Recruitment Trends in 2025 – Predictions From 15 Experts

We are approaching completion 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 bring with you for 2024.

Unsurprisingly, when we asked our professionals about the most considerable 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 professionals had to say in the 2023 Teamdash survey.

The increase of AI and automation in recruitment

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

This year, AI took a significant action ahead in recruitment and has been incorporated into recruitment software application, consisting of Teamdash.

We recently celebrated one year of ChatGPT – the notorious AI tool discussed at every table this year. ChatGPT and other AI tools are utilized by both recruiters and prospects, raising concerns about how it affects the recruitment procedure and referall.us how to preserve ethical and human consider the decision-making.

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

AI is like your co-pilot – you remain in control, offering 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 actually been a reasonably early adopter of Artificial Intelligence. AI assists employers to work smarter, not harder, automate repeated jobs, make it faster and easier to source prospects, write task ads, launch company branding projects, and engage with prospects, to name simply a few. AI continues to progress and automate everyday jobs. Recruiters might be able to take a lot of repetitive things off their plates and concentrate on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started using several AI-powered tools in recruitment, always making sure ethical practices, of course. Learning the required triggers not only made my job much easier, however also proved exceptionally remarkable. Embracing ethical AI tools totally transformed my method to recruitment: Automated Resume Screening: swiftly matching candidate qualifications with job requirements. Chatbot assistance: guides candidates, answers FAQs, and schedules interviews flawlessly.

In 2023, we experienced the development of the need to headhunt talents rather than fill the functions of actively applying people. At the very same time, the increased flow of using prospects seemed like a favorable change, however really, it did more work in regards to the requirement to reply to everybody, examine each profile’s viability to the role and send out more rejection emails.

The efficiency boost that the AI and automation tools supplied enabled us to make the procedure much faster and more constant. We accomplished an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the same time – an increase 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 make sure the very best candidate experience by utilizing 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 actually adopted a detailed tech stack.

All the specialists who reacted to our study pointed out having a good and contemporary ATS as the very first essential tool in 2024.

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

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That’s why Teamdash is highly customisable and includes numerous automation possibilities and (AI-powered) tools that make your work easier – an interview scheduler, a job advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with alternatives, to name a few. The recruitment dashboard offers you a birds-eye summary of your entire recruitment procedure. The Recruitment Performance tab provides you a visual introduction of necessary recruitment metrics so you can be more tactical in your everyday work.

We covered selecting the ideal ATS for your needs 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 experienced in 2023 and be proactive in 2024. Here are some suggestions from our specialists:

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 recruiters in 2024, essential tools include innovative AI-driven Applicant Tracking Systems, advanced candidate assessment software application, varied and inclusive job marketing platforms, data analytics tools for skill acquisition insights, and virtual user interfaces for immersive prospect experiences, stressing performance, 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 numerous employers not taking complete advantage of technology. You do not have to master them all, however get a good grounding on prompts and validation as a minimum. AI is as reliable 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 templates to make daily tasks quicker.

Rethinking and upgrading your company brand name to adjust to the changes

The nature of work and the expectations towards the office and employer have actually substantially shifted in the previous years. There is also 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 keep up and somalibidders.com surpass these expectations and keep employing and keeping leading 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 finest employers get 80% of the candidates. No employer wishes to miss out on out on employing the finest talent.

To end up being one of the best, openness is anticipated throughout all stages of the talent strategy. This indicates leveraging the right innovation and tools to support human proficiencies and developing a strong company brand based on them.

Diversity (DEI), versatility, transparency 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 need for the workplace on a flexible basis has rebounded. While totally remote and remote-first opportunities remain dominant among jobseekers, hybrid roles are becoming progressively popular.

Our Q3 Flexible Working Index (a report which tracks evolving patterns throughout the versatile jobs market) exposed a sharp shift far from remote work amongst employers – totally remote roles accounted for just 4% of job posts between July and September, on average.

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

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

The traditional Mon-Fri is taking a backseat. Increasingly more companies are presenting an alternative method, 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 skyrocketed, with approximately 47.4% of Flexa users listing it as their preferred method of working during October. During the exact same duration, 37.5% chosen the 4.5-day week as their choice, and 14.1% specified 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 continuously sharing things with your audience so when recruitment picks back up you are not basically beginning from scratch. Technology will allow you to really make data-driven choices whilst being able to track prospects, elevate your company branding and master recruitment marketing.

Recruiter skillset in 2024

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

This likewise indicates employers need to adapt their skills to match the requirements. Recruiters need a mix of outstanding soft abilities and tough abilities to be successful in 2024 and beyond. A successful employer in 2024 is a great communicator and facilitator who knows how to sell the function and the company, works with information and data to think strategically, and adapts quickly to the modifications in the market.

Again, proactively working on establishing these skills further and utilizing innovation helps stay on top of the recruitment video game.

In the previous couple of years, we have seen recruitment becoming a growing number of strategic and data-driven. HR professionals have become the leaders of this shift and the brand-new talent strategies.

We enjoy to see that Teamdash users are actively working with the information readily available for them in the Recruitment efficiency tab and have actually made examining it a part of their everyday routine. This has helped them find brand-new methods to enhance the process and automate tedious tasks, making more time for activities that produce worth.

The new skillset lines up with the difficulties that 2023 has actually brought and will continue to 2024.

– We have actually seen an increase in the variety of prospects however still have problems getting sufficient certified candidates;
– We need to cut or manage recruitment expenses to remain on top of the financial circumstance on the planet;
– For stronger company brand names, we need better interaction across business, and cooperation with hiring managers is particularly important.

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Riin Soostar, Senior HR Business Partner at Circle K Eesti

It is crucial to automate as much administrative work as possible so the recruitment procedure is as effective and high-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 reach out to them. Also, there needs to be a little a salesman in every employer, in a good method.

The most essential skills for an employer in 2024 are:

Business partnering and consultancy skills. The ability to engage in meaningful conversations and create partnerships with employing supervisors and stakeholders is vital. We need to initially cultivate a wealth of organization acumen and skills within ourselves to really operate as invaluable company partners. It includes comprehending our organization goals, preemptively developing talent pools, and avoiding last-minute firefighting. Stepping into a consumption call with talent market mapping results guides the conversation. It lines up expectations at the ideal level, making the next steps more enjoyable for ourselves, working with managers, and candidates.
Data-fueled processes and decision-making: While the discourse around data-driven procedures has actually continued, couple of have actually totally embraced these principles. Predicting what’s ahead of us becomes a crucial skill amongst TA specialists and helps us develop meaningful partnerships with our stakeholders. The upcoming years indicate a tangible shift, demanding essential 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 start. Balancing the internal and external perspectives guarantees that we keep up with changes and remain half a step ahead. As the data topic requires to broaden, storytelling skills take centre stage-because information holds an essential story, and we remain in the lead of composing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must embrace and take advantage of recruitment automation, develop assessment abilities, and boost internal movement in 2024. Recruiters need to understand their groups’ abilities and capabilities extensive to build an extensive group’s evaluation image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will become increasingly crucial as prospects use AI tools to develop significantly strong CVs.

What will 2024 bring into recruiting?

We will see how numerous of these trends and challenges mentioned rollover to 2024.

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

We are excited 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 insightful session with data and professional forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is readily available 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 teams lean. Recruitment teams and professionals require to learn and review how to provide more with less. Balancing the needs of business needs while ensuring individual well-being is important to combat the pervasive difficulty of recruitment burnout in the year ahead. Remember, it’s crucial that your cup is full as well.

The second one would be trust. 2023 was notorious for the number of layoffs, I feel that there is a growing deficit of trust from the prospects side. Therefore, companies require to be conscious of building their genuine employer brand names completely and taking excellent care of their present employees. Prioritizing the well-being and engagement of current workers becomes not just a business responsibility however a tactical vital to restore and strengthen 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 a lot more openness and utilisation of company branding. Both go hand-in-hand and are extremely essential to successfully hiring and keeping leading skill – specifically as they assist develop trust among candidates and workers.

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

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of disturbance from generative AI. We are going to see excellent employers using AI to make their tasks easier and enhance a great deal of their routine, admin-intensive tasks in 2024. We are likewise visiting a lot of lazy employers badly using Generative AI tools. We should keep in mind that nobody speaks like ChatGPT, so we can not simply regurgitate material and pass it off as our own. Personalisation will be crucial 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 individual method.
Pay transparency: being more transparent about pay is acquiring a great deal of popularity; business require to prepare to be able to satisfy the requirements of the European Parliament Pay Transparency Directive.
More talent is offered: Due to great deals of layoffs and instability in the tech sector, there’s more talent offered. So business who can work with now have the possibility of having really premium people who are loyal to them.
DEI in hiring: business stress diversity recruitment and unconscious predisposition.