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 specialists to consider how 2023 will go into the history books and what you can bring with you for 2024.

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

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

The increase of AI and automation in recruitment

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

This year, AI took a significant action ahead in recruitment and has actually been included into recruitment software, including Teamdash.

We recently celebrated one year of ChatGPT – the infamous AI tool mentioned at every table this year. ChatGPT and other AI tools are used by both recruiters and candidates, raising issues about how it impacts the recruitment process and how to keep ethical and human consider the decision-making.

At Teamdash, our philosophy has actually constantly been that the employer must be at the steering wheel and in control, and innovation is just a car to get there quicker, much safer and more easily. And it ought to carry on and be transparent in the recruitment performance metrics.

AI resembles your co-pilot – you’re 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 fairly early adopter of Expert system. AI helps employers to work smarter, not harder, automate recurring tasks, make it faster and simpler to source candidates, compose task ads, launch company branding campaigns, and engage with prospects, to call simply a couple of. AI continues to develop and automate daily jobs. Recruiters may 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 began utilizing several AI-powered tools in recruitment, constantly guaranteeing ethical practices, naturally. Learning the needed triggers not just made my job easier, however likewise proved incredibly remarkable. Embracing ethical AI tools totally transformed my approach to recruitment: Automated Resume Screening: promptly matching candidate credentials with job requirements. Chatbot assistance: guides prospects, answers FAQs, and schedules interviews seamlessly.

In 2023, we experienced the growth of the requirement to headhunt skills instead of fill the roles of actively using people. At the exact same time, the increased circulation of applying candidates appeared like a favorable change, but really, it did more work in regards to the requirement to reply to everybody, evaluate each profile’s viability to the role and send out more rejection emails.

The efficiency boost that the AI and automation tools provided allowed us to make the procedure quicker and employment more consistent. We achieved an improvement 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 hiring rates, you need to make sure the very best prospect experience by utilizing automations and AI.

Tools you require for successful recruitment in 2024

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

All the specialists who reacted to our survey mentioned having an excellent and contemporary ATS as the first must-have tool in 2024.

Teamdash is recruitment software developed by employers for employers, and we understand how annoying it is dealing with technology that doesn’t fit your workflows.

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That’s why Teamdash is extremely customisable and includes numerous automation possibilities and (AI-powered) tools that make your work simpler – an interview scheduler, a task advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing alternatives, among others. The recruitment dashboard offers you a birds-eye introduction of your entire recruitment procedure. The Recruitment Performance tab offers you a visual overview of important recruitment metrics so you can be more tactical in your everyday work.

We covered selecting the best ATS for your needs and business at one of our webinars in 2023. You can enjoy it as needed on Livestorm.

Having the right tools helps us adjust to the marketplace changes we witnessed in 2023 and be proactive in 2024. Here are some recommendations from our specialists:

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

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

For employers in 2024, essential tools include sophisticated AI-driven Applicant Tracking Systems, advanced prospect assessment software, varied and inclusive task marketing platforms, data analytics tools for skill acquisition insights, and virtual truth interfaces for immersive candidate 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 a lot of recruiters not taking complete advantage of technology. You do not need to master them all, but get an excellent grounding on triggers and recognition as a minimum. AI is as dependable 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 faster.

Rethinking and redesigning your employer brand to adapt to the modifications

The nature of work and the expectations towards the workplace and employer have actually considerably shifted in the past years. There is likewise a generational change in the labor force – Gen Z is going into the labor force as a part of the Boomer generation is retiring.

To maintain and exceed these expectations and keep working with and maintaining leading skill, 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 principle applies in their user base – 20% of the very best employers get 80% of the candidates. No employer desires to lose out on employing the best talent.

To end up being one of the finest, openness is anticipated throughout all stages of the talent technique. This implies leveraging the ideal technology and tools to support human proficiencies and constructing a strong company brand based upon them.

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

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

– Firstly, the need for the workplace on a flexible basis has rebounded. While completely remote and remote-first opportunities stay dominant amongst jobseekers, hybrid roles are ending up being progressively popular.

Our Q3 Flexible Working Index (a report which tracks progressing patterns across the flexible jobs market) revealed a sharp shift away from remote work amongst companies – totally remote roles accounted for simply 4% of job posts in between July and September, on average.

Meanwhile, jobseekers’ need for remote work stays strong, but our data shows that the more versatility companies provide staff around working places, the more popular they are among prospects.

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

The timeless Mon-Fri is taking a rear seat. Increasingly more companies are 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 way of working during October. During the exact same duration, 37.5% chosen 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 employer brand name whilst recruitment is low is KEY! You require to be constantly sharing things with your audience so when recruitment picks back up you are not essentially going back to square one. Technology will enable you to truly make data-driven decisions whilst having the ability to track prospects, elevate your employer branding and master recruitment marketing.

Recruiter skillset in 2024

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

This likewise means employers need to adjust their abilities to match the requirements. Recruiters need a mix of exceptional soft abilities and tough skills to be effective in 2024 and beyond. A successful employer in 2024 is a terrific communicator and facilitator who understands how to offer the role and the business, deals with information and data to believe tactically, and adapts quickly to the changes in the market.

Again, proactively working on developing these abilities further and using technology assists remain on top of the recruitment game.

In the previous couple of years, we have seen recruitment ending up being increasingly more tactical and data-driven. HR specialists have ended up being the leaders of this shift and the brand-new talent methods.

We enjoy to see that Teamdash users are actively working with the information available for them in the Recruitment efficiency tab and have actually made checking it a part of their everyday routine. This has helped them discover new ways to streamline the procedure and automate tiresome tasks, making more time for activities that create value.

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

– We have actually seen a boost in the variety of prospects but still have problems getting adequate certified candidates;
– We need to cut or handle recruitment costs to remain on top of the economic scenario in the world;
– For stronger company brands, we need better communication across companies, and partnership with working with supervisors is particularly crucial.

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Riin Soostar, Senior HR Business Partner at Circle K Eesti

It is necessary 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 a great recruiter needs to stay up to date with the trends, know the target group, and understand how to reach out to them. Also, there has to be a little a salesperson in every recruiter, in an excellent way.

The most crucial skills for a recruiter in 2024 are:

Business partnering and consultancy skills. The capability to participate in significant discussions and create collaborations with hiring managers and stakeholders is paramount. We should initially cultivate a wealth of organization acumen and skills within ourselves to really function as vital service partners. It includes comprehending our organization goals, preemptively constructing talent swimming pools, and avoiding last-minute firefighting. Entering an intake call with talent market mapping results guides the conversation. It aligns expectations at the right level, making the next actions more pleasurable for ourselves, working with managers, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven procedures has continued, couple of have totally accepted these concepts. Predicting what’s ahead of us ends up being an essential ability among TA professionals and helps us build meaningful collaborations with our stakeholders. The upcoming years signify a concrete shift, demanding fundamental modification when it pertains to time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource planning is ending up being the standard even before recruitment activities commence. Balancing the internal and external perspectives guarantees that we stay up to date with modifications and employment remain half an action ahead. As the data topic requires to broaden, storytelling skills take centre stage-because data holds a crucial story, and we are in the lead of composing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must welcome and leverage recruitment automation, build evaluation abilities, and boost internal mobility in 2024. Recruiters need to comprehend their groups’ abilities and abilities thorough to construct a comprehensive team’s assessment image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will become increasingly crucial 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 discussed bring over to 2024.

One thing is for sure: AI and automation will play a helping function for employers – customised communication, and the human element will always remain the leading players for both employers and candidates.

We are delighted 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 professional forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is readily available on demand 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 teams lean. Recruitment groups and specialists need to discover and review how to provide more with less. Balancing the demands of organization needs while making sure individual well-being is vital to combat the pervasive challenge of recruitment burnout in the year ahead. Remember, it’s essential that your cup is full too.

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 candidates side. Therefore, business need to be mindful of constructing their genuine company brands completely and taking good care of their current workers. Prioritizing the well-being and engagement of current staff members ends up being not simply a business responsibility but a tactical necessary to rebuild and strengthen trust in the hiring landscape.

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

As attitudes and understanding continue to sway in the ideal direction, I hope 2024 will bring much more openness and utilisation of company branding. Both go hand-in-hand and are extremely essential to effectively employing and maintaining leading skill – specifically as they assist construct trust among candidates and employment employees.

And there’s a lot information to back this up. For example, LinkedIn’s Employer Brand data specify that 75% of job seekers think about an employer’s brand name before even looking for a task.
In a survey of 1,000 workers, Visier discovered that 90% trust their employer. When asked why, 65% said, « They typically tell me the fact », 52% said, « They’re transparent about company policies and practices », and 38% stated, « They motivate employees to speak up ».
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 great deal of disturbance from generative AI. We are visiting excellent recruiters using AI to make their tasks easier and streamline a lot of their menial, admin-intensive jobs in 2024. We are also going to see a great deal of lazy employers terribly utilizing Generative AI tools. We should keep 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 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 candidate experience with a more individual method.
Pay transparency: being more transparent about pay is acquiring a lot of appeal; business need to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More talent is available: Due to lots of layoffs and instability in the tech sector, there’s more talent readily available. So companies who can hire now have the possibility of having really high-quality individuals who are loyal to them.
DEI in hiring: companies emphasise variety recruitment and unconscious bias.