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 industry experts to believe about how 2023 will go into the history books and what you can bring with you for 2024.

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

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

The rise of AI and automation in recruitment

The concentrate on automation has been obvious in the previous years, referall.us and rightfully so. Recruitment innovation is more readily available, available and versatile than ever.

This year, AI took a considerable action ahead in recruitment and has been included into recruitment software application, 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 candidates, raising concerns about how it impacts the recruitment process and how to maintain ethical and human factors in the decision-making.

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

AI resembles your co-pilot – you’re in control, giving 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 fairly early adopter of Expert system. AI assists recruiters to work smarter, not harder, automate repetitive tasks, make it faster and simpler to source prospects, write task advertisements, launch company branding projects, and engage with prospects, to call just a few. AI continues to evolve and automate everyday tasks. Recruiters might be able 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 began utilizing multiple AI-powered tools in recruitment, always making sure ethical practices, of course. Learning the required triggers not only made my task easier, but likewise proved extremely interesting. Embracing ethical AI tools entirely transformed my approach to recruitment: Automated Resume Screening: swiftly matching prospect qualifications with task requirements. Chatbot assistance: guides candidates, responses FAQs, and schedules interviews flawlessly.

In 2023, we experienced the development of the need to headhunt skills instead of fill the functions of actively applying people. At the very same time, the increased circulation of using prospects appeared like a favorable modification, however really, it did more operate in regards to the requirement to respond to everybody, examine each profile’s suitability to the function and send out more rejection e-mails.

The efficiency increase that the AI and automation tools offered allowed us to make the process faster and more constant. We attained an improvement 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 applicants increased by 25% – to increase working with rates, you require to guarantee the very best prospect experience by using automations and AI.

Tools you need for effective recruitment in 2024

Recruiters without current tools and software have a clear disadvantage compared to the ones who have adopted a comprehensive tech stack.

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

Teamdash is recruitment software built by employers for recruiters, and we understand how annoying it is dealing with innovation that does not fit your workflows.

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That’s why Teamdash is extremely customisable and includes different automation possibilities and (AI-powered) tools that make your work easier – an interview scheduler, a task ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing choices, among others. The recruitment dashboard offers you a birds-eye summary of your entire recruitment procedure. The Recruitment Performance tab offers you a visual introduction of essential recruitment metrics so you can be more tactical in your everyday work.

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

Having the right tools helps us adjust to the market changes we saw in 2023 and be proactive in 2024. Here are some recommendations 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 innovative AI-driven Applicant Tracking Systems, sophisticated candidate assessment software, diverse and inclusive job advertising platforms, data analytics tools for talent acquisition insights, and virtual truth user interfaces for immersive candidate experiences, emphasising performance, fairness, and adremcareers.com 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 maximizing technology. You do not need to master them all, however get a great grounding on triggers and recognition 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 everyday tasks faster.

Rethinking and revamping your company brand to adapt to the changes

The nature of work and the expectations towards the work environment and company have substantially shifted in the past years. There is also a generational change in the labor force – Gen Z is getting in the workforce as a part of the Boomer generation is retiring.

To maintain and surpass these expectations and keep working with and keeping leading talent, companies have to reconsider their employer brand and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto concept applies in their user base – 20% of the very best companies get 80% of the candidates. No company wishes to lose out on working with the best talent.

To turn into one of the best, transparency is anticipated throughout all stages of the skill method. This implies 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 rise of relatable organisations are the keywords in focus for company brand names in 2024.

We’ve seen a lot of modification throughout 2023.

– Firstly, the need for the office on a flexible basis has actually rebounded. While fully remote and remote-first chances remain dominant amongst jobseekers, hybrid roles are ending up being increasingly popular.

Our Q3 Flexible Working Index (a report which tracks evolving trends across the flexible tasks market) revealed a sharp shift away from remote work amongst companies – completely remote roles represented just 4% of task posts in between July and September, on average.

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

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

The timeless Mon-Fri is taking a backseat. Increasingly more companies 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 escalated, with approximately 47.4% of Flexa users listing it as their favored way of working during October. During the exact same period, 37.5% selected 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 whilst recruitment is low is KEY! You need to be continuously sharing things with your audience so when recruitment chooses back up you are not basically going back to square one. Technology will permit you to genuinely make data-driven decisions whilst having the ability to track candidates, raise your company 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 existing workforce and employing brand-new staff members to fill the skill gaps.

This also means employers should adjust their abilities to match the requirements. Recruiters require a mix of outstanding soft skills and tough skills to be effective in 2024 and beyond. An effective recruiter in 2024 is an excellent communicator and facilitator who understands how to offer the function and the company, deals with data and data to think tactically, and adapts quickly to the modifications in the market.

Again, proactively working on establishing these abilities further and utilizing technology helps remain on top of the recruitment video game.

In the past few years, we have actually seen recruitment ending up being more and more strategic and data-driven. HR professionals have ended up being the leaders of this shift and the new skill strategies.

We enjoy to see that Teamdash users are actively dealing with the information offered for them in the Recruitment performance tab and have actually made checking it a part of their day-to-day routine. This has actually assisted them discover brand-new methods to streamline the process and automate laborious jobs, making more time for activities that create worth.

The new skillset aligns with the challenges that 2023 has actually brought and will continue to 2024.

– We have actually seen a boost in the number of prospects but still have troubles getting enough qualified prospects;
– We require to cut or handle recruitment costs to remain on top of the financial circumstance in the world;
– For stronger employer brand names, we require better communication throughout companies, and collaboration with working with supervisors is particularly crucial.

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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 premium as possible. Recruiting is getting more technical with every year. I ´ d state that a good employer must keep up with the trends, understand the target group, and know how to connect to them. Also, there has to be a little bit of a salesman in every employer, in an excellent way.

The most important abilities for an employer in 2024 are:

Business partnering and consultancy abilities. The ability to engage in significant discussions and create partnerships with working with managers and stakeholders is vital. We must initially cultivate a wealth of company acumen and skills within ourselves to truly work as vital service partners. It includes comprehending our company goals, preemptively developing skill pools, and avoiding last-minute firefighting. Stepping into an intake call with skill market mapping results guides the discussion. It aligns expectations at the best level, making the next actions more enjoyable for ourselves, hiring managers, and candidates.
Data-fueled processes and decision-making: While the discourse around data-driven processes has continued, few have actually completely welcomed these principles. Predicting what leads us ends up being an essential ability amongst TA experts and assists us construct meaningful partnerships with our stakeholders. The upcoming years signify a tangible shift, requiring fundamental change when it concerns 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 viewpoints ensures that we stay up to date with modifications and stay half a step ahead. As the information subject needs to broaden, storytelling abilities take centre stage-because information holds an important story, and we are in the lead of writing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters need to welcome and utilize recruitment automation, build assessment skills, and increase internal mobility in 2024. Recruiters require to comprehend their groups’ skills and abilities extensive to construct a thorough team’s assessment photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will become increasingly essential as candidates utilize AI tools to produce increasingly strong CVs.

What will 2024 bring into recruiting?

We will see how numerous of these patterns and difficulties mentioned bring over to 2024.

Something is for sure: AI and automation will play an assisting function for employers – customised interaction, somalibidders.com and the human element will always stay the for both employers and candidates.

We are thrilled 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 stats and professional 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 left many talent acquisition groups lean. Recruitment teams and specialists require to find out and reassess how to provide more with less. Balancing the demands of business requirements while guaranteeing individual wellness is important to fight the prevalent obstacle of recruitment burnout in the year ahead. Remember, it is necessary that your cup is complete as well.

The second 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 require to be mindful of constructing their genuine company brands completely and taking good care of their current staff members. Prioritizing the well-being and engagement of existing staff members ends up being not simply a business responsibility however a strategic necessary to rebuild and strengthen rely on the hiring landscape.

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

As mindsets and understanding continue to sway in the right direction, I hope 2024 will bring far more transparency and utilisation of employer branding. Both go hand-in-hand and are incredibly essential to effectively hiring and maintaining top skill – specifically as they assist develop trust amongst prospects and staff members.

And there’s so much information to back this up. For example, LinkedIn’s Employer Brand data specify that 75% of task hunters think about an employer’s brand name before even requesting a job.
In a survey of 1,000 workers, Visier found that 90% trust their company. When asked why, 65% stated, “They typically tell me the fact”, 52% stated, “They’re transparent about company policies and practices”, and 38% said, “They encourage employees to speak up”.
And information from Deloitte revealed that trusted business outshine their peers by as much as 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of disturbance from generative AI. We are visiting great employers utilizing AI to make their tasks much easier and improve a great deal of their routine, admin-intensive jobs in 2024. We are also visiting a lot 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 regurgitate material and 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 tasks and improve candidate experience with a more personal approach.
Pay transparency: being more transparent about pay is gaining 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 available: Due to lots of layoffs and instability in the tech sector, there’s more skill available. So business who can work with now have the possibility of having very premium people who are loyal to them.
DEI in hiring: business stress variety recruitment and unconscious predisposition.