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Recruitment Trends in 2025 – Predictions From 15 Experts

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

We asked 15 recruitment industry experts to think of how 2023 will enter into the history books and what you can take along with you for 2024.

Unsurprisingly, when we asked our experts about the most considerable modifications in recruitment in 2023, the words appearing in the word cloud were AI, automation and the modifications in skills and employer branding.

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

The rise of AI and automation in recruitment

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

This year, AI took a substantial step ahead in recruitment and has actually been included into recruitment software application, including Teamdash.

We just recently celebrated one year of ChatGPT – the notorious AI tool discussed at every table this year. ChatGPT and other AI tools are used by both employers and candidates, raising concerns about how it affects the recruitment procedure and how to keep ethical and human factors in the decision-making.

At Teamdash, our philosophy has constantly been that the employer ought to be at the guiding wheel and in control, and technology is simply a vehicle to arrive faster, safer and more conveniently. And it ought to carry on and be transparent in the recruitment efficiency metrics.

AI is like your co-pilot – you’re 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 actually been a fairly early adopter of Artificial Intelligence. AI helps recruiters to work smarter, not harder, automate recurring tasks, make it faster and much easier to source prospects, write job ads, launch company branding campaigns, and engage with prospects, to call simply a few. AI continues to progress and automate daily tasks. Recruiters might have the ability 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 using numerous AI-powered tools in recruitment, constantly making sure ethical practices, naturally. Learning the required triggers not only made my job simpler, but also showed exceptionally fascinating. Embracing ethical AI tools entirely transformed my technique to recruitment: Automated Resume Screening: quickly matching prospect qualifications with job requirements. Chatbot support: guides candidates, answers FAQs, and schedules interviews effortlessly.

In 2023, we experienced the development of the need to headhunt talents instead of fill the functions of actively using people. At the very same time, the increased flow of using prospects looked like a favorable modification, however in fact, it did more work in regards to the requirement to respond to everyone, assess each profile’s suitability to the function and send out more rejection emails.

The performance increase that the AI and automation tools offered allowed us to make the process much faster and more consistent. We accomplished an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the exact same time – an increase in employee 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 ensure the very best candidate experience by utilizing automations and AI.

Tools you need for successful recruitment in 2024

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

All the professionals who reacted to our study mentioned having a good and modern ATS as the first essential tool in 2024.

Teamdash is recruitment software constructed by employers for recruiters, and we know how annoying it is dealing with innovation that doesn’t fit your workflows.

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That’s why Teamdash is extremely customisable and consists of different 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 interviewing options, to name a few. The recruitment control panel gives you a birds-eye introduction of your whole recruitment procedure. The Recruitment Performance tab gives you a visual introduction of necessary recruitment metrics so you can be more strategic in your everyday work.

We covered selecting the best ATS for your needs and company at one of our webinars in 2023. You can see it on demand on Livestorm.

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

My must-have tools are Proficient at, 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 advanced AI-driven Applicant Tracking Systems, sophisticated candidate evaluation software, varied and inclusive job marketing platforms, information analytics tools for talent acquisition insights, and virtual truth interfaces for immersive prospect experiences, emphasising efficiency, fairness, and engagement in the recruitment process.

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 employers not making the most of innovation. You do not have to master them all, however get a good grounding on prompts and validation 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 day-to-day tasks much faster.

Rethinking and upgrading your company brand name to adapt to the modifications

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

To keep up and surpass these expectations and keep working with and retaining leading skill, employers have to reconsider their employer 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 applicants. No employer wishes to lose out on employing the finest talent.

To become one of the very best, openness is anticipated throughout all stages of the talent technique. This implies leveraging the right innovation and tools to support human proficiencies and building a strong employer brand name based upon them.

Diversity (DEI), flexibility, transparency and the increase of relatable organisations are the keywords in focus for employer brand names in 2024.

We’ve seen a great deal of change throughout 2023.

– Firstly, the demand for the office on a versatile basis has made a comeback. While totally remote and remote-first chances remain dominant among jobseekers, hybrid functions are ending up being significantly popular.

Our Q3 Flexible Working Index (a report which tracks developing trends throughout the versatile tasks market) revealed a sharp shift away from remote work among employers – fully remote roles accounted for simply 4% of job posts in between July and September, on average.

Meanwhile, jobseekers’ demand for remote work stays strong, however our data shows that the more versatility business use personnel around working locations, the more popular they are among candidates.

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

The timeless Mon-Fri is taking a backseat. A growing number of business are introducing 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 actually increased, with an average of 47.4% of Flexa users noting it as their preferred way of working throughout October. During the exact same period, 37.5% picked the 4.5-day week as their preference, and 14.1% specified the 9-day fortnight was theirs.

Kayleigh Little, Recruitment Automation Expert at Teamdash

Maintaining your company brand whilst recruitment is low is KEY! You require to be continuously sharing things with your audience so when recruitment selects back up you are not essentially starting from scratch. Technology will permit you to really make data-driven choices whilst being able to track prospects, elevate your employer branding and master recruitment marketing.

Recruiter skillset in 2024

In the last few years, we have seen a lift in skill- and value-based hiring. Companies are now actively upskilling their current labor force and working with new workers to fill the skill gaps.

This also implies employers should adjust their skills to match the requirements. Recruiters need a mix of excellent soft abilities and hard skills to be effective in 2024 and beyond. A successful recruiter in 2024 is an excellent communicator and facilitator who knows how to sell the function and the company, works with data and stats to think strategically, and adapts rapidly to the modifications in the market.

Again, proactively dealing with developing these abilities even more and utilizing innovation helps remain on top of the recruitment game.

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

We enjoy to see that Teamdash users are actively dealing with the data offered for them in the Recruitment performance tab and have made checking it a part of their daily routine. This has actually helped them find ways to streamline the process and automate laborious jobs, making more time for activities that create value.

The new skillset aligns with the difficulties that 2023 has actually brought and will carry on to 2024.

– We have actually seen a boost in the number of candidates however still have troubles getting enough certified prospects;
– We need to cut or manage recruitment expenses to remain on top of the financial circumstance in the world;
– For more powerful employer brands, we need much better communication across companies, and collaboration with working with managers is especially essential.

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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 top quality as possible. Recruiting is getting more technical with every year. I ´ d say that a good recruiter should stay up to date with the patterns, understand the target group, and understand how to connect to them. Also, there has to be a bit of a salesperson in every employer, in a great method.

The most crucial abilities for a recruiter in 2024 are:

Business partnering and consultancy skills. The ability to take part in meaningful conversations and create partnerships with employing managers and stakeholders is paramount. We must initially cultivate a wealth of service acumen and abilities within ourselves to truly operate as invaluable company partners. It involves understanding our organization objectives, preemptively constructing skill swimming pools, and preventing last-minute firefighting. Stepping into an intake call with talent market mapping results guides the discussion. It lines up expectations at the best level, making the next actions more satisfying for ourselves, employing managers, and candidates.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has persisted, few have totally accepted these concepts. Predicting what’s ahead of us becomes an important ability among TA experts and assists us build significant collaborations with our stakeholders. The upcoming years indicate a tangible shift, requiring essential modification when it pertains to time-based metrics, but not only. Integrating Talent Analytics and Talent Intelligence into resource planning is ending up being the standard even before recruitment activities begin. Balancing the internal and external point of views makes sure that we stay up to date with changes and stay half a step ahead. As the data topic needs to expand, storytelling skills take centre stage-because data holds a vital story, and we remain in the lead of writing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters need to welcome and leverage recruitment automation, construct evaluation skills, and increase internal mobility in 2024. Recruiters need to understand their groups’ abilities and abilities thorough to construct an extensive team’s evaluation image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will become progressively essential as prospects utilize AI tools to create increasingly strong CVs.

What will 2024 bring into recruiting?

We will see the number of of these patterns and challenges discussed rollover to 2024.

Something is for sure: AI and automation will play an assisting role for recruiters – customised interaction, and the human element will always remain the leading players for both recruiters and prospects.

We are thrilled to see in which instructions AI and technology will take us in 2024.

The end-of-the-year webinar “Key trends and changes in recruitment for 2024” was an informative session with data and expert predictions 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 numerous skill acquisition teams lean. Recruitment groups and experts need to find out and reevaluate how to deliver more with less. Balancing the demands of organization needs while making sure personal well-being is essential to fight the pervasive challenge of recruitment burnout in the year ahead. Remember, it is essential that your cup is full 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 candidates side. Therefore, companies need to be conscious of developing their genuine employer brand names inside out and taking excellent care of their present employees. Prioritizing the wellness and engagement of current employees becomes not just a business duty but a strategic vital to reconstruct and strengthen rely on the hiring landscape.

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

As mindsets and understanding continue to sway in the best instructions, I hope 2024 will bring far more openness and utilisation of employer branding. Both go hand-in-hand and are exceptionally essential to effectively working with and retaining leading talent – particularly as they help build trust amongst prospects and employees.

And there’s a lot data to back this up. For example, LinkedIn’s Employer Brand stats specify that 75% of job hunters consider an employer’s brand name before even obtaining a job.
In a survey of 1,000 staff members, Visier found that 90% trust their employer. When asked why, 65% said, “They usually inform me the reality”, referall.us 52% said, “They’re transparent about business policies and practices”, and 38% stated, “They motivate workers to speak out”.
And information from Deloitte exposed that relied on companies surpass their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of disruption from generative AI. We are visiting good recruiters using AI to make their tasks easier and improve a great deal of their routine, admin-intensive jobs in 2024. We are also visiting a great deal of lazy recruiters terribly utilizing Generative AI tools. We need to bear in mind that no one speaks like ChatGPT, so we can not simply throw up 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 enhance prospect experience with a more individual method.
Pay openness: being more transparent about pay is getting a lot of popularity; business need to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More skill is available: Due to lots of layoffs and instability in the tech sector, there’s more skill available. So companies who can employ now have the possibility of having very high-quality people who are loyal to them.
DEI in hiring: business stress variety recruitment and unconscious bias.