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

Unsurprisingly, when we asked our specialists about the most considerable changes 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 specialists needed to say in the 2023 Teamdash survey.

The increase of AI and automation in recruitment

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

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

We recently commemorated one year of ChatGPT – the notorious AI tool discussed at every supper table this year. ChatGPT and other AI tools are used by both employers and prospects, raising concerns about how it affects the recruitment process and how to keep ethical and human consider the decision-making.

At Teamdash, our approach has actually constantly been that the employer should be at the steering wheel and in control, and technology is simply a lorry to get there much faster, much safer and more easily. And it should bring on and be transparent in the recruitment efficiency metrics.

AI is like your co-pilot – you remain in control, providing 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 been a fairly early adopter of Expert system. AI assists employers to work smarter, not harder, automate repeated tasks, make it faster and much easier to source candidates, compose task ads, launch employer branding projects, and engage with candidates, to name simply a few. AI continues to progress and automate everyday tasks. Recruiters may have the ability 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 started utilizing several AI-powered tools in recruitment, constantly guaranteeing ethical practices, of course. Learning the essential triggers not only made my job easier, but also proved extremely remarkable. Embracing ethical AI tools entirely transformed my approach to recruitment: Automated Resume Screening: swiftly matching candidate qualifications with task requirements. Chatbot help: guides prospects, answers FAQs, and schedules interviews seamlessly.

In 2023, we experienced the growth of the requirement to headhunt talents rather than fill the functions of actively using people. At the same time, the increased circulation of applying prospects looked like a positive modification, but in fact, it did more work in terms of the need to respond to everyone, assess each profile’s suitability to the role and send out more rejection emails.

The efficiency increase that the AI and automation tools supplied permitted us to make the procedure much faster and more constant. We accomplished an improvement 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 applicants increased by 25% – to increase employing rates, you need to make sure the best prospect experience by using automations and AI.

Tools you require for effective recruitment in 2024

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

All the specialists who responded to our study mentioned having a good and modern ATS as the very first must-have tool in 2024.

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

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That’s why Teamdash is highly customisable and consists of numerous automation possibilities and (AI-powered) tools that make your work easier – an interview scheduler, a task advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to choices, to name a couple of. The recruitment control panel gives you a birds-eye summary of your entire recruitment procedure. The Recruitment Performance tab offers you a visual introduction of important recruitment metrics so you can be more strategic in your everyday work.

We covered selecting the ideal ATS for your requirements and business at one of our webinars in 2023. You can see it on need on Livestorm.

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

My essential 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 include sophisticated AI-driven Applicant Tracking Systems, advanced candidate evaluation software, diverse and inclusive task marketing platforms, information analytics tools for talent acquisition insights, and virtual reality interfaces for immersive candidate 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 many recruiters not making the most of innovation. You do not need to master them all, however get an excellent grounding on prompts and recognition as a minimum. AI is as dependable as Wikipedia – you require to do the fact-check.

Danas Venclovas, Head of Talent Acquisition at Luminor Group

ATS, Magical Text Expander, DeepL, Grammarly, and templates to make everyday jobs much faster.

Rethinking and redesigning your company brand to adapt to the changes

The nature of work and the expectations towards the work environment and employer have substantially shifted in the past years. There is also a generational modification in the workforce – Gen Z is entering the workforce as a part of the Boomer generation is retiring.

To maintain and go beyond these expectations and keep working with and retaining leading talent, companies need to rethink their employer brand name and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto principle uses in their user base – 20% of the very best employers get 80% of the applicants. No company wants to miss out on working with the best skill.

To turn into one of the finest, transparency is expected throughout all phases of the skill method. This indicates leveraging the best technology and tools to support human proficiencies and constructing a strong employer brand based upon them.

Diversity (DEI), flexibility, openness 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 demand for the office on a flexible basis has actually made a resurgence. While totally remote and remote-first opportunities stay dominant among jobseekers, hybrid roles are ending up being increasingly popular.

Our Q3 Flexible Working Index (a report which tracks evolving trends across the versatile tasks market) exposed a sharp shift far from remote work amongst companies – fully remote roles represented just 4% of job posts between July and September, referall.us usually.

Meanwhile, jobseekers’ demand for remote work stays strong, however our data shows that the more flexibility business provide personnel around working areas, the more popular they are amongst prospects.

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

The traditional Mon-Fri is taking a rear seat. Increasingly more 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 approximately 47.4% of Flexa users listing it as their favored method of working during October. During the very same period, 37.5% selected 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 constantly sharing things with your audience so when recruitment chooses back up you are not basically going back to square one. 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 recent years, we have actually seen a lift in skill- and value-based hiring. Companies are now actively upskilling their present workforce and working with new workers to fill the skill spaces.

This also suggests recruiters must adjust their skills to match the requirements. Recruiters need a mix of outstanding soft skills and tough 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, deals with information and statistics to believe tactically, and adapts rapidly to the modifications in the market.

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

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

We more than happy to see that Teamdash users are actively working with the data offered for them in the Recruitment performance tab and have made checking it a part of their day-to-day regimen. This has actually assisted them discover new methods to improve the procedure and automate tiresome tasks, making more time for activities that develop value.

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

– We have actually seen a boost in the number of candidates however still have problems getting sufficient certified prospects;
– We need to cut or manage recruitment expenses to remain on top of the financial circumstance worldwide;
– For more powerful employer brands, we require much better interaction throughout business, and cooperation with hiring supervisors is especially essential.

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Riin Soostar, Senior HR Business Partner at Circle K Eesti

It is important to automate as much administrative work as possible so the recruitment process is as effective and high-quality as possible. Recruiting is getting more technical with every year. I ´ d state that an excellent employer should keep up with the patterns, understand the target group, and understand how to connect to them. Also, there needs to be a little a salesman in every employer, in a good method.

The most essential abilities for a recruiter in 2024 are:

Business partnering and consultancy abilities. The ability to take part in meaningful conversations and forge partnerships with hiring managers and stakeholders is vital. We should initially cultivate a wealth of business acumen and skills within ourselves to really operate as vital company partners. It includes comprehending our company objectives, preemptively developing talent swimming pools, and preventing last-minute firefighting. Stepping into a consumption call with skill market mapping results guides the conversation. It lines up expectations at the ideal level, making the next steps more pleasurable for ourselves, employing managers, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has persisted, couple of have actually totally welcomed these principles. Predicting what’s ahead of us ends up being a vital skill among TA experts and helps us construct significant partnerships with our stakeholders. The upcoming years indicate a tangible shift, demanding fundamental modification when it comes to time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource planning is becoming the standard even before recruitment activities commence. Balancing the internal and external point of views guarantees that we keep up with modifications and stay half an action ahead. As the data subject requires to broaden, storytelling abilities take centre stage-because information holds an important story, and we remain in the lead of writing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters should accept and leverage recruitment automation, develop evaluation abilities, and boost internal mobility in 2024. Recruiters need to comprehend their groups’ abilities and capabilities in-depth to develop a comprehensive group’s evaluation photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will end up being progressively important as prospects utilize AI tools to produce progressively strong CVs.

What will 2024 bring into recruiting?

We will see the number of of these trends and difficulties mentioned rollover to 2024.

Something is for sure: AI and automation will play a helping role for employers – customised communication, and the human element will constantly stay the leading gamers 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 changes in recruitment for 2024” was an informative session with stats and professional predictions from Kaarel Holm and The Talent Hunter Vanessa Raath. It is readily available on need on Livestorm.

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

2023 has actually left lots of skill acquisition groups lean. Recruitment groups and professionals require to find out and reassess how to provide more with less. Balancing the demands of business needs while guaranteeing personal well-being is vital to combat the pervasive challenge of recruitment burnout in the year ahead. Remember, it’s important that your cup is complete also.

The 2nd 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 candidates side. Therefore, companies require to be conscious of building their authentic employer brands completely and taking good care of their present staff members. Prioritizing the wellness and engagement of present workers becomes not just a corporate responsibility however a tactical crucial to reconstruct and strengthen trust in the hiring landscape.

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

As attitudes and comprehending continue to sway in the ideal direction, I hope 2024 will bring a lot more openness and utilisation of company branding. Both go together and are exceptionally crucial to successfully hiring and retaining top skill – specifically as they help build trust among prospects and staff members.

And there’s so much information to back this up. For instance, LinkedIn’s Employer Brand data specify that 75% of job applicants consider an employer’s brand before even obtaining a job.
In a survey of 1,000 workers, Visier discovered that 90% trust their company. When asked why, 65% said, “They typically inform me the reality”, 52% said, “They’re transparent about business policies and practices”, and 38% said, “They motivate staff members to speak out”.
And data from Deloitte exposed that relied on business exceed 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 recruiters using AI to make their jobs easier and streamline a great deal of their routine, admin-intensive tasks in 2024. We are also visiting a great deal of lazy recruiters severely utilizing Generative AI tools. We must remember that no one speaks like ChatGPT, so we can not simply spit up 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 jobs and enhance prospect experience with a more personal technique.
Pay openness: being more transparent about pay is acquiring a great deal of popularity; business need to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive.
More talent is readily available: Due to lots of layoffs and instability in the tech sector, there’s more talent readily available. So business who can employ now have the possibility of having very premium individuals who are loyal to them.
DEI in hiring: companies emphasise diversity recruitment and unconscious predisposition.