Recruitment Trends in 2025 — Predictions From 15 Experts

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

We asked 15 recruitment industry professionals to think 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 popping up in the word cloud were AI, automation and the changes in skills and company branding.

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

The rise of AI and automation in recruitment

The focus on automation has actually appeared in the previous years, and truly so. Recruitment innovation is more offered, available and adaptable than ever.

This year, AI took a considerable step ahead in recruitment and has actually been included into recruitment software, including Teamdash.

We just recently celebrated one year of ChatGPT — the notorious AI tool mentioned at every dinner table this year. ChatGPT and other AI tools are used by both employers and candidates, raising concerns about how it affects the recruitment process and how to preserve ethical and human factors in the decision-making.

At Teamdash, our viewpoint has constantly been that the recruiter must be at the guiding wheel and in control, and innovation is just a car to get there faster, much safer and more comfortably. And it should continue and be transparent in the recruitment performance metrics.

AI is like 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 actually been a fairly early adopter of Artificial Intelligence. AI assists recruiters to work smarter, not harder, automate recurring jobs, make it faster and simpler to source prospects, compose task ads, employment launch company branding projects, and engage with prospects, to call just a couple of. AI continues to progress and automate day-to-day tasks. Recruiters might be able to take a great deal of repetitive things off their plates and focus on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started using multiple AI-powered tools in recruitment, constantly making sure ethical practices, obviously. Learning the required prompts not just made my job much easier, however also showed exceptionally fascinating. Embracing ethical AI tools completely changed my approach to recruitment: Automated Resume Screening: quickly matching prospect credentials with job requirements. Chatbot assistance: guides prospects, responses FAQs, and schedules interviews perfectly.

In 2023, we experienced the growth of the need to headhunt skills rather than fill the roles of actively using individuals. At the exact same time, the increased flow of applying candidates looked like a favorable change, but actually, it did more operate in regards to the need to respond to everybody, examine each profile’s viability to the role and send more rejection emails.

The effectiveness increase that the AI and automation tools offered allowed us to make the procedure much faster and more constant. We accomplished an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the same time — a boost 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 ensure the very best candidate experience by using automations and AI.

Tools you require for successful recruitment in 2024

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

All the specialists who responded to our survey discussed having an excellent and contemporary ATS as the first must-have tool in 2024.

Teamdash is recruitment software application developed by employers for employers, and we know how frustrating it is dealing with innovation that does not fit your workflows.

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That’s why Teamdash is highly customisable and consists of 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 control panel offers you a birds-eye summary of your whole recruitment process. The Recruitment Performance tab gives you a visual summary of important recruitment metrics so you can be more strategic in your daily work.

We covered selecting the ideal ATS for your needs and business at one of our webinars in 2023. You can enjoy it as needed on Livestorm.

Having the right tools helps us adjust to the marketplace modifications we witnessed in 2023 and be proactive in 2024. Here are some recommendations from our experts:

My must-have tools are Good ATS, 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 sophisticated AI-driven Applicant Tracking Systems, sophisticated prospect evaluation software, diverse and inclusive job advertising platforms, data analytics tools for talent acquisition insights, and virtual reality user interfaces for immersive candidate experiences, stressing efficiency, 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 a lot of employers not maximizing innovation. You do not have to master them all, however get a good grounding on triggers and validation 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 templates to make everyday tasks much faster.

Rethinking and upgrading your company brand name to adjust to the changes

The nature of work and the expectations towards the office and company have substantially shifted in the past years. There is likewise a generational change in the workforce — Gen Z is entering the labor employment force 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 need to rethink their employer brand and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto concept uses in their user base — 20% of the very best companies get 80% of the candidates. No employer wishes to miss out on employing the very best talent.

To turn into one of the very best, openness is expected throughout all stages of the skill method. This means leveraging the right technology and tools to support human proficiencies and constructing a strong employer brand employment name based upon them.

Diversity (DEI), versatility, transparency and the increase 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 rebounded. While completely remote and remote-first opportunities remain dominant among jobseekers, hybrid functions are becoming increasingly popular.

Our Q3 Flexible Working Index (a report which tracks developing trends across the versatile tasks market) revealed a sharp shift far from remote work amongst employers — totally remote roles represented simply 4% of job posts in between July and September, on average.

Meanwhile, jobseekers’ need for remote work stays strong, employment however our information reveals that the more versatility business use staff around working locations, the more popular they are amongst candidates.

— Secondly, the traditional work week has actually substantially progressed over the previous year.

The traditional Mon-Fri is taking a rear seat. A growing number of business are introducing an alternative approach, which 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 skyrocketed, with an average of 47.4% of Flexa users noting it as their favored way of working throughout October. During the very same period, 37.5% chosen the 4.5-day week as their preference, 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 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 allow you to really make data-driven decisions whilst being able to track candidates, raise your company 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 working with brand-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 hard abilities to be successful in 2024 and beyond. An effective employer in 2024 is a terrific communicator and facilitator who understands how to sell the function and the company, works with information and stats to think tactically, and adapts rapidly to the changes in the market.

Again, proactively working on developing these skills even more and using innovation assists remain on top of the recruitment game.

In the past few years, we have seen recruitment ending up being a growing number of strategic and data-driven. HR specialists have become the leaders of this shift and the new skill strategies.

We enjoy to see that Teamdash users are actively dealing with the information available for them in the Recruitment efficiency tab and have actually made checking it a part of their day-to-day regimen. This has actually assisted them discover new methods to streamline the procedure and automate tedious tasks, making more time for activities that create value.

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

— We have seen a boost in the number of prospects however still have difficulties getting adequate certified prospects;
— We require to cut or handle recruitment costs to stay on top of the economic situation worldwide;
— For more powerful employer brands, we require much better communication throughout companies, and partnership with working with supervisors is especially essential.

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Riin Soostar, Senior HR Business Partner at Circle K Eesti

It is necessary to automate as much administrative work as possible so the recruitment process is as effective and high-quality as possible. Recruiting is getting more technical with every year. I ´ d say that a great employer should keep up with the patterns, know 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 an excellent way.

The most important abilities for an employer in 2024 are:

Business partnering and consultancy abilities. The ability to engage in meaningful discussions and forge collaborations with employing managers and stakeholders is vital. We should first cultivate a wealth of service acumen and skills within ourselves to truly work as indispensable service partners. It includes comprehending our company objectives, preemptively constructing skill pools, and avoiding last-minute firefighting. Entering an intake call with skill market mapping results guides the conversation. It aligns expectations at the right level, making the next actions more enjoyable for ourselves, hiring supervisors, and candidates.
Data-fueled procedures and decision-making: While the discourse around data-driven procedures has actually persisted, few have wholeheartedly accepted these principles. Predicting what leads us ends up being a crucial skill amongst TA specialists and assists us develop significant collaborations with our stakeholders. The upcoming years signify a concrete shift, requiring fundamental modification when it pertains to time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource planning is becoming the standard even before recruitment activities commence. Balancing the internal and external point of views ensures that we keep up with changes and remain half an action ahead. As the data subject needs to expand, storytelling abilities take centre stage-because data holds an important story, and we remain in the lead of writing the around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must accept and utilize recruitment automation, build assessment abilities, and increase internal mobility in 2024. Recruiters require to understand their groups’ skills and capabilities thorough to build a comprehensive group’s assessment image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will end up being significantly essential as prospects use AI tools to produce significantly strong CVs.

What will 2024 bring into recruiting?

We will see how many of these patterns and challenges mentioned carry over to 2024.

One thing is for sure: AI and automation will play an assisting function for recruiters — personalised interaction, and the human factor will always stay the leading gamers for both employers and prospects.

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

The end-of-the-year webinar «Key patterns and changes in recruitment for 2024» was an insightful session with stats and expert 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 actually left many skill acquisition groups lean. Recruitment groups and specialists require to find out and reevaluate how to provide more with less. Balancing the demands of organization needs while making sure individual wellness is vital to combat the prevalent challenge of recruitment burnout in the year ahead. Remember, it is essential that your cup is complete also.

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, companies require to be conscious of constructing their authentic employer brands completely and taking excellent care of their present staff members. Prioritizing the well-being and engagement of current staff members ends up being not simply a corporate duty however a strategic vital to rebuild 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 ideal instructions, I hope 2024 will bring far more openness and utilisation of company branding. Both go hand-in-hand and are incredibly important to effectively hiring and retaining top talent — especially as they help build trust among prospects 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 candidates think about an employer’s brand name before even requesting a task.
In a study of 1,000 employees, Visier found that 90% trust their employer. When asked why, 65% stated, «They typically inform me the truth», 52% said, «They’re transparent about business policies and practices», and 38% stated, «They motivate staff members to speak out».
And data from Deloitte revealed that trusted business exceed their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of disturbance from generative AI. We are visiting great recruiters utilizing AI to make their jobs much easier and simplify a lot of their routine, admin-intensive tasks in 2024. We are likewise visiting a lot of lazy employers terribly using Generative AI tools. We need to keep in mind that no one speaks like ChatGPT, so we can not just throw up material and employment 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 candidate experience with a more personal technique.
Pay transparency: being more transparent about pay is gaining a great deal of popularity; companies require to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive.
More skill is available: Due to great deals of layoffs and instability in the tech sector, there’s more skill readily available. So business who can employ now have the possibility of having extremely premium individuals who are devoted to them.
DEI in hiring: business emphasise diversity recruitment and unconscious bias.