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 experts to believe about how 2023 will enter into the history books and what you can take along with you for 2024.
Unsurprisingly, when we asked our professionals about the most considerable modifications in recruitment in 2023, the words turning up in the word cloud were AI, automation and the modifications in skills 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 concentrate on automation has appeared in the previous years, and truly so. Recruitment innovation is more readily available, accessible and adaptable than ever.
This year, AI took a substantial action ahead in recruitment and has actually been integrated into recruitment software, including Teamdash.
We recently celebrated one year of ChatGPT – the notorious AI tool mentioned at every table this year. ChatGPT and other AI tools are utilized by both employers and candidates, raising concerns about how it impacts the recruitment procedure and how to preserve ethical and human consider the decision-making.
At Teamdash, our approach has constantly been that the recruiter needs to be at the guiding wheel and in control, and technology is simply a lorry to get there much faster, much safer and more conveniently. And it ought to bring on and be transparent in the recruitment efficiency metrics.
AI is like your co-pilot – you’re in control, giving commands and making the choices.
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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 reasonably early adopter of Expert system. AI assists employers to work smarter, not harder, automate repeated jobs, make it faster and easier to source prospects, compose job advertisements, launch company branding campaigns, and engage with candidates, to name simply a couple of. AI continues to develop and automate day-to-day tasks. Recruiters might have the ability 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 began using numerous AI-powered tools in recruitment, always ensuring ethical practices, of course. Learning the required prompts not only made my task simpler, however likewise showed extremely fascinating. Embracing ethical AI tools totally changed my approach to recruitment: Automated Resume Screening: swiftly matching prospect credentials with job requirements. Chatbot support: guides candidates, responses FAQs, and schedules interviews seamlessly.
In 2023, we experienced the development 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 favorable change, however really, it did more operate in regards to the requirement to respond to everyone, assess each profile’s suitability to the role and send more rejection e-mails.
The performance increase that the AI and automation tools offered allowed us to make the procedure much faster and more constant. We accomplished an improvement 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 working with rates, you need to make sure the very best candidate experience by utilizing automations and AI.
Tools you require for successful recruitment in 2024
Recruiters without current tools and software have a clear drawback compared to the ones who have actually adopted a thorough tech stack.
All the professionals who responded to our study discussed having a great and contemporary ATS as the very first must-have tool in 2024.
Teamdash is recruitment software constructed by employers for employers, and we understand how annoying it is working with technology that does not fit your workflows.
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That’s why Teamdash is highly customisable and includes numerous automation possibilities and job (AI-powered) tools that make your work much easier – an interview scheduler, a job ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing options, among others. The recruitment control panel provides you a birds-eye overview of your whole recruitment process. The Recruitment Performance tab provides you a visual summary of vital recruitment metrics so you can be more strategic in your everyday work.
We covered picking the right ATS for your requirements and job company at one of our webinars in 2023. You can see it on need on Livestorm.
Having the right tools helps us adjust to the marketplace 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 comparable), and LinkedIn.
Jane Pettit, Business Growth Coach and Recruitment Team Trainer at Centred Excellence
For recruiters in 2024, essential tools include advanced AI-driven Applicant Tracking Systems, advanced prospect assessment software application, varied and inclusive task advertising platforms, information analytics tools for talent acquisition insights, and virtual reality user interfaces for immersive candidate experiences, stressing performance, fairness, and engagement in the recruitment process.
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 employers not taking complete advantage of technology. You do not need to master them all, but get a good grounding on prompts and recognition as a minimum. AI is as reputable 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 daily jobs much faster.
Rethinking and revamping your employer brand to adapt to the changes
The nature of work and the expectations towards the office and company have actually substantially moved in the previous years. There is likewise a generational modification in the workforce – Gen Z is getting in the labor force as a part of the Boomer generation is retiring.
To maintain and go beyond these expectations and keep employing and keeping top skill, employers need to reconsider 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 best employers get 80% of the candidates. No employer wishes to lose out on hiring the best talent.
To end up being one of the very best, transparency is expected throughout all stages of the skill method. This indicates leveraging the ideal technology and tools to support human competencies and building a strong company brand based on them.
Diversity (DEI), versatility, openness and the rise of relatable organisations are the keywords in focus for employer brands in 2024.
We have actually seen a great deal of change throughout 2023.
– Firstly, the need for the workplace on a versatile basis has actually made a resurgence. While fully remote and remote-first opportunities stay dominant amongst jobseekers, hybrid roles are becoming increasingly popular.
Our Q3 Flexible Working Index (a report which tracks developing trends across the flexible tasks market) revealed a sharp shift far from remote work amongst companies – completely remote roles accounted for just 4% of job posts in between July and September, usually.
Meanwhile, jobseekers‘ demand for remote work stays strong, however our information reveals that the more versatility companies provide staff around working places, the more popular they are amongst prospects.
– Secondly, the traditional work week has actually substantially developed over the past year.
The traditional Mon-Fri is taking a rear seat. A growing number of business are presenting 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 escalated, with approximately 47.4% of Flexa users listing it as their preferred method of working during October. During the very 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 require to be constantly sharing things with your audience so when recruitment selects back up you are not essentially going back to square one. Technology will permit you to really make data-driven decisions whilst being able to track prospects, elevate your company branding and master recruitment marketing.
Recruiter skillset in 2024
In current years, we have seen a lift in ability- and value-based hiring. Companies are now actively upskilling their present workforce and employing new staff members to fill the ability spaces.
This also indicates recruiters must adapt their abilities to match the requirements. Recruiters need a mix of excellent soft abilities and hard skills to be effective in 2024 and beyond. An effective recruiter in 2024 is a fantastic communicator and facilitator who knows how to offer the function and the business, works with information and stats to believe strategically, job and adapts rapidly to the modifications in the market.
Again, proactively working on establishing these abilities even more and utilizing technology helps remain on top of the recruitment game.
In the past few years, we have seen recruitment becoming more and more tactical and data-driven. HR specialists have actually become the leaders of this shift and the new talent methods.
We enjoy to see that Teamdash users are actively working with the data readily available for them in the Recruitment performance tab and have made checking it a part of their daily routine. This has helped them find brand-new methods to improve the process and automate tiresome tasks, making more time for activities that produce worth.
The new skillset lines up with the obstacles that 2023 has brought and will carry on to 2024.
– We have seen a boost in the variety of prospects but still have troubles getting enough qualified prospects;
– We require to cut or manage recruitment costs to remain on top of the financial situation in the world;
– For more powerful employer brands, we need better communication throughout companies, and partnership with working with managers is particularly crucial.
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Riin Soostar, Senior HR Business Partner at Circle K Eesti
It is very important to automate as much administrative work as possible so the recruitment process is as effective and premium as possible. Recruiting is getting more technical with every year. I ´ d state that a great employer needs to keep up with the patterns, understand the target group, and understand how to connect to them. Also, there has to be a little a salesperson in every employer, in an excellent way.
The most essential skills for an employer in 2024 are:
Business partnering and consultancy abilities. The capability to engage in significant discussions and forge collaborations with hiring supervisors and stakeholders is vital. We must first cultivate a wealth of organization acumen and skills within ourselves to genuinely work as vital company partners. It includes comprehending our organization objectives, preemptively developing talent pools, and preventing last-minute firefighting. Entering a consumption call with talent market mapping results guides the conversation. It lines up expectations at the best level, making the next steps more pleasurable for ourselves, employing managers, and candidates.
Data-fueled processes and decision-making: While the discourse around data-driven procedures has continued, couple of have actually totally welcomed these principles. Predicting what’s ahead of us becomes an essential ability among TA professionals and assists us build significant collaborations with our stakeholders. The upcoming years indicate a tangible shift, requiring basic modification when it comes to time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource planning is ending up being the requirement even before recruitment activities commence. Balancing the internal and external viewpoints makes sure that we stay up to date with changes and stay half a step ahead. As the information topic requires to broaden, storytelling skills take centre stage-because information holds an essential story, and we are in the lead of writing the narrative around this.
Natalja Horohordina, Head of Talent Acquisition at Eesti Energia
Recruiters must welcome and leverage recruitment automation, develop assessment skills, and boost internal movement in 2024. Recruiters require to understand their groups‘ abilities and capabilities extensive to construct an extensive team’s evaluation picture.
Lara Holding-Jones, Director at Pink Jelly People Consultancy
Assessment skills will become increasingly crucial as candidates utilize AI tools to produce significantly strong CVs.
What will 2024 bring into recruiting?
We will see how many of these trends and difficulties mentioned rollover to 2024.
Something is for sure: AI and automation will play an assisting role for job recruiters – personalised interaction, and the human factor will always stay the leading gamers for both and candidates.
We are excited to see in which instructions AI and technology will take us in 2024.
The end-of-the-year webinar „Key patterns and modifications in recruitment for 2024“ was an insightful session with statistics and skilled forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is readily available as needed on Livestorm.
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Piret Luts, Global Head of Talent Analytics, Sourcing & Research at Nortal AS
2023 has left lots of skill acquisition teams lean. Recruitment groups and specialists need to discover and review how to provide more with less. Balancing the needs of business requirements while guaranteeing personal well-being is necessary to combat the prevalent obstacle of recruitment burnout in the year ahead. Remember, it is necessary that your cup is complete as well.
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 building their authentic company brands completely and taking good care of their current employees. Prioritizing the wellness and engagement of existing employees ends up being not simply a business obligation but a tactical essential to reconstruct and fortify trust in the employing 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 much more openness and utilisation of employer branding. Both go together and are incredibly important to successfully employing and retaining leading skill – specifically as they help construct trust amongst candidates and job staff members.
And there’s a lot information to back this up. For example, LinkedIn’s Employer Brand statistics specify that 75% of task candidates think about an employer’s brand name before even making an application for a job.
In a study of 1,000 staff members, Visier found that 90% trust their company. When asked why, 65% stated, „They generally inform me the reality“, 52% said, „They’re transparent about business policies and practices“, and 38% stated, „They encourage workers to speak out“.
And information from Deloitte exposed that trusted business outperform their peers by approximately 400%!
Vanessa Raath, Founder of The Talent Hunter
There is a lot of interruption from generative AI. We are going to see excellent recruiters using AI to make their jobs much easier and streamline a great deal of their menial, admin-intensive jobs in 2024. We are also visiting a lot of lazy employers badly utilizing Generative AI tools. We should bear in mind that no one speaks like ChatGPT, so we can not just throw up material and pass it off as our own. Personalisation will be key 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 openness: being more transparent about pay is getting a great deal of appeal; companies need to prepare to be able to satisfy the requirements of the European Parliament Pay Transparency Directive.
More skill is readily available: Due to lots of layoffs and instability in the tech sector, there’s more talent available. So business who can work with now have the possibility of having really high-quality individuals who are faithful to them.
DEI in hiring: companies emphasise diversity recruitment and unconscious bias.