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 go into the history books and what you can bring with you for 2024.

Unsurprisingly, when we asked our specialists about the most considerable changes in recruitment in 2023, the words turning up in the word cloud were AI, automation and the modifications in abilities and company branding.

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

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 versatile than ever.

This year, AI took a significant action ahead in recruitment and has actually been incorporated into recruitment software application, consisting of Teamdash.

We recently celebrated one year of ChatGPT – the infamous AI tool discussed 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 process and how to maintain ethical and human factors in the decision-making.

At Teamdash, our approach has actually always been that the employer ought to be at the guiding wheel and in control, and technology is simply a lorry to get there quicker, more secure and more comfortably. And it must carry on and be transparent in the recruitment performance metrics.

AI resembles your co-pilot – you remain in control, offering 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 been a fairly early adopter of Expert system. AI assists employers to work smarter, not harder, automate repeated jobs, make it faster and much easier to source candidates, compose task ads, launch employer branding campaigns, and engage with candidates, to call simply a couple of. AI continues to develop and automate everyday tasks. Recruiters may be able to take a lot of repetitive things off their plates and focus on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began utilizing several AI-powered tools in recruitment, always making sure ethical practices, naturally. Learning the needed triggers not only made my task easier, but also showed exceptionally fascinating. Embracing ethical AI tools completely transformed my method to recruitment: Automated Resume Screening: quickly matching candidate credentials with job requirements. Chatbot support: guides prospects, responses FAQs, and schedules interviews flawlessly.

In 2023, we experienced the development of the requirement to headhunt skills rather than fill the roles of actively applying people. At the very same time, the increased flow of applying candidates appeared like a favorable change, however actually, it did more operate in terms of the requirement to respond to everyone, evaluate each profile’s suitability to the function and send out more rejection emails.

The performance boost that the AI and automation tools offered permitted us to make the process quicker and more constant. We accomplished an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the exact same time – a boost in employee 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 ensure the very best candidate experience by using automations and AI.

Tools you need for effective recruitment in 2024

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

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

Teamdash is recruitment software application built by recruiters for recruiters, and we know how irritating it is working with innovation that doesn’t fit your workflows.

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That’s why Teamdash is highly customisable and consists of numerous automation possibilities and (AI-powered) tools that make your work easier – an interview scheduler, a job advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to choices, among others. The recruitment control panel provides you a birds-eye introduction of your whole recruitment process. The Recruitment Performance tab offers you a visual summary of necessary recruitment metrics so you can be more strategic in your everyday work.

We covered selecting the ideal ATS for your needs and company at one of our webinars in 2023. You can view it on demand on Livestorm.

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

My essential tools are Proficient at, Chat GPT (or similar), and LinkedIn.

Jane Pettit, Business Growth Coach and Recruitment Team Trainer at Centred Excellence

For recruiters in 2024, must-have tools consist of advanced AI-driven Applicant Tracking Systems, sophisticated candidate evaluation software application, diverse and inclusive task marketing platforms, information analytics tools for talent acquisition insights, and virtual reality user interfaces for immersive candidate 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 numerous employers not maximizing innovation. You do not need to master them all, but get an excellent grounding on triggers and recognition 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 templates to make daily jobs much faster.

Rethinking and revamping your employer brand name to adjust to the modifications

The nature of work and the expectations towards the work environment and company have actually considerably shifted in the previous years. There is likewise a generational modification in the labor force – Gen Z is entering the labor force as a part of the Boomer generation is retiring.

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

To turn into one of the best, openness is expected throughout all phases of the skill strategy. This suggests leveraging the ideal technology and tools to support human competencies and developing a strong employer brand name based on them.

Diversity (DEI), versatility, employment openness and the increase of relatable organisations are the keywords in focus for employer 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 made a resurgence. While fully remote and remote-first chances stay dominant amongst jobseekers, hybrid roles are becoming significantly popular.

Our Q3 Flexible Working Index (a report which tracks developing patterns across the versatile jobs market) exposed a sharp shift far from remote work among companies – completely remote functions accounted for just 4% of job posts between July and September, typically.

Meanwhile, jobseekers’ demand for remote work remains strong, however our data reveals that the more versatility companies provide personnel around working locations, the more popular they are among candidates.

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

The traditional Mon-Fri is taking a backseat. More and more business are introducing an alternative method, 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 actually increased, with an average of 47.4% of Flexa users listing it as their favored way of working during October. During the very same duration, 37.5% picked 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

your employer brand whilst recruitment is low is KEY! You need to be continuously sharing things with your audience so when recruitment chooses back up you are not basically going back to square one. Technology will enable you to truly make data-driven decisions whilst having the ability to track candidates, elevate your employer branding and master recruitment marketing.

Recruiter skillset in 2024

Over the last few years, we have actually seen a lift in ability- and value-based hiring. Companies are now actively upskilling their existing workforce and hiring new workers to fill the skill spaces.

This likewise suggests recruiters need to adapt their abilities to match the requirements. Recruiters need a mix of excellent soft skills and difficult skills to be effective in 2024 and beyond. An effective recruiter in 2024 is a fantastic communicator and facilitator who understands how to offer the function and the business, works with data and data to believe tactically, and adapts rapidly to the modifications in the market.

Again, proactively working on developing these skills further and utilizing technology assists remain on top of the recruitment video game.

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

We more than happy to see that Teamdash users are actively working with the data offered for them in the Recruitment performance tab and have actually made examining it a part of their everyday regimen. This has actually assisted them find new ways to improve the procedure and automate laborious jobs, making more time for activities that produce worth.

The brand-new skillset lines up with the difficulties that 2023 has actually brought and will bring on to 2024.

– We have actually seen an increase in the variety of candidates however still have difficulties getting adequate certified prospects;
– We need 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 business, and collaboration with employing managers is especially important.

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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 process is as effective and top quality as possible. Recruiting is getting more technical with every year. I ´ d state that a good recruiter must stay up to date with the trends, understand the target group, and understand how to reach out to them. Also, there has to be a bit of a salesperson in every recruiter, in a great way.

The most crucial skills for an employer in 2024 are:

Business partnering and consultancy skills. The capability to take part in significant discussions and create partnerships with working with supervisors and stakeholders is vital. We should first cultivate a wealth of service acumen and skills within ourselves to genuinely operate as important service partners. It involves understanding our company goals, preemptively constructing talent swimming pools, employment and preventing last-minute firefighting. Stepping into an intake call with skill market mapping results guides the conversation. It aligns expectations at the best level, making the next actions more satisfying for ourselves, hiring managers, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven processes has actually continued, few have wholeheartedly welcomed these concepts. Predicting what leads us becomes an essential ability among TA experts and assists us develop meaningful partnerships with our stakeholders. The approaching years indicate a concrete shift, demanding basic modification when it comes to time-based metrics, but not just. Integrating Talent Analytics and Talent Intelligence into resource planning is ending up being the standard even before recruitment activities begin. Balancing the internal and external viewpoints guarantees that we keep up with modifications and remain half an action ahead. As the information subject needs to expand, storytelling abilities take centre stage-because information holds a vital 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 take advantage of recruitment automation, construct evaluation abilities, and increase internal movement in 2024. Recruiters require to comprehend their groups’ skills and capabilities in-depth to construct an extensive group’s evaluation image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will become progressively crucial as prospects utilize AI tools to produce progressively strong CVs.

What will 2024 bring into recruiting?

We will see how numerous of these patterns and obstacles discussed bring over to 2024.

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

We are excited to see in which instructions AI and innovation 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 employment professional forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is offered on demand on Livestorm.

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

2023 has left many talent acquisition teams lean. Recruitment groups and specialists require to discover and reevaluate how to provide more with less. Balancing the demands of organization needs while making sure individual well-being is important to fight the prevalent obstacle of recruitment burnout in the year ahead. Remember, it is necessary that your cup is full too.

The second 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 mindful of developing their genuine company brand names within out and taking great care of their current staff members. Prioritizing the wellness and engagement of current workers ends up being not simply a corporate responsibility however a strategic crucial to rebuild and fortify rely on the employing landscape.

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

As attitudes and comprehending continue to sway in the best direction, I hope 2024 will bring a lot more openness and utilisation of employer branding. Both go hand-in-hand and are extremely important to successfully working with and keeping leading skill – specifically as they assist construct trust amongst prospects and staff members.

And there’s so much information to back this up. For example, LinkedIn’s Employer Brand statistics state that 75% of task applicants think about a company’s brand before even using for a task.
In a study of 1,000 workers, Visier found that 90% trust their employer. When asked why, 65% said, “They typically inform me the truth”, 52% stated, “They’re transparent about company policies and practices”, and 38% said, “They encourage employees to speak up”.
And data from Deloitte exposed that relied on companies exceed their peers by as much as 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of disturbance from generative AI. We are going to see excellent recruiters using AI to make their tasks simpler and simplify a lot of their menial, admin-intensive tasks in 2024. We are also visiting a great deal of lazy recruiters terribly utilizing Generative AI tools. We must bear in mind that no one speaks like ChatGPT, so we can not simply spit up material 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 tasks and improve prospect experience with a more personal technique.
Pay openness: being more transparent about pay is getting a great deal of appeal; business need to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive.
More talent is available: Due to lots of layoffs and instability in the tech sector, there’s more skill offered. So business who can hire now have the possibility of having extremely top quality people who are loyal to them.
DEI in hiring: employment business stress variety recruitment and unconscious bias.