Recruitment Trends in 2025 – Predictions From 15 Experts

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

We asked 15 recruitment market professionals to believe about how 2023 will go 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 appearing in the word cloud were AI, automation and the modifications in abilities and employer branding.

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

The increase of AI and automation in recruitment

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

This year, AI took a substantial action ahead in recruitment and has actually been included into recruitment software application, including Teamdash.

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

At Teamdash, our approach has actually constantly been that the recruiter should be at the guiding wheel and in control, and innovation is simply a vehicle to get there much faster, more secure and more easily. And it should continue and be transparent in the recruitment efficiency metrics.

AI resembles your co-pilot – you’re in control, providing 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 been a reasonably early adopter of Expert system. AI assists recruiters to work smarter, not harder, automate repeated jobs, make it faster and simpler to source prospects, write job ads, launch employer branding projects, and engage with prospects, to name just a couple of. AI continues to develop and automate day-to-day jobs. 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 utilizing numerous AI-powered tools in recruitment, always making sure ethical practices, obviously. Learning the essential triggers not just made my task simpler, however likewise showed incredibly interesting. Embracing ethical AI tools completely changed my technique to recruitment: Automated Resume Screening: quickly matching candidate certifications with job requirements. Chatbot support: guides candidates, responses FAQs, and schedules interviews effortlessly.

In 2023, we experienced the development of the need to headhunt talents rather than fill the roles of actively applying people. At the very same time, the increased circulation of using prospects looked like a positive modification, however actually, it did more work in terms of the requirement to respond to everyone, evaluate each profile’s suitability to the function and send more rejection e-mails.

The performance boost that the AI and automation tools supplied enabled us to make the process quicker and more consistent. We achieved an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the 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 finest candidate experience by utilizing automations and AI.

Tools you need for employment effective recruitment in 2024

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

All the professionals who reacted to our survey pointed out having a good and modern-day ATS as the very first must-have tool in 2024.

Teamdash is recruitment software developed by recruiters for employers, and we know how irritating it is dealing with technology that does not fit your workflows.

See Teamdash in action

That’s why Teamdash is extremely customisable and includes various automation possibilities and (AI-powered) tools that make your work simpler – an interview scheduler, a task ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing alternatives, among others. The recruitment dashboard provides you a birds-eye summary of your entire recruitment procedure. The Recruitment Performance tab gives you a visual overview of important recruitment metrics so you can be more strategic in your daily work.

We covered selecting the right 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 adjust to the we witnessed in 2023 and be proactive in 2024. Here are some suggestions from our specialists:

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, essential tools include sophisticated AI-driven Applicant Tracking Systems, advanced prospect evaluation software application, diverse and inclusive task advertising platforms, data analytics tools for talent acquisition insights, and virtual truth user interfaces for immersive prospect experiences, emphasising 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 too many recruiters not making the most of technology. You do not need to master them all, however get an excellent 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 employment Group

ATS, Magical Text Expander, employment DeepL, Grammarly, and templates to make day-to-day jobs much faster.

Rethinking and redesigning your company brand name to adapt to the modifications

The nature of work and the expectations towards the work environment and employer have significantly shifted in the previous years. There is also a generational change in the labor force – Gen Z is going into the workforce as a part of the Boomer generation is retiring.

To keep up and go beyond these expectations and keep employing and maintaining top skill, employers have to reconsider their company 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 very best companies get 80% of the applicants. No company wishes to lose out on hiring the best skill.

To turn into one of the very best, transparency is expected throughout all phases of the skill method. This means leveraging the right technology and tools to support human competencies and developing a strong company brand based upon them.

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

We have actually seen a lot of modification throughout 2023.

– Firstly, the need for the office on a flexible basis has actually picked up. While totally remote and remote-first chances stay dominant amongst jobseekers, hybrid functions are ending up being progressively popular.

Our Q3 Flexible Working Index (a report which tracks developing patterns throughout the versatile tasks market) exposed a sharp shift far from remote work amongst companies – completely remote roles represented just 4% of job posts between July and September, typically.

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

– Secondly, employment the standard work week has considerably progressed over the previous year.

The timeless Mon-Fri is taking a backseat. A growing number of companies are presenting an alternative method, 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 listing it as their preferred way of working during October. During the exact same duration, 37.5% picked 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 employer brand name whilst recruitment is low is KEY! You require to be continuously sharing things with your audience so when recruitment picks back up you are not basically going back to square one. Technology will permit you to really make data-driven choices whilst being able to track prospects, elevate your employer branding and master recruitment marketing.

Recruiter skillset in 2024

In current years, we have actually seen a lift in ability- and value-based hiring. Companies are now actively upskilling their existing labor force and working with new staff members to fill the ability spaces.

This also implies recruiters need to adjust their abilities to match the requirements. Recruiters need a mix of exceptional soft abilities and tough skills to be successful in 2024 and beyond. A successful employer in 2024 is an excellent communicator and facilitator who knows how to sell the function and the business, deals with data and data to think tactically, and adapts quickly to the changes in the market.

Again, proactively working on establishing these abilities further and using innovation helps remain on top of the recruitment game.

In the previous few years, we have seen recruitment ending up being more and more strategic and data-driven. HR experts have actually become the leaders of this shift and the brand-new talent techniques.

We enjoy to see that Teamdash users are actively dealing with the information readily available for them in the Recruitment performance tab and have actually made inspecting it a part of their day-to-day routine. This has actually helped them discover brand-new ways to improve the procedure and automate tedious jobs, making more time for activities that produce worth.

The brand-new skillset aligns with the challenges that 2023 has actually brought and will bring on to 2024.

– We have seen a boost in the variety of prospects however still have problems getting adequate certified prospects;
– We need to cut or handle recruitment costs to remain on top of the economic scenario in the world;
– For stronger company brand names, we need much better interaction across business, and cooperation with working with supervisors is specifically important.

Get Started with Teamdash – Free Trial!

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 procedure is as effective and high-quality as possible. Recruiting is getting more technical with every year. I ´ d state that a great employer must 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 bit of a salesman in every employer, in a great way.

The most crucial skills for an employer in 2024 are:

Business partnering and consultancy abilities. The capability to engage in meaningful conversations and create partnerships with working with managers and stakeholders is critical. We must first cultivate a wealth of organization acumen and skills within ourselves to really operate as vital service partners. It includes comprehending our service goals, preemptively building skill pools, and preventing last-minute firefighting. Entering a consumption call with talent market mapping results guides the discussion. It lines up expectations at the best level, making the next steps more satisfying for ourselves, hiring managers, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has actually continued, few have actually wholeheartedly welcomed these concepts. Predicting what leads us ends up being an essential ability amongst TA experts and assists us construct meaningful partnerships with our stakeholders. The upcoming years signify a tangible shift, requiring fundamental change when it concerns time-based metrics, but not only. Integrating Talent Analytics and Talent Intelligence into resource preparation is becoming the standard even before recruitment activities commence. Balancing the internal and external viewpoints guarantees that we keep up with modifications and stay half a step ahead. As the information topic requires to expand, storytelling abilities take centre stage-because information holds an essential story, and we are in the lead of composing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters should embrace and leverage recruitment automation, build evaluation skills, and boost internal movement in 2024. Recruiters require to comprehend their teams’ skills and abilities in-depth to construct an extensive team’s evaluation picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

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

What will 2024 bring into recruiting?

We will see how numerous of these trends and difficulties pointed out bring over to 2024.

Something is for sure: AI and automation will play a helping function for recruiters – customised interaction, and the human element will always stay the leading gamers for both employers and candidates.

We are excited to see in which direction AI and technology will take us in 2024.

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

Experience AI-Powered Recruitment

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

2023 has left numerous talent acquisition groups lean. Recruitment groups and professionals need to find out and reevaluate how to provide more with less. Balancing the needs of service requirements while guaranteeing personal well-being is important to fight the pervasive difficulty of recruitment burnout in the year ahead. Remember, it is essential that your cup is full too.

The 2nd one would be trust. 2023 was infamous for the number of layoffs, I feel that there is a growing deficit of trust from the prospects side. Therefore, companies require to be conscious of building their authentic employer brands inside out and taking excellent care of their existing staff members. Prioritizing the wellness and engagement of current employees becomes not just a business duty but a tactical imperative to rebuild and strengthen rely on the working with landscape.

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

As mindsets and comprehending continue to sway in the right direction, I hope 2024 will bring far more openness and utilisation of company branding. Both go together and are extremely essential to effectively employing and maintaining top talent – particularly as they assist construct trust among candidates and staff members.

And there’s a lot information to back this up. For instance, LinkedIn’s Employer Brand data state that 75% of task seekers think about an employer’s brand name before even obtaining a job.
In a survey of 1,000 staff members, Visier discovered that 90% trust their employer. When asked why, 65% stated, “They generally tell me the truth”, 52% said, “They’re transparent about company policies and practices”, and 38% said, “They motivate staff members to speak out”.
And information from Deloitte revealed that trusted companies outshine their peers by up to 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of disturbance from generative AI. We are going to see excellent recruiters utilizing AI to make their tasks simpler and improve a lot of their routine, admin-intensive tasks in 2024. We are also going to see a great deal of lazy employers badly using Generative AI tools. We need to 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 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 tasks and enhance candidate experience with a more individual approach.
Pay openness: being more transparent about pay is gaining a great deal of popularity; business require to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive.
More talent is offered: Due to great deals of layoffs and instability in the tech sector, there’s more talent offered. So business who can employ now have the possibility of having really top quality people who are faithful to them.
DEI in hiring: business emphasise diversity recruitment and unconscious predisposition.