Recruitment Trends in 2025 – Predictions From 15 Experts

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

We asked 15 recruitment market specialists to think about how 2023 will enter into the history books and what you can take along with you for 2024.

Unsurprisingly, when we asked our experts about the most considerable changes 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 professionals had to say in the 2023 Teamdash survey.

The increase of AI and automation in recruitment

The focus on automation has been apparent in the previous years, and truly so. Recruitment innovation is more readily available, available and versatile than ever.

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

We just 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 concerns about how it impacts the recruitment process and how to preserve ethical and human aspects in the decision-making.

At Teamdash, our approach has actually constantly been that the recruiter must be at the guiding wheel and in control, and innovation is just a lorry to arrive quicker, much safer and more easily. And it must bring on and be transparent in the recruitment efficiency metrics.

AI is like your co-pilot – you remain 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 actually been a reasonably early adopter of Artificial Intelligence. AI assists recruiters to work smarter, not harder, automate repeated jobs, make it faster and easier to source candidates, write job ads, launch employer branding campaigns, and engage with prospects, to name just a couple of. AI continues to develop and automate daily jobs. Recruiters might have the ability to take a lot of repeated things off their plates and focus on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started utilizing several AI-powered tools in recruitment, always ensuring ethical practices, of course. Learning the needed triggers not just made my task simpler, but likewise proved extremely remarkable. Embracing ethical AI tools completely transformed my method to recruitment: Automated Resume Screening: swiftly matching candidate credentials with task requirements. Chatbot assistance: guides candidates, responses FAQs, and schedules interviews seamlessly.

In 2023, we experienced the development of the requirement to headhunt skills instead of fill the roles of actively applying individuals. At the very same time, the increased flow of applying prospects looked like a favorable change, however in fact, it did more operate in terms of the requirement to respond to everybody, examine each profile’s suitability to the function and send more rejection e-mails.

The efficiency increase that the AI and automation tools supplied allowed us to make the process quicker and more consistent. We attained an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the exact 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 require to ensure the very best prospect experience by utilizing automations and AI.

Tools you require for effective recruitment in 2024

Recruiters without up-to-date tools and software application have a clear downside compared to the ones who have actually adopted a thorough tech stack.

All the specialists who reacted to our survey mentioned having an excellent and contemporary ATS as the first essential tool in 2024.

Teamdash is recruitment software constructed by recruiters for employers, and we understand how irritating it is working with innovation that does not fit your workflows.

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That’s why Teamdash is extremely customisable and consists of various automation possibilities and (AI-powered) tools that make your work much easier – an interview scheduler, a job advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing options, to name a few. The recruitment control panel gives you a birds-eye overview of your whole recruitment procedure. The Recruitment Performance tab gives you a visual overview of necessary 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 watch it on demand on Livestorm.

Having the right tools assists us adjust to the market modifications we experienced 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 employment LinkedIn.

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

For recruiters in 2024, employment must-have tools include innovative AI-driven Applicant Tracking Systems, sophisticated prospect evaluation software, varied and inclusive job advertising platforms, information analytics tools for skill acquisition insights, and virtual truth interfaces for immersive candidate experiences, stressing 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 a lot of employers not taking full benefit of innovation. You do not have to master them all, but get a great grounding on prompts and validation as a minimum. AI is as dependable 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 everyday jobs faster.

Rethinking and upgrading your employer brand name to adapt to the modifications

The nature of work and the expectations towards the office and employer have actually considerably moved in the previous years. There is also a generational change in the workforce – Gen Z is going into the workforce as a part of the Boomer generation is retiring.

To maintain and exceed these expectations and keep hiring and keeping top talent, employers have to rethink 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 finest companies get 80% of the applicants. No employer wishes to lose out on hiring the very best talent.

To turn into one of the very best, openness is anticipated throughout all stages of the skill strategy. This implies leveraging the ideal technology and tools to support human proficiencies and building a strong company brand based upon them.

Diversity (DEI), flexibility, openness 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 office on a versatile basis has rebounded. While fully remote and remote-first opportunities stay dominant among jobseekers, hybrid functions are becoming progressively popular.

Our Q3 Flexible Working Index (a report which tracks evolving patterns across the versatile tasks market) revealed a sharp shift away from remote work among employers – completely remote functions represented simply 4% of job posts between July and September, on average.

Meanwhile, jobseekers’ demand for remote work remains strong, but our information reveals that the more versatility companies use personnel around working areas, the more popular they are amongst prospects.

– Secondly, the traditional work week has considerably progressed over the past year.

The timeless Mon-Fri is taking a backseat. A growing number of business are presenting 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 actually escalated, with approximately 47.4% of Flexa users listing it as their favored way of working throughout October. During the exact same duration, 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 require to be constantly sharing things with your audience so when recruitment selects back up you are not essentially starting from scratch. Technology will allow you to really make data-driven choices whilst being able to track candidates, raise your employer branding and master recruitment marketing.

Recruiter skillset in 2024

In recent years, we have seen a lift in skill- and value-based hiring. Companies are now actively upskilling their present workforce and employing new employees to fill the ability spaces.

This likewise indicates recruiters should adapt their skills to match the requirements. Recruiters need a mix of exceptional soft abilities and tough skills to be successful in 2024 and beyond. An effective recruiter in 2024 is an excellent communicator and facilitator who understands how to sell the role and the company, deals with data and stats to believe tactically, and adapts rapidly to the modifications in the market.

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

In the past couple of years, we have actually seen recruitment becoming more and more strategic and data-driven. HR professionals have actually become the leaders of this shift and the new skill techniques.

We enjoy to see that Teamdash users are actively working with the information available for them in the Recruitment performance tab and have actually made examining it a part of their daily routine. This has assisted them discover new methods to enhance the process and automate tedious jobs, making more time for activities that produce worth.

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

– We have actually seen a boost in the number of candidates but still have difficulties getting enough qualified candidates;
– We require to cut or handle recruitment costs to remain on top of the economic circumstance on the planet;
– For stronger employer brands, we require better interaction across companies, and cooperation with employing managers is particularly essential.

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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 employment premium as possible. Recruiting is getting more technical with every year. I ´ d say that a good employer needs to keep up with the patterns, know the target group, and know how to connect to them. Also, there has to be a little bit of a salesman in every recruiter, in a great way.

The most crucial skills for an employer in 2024 are:

Business partnering and consultancy abilities. The ability to take part in meaningful discussions and forge collaborations with working with supervisors and stakeholders is paramount. We need to first cultivate a wealth of organization acumen and abilities within ourselves to genuinely function as invaluable business partners. It involves comprehending our business objectives, preemptively developing talent swimming pools, and avoiding last-minute firefighting. Entering a consumption call with talent market mapping results guides the discussion. It lines up expectations at the right level, making the next steps more pleasurable for ourselves, employing managers, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven procedures has continued, few have actually totally welcomed these concepts. Predicting what’s ahead of us becomes a vital skill among TA experts and helps us build meaningful collaborations with our stakeholders. The upcoming years indicate a tangible shift, requiring basic change when it comes to time-based metrics, but not just. Integrating Talent Analytics and Talent Intelligence into resource preparation is becoming the requirement even before recruitment activities commence. Balancing the internal and external viewpoints guarantees that we stay up to date with modifications and remain half a step ahead. As the data topic needs to expand, storytelling abilities take centre stage-because information holds an important 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 skills, and increase internal movement in 2024. Recruiters require to understand their teams’ skills and capabilities in-depth to construct a detailed team’s evaluation photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

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

What will 2024 bring into recruiting?

We will see how many of these patterns and difficulties discussed rollover to 2024.

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

We are delighted 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 informative session with statistics and professional predictions from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is available on need on Livestorm.

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

2023 has left many talent acquisition groups lean. Recruitment groups and professionals need to learn and reevaluate how to provide more with less. Balancing the needs of service requirements while guaranteeing personal wellness is necessary to combat the prevalent difficulty of recruitment burnout in the year ahead. Remember, it is very important that your cup is full also.

The second one would be trust. 2023 was infamous for the variety of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, business need to be conscious of developing their genuine employer brand names completely and taking great care of their existing staff members. Prioritizing the well-being and engagement of existing employees ends up being not just a business obligation however a tactical necessary to rebuild and fortify rely on the employing landscape.

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

As mindsets and understanding continue to sway in the best instructions, I hope 2024 will bring much more openness and utilisation of company branding. Both go hand-in-hand and are exceptionally important to successfully employing and maintaining top skill – especially as they help build trust among prospects and employees.

And there’s a lot data to back this up. For example, LinkedIn’s Employer Brand data specify that 75% of job hunters consider an employer’s brand name before even applying for a task.
In a study of 1,000 employees, Visier found that 90% trust their employer. When asked why, 65% said, “They typically tell me the reality”, 52% said, “They’re transparent about company policies and practices”, and 38% stated, “They motivate employees to speak out”.
And information from Deloitte exposed that relied on companies outperform their peers by up to 400%!

Raath, Founder of The Talent Hunter

There is a great deal of interruption from generative AI. We are visiting excellent employers using AI to make their tasks simpler and simplify a great deal of their routine, admin-intensive tasks in 2024. We are also going to see a lot of lazy recruiters terribly using Generative AI tools. We must bear in mind that nobody speaks like ChatGPT, so we can not just spit up content and pass it off as our own. Personalisation will be crucial 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 prospect experience with a more individual approach.
Pay openness: being more transparent about pay is acquiring a lot of appeal; companies need to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More skill is available: Due to lots of layoffs and employment instability in the tech sector, there’s more skill offered. So companies who can hire now have the possibility of having very high-quality people who are faithful to them.
DEI in hiring: companies emphasise variety recruitment and unconscious predisposition.