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 market professionals to think about how 2023 will go into the history books and what you can take along 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 changes in abilities and company branding.

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

The rise of AI and automation in recruitment

The focus on automation has been obvious in the past years, and truly so. Recruitment technology is more available, accessible and versatile than ever.

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

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

At Teamdash, our viewpoint has actually always been that the recruiter should be at the guiding wheel and in control, and technology is just a vehicle to get there quicker, more secure and more conveniently. And it ought to continue and be transparent in the recruitment performance metrics.

AI resembles your co-pilot – you remain in control, giving 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 relatively early adopter of Artificial Intelligence. AI assists recruiters to work smarter, not harder, automate repetitive jobs, make it faster and easier to source prospects, compose task ads, launch company branding campaigns, and engage with prospects, to call simply a couple of. AI continues to evolve and tasks. Recruiters may have the ability to take a lot of repeated things off their plates and concentrate on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began using several AI-powered tools in recruitment, always making sure ethical practices, obviously. Learning the required prompts not just made my task easier, however also proved incredibly fascinating. Embracing ethical AI tools entirely changed my method to recruitment: Automated Resume Screening: swiftly matching candidate credentials with task requirements. Chatbot support: guides candidates, responses FAQs, and schedules interviews flawlessly.

In 2023, we experienced the development of the requirement to headhunt talents rather than fill the roles of actively using people. At the same time, the increased flow of using prospects appeared like a positive modification, however actually, it did more work in terms of the need to reply to everyone, assess each profile’s suitability to the role and send more rejection emails.

The effectiveness boost that the AI and automation tools provided enabled us to make the procedure faster and more constant. We achieved 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 need to make sure the very best prospect experience by utilizing automations and AI.

Tools you need for effective recruitment in 2024

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

All the experts who reacted to our study pointed out having a great and modern-day ATS as the very first essential tool in 2024.

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

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That’s why Teamdash is extremely customisable and includes various 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 talking to alternatives, among others. The recruitment dashboard offers you a birds-eye overview of your whole recruitment procedure. The Recruitment Performance tab offers you a visual overview of necessary recruitment metrics so you can be more strategic in your everyday work.

We covered picking the ideal 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 modifications we experienced in 2023 and be proactive in 2024. Here are some suggestions from our professionals:

My essential tools are Proficient at, Chat GPT (or comparable), and LinkedIn.

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

For recruiters in 2024, must-have tools consist of innovative AI-driven Applicant Tracking Systems, sophisticated candidate assessment software application, varied and inclusive task marketing platforms, data analytics tools for employment talent acquisition insights, and virtual reality interfaces for immersive candidate experiences, stressing efficiency, 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 employment you. There are still too many employers not making the most of technology. You do not need to master them all, however get a great grounding on triggers and validation as a minimum. AI is as reputable 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 employment templates to make daily tasks much faster.

Rethinking and revamping your company brand to adjust to the changes

The nature of work and the expectations towards the office and company have considerably moved in the past years. There is also a generational modification in the labor force – Gen Z is entering the workforce as a part of the Boomer generation is retiring.

To maintain and exceed these expectations and keep hiring and maintaining top talent, companies 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 finest employers get 80% of the candidates. No employer desires to lose out on employing the best talent.

To turn into one of the very best, transparency is expected throughout all stages of the skill technique. This implies leveraging the best innovation and tools to support human competencies and constructing a strong company brand based upon them.

Diversity (DEI), flexibility, openness and the rise of relatable organisations are the keywords in focus for company brand names in 2024.

We have actually seen a great deal of modification throughout 2023.

– Firstly, the demand for the workplace on a versatile basis has actually made a resurgence. While totally remote and remote-first chances remain dominant amongst jobseekers, hybrid roles are ending up being progressively popular.

Our Q3 Flexible Working Index (a report which tracks developing trends across the versatile tasks market) revealed a sharp shift far from remote work among companies – fully remote roles represented just 4% of task posts between July and September, on average.

Meanwhile, jobseekers’ need for remote work remains strong, however our information reveals that the more flexibility business offer personnel around working areas, the more popular they are among prospects.

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

The traditional Mon-Fri is taking a backseat. Increasingly more companies are introducing an alternative method, 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 skyrocketed, with approximately 47.4% of Flexa users listing it as their preferred method of working during October. During the same period, 37.5% selected 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 company brand name whilst recruitment is low is KEY! You need 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 decisions whilst being able to track prospects, raise your company branding and master recruitment marketing.

Recruiter skillset in 2024

Recently, we have seen a lift in skill- and value-based hiring. Companies are now actively upskilling their current labor force and working with brand-new employees to fill the skill spaces.

This also means employers need to adapt their skills to match the requirements. Recruiters need a mix of exceptional 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 role and the business, works with data and data to believe strategically, and adapts rapidly to the changes in the market.

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

In the previous couple of years, we have actually seen recruitment ending up being increasingly more strategic and data-driven. HR specialists have become the leaders of this shift and the new skill techniques.

We enjoy to see that Teamdash users are actively working with the information offered for them in the Recruitment efficiency tab and have actually made checking it a part of their daily routine. This has actually assisted them find brand-new methods to enhance the process and automate tedious jobs, making more time for activities that produce value.

The brand-new skillset lines up with the challenges that 2023 has brought and will carry on to 2024.

– We have seen an increase in the variety of prospects however still have difficulties getting adequate qualified candidates;
– We require to cut or handle recruitment costs to remain on top of the economic scenario in the world;
– For more powerful company brands, we require much better communication throughout companies, and cooperation with employing supervisors is specifically 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 procedure is as efficient and top quality as possible. Recruiting is getting more technical with every year. I ´ d state that an excellent recruiter must stay up to date with the patterns, understand the target group, and know how to reach out to them. Also, there needs to be a little a salesperson in every employer, in a great way.

The most important skills for an employer in 2024 are:

Business partnering and consultancy abilities. The capability to engage in significant discussions and forge collaborations with hiring managers and stakeholders is critical. We must initially cultivate a wealth of organization acumen and skills within ourselves to genuinely operate as indispensable organization partners. It includes understanding our company goals, preemptively developing skill pools, and preventing last-minute firefighting. Stepping into an intake call with talent market mapping results guides the discussion. It aligns expectations at the ideal level, making the next actions more pleasurable for ourselves, hiring supervisors, and candidates.
Data-fueled processes and decision-making: employment While the discourse around data-driven procedures has actually continued, couple of have actually completely accepted these principles. Predicting what leads us ends up being an essential skill among TA professionals and assists us develop significant partnerships with our stakeholders. The approaching years signify a tangible shift, requiring fundamental modification when it pertains to time-based metrics, however not only. Integrating Talent Analytics and Talent Intelligence into resource planning is ending up being the standard even before recruitment activities start. Balancing the internal and external perspectives ensures that we stay up to date with modifications and stay half an action ahead. As the information topic requires to expand, storytelling abilities take centre stage-because information holds an important 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 abilities, and boost internal movement in 2024. Recruiters require to understand their teams’ abilities and capabilities in-depth to develop a comprehensive team’s evaluation photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will end up being progressively essential as prospects utilize AI tools to develop significantly strong CVs.

What will 2024 bring into recruiting?

We will see how many of these patterns and obstacles pointed out carry over to 2024.

Something is for sure: AI and automation will play an assisting function for recruiters – personalised communication, and the human factor 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 trends and changes in recruitment for 2024 » was an informative session with data and skilled forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is available on demand on Livestorm.

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

2023 has left many talent acquisition teams lean. Recruitment groups and specialists require to discover and reassess how to provide more with less. Balancing the demands of company requirements while making sure personal wellness is necessary to combat the pervasive challenge of recruitment burnout in the year ahead. Remember, it is very important that your cup is complete also.

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, business require to be mindful of building their genuine company brand names completely and taking good care of their present employees. Prioritizing the wellness and engagement of present employees ends up being not just a business duty however a tactical crucial to restore and fortify rely on the working with landscape.

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

As attitudes and comprehending continue to sway in the best direction, I hope 2024 will bring far more transparency and utilisation of company branding. Both go hand-in-hand and are very crucial to effectively hiring and keeping top skill – particularly as they assist develop trust amongst 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 seekers consider a company’s brand name before even requesting a task.
In a survey of 1,000 staff members, Visier found that 90% trust their employer. When asked why, 65% said, « They generally tell me the truth », 52% said, « They’re transparent about company policies and practices », and 38% said, « They encourage employees to speak out ».
And information from Deloitte exposed that trusted business surpass 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 good employers utilizing AI to make their tasks easier and employment simplify a lot of their routine, admin-intensive jobs in 2024. We are likewise going to see a lot of lazy recruiters badly utilizing Generative AI tools. We should remember that no one speaks like ChatGPT, so we can not just spit up content and pass it off as our own. Personalisation will be key 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 great deal of appeal; companies require to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More skill is readily available: Due to great deals of layoffs and instability in the tech sector, there’s more talent available. So companies who can employ now have the possibility of having very premium people who are loyal to them.
DEI in hiring: business emphasise diversity recruitment and unconscious bias.