Recruitment Trends in 2025 – Predictions From 15 Experts
We are approaching the end of another hectic and ever-changing recruitment year.
We asked 15 recruitment market specialists to think of how 2023 will enter into the history books and what you can take along with you for 2024.
Unsurprisingly, when we asked our specialists about the most considerable changes in recruitment in 2023, the words popping up in the word cloud were AI, automation and the changes in abilities and employer branding.
Let’s dive into what 15 recruitment specialists had to state in the 2023 Teamdash survey.
The rise of AI and automation in recruitment
The focus on automation has appeared in the previous years, and truly so. Recruitment technology is more readily available, accessible and adaptable than ever.
This year, employment AI took a significant step ahead in recruitment and has been integrated into recruitment software application, consisting of Teamdash.
We recently celebrated one year of ChatGPT – the infamous 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 impacts the recruitment procedure and how to preserve ethical and human elements in the decision-making.
At Teamdash, our philosophy has constantly been that the employer must be at the steering wheel and in control, and innovation is simply an automobile to arrive quicker, more secure and more easily. And it should continue and be transparent in the recruitment efficiency metrics.
AI is like your co-pilot – you’re in control, providing 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 Expert system. AI assists employers to work smarter, not harder, automate recurring jobs, make it faster and easier to source candidates, compose task advertisements, launch company branding projects, and engage with prospects, to name just a few. AI continues to progress and automate everyday jobs. Recruiters might be able to take a lot of repeated things off their plates and focus on the more human elements of recruiting.
Keter Luhaorg, Recruitment Partner at Euronics
I started using several AI-powered tools in recruitment, always making sure ethical practices, of course. Learning the needed prompts not only made my job simpler, but likewise proved extremely remarkable. Embracing ethical AI tools totally transformed my method to recruitment: Automated Resume Screening: promptly matching prospect credentials with job requirements. Chatbot assistance: guides prospects, answers FAQs, and schedules interviews flawlessly.
In 2023, we experienced the growth of the requirement to headhunt skills rather than fill the functions of actively using individuals. At the very same time, the increased circulation of applying candidates looked like a positive change, however in fact, it did more operate in terms of the requirement to reply to everyone, evaluate each profile’s viability to the role and send more rejection emails.
The efficiency boost that the AI and automation tools offered enabled us to make the process quicker and more consistent. We achieved an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the very same time – a boost in staff member NPS.
Lauryna Gireniene, Head of Talent Acquisition at Nord Security
In 2023 our hiring rate from applicants increased by 25% – to increase working with rates, you need to ensure the best prospect experience by utilizing automations and AI.
Tools you require for successful recruitment in 2024
Recruiters without current tools and software application have a clear disadvantage compared to the ones who have adopted a detailed tech stack.
All the specialists who reacted to our survey mentioned having a great and modern-day ATS as the very first essential tool in 2024.
Teamdash is recruitment software developed by employers for recruiters, and we know how annoying it is working with innovation that does not fit your workflows.
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That’s why Teamdash is highly customisable and includes numerous automation possibilities and (AI-powered) tools that make your work simpler – an interview scheduler, a job advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to choices, to name a few. The recruitment dashboard provides you a birds-eye summary of your entire recruitment procedure. The Recruitment Performance tab gives you a visual overview of vital recruitment metrics so you can be more tactical in your daily work.
We covered selecting the ideal ATS for your requirements and business at one of our webinars in 2023. You can view it as needed 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 suggestions from our experts:
My essential tools are Proficient at, 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 include sophisticated AI-driven Applicant Tracking Systems, advanced candidate assessment software application, varied and inclusive task marketing platforms, information analytics tools for talent acquisition insights, and virtual truth interfaces for immersive prospect experiences, stressing efficiency, fairness, and engagement in the recruitment process.
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 employers not taking complete advantage of technology. You do not have to master them all, but get a good grounding on triggers and recognition 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 day-to-day tasks much faster.
Rethinking and redesigning your company brand name to adjust to the modifications
The nature of work and the expectations towards the office and company have significantly shifted in the previous years. There is likewise a generational modification in the labor force – Gen Z is going into the workforce as a part of the Boomer generation is retiring.
To maintain and go beyond these expectations and keep hiring and retaining top talent, companies need to rethink their company brand name and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto principle applies in their user base – 20% of the very best employers get 80% of the applicants. No company wishes to lose out on employing the very best talent.
To turn into one of the very best, transparency is anticipated throughout all stages of the talent method. This indicates leveraging the best innovation and tools to support human proficiencies and developing a strong company brand based on them.
Diversity (DEI), flexibility, transparency and the rise of relatable organisations are the keywords in focus for company brand names in 2024.
We’ve seen a great deal of change throughout 2023.
– Firstly, the demand for the workplace on a flexible basis has picked up. While fully remote and remote-first opportunities stay dominant amongst jobseekers, hybrid functions are becoming progressively popular.
Our Q3 Flexible Working Index (a report which tracks progressing patterns throughout the flexible jobs market) exposed a sharp shift away from remote work amongst employers – fully remote functions represented simply 4% of job posts in between July and September, on average.
Meanwhile, jobseekers‘ need for remote work stays strong, but our data reveals that the more versatility companies offer staff around working places, the more popular they are among prospects.
– Secondly, the conventional work week has actually substantially evolved over the previous year.
The classic Mon-Fri is taking a rear seat. More and more business are introducing an alternative technique, 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 an average of 47.4% of Flexa users noting it as their favored method of working during October. During the same period, 37.5% picked the 4.5-day week as their choice, and 14.1% specified the 9-day fortnight was theirs.
Kayleigh Little, Recruitment Automation Expert at Teamdash
Maintaining your company brand name whilst recruitment is low is KEY! You need 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 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 hiring brand-new employees to fill the ability gaps.
This likewise indicates recruiters should adapt their abilities to match the requirements. Recruiters require a mix of excellent soft skills and hard skills to be effective in 2024 and beyond. A successful recruiter in 2024 is a fantastic communicator and facilitator who knows how to offer the role and the company, deals with information and stats to believe tactically, and adapts rapidly to the changes in the market.
Again, proactively working on these skills further and utilizing innovation assists remain on top of the recruitment video game.
In the previous couple of years, we have seen recruitment becoming increasingly more tactical and data-driven. HR experts have ended up being the leaders of this shift and the new talent methods.
We enjoy to see that Teamdash users are actively working with the information available for them in the Recruitment performance tab and have actually made inspecting it a part of their everyday routine. This has actually helped them find new methods to improve the process and automate tiresome tasks, employment making more time for activities that produce worth.
The new skillset lines up with the challenges that 2023 has actually brought and will continue to 2024.
– We have seen a boost in the number of prospects but still have troubles getting adequate qualified prospects;
– We need to cut or handle recruitment expenses to stay on top of the financial situation on the planet;
– For more powerful company brands, we require much better communication across companies, and partnership with working with supervisors 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 high-quality as possible. Recruiting is getting more technical with every year. I ´ d say that a great recruiter should keep up with the trends, understand the target group, and understand how to reach out to them. Also, there needs to be a little a salesman in every recruiter, in a good way.
The most important skills for an employer in 2024 are:
Business partnering and consultancy skills. The ability to participate in significant conversations and forge collaborations with hiring supervisors and stakeholders is paramount. We must initially cultivate a wealth of organization acumen and employment skills within ourselves to genuinely function as invaluable business partners. It involves comprehending our business goals, preemptively building talent swimming pools, and avoiding 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 pleasurable for ourselves, employing managers, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven processes has persisted, couple of have actually wholeheartedly embraced these principles. Predicting what leads us becomes an important ability amongst TA experts and helps us construct significant partnerships with our stakeholders. The upcoming years signal a concrete shift, requiring basic change when it comes to time-based metrics, but not just. Integrating Talent Analytics and Talent Intelligence into resource planning is becoming the standard even before recruitment activities begin. Balancing the internal and external viewpoints ensures that we keep up with changes and remain half a step ahead. As the information subject needs to expand, storytelling abilities take centre stage-because data holds a crucial story, and we are in the lead of writing the story around this.
Natalja Horohordina, Head of Talent Acquisition at Eesti Energia
Recruiters should welcome and take advantage of recruitment automation, employment develop assessment abilities, and increase internal mobility in 2024. Recruiters require to understand their groups‘ abilities and capabilities thorough to build an extensive group’s assessment image.
Lara Holding-Jones, Director at Pink Jelly People Consultancy
Assessment skills will become significantly crucial as prospects utilize AI tools to produce progressively strong CVs.
What will 2024 bring into recruiting?
We will see the number of of these trends and difficulties mentioned bring over to 2024.
Something is for sure: AI and automation will play an assisting function for employers – customised interaction, and the human element will always stay the leading players for both employers and prospects.
We are delighted to see in which direction AI and technology 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 need 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 experts require to learn and reevaluate how to deliver more with less. Balancing the needs of service needs while guaranteeing personal wellness is vital to combat the pervasive challenge of recruitment burnout in the year ahead. Remember, it’s important that your cup is full as well.
The second one would be trust. 2023 was notorious for the number 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 employer brand names completely and taking good care of their present staff members. Prioritizing the well-being and engagement of present employees ends up being not just a corporate duty however a tactical essential to rebuild and fortify rely on the working with landscape.
Molly Johnson-Jones, CEO & Co-founder at Flexa
As attitudes and understanding continue to sway in the best instructions, I hope 2024 will bring far more transparency and utilisation of company branding. Both go together and are incredibly important to effectively working with and keeping top talent – particularly as they assist develop trust amongst candidates and staff members.
And there’s so much data to back this up. For instance, LinkedIn’s Employer Brand statistics specify that 75% of job seekers consider an employer’s brand before even getting a task.
In a survey of 1,000 employees, Visier discovered that 90% trust their employer. 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 employees to speak up“.
And data from Deloitte revealed that trusted companies outshine 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 visiting good employers utilizing AI to make their tasks easier and streamline a great deal of their routine, admin-intensive jobs in 2024. We are also going to see a lot of lazy recruiters severely using Generative AI tools. We must keep 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 crucial 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 improve prospect experience with a more personal approach.
Pay transparency: being more transparent about pay is acquiring a great deal of popularity; business 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 offered. So companies who can work with now have the possibility of having really high-quality people who are faithful to them.
DEI in hiring: business emphasise diversity recruitment and unconscious predisposition.
