Recruitment Trends in 2025 – Predictions From 15 Experts

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

We asked 15 recruitment market professionals to think of how 2023 will go into the history books and what you can bring with you for 2024.

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

Let’s dive into what 15 recruitment experts had to state in the 2023 Teamdash survey.

The increase of AI and automation in recruitment

The focus on automation has actually appeared in the past years, and rightfully so. Recruitment technology is more readily available, accessible and adaptable than ever.

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

We just recently commemorated one year of ChatGPT – the infamous AI tool mentioned at every table this year. ChatGPT and other AI tools are utilized by both recruiters and prospects, raising concerns about how it impacts the recruitment procedure and how to keep ethical and human consider the decision-making.

At Teamdash, our philosophy has always been that the recruiter must be at the steering wheel and in control, and technology is just a lorry to get there quicker, safer and more easily. And it needs to continue and be transparent in the recruitment efficiency metrics.

AI resembles your co-pilot – you’re in control, giving commands and making the decisions.

See Recruitment Automations and AI in action with Teamdash

Renita Käsper, Global Director of Talent Acquisition and Employer Branding at HRS Group

Talent acquisition and recruitment has been a relatively early adopter of Expert system. AI helps employers to work smarter, not harder, automate repeated jobs, make it faster and much easier to source prospects, write job ads, launch employer branding projects, and engage with candidates, to name just a few. AI continues to develop and automate daily jobs. Recruiters may be able to take a lot of recurring things off their plates and concentrate on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began utilizing numerous AI-powered tools in recruitment, constantly ensuring ethical practices, naturally. Learning the required triggers not just made my task simpler, however also proved exceptionally interesting. Embracing ethical AI tools completely transformed my method to recruitment: Automated Resume Screening: swiftly matching prospect qualifications with task requirements. Chatbot help: guides prospects, answers FAQs, and schedules interviews seamlessly.

In 2023, we experienced the development of the need to headhunt skills instead of fill the functions of actively using people. At the very same time, the increased flow of applying candidates appeared like a positive modification, but in fact, it did more operate in terms of the requirement to respond to everyone, examine each profile’s viability to the role and send out more rejection emails.

The performance increase that the AI and automation tools supplied permitted us to make the process faster 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 – 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 employing rates, you require to guarantee the finest prospect experience by using automations and AI.

Tools you require for effective recruitment in 2024

Recruiters without updated tools and software have a clear downside compared to the ones who have embraced a detailed tech stack.

All the specialists who reacted to our survey mentioned having an excellent and modern-day ATS as the first must-have tool in 2024.

Teamdash is recruitment software constructed by recruiters for employers, and we understand how frustrating it is dealing with technology that does not fit your workflows.

See Teamdash in action

That’s why Teamdash is extremely customisable and includes various automation possibilities and (AI-powered) tools that make your work simpler – an interview scheduler, a task advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with options, among others. The recruitment dashboard gives you a birds-eye summary of your entire recruitment procedure. The Recruitment Performance tab gives you a visual summary of vital recruitment metrics so you can be more strategic in your everyday work.

We covered picking the right ATS for your requirements and company at one of our webinars in 2023. You can enjoy it as needed on Livestorm.

Having the right tools helps us adapt to the marketplace changes we saw in 2023 and be proactive in 2024. Here are some suggestions from our professionals:

My must-have 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 include innovative AI-driven Applicant Tracking Systems, sophisticated prospect assessment software, diverse and inclusive task advertising platforms, information analytics tools for skill acquisition insights, and virtual truth interfaces for immersive prospect experiences, emphasising effectiveness, 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 making the most of innovation. You do not have to master them all, however get a good grounding on triggers and recognition as a minimum. AI is as trustworthy 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 jobs faster.

Rethinking and redesigning your employer brand to adjust to the modifications

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

To maintain and exceed these expectations and keep employing and keeping top skill, employers need to rethink their company brand name 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 very best employers get 80% of the candidates. No employer wishes to miss out on out on employing the very best talent.

To turn into one of the very best, openness is expected throughout all stages of the talent method. This suggests leveraging the ideal innovation and tools to support human proficiencies and constructing a strong company brand name based upon 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 lot 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 among jobseekers, hybrid functions are becoming significantly popular.

Our Q3 Flexible Working Index (a report which tracks evolving patterns across the flexible jobs market) revealed a sharp shift far from remote work among companies – totally remote roles represented just 4% of job posts between July and September, usually.

Meanwhile, jobseekers’ need for remote work remains strong, however our data shows that the more versatility companies offer staff around working locations, the more popular they are amongst candidates.

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

The classic Mon-Fri is taking a rear seat. More and more companies are presenting an alternative method, that includes variations of the 4-day week, the 4.5-day week, and somalibidders.com the 9-day fortnight.
Demand for the 4-day work week has escalated, with an average of 47.4% of Flexa users noting it as their preferred method 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 company brand name whilst recruitment is low is KEY! You need to be constantly sharing things with your audience so when recruitment chooses back up you are not basically beginning from scratch. Technology will enable you to genuinely make data-driven choices whilst having the ability to track prospects, raise your employer branding and master recruitment marketing.

Recruiter skillset in 2024

Over the last few years, we have seen a lift in ability- and value-based hiring. Companies are now actively upskilling their existing labor referall.us force and working with brand-new workers to fill the ability spaces.

This likewise implies recruiters must adapt their skills to match the requirements. Recruiters require a mix of exceptional soft abilities and difficult skills to be effective in 2024 and beyond. An effective recruiter in 2024 is a great communicator and facilitator who knows how to offer the role and the company, works with data and data to think strategically, and adapts rapidly to the modifications in the market.

Again, proactively dealing with developing these abilities further and utilizing technology assists stay on top of the recruitment video game.

In the previous couple of years, we have actually seen recruitment becoming a growing number of tactical and data-driven. HR specialists have actually become the leaders of this shift and the new skill techniques.

We’re happy to see that Teamdash users are actively dealing with the information readily available for them in the Recruitment efficiency tab and adremcareers.com have actually made examining it a part of their daily routine. This has actually assisted them find new ways to enhance the procedure and automate tedious jobs, making more time for activities that create worth.

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

– We have seen an increase in the variety of prospects but still have problems getting adequate qualified candidates;
– We need to cut or handle recruitment costs to stay on top of the financial situation in the world;
– For stronger employer brands, we require better interaction across companies, and cooperation with employing managers is particularly crucial.

Start with Teamdash – Free Trial!

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 high-quality 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 needs to be a little bit of a salesperson in every recruiter, in a great way.

The most important abilities for an employer in 2024 are:

Business partnering and consultancy abilities. The capability to take part in significant discussions and create collaborations with hiring supervisors and stakeholders is critical. We should initially cultivate a wealth of business acumen and skills within ourselves to really function as indispensable company partners. It involves understanding our service objectives, preemptively constructing 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 actions more satisfying for ourselves, working with supervisors, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven procedures has persisted, couple of have completely welcomed these concepts. Predicting what’s ahead of us ends up being an essential skill among TA specialists and helps us construct meaningful collaborations with our stakeholders. The upcoming years signal a tangible shift, requiring fundamental change when it concerns time-based metrics, but not only. Integrating Talent Analytics and Talent Intelligence into resource preparation is becoming the requirement even before recruitment activities begin. Balancing the internal and external viewpoints ensures that we stay up to date with changes and stay half a step ahead. As the information subject requires to expand, storytelling skills take centre stage-because information holds an essential 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 utilize recruitment automation, construct assessment skills, and boost internal movement in 2024. Recruiters require to understand their teams’ abilities and abilities thorough to construct an extensive group’s assessment image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will end up being increasingly important as prospects use AI tools to develop increasingly strong CVs.

What will 2024 bring into recruiting?

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

Something is for sure: AI and automation will play an assisting role for employers – customised communication, and the human aspect will always remain the leading players for both recruiters and candidates.

We are excited to see in which instructions AI and innovation will take us in 2024.

The end-of-the-year webinar “Key trends and modifications 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 available on demand on Livestorm.

Experience AI-Powered Recruitment

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

2023 has actually left numerous talent acquisition teams lean. Recruitment teams and specialists need to find out and reassess how to deliver more with less. Balancing the needs of company requirements while making sure individual is vital to fight the pervasive difficulty of recruitment burnout in the year ahead. Remember, it is necessary that your cup is complete too.

The 2nd one would be trust. 2023 was well-known for the number 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 authentic company brands completely and taking great care of their current workers. Prioritizing the wellness and engagement of existing workers ends up being not simply a business duty however a tactical vital to reconstruct and strengthen rely on the employing landscape.

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

As mindsets and comprehending continue to sway in the right direction, I hope 2024 will bring a lot more openness and utilisation of company branding. Both go hand-in-hand and are incredibly important to effectively working with and keeping leading skill – particularly as they assist develop trust among candidates and staff members.

And there’s so much information to back this up. For instance, LinkedIn’s Employer Brand statistics mention that 75% of job seekers think about 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% stated, “They usually inform me the reality”, 52% said, “They’re transparent about business policies and practices”, and 38% stated, “They encourage employees to speak out”.
And information from Deloitte exposed that trusted business exceed their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of disruption from generative AI. We are visiting excellent employers using AI to make their tasks easier and improve a great deal of their routine, admin-intensive jobs in 2024. We are also going to see a great deal of lazy recruiters badly utilizing Generative AI tools. We need to keep in mind that no one speaks like ChatGPT, so we can not simply throw up content 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 individual technique.
Pay openness: being more transparent about pay is getting a great deal of popularity; companies need to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive.
More talent is available: Due to lots of layoffs and instability in the tech sector, there’s more talent available. So companies who can work with now have the possibility of having really high-quality individuals who are loyal to them.
DEI in hiring: companies emphasise variety recruitment and unconscious predisposition.