Recruitment Trends in 2025 – Predictions From 15 Experts

We are approaching the end of another busy and ever-changing recruitment year.

We asked 15 recruitment market experts to think about how 2023 will enter into the history books and what you can bring with you for 2024.

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

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

The rise of AI and automation in recruitment

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

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

We recently commemorated one year of ChatGPT – the notorious AI tool mentioned at every dinner table this year. ChatGPT and other AI tools are used by both recruiters and candidates, raising concerns about how it affects the recruitment procedure and how to maintain ethical and human consider the decision-making.

At Teamdash, our viewpoint has constantly been that the recruiter needs to be at the guiding wheel and in control, and technology is just an automobile to arrive faster, safer and more easily. And it should carry on and be transparent in the recruitment efficiency metrics.

AI is like your co-pilot – you’re in control, offering 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 actually been a reasonably early adopter of Expert system. AI to work smarter, not harder, automate recurring tasks, make it faster and much easier to source prospects, compose task advertisements, launch employer branding projects, and engage with prospects, to name just a couple of. AI continues to progress and automate day-to-day tasks. Recruiters may be able to take a lot of repeated things off their plates and focus on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began using numerous AI-powered tools in recruitment, constantly ensuring ethical practices, of course. Learning the essential prompts not just made my job easier, but also showed extremely interesting. Embracing ethical AI tools totally transformed my approach to recruitment: Automated Resume Screening: quickly matching candidate qualifications with job requirements. Chatbot support: employment guides candidates, answers FAQs, and schedules interviews perfectly.

In 2023, employment we experienced the growth of the need to headhunt talents rather than fill the functions of actively using individuals. At the exact same time, the increased flow of applying prospects appeared like a positive modification, but in fact, it did more operate in terms of the requirement to respond to everyone, examine each profile’s viability to the role and send more rejection e-mails.

The performance boost that the AI and automation tools provided enabled us to make the process faster and more constant. We attained an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, employment at the same time – a boost 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 guarantee the very best candidate experience by using automations and AI.

Tools you require for effective recruitment in 2024

Recruiters without current tools and software application have a clear downside compared to the ones who have embraced an extensive tech stack.

All the specialists who responded to our study mentioned having an excellent and contemporary ATS as the very first must-have tool in 2024.

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

See Teamdash in action

That’s why Teamdash is highly customisable and includes numerous automation possibilities and (AI-powered) tools that make your work easier – an interview scheduler, a job ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with alternatives, to call a couple of. The recruitment dashboard provides you a birds-eye overview of your entire recruitment procedure. The Recruitment Performance tab gives you a visual introduction of important recruitment metrics so you can be more tactical in your everyday work.

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

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

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 employers in 2024, must-have tools consist of innovative AI-driven Applicant Tracking Systems, sophisticated prospect assessment software application, varied and inclusive job marketing platforms, information analytics tools for skill acquisition insights, and virtual reality interfaces for immersive prospect experiences, emphasising effectiveness, 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 too lots of recruiters not making the most of innovation. You do not have to master them all, but get a good grounding on triggers and recognition as a minimum. AI is as reliable 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 jobs much faster.

Rethinking and redesigning your company brand to adjust to the changes

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

To keep up and go beyond these expectations and keep employing and retaining leading skill, employers have to reassess their employer 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 very best companies get 80% of the applicants. No company desires to miss out on out on working with the very best talent.

To turn into one of the best, openness is anticipated throughout all phases of the skill technique. This means leveraging the ideal technology and tools to support human proficiencies and developing a strong employer brand name based upon them.

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

We have actually seen a lot of modification throughout 2023.

– Firstly, the need for the workplace on a versatile basis has actually picked up. While completely remote and remote-first opportunities remain dominant among jobseekers, hybrid roles are ending up being significantly popular.

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

Meanwhile, jobseekers’ demand for remote work remains strong, but our information reveals that the more versatility business provide personnel around working locations, the more popular they are amongst prospects.

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

The traditional Mon-Fri is taking a backseat. More and more companies are presenting an alternative method, which 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 escalated, with an average of 47.4% of Flexa users noting it as their favored way of working throughout October. During the same period, 37.5% chosen the 4.5-day week as their preference, and 14.1% stated 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 constantly sharing things with your audience so when recruitment picks back up you are not essentially starting from scratch. Technology will allow you to genuinely make data-driven choices whilst having the ability to track prospects, elevate your employer branding and master recruitment marketing.

Recruiter skillset in 2024

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

This likewise means employers must adjust their abilities to match the requirements. Recruiters need a mix of outstanding soft skills and tough abilities to be successful in 2024 and beyond. A successful recruiter in 2024 is a great communicator and facilitator who knows how to offer the function and the business, works with data and stats to believe strategically, and adapts rapidly to the modifications in the market.

Again, proactively dealing with establishing these skills even more and utilizing technology helps stay on top of the recruitment game.

In the previous couple of years, we have seen recruitment ending up being more and employment more strategic and data-driven. HR experts have become the leaders of this shift and the new skill strategies.

We’re delighted to see that Teamdash users are actively dealing with the data readily available for employment them in the Recruitment performance tab and have made examining it a part of their daily routine. This has actually assisted them find brand-new methods to simplify the procedure and automate tedious jobs, making more time for activities that produce value.

The brand-new skillset lines up with the obstacles that 2023 has actually 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 need to cut or manage recruitment expenses to remain on top of the financial situation on the planet;
– For stronger company brand names, we need much better communication across business, and cooperation with hiring supervisors is especially essential.

Begin with Teamdash – Free Trial!

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 top quality as possible. Recruiting is getting more technical with every year. I ´ d say that a great employer should stay up to date with the patterns, understand the target group, and understand how to reach out to them. Also, there needs to be a little bit of a salesman in every employer, in a great method.

The most essential skills for a recruiter in 2024 are:

Business partnering and consultancy abilities. The ability to engage in meaningful discussions and create collaborations with employing supervisors and stakeholders is paramount. We should first cultivate a wealth of business acumen and abilities within ourselves to truly function as important business partners. It involves comprehending our company goals, preemptively constructing skill swimming pools, and preventing last-minute firefighting. Entering a consumption call with talent market mapping results guides the discussion. It aligns expectations at the ideal level, making the next steps more satisfying for ourselves, employing supervisors, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has continued, couple of have actually completely accepted these principles. Predicting what leads us becomes an essential ability among TA experts and assists us develop meaningful partnerships with our stakeholders. The upcoming years indicate a tangible 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 start. Balancing the internal and external viewpoints ensures that we keep up with changes and remain half an action ahead. As the information topic requires to expand, storytelling skills take centre stage-because data holds a vital story, and we are in the lead of composing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must accept and utilize recruitment automation, develop evaluation skills, and increase internal mobility in 2024. Recruiters need to understand their teams’ skills and abilities in-depth to construct a detailed team’s assessment image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will end up being significantly essential as candidates utilize AI tools to create increasingly strong CVs.

What will 2024 bring into recruiting?

We will see how many of these trends and difficulties mentioned rollover to 2024.

One thing is for sure: AI and automation will play a helping function for employers – customised interaction, and the human aspect will constantly stay the leading gamers for both employers and prospects.

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

The end-of-the-year webinar “Key trends and changes in recruitment for 2024” was an insightful session with statistics and expert predictions from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is available on need on Livestorm.

Experience AI-Powered Recruitment

Piret Luts, Global Head of Talent Analytics, Sourcing & Research at Nortal AS

2023 has left many skill acquisition teams lean. Recruitment teams and professionals require to discover and reassess how to provide more with less. Balancing the demands of company needs while ensuring individual well-being is vital to combat the prevalent challenge of recruitment burnout in the year ahead. Remember, it’s crucial 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 prospects side. Therefore, business require to be conscious of constructing their authentic company brands within out and taking great care of their existing workers. Prioritizing the well-being and engagement of existing employees ends up being not just a corporate obligation but a strategic necessary to reconstruct and fortify trust in the working with landscape.

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

As attitudes and understanding continue to sway in the ideal instructions, I hope 2024 will bring far more openness and utilisation of company branding. Both go hand-in-hand and are incredibly important to successfully hiring and maintaining top skill – specifically as they assist construct trust amongst candidates and employees.

And employment there’s a lot data to back this up. For instance, LinkedIn’s Employer Brand data specify that 75% of task seekers consider a company’s brand before even obtaining a task.
In a survey of 1,000 staff members, Visier found that 90% trust their company. When asked why, 65% said, “They typically tell me the reality”, 52% said, “They’re transparent about business policies and practices”, and 38% stated, “They encourage staff members to speak out”.
And data from Deloitte exposed that trusted companies outshine their peers by up to 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of interruption from generative AI. We are going to see good employers using AI to make their tasks much easier and improve a great deal of their menial, admin-intensive jobs in 2024. We are also going to see a great deal of lazy employers badly utilizing Generative AI tools. We should bear in mind that no one speaks like ChatGPT, so we can not simply throw up content and pass it off as our own. Personalisation will be key 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 approach.
Pay openness: being more transparent about pay is gaining a great deal of popularity; companies need to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive.
More skill is readily available: Due to great deals of layoffs and instability in the tech sector, there’s more skill readily available. So business who can hire now have the possibility of having extremely top quality people who are devoted to them.
DEI in hiring: business emphasise diversity recruitment and unconscious predisposition.