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

Unsurprisingly, when we asked our experts about the most substantial 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 experts had to state in the 2023 Teamdash survey.

The rise of AI and automation in recruitment

The focus on automation has been obvious in the past years, and truly so. Recruitment technology is more available, accessible and adaptable than ever.

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

We recently celebrated one year of ChatGPT – the notorious AI tool pointed out at every table this year. ChatGPT and other AI tools are used by both recruiters and prospects, raising concerns about how it affects the recruitment process and how to maintain ethical and human elements in the decision-making.

At Teamdash, our philosophy has always been that the employer needs to be at the steering wheel and in control, and innovation is simply a vehicle to arrive quicker, safer and more conveniently. And it ought to bring on and be transparent in the recruitment performance 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 fairly early adopter of Artificial Intelligence. AI helps employers to work smarter, not harder, automate recurring jobs, make it faster and much easier to source prospects, compose task ads, launch employer branding campaigns, employment and engage with prospects, to call just a few. AI continues to evolve and automate day-to-day jobs. Recruiters may be able to take a great deal of repeated things off their plates and concentrate on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began using numerous AI-powered tools in recruitment, constantly ensuring ethical practices, naturally. Learning the necessary prompts not just made my task much easier, but also showed incredibly interesting. Embracing ethical AI tools completely transformed my approach to recruitment: Automated Resume Screening: swiftly matching prospect certifications with job requirements. Chatbot assistance: guides prospects, answers FAQs, and schedules interviews perfectly.

In 2023, we experienced the growth of the need to headhunt skills rather than fill the functions of actively using individuals. At the very same time, the increased circulation of applying prospects seemed like a favorable change, however actually, it did more operate in regards to the need to respond to everyone, examine each profile’s suitability to the function and send more rejection e-mails.

The performance increase that the AI and automation tools provided permitted us to make the procedure much faster and more constant. We achieved an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the same time – a boost in worker NPS.

Lauryna Gireniene, Head of Talent Acquisition at Nord Security

In 2023 our hiring rate from candidates increased by 25% – to increase employing rates, you require to ensure the very best prospect experience by utilizing automations and AI.

Tools you need for effective recruitment in 2024

Recruiters without current tools and software have a clear drawback compared to the ones who have embraced a thorough tech stack.

All the experts who reacted to our study discussed having a great and modern ATS as the first must-have tool in 2024.

Teamdash is recruitment software application constructed by employers for employers, and we understand how frustrating 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 easier – an interview scheduler, a job ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to options, among others. The recruitment control panel provides you a birds-eye overview of your whole recruitment process. The Recruitment Performance tab offers you a visual overview of necessary recruitment metrics so you can be more strategic in your daily work.

We covered picking the best 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 helps us adjust to the marketplace changes we experienced in 2023 and be proactive in 2024. Here are some suggestions from our specialists:

My essential tools are Proficient at, 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 advanced AI-driven Applicant Tracking Systems, sophisticated candidate evaluation software application, diverse and inclusive task advertising platforms, information analytics tools for skill acquisition insights, and virtual reality user interfaces for immersive prospect experiences, emphasising effectiveness, fairness, and engagement in the recruitment procedure.

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 employers not maximizing technology. You do not need to master them all, but get an excellent grounding on triggers and validation as a minimum. AI is as reputable 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 design templates to make day-to-day jobs quicker.

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

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

To keep up and surpass these expectations and keep hiring and maintaining leading skill, companies 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 candidates. No employer desires to miss out on out on working with the very best skill.

To turn into one of the very best, transparency is anticipated throughout all stages of the talent method. This suggests leveraging the best technology and tools to support human competencies and building a strong employer brand name based upon them.

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

We’ve seen a lot of change throughout 2023.

– Firstly, the demand for the office on a versatile basis has actually rebounded. While totally remote and remote-first opportunities remain dominant amongst jobseekers, employment hybrid roles are becoming progressively popular.

Our Q3 Flexible Working Index (a report which tracks progressing patterns across the flexible tasks market) revealed a sharp shift away from remote work amongst employers – completely remote functions accounted for simply 4% of job posts in between July and September, usually.

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

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

The traditional Mon-Fri is taking a backseat. More and more companies are presenting an alternative technique, 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 escalated, with approximately 47.4% of Flexa users noting it as their preferred way of working throughout October. During the same period, 37.5% picked the 4.5-day week as their preference, and 14.1% stated the 9-day fortnight was theirs.

Kayleigh Little, Recruitment Automation Expert at Teamdash

Maintaining your employer brand whilst recruitment is low is KEY! You require to be continuously sharing things with your audience so when recruitment selects back up you are not essentially starting from scratch. Technology will enable you to genuinely make data-driven choices whilst being able to track prospects, elevate your company branding and master recruitment marketing.

Recruiter skillset in 2024

Recently, we have seen a lift in skill- and value-based hiring. Companies are now actively upskilling their present labor force and hiring new workers to fill the ability spaces.

This also implies recruiters must adapt their abilities to match the requirements. Recruiters need a mix of excellent soft abilities and tough skills to be successful in 2024 and beyond. A successful recruiter in 2024 is a great communicator and facilitator who understands how to sell the role and the business, works with information and stats to think tactically, and adapts rapidly to the modifications in the market.

Again, proactively working on establishing these skills even more and utilizing innovation assists remain on top of the recruitment video game.

In the past couple of years, we have seen recruitment ending up being more and more strategic and data-driven. HR specialists 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 performance tab and have made inspecting it a part of their daily regimen. This has actually helped them find brand-new methods to enhance the procedure and automate tiresome jobs, making more time for activities that produce worth.

The new skillset aligns with the obstacles that 2023 has actually brought and will carry on to 2024.

– We have actually seen a boost in the variety of candidates but still have troubles getting enough qualified prospects;
– We need to cut or handle recruitment costs to remain on top of the financial circumstance in the world;
– For stronger employer brand names, we need much better interaction across business, employment and cooperation with working with managers is particularly important.

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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 procedure is as efficient and top quality as possible. Recruiting is getting more technical with every year. I ´ d say that an excellent recruiter needs to stay up to date with the trends, know the target group, and understand how to connect to them. Also, there has to be a little bit of a salesperson in every recruiter, in an excellent way.

The most important abilities for an employer in 2024 are:

Business partnering and consultancy skills. The capability to take part in significant conversations and forge partnerships with hiring supervisors and stakeholders is critical. We need to initially cultivate a wealth of company acumen and abilities within ourselves to truly operate as important business partners. It includes comprehending our organization goals, preemptively developing skill swimming pools, and preventing last-minute firefighting. Entering a consumption call with skill market mapping results guides the discussion. It lines up expectations at the ideal level, making the next steps more satisfying for ourselves, employment employing managers, and .
Data-fueled processes and decision-making: While the discourse around data-driven procedures has actually continued, couple of have totally accepted these principles. Predicting what leads us ends up being a crucial skill amongst TA professionals and helps us build meaningful collaborations with our stakeholders. The approaching years signal a tangible shift, requiring essential modification when it comes to time-based metrics, but not just. Integrating Talent Analytics and Talent Intelligence into resource planning is becoming the requirement even before recruitment activities commence. Balancing the internal and external point of views guarantees that we keep up with modifications and remain half an action ahead. As the data topic requires to expand, storytelling abilities take centre stage-because data holds a vital story, and we are in the lead of writing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters should welcome and take advantage of recruitment automation, build evaluation abilities, and boost internal movement in 2024. Recruiters need to comprehend their teams’ abilities and capabilities extensive to construct a detailed group’s evaluation image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will end up being progressively important as prospects utilize AI tools to create progressively strong CVs.

What will 2024 bring into recruiting?

We will see the number of of these trends and obstacles discussed carry over to 2024.

One thing is for sure: AI and automation will play a helping role for recruiters – customised interaction, and the human element will constantly stay the leading gamers for both employers and prospects.

We are thrilled to see in which instructions AI and innovation 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 on need on Livestorm.

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

2023 has left numerous skill acquisition teams lean. Recruitment groups and professionals require to find out and reassess how to deliver more with less. Balancing the needs of service requirements while guaranteeing individual well-being is necessary to combat the prevalent obstacle of recruitment burnout in the year ahead. Remember, it is necessary 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 candidates side. Therefore, business need to be mindful of constructing their authentic employer brand names within out and taking good care of their existing employees. Prioritizing the wellness and engagement of existing workers becomes not simply a corporate duty however a strategic imperative to restore and strengthen trust in the working with landscape.

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

As mindsets and comprehending continue to sway in the right instructions, I hope 2024 will bring much more transparency and utilisation of employer branding. Both go together and are extremely important to successfully hiring and retaining leading skill – especially as they help build trust amongst candidates and employees.

And there’s so much data to back this up. For instance, LinkedIn’s Employer Brand stats specify that 75% of job seekers consider an employer’s brand name before even getting a job.
In a survey of 1,000 workers, Visier found that 90% trust their employer. When asked why, 65% stated, “They generally tell me the truth”, 52% stated, “They’re transparent about business policies and practices”, and 38% said, “They motivate workers to speak up”.
And information from Deloitte revealed that trusted companies outshine their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of interruption from generative AI. We are going to see great recruiters utilizing AI to make their jobs simpler and enhance a great deal of their menial, admin-intensive tasks in 2024. We are also visiting a great deal of lazy employers badly using Generative AI tools. We should keep in mind that nobody 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 stay 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 method.
Pay openness: being more transparent about pay is acquiring a great deal of appeal; business require to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More talent is available: Due to great deals of layoffs and instability in the tech sector, there’s more skill offered. So companies who can employ now have the possibility of having very top quality people who are faithful to them.
DEI in hiring: companies stress variety recruitment and unconscious bias.