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 market specialists to think of 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 modifications in recruitment in 2023, the words turning up in the word cloud were AI, automation and the changes in skills and company branding.

Let’s dive into what 15 recruitment professionals had to say in the 2023 Teamdash study.

The rise of AI and automation in recruitment

The focus on automation has appeared in the previous years, and rightfully so. Recruitment technology is more available, accessible and versatile than ever.

This year, AI took a considerable action ahead in recruitment and has been integrated into recruitment software, 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 utilized by both recruiters and prospects, raising concerns about how it impacts the recruitment process and how to preserve ethical and human factors in the decision-making.

At Teamdash, our approach has constantly been that the recruiter ought to be at the steering wheel and in control, and technology is simply a lorry to arrive quicker, 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’re 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 actually been a reasonably early adopter of Artificial Intelligence. AI assists employers to work smarter, not harder, automate repeated tasks, make it faster and easier to source candidates, write task ads, launch employer branding projects, and engage with prospects, to name simply a couple of. AI continues to evolve and automate day-to-day tasks. Recruiters may have the ability to take a great deal of recurring things off their plates and focus on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started utilizing multiple AI-powered tools in recruitment, constantly guaranteeing ethical practices, obviously. Learning the needed triggers not only made my job easier, however also showed exceptionally remarkable. Embracing ethical AI tools entirely changed my method to recruitment: Automated Resume Screening: promptly matching candidate credentials with task requirements. Chatbot help: guides prospects, answers FAQs, and schedules interviews flawlessly.

In 2023, we experienced the growth of the need to headhunt talents rather than fill the roles of actively using people. At the exact same time, the increased circulation of using candidates appeared like a positive modification, however really, it did more operate in terms of the need to respond to everyone, assess each profile’s viability to the role and send out more rejection emails.

The effectiveness boost that the AI and automation tools supplied 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 same time – a boost 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 need to ensure the very best candidate experience by utilizing automations and AI.

Tools you require for successful recruitment in 2024

Recruiters without up-to-date tools and software have a clear drawback compared to the ones who have actually adopted a comprehensive tech stack.

All the experts who reacted to our survey mentioned having a great and contemporary ATS as the very first essential tool in 2024.

Teamdash is recruitment software application constructed by employers for recruiters, and we understand how annoying it is working with technology that doesn’t 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 much easier – an interview scheduler, a task advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with choices, to call a couple of. The recruitment control panel offers you a birds-eye summary of your entire recruitment process. The Recruitment Performance tab gives you a visual overview of essential recruitment metrics so you can be more tactical in your daily work.

We covered picking 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 helps us adapt to the market changes we experienced in 2023 and be proactive in 2024. Here are some suggestions from our specialists:

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

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

For recruiters in 2024, essential tools consist of sophisticated AI-driven Applicant Tracking Systems, advanced candidate assessment software, varied and inclusive task marketing platforms, data analytics tools for skill acquisition insights, and virtual truth user interfaces for immersive prospect experiences, stressing performance, fairness, and employment 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 making the most of technology. You do not have to master them all, however get a great grounding on triggers 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 day-to-day jobs faster.

Rethinking and redesigning your employer brand to adjust to the modifications

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

To maintain and surpass these expectations and keep employing and maintaining leading talent, companies have to reconsider their employer brand name 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 companies get 80% of the applicants. No company wishes to miss out on employing the very best talent.

To end up being one of the best, transparency is anticipated throughout all stages of the skill strategy. This implies leveraging the ideal technology and tools to support human proficiencies and building a strong employer brand based on them.

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

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

– Firstly, the demand for the office on a flexible basis has made a return. While totally remote and remote-first opportunities remain dominant amongst jobseekers, hybrid roles are becoming progressively popular.

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

Meanwhile, jobseekers’ demand for remote work remains strong, but our information reveals that the more flexibility companies provide personnel around working areas, the more popular they are amongst prospects.

– Secondly, the traditional work week has actually considerably evolved over the previous year.

The classic Mon-Fri is taking a rear seat. A growing number of are presenting an alternative technique, 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 escalated, with approximately 47.4% of Flexa users listing it as their favored way 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 whilst recruitment is low is KEY! You need to be continuously sharing things with your audience so when recruitment chooses back up you are not essentially going back to square one. Technology will allow you to genuinely make data-driven decisions whilst having the ability to track candidates, 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 present workforce and employing new staff members to fill the ability gaps.

This also means employers need to adapt their abilities to match the requirements. Recruiters require a mix of excellent soft skills and hard skills to be effective in 2024 and beyond. An effective recruiter in 2024 is a great communicator and facilitator who understands how to sell the function and the company, works with data and stats to believe tactically, employment and adapts rapidly to the modifications in the market.

Again, proactively dealing with establishing these abilities even more and using technology helps remain on top of the recruitment video game.

In the past couple of years, we have actually seen recruitment becoming increasingly more tactical and data-driven. HR specialists have actually ended up being the leaders of this shift and the new skill strategies.

We more than happy to see that Teamdash users are actively dealing with the information offered for them in the Recruitment performance tab and have actually made checking it a part of their everyday routine. This has assisted them find 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 challenges that 2023 has brought and will continue to 2024.

– We have actually seen a boost in the variety of prospects but still have difficulties getting enough qualified prospects;
– We require to cut or handle recruitment costs to remain on top of the economic scenario worldwide;
– For more powerful employer brand names, we require better communication across companies, and cooperation with hiring managers is specifically essential.

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Riin Soostar, Senior HR Business Partner at Circle K Eesti

It is very important to automate as much administrative work as possible so the recruitment process is as efficient and premium as possible. Recruiting is getting more technical with every year. I ´ d say that a great recruiter must stay up to date with the patterns, know the target group, and know how to connect to them. Also, there needs to be a bit of a salesman in every recruiter, in an excellent method.

The most crucial skills for an employer in 2024 are:

Business partnering and consultancy skills. The capability to participate in meaningful discussions and forge partnerships with hiring supervisors and stakeholders is paramount. We must initially cultivate a wealth of company acumen and skills within ourselves to genuinely operate as important organization partners. It includes understanding our organization goals, preemptively building skill pools, and avoiding last-minute firefighting. Entering a consumption call with talent market mapping results guides the discussion. It aligns expectations at the best level, making the next actions more enjoyable for ourselves, employing supervisors, and candidates.
Data-fueled processes and decision-making: While the discourse around data-driven processes has continued, couple of have actually totally embraced these principles. Predicting what’s ahead of us ends up being an important skill among TA experts and assists us build significant collaborations with our stakeholders. The upcoming years indicate a concrete shift, requiring basic modification when it comes to time-based metrics, but not only. Integrating Talent Analytics and Talent Intelligence into resource preparation is ending up being the requirement even before recruitment activities begin. Balancing the internal and external point of views guarantees that we keep up with modifications and remain half an action ahead. As the information topic requires to expand, storytelling skills take centre stage-because data 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 take advantage of recruitment automation, construct evaluation abilities, and boost internal movement in 2024. Recruiters need to comprehend their groups’ skills and abilities in-depth to construct a thorough team’s evaluation photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will end up being progressively important as prospects use AI tools to develop increasingly strong CVs.

What will 2024 bring into recruiting?

We will see the number of of these trends and obstacles pointed out bring over to 2024.

Something is for sure: AI and automation will play a helping role for employers – personalised communication, and the human element will always stay the leading gamers for both employers 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 statistics 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 groups and professionals need to learn and reassess how to deliver more with less. Balancing the needs of service needs while making sure individual well-being is vital to combat the pervasive challenge of recruitment burnout in the year ahead. Remember, it is necessary that your cup is complete as well.

The second 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 prospects side. Therefore, companies need to be mindful of building their authentic employer brand names inside out and taking excellent care of their existing employees. Prioritizing the wellness and engagement of existing employees becomes not simply a corporate responsibility however a tactical important to reconstruct and strengthen trust in the hiring landscape.

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

As mindsets and comprehending continue to sway in the best instructions, I hope 2024 will bring far more openness and utilisation of company branding. Both go hand-in-hand and are very essential to effectively employing and retaining leading skill – specifically as they help build trust amongst candidates and workers.

And there’s so much information to back this up. For instance, LinkedIn’s Employer Brand statistics mention that 75% of task candidates consider a company’s brand before even obtaining a task.
In a study of 1,000 employees, Visier found that 90% trust their employer. When asked why, 65% said, « They normally inform me the truth », 52% said, « They’re transparent about business policies and practices », and 38% said, « They motivate staff members to speak up ».
And information from Deloitte revealed that relied on business outperform their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of disruption from generative AI. We are going to see excellent employers utilizing AI to make their tasks much easier and improve a great deal of their menial, admin-intensive tasks in 2024. We are likewise going to see a lot of lazy employers severely using Generative AI tools. We must bear in mind that no one speaks like ChatGPT, so we can not simply throw up content 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 jobs and improve prospect experience with a more personal technique.
Pay transparency: being more transparent about pay is acquiring a lot of appeal; companies need to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More talent is available: Due to great deals of layoffs and instability in the tech sector, there’s more skill available. So business who can work with now have the possibility of having really premium people who are devoted to them.
DEI in hiring: companies emphasise variety recruitment and unconscious bias.