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 industry professionals 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 specialists about the most significant 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 experts had to state in the 2023 Teamdash survey.
The increase of AI and automation in recruitment
The focus on automation has appeared in the previous years, and rightfully so. Recruitment innovation is more offered, accessible and versatile than ever.
This year, AI took a significant step ahead in recruitment and has actually been incorporated into recruitment software, consisting of Teamdash.
We just recently celebrated one year of ChatGPT – the notorious AI tool pointed out at every table this year. ChatGPT and other AI tools are utilized by both employers and prospects, raising concerns about how it impacts the recruitment process and how to preserve ethical and human consider the decision-making.
At Teamdash, our approach has constantly been that the employer should be at the guiding wheel and in control, and technology is just a lorry to arrive faster, safer and more easily. And it must continue and be transparent in the recruitment performance metrics.
AI resembles your co-pilot – you’re in control, offering commands and 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 reasonably early adopter of Expert system. AI assists recruiters to work smarter, not harder, automate recurring tasks, make it faster and easier to source candidates, compose task ads, launch employer branding campaigns, and engage with prospects, to name simply a few. AI continues to develop and automate day-to-day jobs. Recruiters might be able to take a lot of recurring things off their plates and focus on the more human aspects of recruiting.
Keter Luhaorg, Recruitment Partner at Euronics
I began using multiple AI-powered tools in recruitment, always ensuring ethical practices, of course. Learning the required prompts not just made my task simpler, however likewise showed incredibly remarkable. Embracing ethical AI tools totally transformed my technique to recruitment: Automated Resume Screening: promptly matching candidate credentials with task requirements. Chatbot assistance: guides candidates, answers FAQs, and schedules interviews seamlessly.
In 2023, we experienced the development of the requirement to headhunt talents rather than fill the functions of actively applying people. At the very same time, the increased flow of using candidates appeared like a favorable modification, but really, it did more work in regards to the requirement to respond to everybody, examine each profile’s viability to the role and send more rejection e-mails.
The effectiveness boost that the AI and automation tools provided enabled us to make the process quicker and more constant. We achieved 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 applicants increased by 25% – to increase hiring rates, you need to guarantee the very best prospect experience by utilizing automations and AI.
Tools you need for effective recruitment in 2024
Recruiters without current tools and software application have a clear downside compared to the ones who have adopted a comprehensive tech stack.
All the experts who reacted to our survey discussed having an excellent and modern ATS as the very first essential tool in 2024.
Teamdash is recruitment software application built by recruiters for recruiters, and we know how annoying it is working with technology that doesn’t fit your workflows.
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That’s why Teamdash is highly customisable and includes various automation possibilities and (AI-powered) tools that make your work much easier – an interview scheduler, a task advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with options, to call a few. The recruitment control panel provides you a birds-eye summary of your entire recruitment procedure. The Recruitment Performance tab provides you a visual introduction of vital recruitment metrics so you can be more tactical in your daily work.
We covered choosing the best ATS for your requirements and business at one of our webinars in 2023. You can see it as needed on Livestorm.
Having the right tools assists us adapt to the marketplace changes we witnessed in 2023 and be proactive in 2024. Here are some suggestions from our experts:
My must-have 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 consist of sophisticated AI-driven Applicant Tracking Systems, sophisticated prospect evaluation software application, diverse and inclusive job marketing platforms, information analytics tools for skill acquisition insights, and virtual reality interfaces for immersive candidate experiences, stressing effectiveness, 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 recruiters not maximizing technology. You do not need to master them all, however get a good grounding on triggers and validation as a minimum. AI is as trustworthy 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 design templates to make everyday jobs quicker.
Rethinking and revamping your employer brand name to adapt to the changes
The nature of work and the expectations towards the workplace and employer have actually substantially shifted in the previous years. There is also a generational modification in the labor force – Gen Z is entering the labor force as a part of the Boomer generation is retiring.
To keep up and exceed these expectations and keep employing and retaining leading talent, companies have to reconsider their employer brand 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 best employers get 80% of the candidates. No employer desires to lose out on employing the very best talent.
To become one of the very best, transparency is anticipated throughout all phases of the skill strategy. This indicates leveraging the best technology and tools to support human proficiencies and constructing a strong employer brand name based upon them.
Diversity (DEI), flexibility, transparency and the rise of relatable organisations are the keywords in focus for company brands in 2024.
We’ve seen a great deal of modification throughout 2023.
– Firstly, the need for the office on a flexible basis has actually picked up. While completely remote and remote-first opportunities remain dominant among jobseekers, hybrid functions are becoming progressively popular.
Our Q3 Flexible Working Index (a report which tracks evolving trends across the versatile jobs market) revealed a sharp shift far from remote work amongst employers – completely remote functions accounted for just 4% of task posts in between July and September, on average.
Meanwhile, jobseekers‘ demand for remote work stays strong, however our information shows that the more flexibility business use staff around working locations, the more popular they are among candidates.
– Secondly, the traditional work week has actually significantly developed over the past year.
The timeless Mon-Fri is taking a backseat. Increasingly more companies are presenting 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 skyrocketed, with approximately 47.4% of Flexa users listing it as their favored method of working during October. During the very same duration, 37.5% chosen 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 require to be continuously 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 really make data-driven choices whilst being able to track prospects, elevate your company 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 working with new employees to fill the skill gaps.
This likewise suggests employers must adapt their skills to match the requirements. Recruiters need a mix of outstanding soft skills and difficult abilities to be effective in 2024 and beyond. A successful employer in 2024 is a fantastic communicator and facilitator who knows how to offer the role and the company, deals with information and statistics to think tactically, and adapts quickly to the modifications in the market.
Again, proactively dealing with establishing these skills further and using innovation helps remain on top of the recruitment game.
In the past couple of years, we have seen recruitment becoming increasingly more strategic and data-driven. HR specialists have actually become the leaders of this shift and the brand-new talent methods.
We more than happy to see that Teamdash users are actively working with the information offered for them in the Recruitment performance tab and have made it a part of their everyday routine. This has helped them discover brand-new methods to enhance the process and automate laborious jobs, making more time for activities that create value.
The new skillset lines up with the obstacles that 2023 has actually brought and will carry on to 2024.
– We have seen an increase in the number of candidates however still have problems getting enough certified prospects;
– We require to cut or handle recruitment costs to remain on top of the economic situation on the planet;
– For stronger company brand names, we need better communication across companies, and partnership with hiring supervisors is particularly crucial.
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Riin Soostar, Senior HR Business Partner at Circle K Eesti
It is important 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 say that a good recruiter must stay up to date with the trends, understand the target group, and know how to reach out to them. Also, there has to be a little a salesperson in every recruiter, in an excellent way.
The most important skills for a recruiter in 2024 are:
Business partnering and consultancy skills. The ability to participate in meaningful conversations and forge partnerships with working with supervisors and referall.us stakeholders is critical. We should initially cultivate a wealth of organization acumen and abilities within ourselves to really operate as indispensable business partners. It includes understanding our business objectives, preemptively developing talent swimming pools, and avoiding last-minute firefighting. Entering a consumption call with skill market mapping results guides the conversation. It aligns expectations at the best level, making the next actions more pleasurable for ourselves, hiring supervisors, and candidates.
Data-fueled processes and decision-making: While the discourse around data-driven procedures has actually continued, couple of have actually totally embraced these principles. Predicting what leads us becomes a vital ability amongst TA professionals and helps us develop significant partnerships with our stakeholders. The approaching years signify a tangible shift, demanding fundamental modification when it concerns time-based metrics, but 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 point of views guarantees that we keep up with changes and remain half a step ahead. As the information topic needs to expand, storytelling skills take centre stage-because data holds a vital story, and we remain in the lead of composing the story around this.
Natalja Horohordina, Head of Talent Acquisition at Eesti Energia
Recruiters need to welcome and take advantage of recruitment automation, build assessment abilities, and increase internal mobility in 2024. Recruiters need to understand their teams‘ skills and abilities thorough to develop a detailed team’s assessment photo.
Lara Holding-Jones, Director at Pink Jelly People Consultancy
Assessment skills will end up being progressively important as prospects utilize AI tools to produce increasingly strong CVs.
What will 2024 bring into recruiting?
We will see the number of of these patterns and challenges pointed out bring over to 2024.
One thing is for sure: AI and automation will play a helping role for employers – customised interaction, 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 technology 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 forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is offered as needed on Livestorm.
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Piret Luts, Global Head of Talent Analytics, Sourcing & Research at Nortal AS
2023 has left numerous skill acquisition groups lean. Recruitment groups and professionals need to discover and reevaluate how to deliver more with less. Balancing the demands of organization requirements while making sure individual wellness is vital to combat the prevalent challenge of recruitment burnout in the year ahead. Remember, it is necessary that your cup is full also.
The 2nd one would be trust. 2023 was notorious for the variety of layoffs, I feel that there is a growing deficit of trust from the prospects side. Therefore, business need to be conscious of developing their genuine company brands completely and taking excellent care of their present staff members. Prioritizing the well-being and engagement of existing staff members becomes not just a corporate duty but a strategic necessary to restore 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 best instructions, I hope 2024 will bring a lot more transparency and utilisation of company branding. Both go hand-in-hand and are exceptionally crucial to effectively working with and retaining leading talent – especially as they assist construct trust among candidates and employees.
And there’s so much information to back this up. For example, LinkedIn’s Employer Brand data specify that 75% of task seekers consider a company’s brand before even obtaining a job.
In a study of 1,000 workers, Visier discovered that 90% trust their employer. When asked why, 65% stated, „They generally tell me the reality“, 52% stated, „They’re transparent about company policies and practices“, and 38% said, „They encourage workers to speak out“.
And data from Deloitte revealed that relied on companies exceed their peers by approximately 400%!
Vanessa Raath, Founder of The Talent Hunter
There is a great deal of interruption from generative AI. We are visiting good recruiters using AI to make their tasks easier and streamline a lot of their routine, admin-intensive tasks in 2024. We are also going to see a great deal of lazy employers severely utilizing Generative AI tools. We need to keep in mind that no one speaks like ChatGPT, so we can not just spit up material 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 enhance candidate experience with a more personal technique.
Pay transparency: being more transparent about pay is getting a lot of popularity; business need to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive.
More skill is available: Due to lots of layoffs and instability in the tech sector, there’s more talent available. So companies who can hire now have the possibility of having extremely premium people who are devoted to them.
DEI in hiring: business emphasise variety recruitment and unconscious predisposition.