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 market experts to think about how 2023 will enter into the history books and what you can bring 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 changes 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 been evident in the past years, and rightfully so. Recruitment technology is more readily available, accessible and adaptable than ever.

This year, AI took a considerable action ahead in recruitment and has been incorporated into recruitment software, including Teamdash.

We just recently celebrated one year of ChatGPT – the infamous AI tool mentioned at every supper table this year. ChatGPT and other AI tools are used by both recruiters 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 always been that the recruiter needs to be at the guiding wheel and in control, and innovation is simply a lorry to get there quicker, more secure and more conveniently. And it should continue and be transparent in the recruitment efficiency metrics.

AI resembles your co-pilot – you’re in control, giving 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 relatively early adopter of Artificial Intelligence. AI assists employers to work smarter, not harder, automate repetitive tasks, make it faster and simpler to source candidates, write task ads, launch employer branding projects, and engage with candidates, to name just a couple of. AI continues to evolve and automate everyday tasks. Recruiters might have the ability to take a great deal of recurring things off their plates and concentrate on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began using multiple AI-powered tools in recruitment, always making sure ethical practices, of course. Learning the required prompts not only made my task easier, however likewise showed extremely remarkable. Embracing ethical AI tools totally changed my technique to recruitment: Automated Resume Screening: swiftly matching candidate qualifications with job requirements. Chatbot support: guides prospects, answers FAQs, and schedules interviews seamlessly.

In 2023, we experienced the development of the requirement to headhunt talents instead of fill the roles of actively using individuals. At the exact same time, the increased circulation of applying candidates looked like a positive change, but really, it did more operate in regards to the need to respond to everybody, examine each profile’s viability to the role and send out more rejection emails.

The efficiency boost that the AI and automation tools offered permitted us to make the procedure much faster and more consistent. We accomplished an improvement 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 employing rates, you need to make sure the best prospect experience by using automations and AI.

Tools you require for successful recruitment in 2024

Recruiters without updated tools and software application have a clear downside compared to the ones who have actually adopted a comprehensive tech stack.

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

Teamdash is recruitment software built by recruiters for employers, and we know how annoying 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 easier – an interview scheduler, a task advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing alternatives, to name a few. The recruitment dashboard provides you a birds-eye summary of your entire recruitment procedure. The Recruitment Performance tab provides 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 company at one of our webinars in 2023. You can enjoy it as needed on Livestorm.

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

My essential tools are Good ATS, 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 sophisticated AI-driven Applicant Tracking Systems, advanced prospect evaluation software, diverse and inclusive task advertising platforms, data analytics tools for talent acquisition insights, and virtual reality interfaces for immersive prospect experiences, emphasising performance, 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 a lot of recruiters not taking complete benefit of technology. You do not need to master them all, but get a good grounding on triggers and validation as a minimum. AI is as trusted 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 employment design templates to make everyday jobs faster.

Rethinking and redesigning your employer brand to adjust to the changes

The nature of work and the expectations towards the workplace and employer have actually significantly moved in the past years. There is likewise a generational modification in the labor force – Gen Z is getting in the workforce as a part of the Boomer generation is retiring.

To keep up and employment surpass these expectations and keep employing and keeping leading talent, companies need to reassess their employer brand name 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 best companies get 80% of the candidates. No company wishes to lose out on working with the very best talent.

To end up being one of the very best, transparency is anticipated throughout all phases of the talent technique. This indicates leveraging the best technology and tools to support human proficiencies and constructing a strong company brand name based upon them.

Diversity (DEI), flexibility, transparency and the increase of relatable organisations are the keywords in focus for company brand names in 2024.

We have actually seen a lot of change throughout 2023.

– Firstly, the need for the workplace on a flexible basis has picked up. While totally remote and remote-first chances remain dominant amongst jobseekers, hybrid functions are becoming increasingly popular.

Our Q3 Flexible Working Index (a report which tracks progressing patterns throughout the versatile jobs market) revealed a sharp shift away from remote work amongst employers – totally remote functions accounted for simply 4% of task posts between July and September, typically.

Meanwhile, jobseekers’ demand for remote work stays strong, however our information reveals that the more flexibility business use personnel around working locations, the more popular they are among prospects.

– Secondly, the traditional work week has actually significantly evolved over the previous year.

The timeless Mon-Fri is taking a rear seat. Increasingly more business are introducing an alternative technique, 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 actually increased, with an average of 47.4% of Flexa users noting it as their favored method of working throughout October. During the exact same period, 37.5% picked 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 name whilst recruitment is low is KEY! You need to be constantly sharing things with your audience so when recruitment picks back up you are not basically going back to square one. Technology will allow you to genuinely make data-driven decisions whilst having the ability to track prospects, raise your company branding and master recruitment marketing.

Recruiter skillset in 2024

Recently, we have seen a lift in ability- and value-based hiring. Companies are now actively upskilling their present workforce and working with brand-new staff members to fill the skill gaps.

This also indicates recruiters should adjust their abilities to match the requirements. Recruiters need a mix of outstanding soft abilities and difficult skills to be successful 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, works with information and statistics to believe tactically, and adapts quickly to the modifications in the market.

Again, proactively dealing with establishing these abilities even more and using technology helps remain on top of the recruitment game.

In the past few years, we have actually seen recruitment becoming increasingly more tactical and data-driven. HR experts have ended up being the leaders of this shift and the new talent techniques.

We enjoy to see that Teamdash users are actively dealing with the data readily available for them in the Recruitment efficiency tab and have made inspecting it a part of their daily routine. This has actually assisted them discover new ways to enhance the procedure and automate tiresome jobs, making more time for activities that develop value.

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

– We have seen an increase in the number of candidates however still have difficulties getting adequate certified prospects;
– We require to cut or handle recruitment expenses to stay on top of the economic scenario in the world;
– For stronger company brand names, we need better interaction throughout companies, and collaboration with hiring managers is especially important.

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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 high-quality as possible. Recruiting is getting more technical with every year. I ´ d say that an excellent employer must stay up to date with the patterns, know the target group, and understand how to reach out to them. Also, there has to be a little bit of a salesman in every recruiter, in a great way.

The most essential skills for a recruiter in 2024 are:

Business partnering and consultancy skills. The capability to take part in meaningful conversations and create collaborations with hiring managers and stakeholders is paramount. We should first cultivate a wealth of service acumen and abilities within ourselves to genuinely work as vital business partners. It involves comprehending our company goals, preemptively developing talent swimming pools, and preventing last-minute firefighting. Stepping into an intake call with skill market mapping results guides the discussion. It lines up expectations at the best level, making the next actions more enjoyable for ourselves, working with supervisors, and candidates.
Data-fueled processes and decision-making: While the discourse around data-driven procedures has continued, couple of have actually totally accepted these concepts. Predicting what’s ahead of us becomes an essential skill amongst TA experts and helps us develop meaningful partnerships with our stakeholders. The approaching years signify a tangible shift, demanding basic modification when it comes to time-based metrics, however not only. Integrating Talent Analytics and Talent Intelligence into resource planning is becoming the standard even before recruitment activities start. Balancing the internal and external viewpoints makes sure that we keep up with changes and stay half a step ahead. As the data topic requires to expand, storytelling skills take centre stage-because information holds an important story, and we remain in the lead of writing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must accept and utilize recruitment automation, develop evaluation abilities, and increase internal mobility in 2024. Recruiters need to understand their teams’ skills and abilities extensive to construct an extensive team’s evaluation image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will become increasingly crucial as prospects use AI tools to produce progressively strong CVs.

What will 2024 bring into recruiting?

We will see the number of of these trends and challenges discussed rollover to 2024.

One thing is for sure: AI and automation will play an assisting role for employers – personalised communication, and the human factor will constantly stay the leading players for both employers and .

We are thrilled to see in which direction 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 statistics and expert predictions from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is available on demand on Livestorm.

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

2023 has left lots of talent acquisition teams lean. Recruitment teams and professionals require to find out and review how to deliver more with less. Balancing the demands of organization requirements while guaranteeing personal wellness is vital to fight the prevalent challenge of recruitment burnout in the year ahead. Remember, it is very important that your cup is full too.

The 2nd one would be trust. 2023 was notorious for the number of layoffs, I feel that there is a growing deficit of trust from the prospects side. Therefore, companies require to be mindful of constructing their authentic company brands inside out and taking great care of their existing staff members. Prioritizing the well-being and employment engagement of existing workers becomes not just a business responsibility however a strategic crucial to restore and strengthen rely on the employing landscape.

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

As mindsets and comprehending continue to sway in the best instructions, I hope 2024 will bring far more openness and utilisation of employer branding. Both go hand-in-hand and are incredibly essential to effectively hiring and retaining top talent – specifically as they assist develop trust among prospects and employees.

And there’s a lot data to back this up. For instance, LinkedIn’s Employer Brand statistics specify that 75% of task applicants think about an employer’s brand before even requesting a task.
In a study of 1,000 employees, Visier discovered that 90% trust their company. When asked why, 65% stated, “They normally inform me the fact”, 52% said, “They’re transparent about business policies and practices”, and 38% said, “They motivate employees to speak out”.
And information from Deloitte revealed that trusted companies surpass 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 good employers using AI to make their jobs much easier and enhance a lot of their menial, admin-intensive jobs in 2024. We are likewise going to see a great deal of lazy recruiters badly using Generative AI tools. We should remember that nobody speaks like ChatGPT, so we can not just regurgitate material and pass it off as our own. Personalisation will be essential for us to remain 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 method.
Pay transparency: being more transparent about pay is gaining a lot of popularity; business need to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive.
More talent is readily available: Due to great deals of layoffs and instability in the tech sector, there’s more talent readily available. So companies who can employ now have the possibility of having extremely high-quality individuals who are devoted to them.
DEI in hiring: business emphasise diversity recruitment and unconscious bias.