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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 specialists to consider how 2023 will enter into the history books and what you can take along with you for 2024.

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

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

The increase of AI and automation in recruitment

The concentrate on automation has actually been obvious in the previous years, and truly so. Recruitment innovation is more offered, available and versatile than ever.

This year, AI took a substantial step ahead in recruitment and has actually been integrated 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 utilized by both employers and prospects, raising issues about how it impacts the recruitment process and how to maintain ethical and human consider the decision-making.

At Teamdash, our approach has actually constantly been that the employer needs to be at the steering wheel and in control, and technology is simply a vehicle to arrive faster, much safer and more easily. And it should carry on and be transparent in the recruitment performance metrics.

AI is like your co-pilot – you’re 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 actually been a relatively early adopter of Artificial Intelligence. AI helps employers to work smarter, not harder, automate repetitive jobs, make it faster and easier to source candidates, compose task advertisements, launch company branding campaigns, and engage with prospects, to call just a few. AI continues to evolve and automate daily tasks. Recruiters might be able to take a great deal of repeated things off their plates and focus on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began utilizing numerous AI-powered tools in recruitment, always ensuring ethical practices, naturally. Learning the necessary triggers not just made my job easier, but also proved exceptionally remarkable. Embracing ethical AI tools totally transformed my method to recruitment: Automated Resume Screening: quickly matching prospect qualifications with task requirements. Chatbot help: guides candidates, answers FAQs, and schedules interviews perfectly.

In 2023, we experienced the development of the need to headhunt talents rather than fill the functions of actively using people. At the very same time, the increased circulation of using prospects looked like a positive change, however in fact, employment it did more operate in regards to the need to respond to everybody, assess each profile’s suitability to the role and send more rejection e-mails.

The efficiency boost that the AI and automation tools offered enabled us to make the process quicker and more consistent. We achieved an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the same time – a boost in staff member 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 make sure the very best candidate experience by utilizing automations and AI.

Tools you require for employment successful recruitment in 2024

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

All the specialists who reacted to our survey discussed having a good and modern ATS as the very first essential tool in 2024.

Teamdash is recruitment software application constructed by recruiters for recruiters, and we know 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 different 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 interviewing alternatives, to call a few. The recruitment dashboard gives you a birds-eye introduction of your whole recruitment procedure. The Recruitment Performance tab gives you a visual overview of essential recruitment metrics so you can be more strategic in your everyday work.

We covered selecting the right ATS for your requirements and business at one of our webinars in 2023. You can enjoy it on demand on Livestorm.

Having the right tools helps us adjust to the market modifications we witnessed 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 employers in 2024, must-have tools consist of sophisticated AI-driven Applicant Tracking Systems, sophisticated candidate evaluation software, diverse and inclusive job marketing platforms, information analytics tools for talent acquisition insights, and virtual reality user interfaces for immersive prospect 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 too numerous recruiters not taking full benefit of innovation. You do not have to master them all, however get an excellent grounding on prompts 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 design templates to make daily tasks faster.

Rethinking and redesigning your company brand name to adjust to the modifications

The nature of work and the expectations towards the office and company have substantially shifted in the previous years. There is likewise a generational modification in the workforce – 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 keeping leading skill, employers have to rethink their company 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 best employers get 80% of the applicants. No employer wishes to lose out on hiring the finest talent.

To turn into one of the finest, transparency is expected throughout all phases of the skill strategy. This means leveraging the best technology and tools to support human proficiencies and constructing a strong company brand name based on them.

Diversity (DEI), versatility, transparency and the increase of relatable organisations are the keywords in focus for employer brands in 2024.

We’ve seen a great deal of modification throughout 2023.

– Firstly, the need for the workplace on a versatile basis has actually rebounded. While completely remote and remote-first chances stay dominant amongst jobseekers, hybrid roles are ending up being increasingly popular.

Our Q3 Flexible Working Index (a report which tracks developing patterns throughout the versatile tasks market) exposed a sharp shift far from remote work among employers – fully remote roles represented simply 4% of job posts in between July and September, on average.

Meanwhile, jobseekers’ need for remote work stays strong, however our data reveals that the more flexibility companies offer personnel around working places, the more popular they are amongst prospects.

– Secondly, the standard work week has actually substantially evolved over the previous year.

The traditional Mon-Fri is taking a rear seat. More and more companies are presenting an alternative approach, which includes variations of the 4-day week, the 4.5-day week, and employment the 9-day fortnight.
Demand for the 4-day work week has actually skyrocketed, with an average of 47.4% of Flexa users noting it as their favored method of working during October. During the exact same duration, 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 employer brand whilst recruitment is low is KEY! You need to be continuously sharing things with your audience so when recruitment picks back up you are not essentially beginning from scratch. Technology will permit you to genuinely make data-driven choices whilst being able to track prospects, raise your company branding and master recruitment marketing.

Recruiter skillset in 2024

In the last few years, we have seen a lift in ability- and value-based hiring. Companies are now actively upskilling their existing workforce and working with brand-new employees to fill the skill gaps.

This also indicates recruiters need to adjust their skills to match the requirements. Recruiters need a mix of exceptional soft skills and difficult skills to be effective in 2024 and beyond. An effective employer in 2024 is a terrific communicator and facilitator who knows how to offer the function and the company, works with data and statistics to think strategically, and adapts quickly to the changes in the market.

Again, proactively working on developing these abilities further and using technology helps remain on top of the recruitment game.

In the past couple of years, we have seen recruitment ending up being a growing number of tactical and data-driven. HR professionals have actually ended up being the leaders of this shift and the brand-new skill strategies.

We more than happy to see that Teamdash users are actively dealing with the information offered for them in the Recruitment efficiency tab and have actually made inspecting it a part of their everyday routine. This has helped them find brand-new ways to enhance the process and automate tiresome tasks, making more time for activities that produce worth.

The brand-new skillset lines up with the challenges that 2023 has brought and will continue to 2024.

– We have actually seen a boost in the variety of prospects however still have problems getting enough certified prospects;
– We require to cut or manage recruitment costs to remain on top of the economic situation on the planet;
– For stronger company brands, we require better interaction throughout business, and collaboration with working with supervisors is particularly 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 efficient and high-quality as possible. Recruiting is getting more technical with every year. I ´ d state that an excellent recruiter must keep up with the patterns, understand the target group, and understand how to connect to them. Also, there needs to be a little a salesperson in every employer, in an excellent way.

The most essential skills for a recruiter in 2024 are:

Business partnering and consultancy skills. The ability to take part in significant discussions and create partnerships with working with managers and employment stakeholders is paramount. We should initially cultivate a wealth of company acumen and abilities within ourselves to genuinely function as vital service partners. It involves comprehending our service objectives, preemptively building talent pools, and preventing last-minute firefighting. Entering a consumption call with talent market mapping results guides the discussion. It aligns expectations at the best level, making the next steps more enjoyable for ourselves, hiring managers, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven procedures has continued, couple of have actually totally welcomed these concepts. Predicting what’s ahead of us ends up being a crucial skill amongst TA experts and assists us build significant collaborations with our stakeholders. The upcoming years signify a tangible shift, demanding basic modification when it comes to time-based metrics, but not only. Integrating Talent Analytics and Talent Intelligence into resource planning is ending up being the standard even before recruitment activities commence. Balancing the internal and external perspectives guarantees that we keep up with changes and remain half an action ahead. As the data subject requires to expand, storytelling skills take centre stage-because data holds a crucial story, and we are in the lead of composing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters need to welcome and leverage recruitment automation, develop evaluation abilities, and mobility in 2024. Recruiters require to comprehend their groups’ abilities and abilities thorough to develop a thorough team’s assessment image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will become increasingly important as candidates use AI tools to create increasingly strong CVs.

What will 2024 bring into recruiting?

We will see the number of of these patterns and obstacles mentioned carry over to 2024.

Something is for sure: AI and automation will play a helping function for recruiters – personalised communication, and the human element will constantly stay the leading players for both recruiters and candidates.

We are delighted 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 informative session with statistics and skilled predictions from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is offered 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 talent acquisition groups lean. Recruitment groups and experts require to learn and reevaluate how to deliver more with less. Balancing the needs of service needs while guaranteeing personal well-being is important to fight the prevalent challenge of recruitment burnout in the year ahead. Remember, it is necessary that your cup is full as well.

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, companies need to be mindful of developing their genuine employer brand names inside out and taking excellent care of their existing staff members. Prioritizing the wellness and engagement of existing employees becomes not just a corporate obligation but a strategic crucial to restore 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 right direction, I hope 2024 will bring far more openness and utilisation of employer branding. Both go hand-in-hand and are incredibly important to successfully hiring and maintaining leading skill – particularly as they help build trust amongst candidates and workers.

And there’s so much data to back this up. For example, employment LinkedIn’s Employer Brand stats specify that 75% of job candidates think about an employer’s brand name before even making an application for a job.
In a study of 1,000 employees, Visier discovered that 90% trust their employer. When asked why, 65% said, « They generally inform me the reality », 52% said, « They’re transparent about business policies and practices », and 38% stated, « They motivate employees to speak up ».
And data from Deloitte revealed that relied on business outperform their peers by up to 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of disturbance from generative AI. We are going to see great employers utilizing AI to make their jobs much easier and streamline a lot of their routine, employment admin-intensive tasks in 2024. We are likewise going to see a great deal of lazy recruiters badly utilizing Generative AI tools. We should keep in mind that nobody speaks like ChatGPT, so we can not just regurgitate material and employment pass it off as our own. Personalisation will be essential for us to stay Human.

Hiie-Liin Tamm, Recruitment Lead at Scoro

More automation in recruitment: Using more AI in recruitment to support manual jobs and improve candidate experience with a more personal approach.
Pay transparency: being more transparent about pay is getting a lot of popularity; business require to prepare to be able to satisfy 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 skill available. So companies who can work with now have the possibility of having really top quality people who are faithful to them.
DEI in hiring: companies stress variety recruitment and unconscious predisposition.