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 experts to consider how 2023 will enter 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 changes in skills and employer branding.

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

The increase of AI and automation in recruitment

The concentrate on automation has been obvious in the previous years, and rightfully so. Recruitment technology is more offered, available and adaptable than ever.

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

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

At Teamdash, our philosophy has actually always been that the employer should be at the guiding wheel and in control, and innovation is simply a vehicle to get there quicker, much safer and more comfortably. And it ought to continue and be transparent in the recruitment efficiency metrics.

AI is like your co-pilot – you’re 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 fairly early adopter of Artificial Intelligence. AI assists recruiters to work smarter, not harder, automate repetitive jobs, make it faster and simpler to source candidates, compose task ads, launch company branding campaigns, and engage with prospects, to call simply a few. AI continues to develop and automate daily jobs. Recruiters may 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 started using several AI-powered tools in recruitment, always making sure ethical practices, naturally. Learning the needed prompts not only made my task simpler, however likewise showed exceptionally fascinating. Embracing ethical AI tools entirely transformed my method to recruitment: Automated Resume Screening: promptly matching prospect certifications with job requirements. Chatbot help: guides candidates, answers FAQs, and employment schedules interviews perfectly.

In 2023, we experienced the growth of the requirement to headhunt skills instead of fill the roles of actively using people. At the very same time, the increased circulation of applying candidates seemed like a favorable change, but actually, it did more operate in terms of the requirement to respond to everyone, evaluate each profile’s suitability to the function and send out more rejection e-mails.

The efficiency boost that the AI and automation tools supplied permitted us to make the procedure much faster and more consistent. We attained an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the very 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 require to guarantee the very best candidate experience by utilizing automations and AI.

Tools you require for successful recruitment in 2024

Recruiters without current tools and software application have a clear downside compared to the ones who have actually adopted a thorough tech stack.

All the specialists who reacted to our survey pointed out having an excellent and modern ATS as the first must-have tool in 2024.

Teamdash is recruitment software application constructed by employers for employers, and we understand how frustrating it is working with innovation that does not fit your workflows.

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That’s why Teamdash is highly customisable and consists of different automation possibilities and employment (AI-powered) tools that make your work easier – an interview scheduler, a task advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to options, among others. The recruitment control panel offers you a birds-eye summary 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 daily work.

We covered choosing the right ATS for your needs 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 marketplace changes we saw in 2023 and be proactive in 2024. Here are some suggestions 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 assessment software application, diverse and inclusive task advertising platforms, information analytics tools for talent acquisition insights, and virtual truth interfaces for immersive candidate experiences, emphasising performance, fairness, and engagement in the recruitment procedure.

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 a lot of employers not taking full of technology. You do not need to master them all, but get a great grounding on triggers and validation as a minimum. AI is as dependable 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 daily jobs much faster.

Rethinking and upgrading your employer brand to adjust to the modifications

The nature of work and the expectations towards the office and employer have substantially shifted in the past years. There is likewise a generational change in the workforce – Gen Z is getting in the workforce as a part of the Boomer generation is retiring.

To maintain and surpass these expectations and employment keep working with and maintaining leading talent, companies have to reassess their company brand 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 finest companies get 80% of the applicants. No employer wishes to lose out on working with the very best talent.

To end up being one of the very best, transparency is anticipated throughout all stages of the skill technique. This suggests leveraging the right technology and tools to support human proficiencies and developing a strong employer brand based on them.

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

We’ve seen a lot of change throughout 2023.

– Firstly, the demand for the workplace on a versatile basis has rebounded. While completely remote and remote-first chances stay dominant among jobseekers, hybrid functions are ending up being progressively popular.

Our Q3 Flexible Working Index (a report which tracks evolving trends across the flexible jobs market) revealed a sharp shift far from remote work amongst companies – totally remote roles represented just 4% of job posts between July and September, typically.

Meanwhile, jobseekers’ need for remote work remains strong, but our information reveals that the more flexibility business offer personnel around working areas, the more popular they are amongst prospects.

– Secondly, the traditional work week has actually considerably evolved over the past year.

The traditional Mon-Fri is taking a backseat. A growing number of companies are introducing an alternative approach, 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 approximately 47.4% of Flexa users noting it as their preferred way of working during October. During the exact same duration, 37.5% selected the 4.5-day week as their choice, 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 need to be constantly sharing things with your audience so when recruitment chooses back up you are not essentially going back to square one. Technology will enable you to truly make data-driven decisions whilst having the ability to track prospects, elevate your company branding and master recruitment marketing.

Recruiter skillset in 2024

Recently, we have seen a lift in skill- and value-based hiring. Companies are now actively upskilling their existing labor force and hiring new employees to fill the ability spaces.

This also implies employers must adjust their abilities to match the requirements. Recruiters need a mix of outstanding soft abilities and difficult skills to be effective in 2024 and beyond. A successful employer in 2024 is a fantastic communicator and facilitator who understands how to sell the function and the business, employment works with data and stats to think strategically, and adapts quickly to the modifications in the market.

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

In the previous few years, we have seen recruitment ending up being a growing number of tactical and data-driven. HR specialists have actually ended up being the leaders of this shift and the brand-new skill methods.

We enjoy to see that Teamdash users are actively dealing with the data offered for them in the Recruitment efficiency tab and have actually made inspecting it a part of their day-to-day regimen. This has actually helped them discover brand-new methods to simplify the procedure and automate tedious tasks, making more time for activities that produce value.

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

– We have actually seen an increase in the variety of candidates however still have problems getting sufficient qualified candidates;
– We require to cut or manage recruitment expenses to remain on top of the economic circumstance on the planet;
– For more powerful employer brands, we need better interaction throughout business, and cooperation with employing managers is specifically crucial.

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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 procedure is as efficient and top quality as possible. Recruiting is getting more technical with every year. I ´ d say that an excellent recruiter must stay up to date with the patterns, know the target group, and understand how to reach out to them. Also, there has to be a bit of a salesman in every recruiter, in a good method.

The most essential skills for a recruiter in 2024 are:

Business partnering and consultancy skills. The ability to take part in meaningful conversations and forge collaborations with hiring managers and stakeholders is vital. We need to first cultivate a wealth of service acumen and skills within ourselves to genuinely operate as invaluable business partners. It involves comprehending our service objectives, preemptively developing talent swimming pools, and preventing last-minute firefighting. Entering an intake call with talent market mapping results guides the conversation. It aligns expectations at the ideal level, making the next actions more satisfying for ourselves, employing supervisors, and candidates.
Data-fueled processes and decision-making: While the discourse around data-driven processes has continued, couple of have wholeheartedly welcomed these concepts. Predicting what leads us becomes an important skill amongst TA professionals and helps us build significant collaborations with our stakeholders. The upcoming years signal a concrete shift, requiring essential change when it comes to time-based metrics, but not just. Integrating Talent Analytics and Talent Intelligence into resource planning is becoming the requirement even before recruitment activities start. Balancing the internal and external perspectives ensures that we stay up to date with changes and remain half a step ahead. As the data subject needs to broaden, storytelling skills take centre stage-because data holds an essential story, and we are in the lead of writing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must welcome and leverage recruitment automation, develop assessment abilities, and increase internal mobility in 2024. Recruiters need to comprehend their teams’ abilities and capabilities thorough to construct a comprehensive team’s assessment image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will become increasingly crucial as candidates use AI tools to create significantly strong CVs.

What will 2024 bring into recruiting?

We will see how numerous of these trends and obstacles pointed out carry over to 2024.

One thing is for sure: AI and automation will play an assisting role for recruiters – customised communication, and the human factor will always stay the leading gamers for both recruiters and candidates.

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

The end-of-the-year webinar “Key patterns and modifications in recruitment for 2024” was an informative session with statistics 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 numerous talent acquisition teams lean. Recruitment teams and specialists require to discover and reassess how to deliver more with less. Balancing the demands of organization requirements while ensuring personal well-being is vital to combat the prevalent challenge of recruitment burnout in the year ahead. Remember, it is necessary that your cup is complete also.

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 need to be mindful of developing their authentic company brand names completely and taking great care of their current workers. Prioritizing the well-being and employment engagement of current staff members ends up being not simply a business responsibility however a strategic crucial to reconstruct and strengthen rely on the hiring 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 far more transparency and utilisation of employer branding. Both go hand-in-hand and are incredibly essential to effectively working with and keeping leading talent – specifically as they help construct trust among prospects and employees.

And there’s a lot information to back this up. For instance, LinkedIn’s Employer Brand stats specify that 75% of job hunters think about an employer’s brand name before even making an application for a task.
In a survey of 1,000 workers, Visier found that 90% trust their company. When asked why, 65% stated, “They normally tell me the fact”, 52% stated, “They’re transparent about company policies and practices”, and 38% said, “They encourage staff members to speak up”.
And information from Deloitte exposed that relied on companies surpass their peers by as much as 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of disturbance from generative AI. We are going to see excellent employers utilizing AI to make their tasks simpler and simplify a great deal of their routine, admin-intensive tasks in 2024. We are likewise going to see a lot of lazy employers terribly utilizing Generative AI tools. We need to bear in mind that no one 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 prospect experience with a more individual method.
Pay transparency: being more transparent about pay is getting a lot of appeal; companies require to prepare to be able to fulfill 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, employment there’s more skill available. So business who can work with now have the possibility of having very high-quality people who are faithful to them.
DEI in hiring: business stress diversity recruitment and unconscious bias.