Recruitment Trends in 2025 – Predictions From 15 Experts

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

We asked 15 recruitment market experts to consider how 2023 will go into the history books and what you can take along with you for 2024.

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

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

The rise of AI and automation in recruitment

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

This year, AI took a significant step ahead in recruitment and has been included into recruitment software, consisting of Teamdash.

We just recently commemorated one year of ChatGPT – the notorious AI tool mentioned at every table this year. ChatGPT and other AI tools are utilized by both employers and prospects, raising issues about how it affects the recruitment procedure and how to preserve ethical and human aspects in the decision-making.

At Teamdash, our philosophy has constantly been that the employer should be at the guiding wheel and in control, and innovation is simply a lorry to arrive faster, more secure and more easily. And it needs to bring on and be transparent in the recruitment efficiency metrics.

AI is like your co-pilot – you remain in control, giving commands and deciding.

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 Artificial Intelligence. AI helps recruiters to work smarter, not harder, automate repeated tasks, make it faster and easier to source candidates, compose task advertisements, launch employer branding projects, and engage with prospects, to name just a couple of. AI continues to develop and automate daily jobs. Recruiters may have the ability to take a great deal of repetitive things off their plates and focus on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started using several AI-powered tools in recruitment, constantly guaranteeing ethical practices, obviously. Learning the essential prompts not only made my job much easier, however also showed incredibly interesting. Embracing ethical AI tools completely transformed my method to recruitment: Automated Resume Screening: swiftly matching candidate certifications with job requirements. Chatbot help: guides candidates, answers FAQs, and schedules interviews seamlessly.

In 2023, we experienced the development of the need to headhunt talents rather than fill the functions of actively applying people. At the exact same time, the increased flow of using prospects looked like a favorable modification, however really, it did more operate in regards to the need to respond to everyone, assess each profile’s suitability to the role and send more rejection e-mails.

The efficiency boost that the AI and automation tools provided permitted us to make the process quicker and more consistent. We accomplished an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the very same time – a boost in worker NPS.

Lauryna Gireniene, Head of Talent Acquisition at Nord Security

In 2023 our hiring rate from applicants increased by 25% – to increase hiring rates, you need to ensure the finest candidate experience by utilizing automations and AI.

Tools you require for successful recruitment in 2024

Recruiters without current tools and software have a clear downside compared to the ones who have actually adopted an extensive tech stack.

All the specialists who responded to our study discussed having a great and contemporary ATS as the very first tool in 2024.

Teamdash is recruitment software built by recruiters for recruiters, 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 highly customisable and consists of different automation possibilities and (AI-powered) tools that make your work simpler – 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 gives you a birds-eye introduction of your entire 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 right ATS for your needs and company at one of our webinars in 2023. You can see it as needed on Livestorm.

Having the right tools assists us adjust to the marketplace modifications we experienced in 2023 and be proactive in 2024. Here are some recommendations from our professionals:

My must-have tools are Proficient at, Chat GPT (or similar), and LinkedIn.

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

For recruiters 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 truth user interfaces for immersive prospect experiences, stressing effectiveness, fairness, and 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 too numerous employers not making the most of technology. You do not need to master them all, but get an excellent grounding on prompts 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, job Magical Text Expander, DeepL, Grammarly, and templates to make daily tasks quicker.

Rethinking and upgrading your employer brand to adapt to the modifications

The nature of work and the expectations towards the workplace and employer have considerably shifted in the past years. There is likewise a generational modification in the labor force – Gen Z is entering the workforce as a part of the Boomer generation is retiring.

To keep up and exceed these expectations and job keep employing and keeping leading skill, employers need to reassess 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 very best companies get 80% of the candidates. No employer desires to lose out on employing the very best talent.

To become one of the finest, job openness is anticipated throughout all stages of the skill technique. This implies leveraging the ideal technology and tools to support human competencies and constructing a strong company brand based upon them.

Diversity (DEI), job flexibility, openness 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 rebounded. While completely remote and remote-first chances stay dominant among jobseekers, hybrid functions are ending up being progressively popular.

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

Meanwhile, jobseekers’ need for remote work remains strong, however our data reveals that the more flexibility companies provide personnel around working areas, the more popular they are amongst candidates.

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

The traditional Mon-Fri is taking a rear seat. A growing number of companies are presenting an alternative technique, which consists of variations of the 4-day week, the 4.5-day week, and the 9-day fortnight.
Demand for the 4-day work week has increased, with an average of 47.4% of Flexa users noting it as their preferred way of working throughout October. During the exact same duration, 37.5% chosen the 4.5-day week as their choice, and 14.1% stated the 9-day fortnight was theirs.

Kayleigh Little, Recruitment Automation Expert at Teamdash

Maintaining your employer 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 basically going back to square one. Technology will permit you to really make data-driven choices whilst having the ability to track prospects, elevate 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 current workforce and employing brand-new employees to fill the skill gaps.

This also suggests recruiters should adjust their abilities to match the requirements. Recruiters require a mix of excellent soft skills and difficult abilities to be effective in 2024 and beyond. A successful employer in 2024 is a fantastic communicator and facilitator who knows how to offer the function and the company, works with information and stats to believe strategically, and adapts rapidly to the changes in the market.

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

In the previous couple of years, we have actually seen recruitment ending up being increasingly more tactical and data-driven. HR experts have actually ended up being the leaders of this shift and the new talent techniques.

We’re pleased to see that Teamdash users are actively working with the information readily available for them in the Recruitment performance tab and have made examining it a part of their day-to-day routine. This has actually helped them discover new methods to improve the procedure and automate laborious jobs, making more time for activities that create value.

The new skillset lines up with the obstacles that 2023 has actually brought and will bring on to 2024.

– We have seen a boost in the variety of prospects but still have problems getting adequate qualified candidates;
– We need to cut or handle recruitment costs to remain on top of the economic situation in the world;
– For more powerful employer brand names, we need much better interaction across business, and collaboration with working with supervisors is especially crucial.

Start with Teamdash – Free Trial!

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 top quality as possible. Recruiting is getting more technical with every year. I ´ d say that a good employer must 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 a salesperson in every employer, job in an excellent way.

The most important skills for a recruiter in 2024 are:

Business partnering and consultancy abilities. The ability to take part in meaningful discussions and create partnerships with employing managers and stakeholders is paramount. We should first cultivate a wealth of organization acumen and skills within ourselves to truly work as vital company partners. It includes understanding our business objectives, preemptively constructing talent pools, and avoiding last-minute firefighting. Entering an intake call with skill market mapping results guides the conversation. It lines up expectations at the right level, making the next steps more pleasurable for ourselves, working with supervisors, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven procedures has actually continued, couple of have completely embraced these concepts. Predicting what leads us becomes a vital ability amongst TA professionals and helps us construct significant partnerships with our stakeholders. The upcoming years signify a tangible shift, demanding basic change when it concerns time-based metrics, but not just. 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 modifications and remain half an action ahead. As the data topic requires to expand, storytelling skills take centre stage-because data holds an important story, and we remain in the lead of composing the story around this.

Natalja Horohordina, job Head of Talent Acquisition at Eesti Energia

Recruiters must welcome and utilize recruitment automation, build evaluation abilities, and increase internal mobility in 2024. Recruiters require to comprehend their groups’ abilities and capabilities extensive to build an extensive group’s evaluation picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will end up being increasingly crucial as candidates utilize AI tools to produce significantly strong CVs.

What will 2024 bring into recruiting?

We will see how numerous of these trends and difficulties mentioned carry over to 2024.

Something is for sure: AI and automation will play a helping role for employers – personalised interaction, and the human factor will always remain the leading players for both recruiters and prospects.

We are thrilled to see in which direction AI and innovation will take us in 2024.

The end-of-the-year webinar „Key patterns and modifications in recruitment for 2024” was an informative session with stats and professional forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is offered on demand on Livestorm.

Experience AI-Powered Recruitment

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

2023 has left many talent acquisition teams lean. Recruitment groups and specialists need to learn and reevaluate how to deliver more with less. Balancing the demands of business requirements while ensuring personal well-being is necessary to fight the prevalent obstacle of recruitment burnout in the year ahead. Remember, it’s important that your cup is full as well.

The second one would be trust. 2023 was notorious 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 company brands completely and taking excellent care of their current employees. Prioritizing the wellness and engagement of present staff members ends up being not just a corporate responsibility however a tactical vital to rebuild and strengthen rely on 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 company branding. Both go hand-in-hand and are extremely important to effectively hiring and maintaining leading skill – particularly as they help build trust among prospects and workers.

And there’s so much data to back this up. For instance, LinkedIn’s Employer Brand stats state that 75% of job seekers think about an employer’s brand before even obtaining a task.
In a survey of 1,000 staff members, Visier found that 90% trust their company. When asked why, 65% said, „They typically inform me the reality”, 52% stated, „They’re transparent about business policies and practices”, and 38% stated, „They encourage workers to speak out”.
And information from Deloitte exposed that relied on companies exceed their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of interruption from generative AI. We are visiting great recruiters using AI to make their tasks easier and enhance a great deal of their menial, admin-intensive tasks in 2024. We are also going to see a great deal of lazy employers severely using Generative AI tools. We need to bear in mind that no one speaks like ChatGPT, so we can not simply regurgitate content 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 enhance candidate experience with a more individual method.
Pay transparency: being more transparent about pay is getting a lot of popularity; business 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 skill available. So business who can hire now have the possibility of having extremely high-quality individuals who are faithful to them.
DEI in hiring: companies stress variety recruitment and unconscious predisposition.