as much as 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of disruption from generative AI. We are visiting excellent recruiters utilizing AI to make their jobs simpler and employment improve a lot of their menial, admin-intensive jobs in 2024. We are likewise visiting a lot of lazy recruiters badly using Generative AI tools. We should bear in mind that no one speaks like ChatGPT, so we can not simply 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 candidate experience with a more personal technique.
Pay openness: being more transparent about pay is getting a great deal of appeal; business require to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive.
More skill is offered: Due to lots of layoffs and instability in the tech sector, there’s more skill readily available. So business who can employ now have the possibility of having extremely top quality people who are devoted to them.
DEI in hiring: companies emphasise variety recruitment and unconscious predisposition.