Recruitment Trends in 2025 – Predictions From 15 Experts

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

We asked 15 recruitment market experts to consider how 2023 will go into the history books and what you can bring with you for 2024.

Unsurprisingly, when we asked our experts about the most significant 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 professionals needed to state in the 2023 Teamdash study.

The rise of AI and automation in recruitment

The concentrate on automation has been obvious in the previous years, and rightfully so. Recruitment innovation 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 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 recruiters and candidates, raising concerns about how it affects the recruitment process and how to maintain ethical and human aspects in the decision-making.

At Teamdash, our philosophy has constantly been that the employer must be at the guiding wheel and in control, and technology is simply a lorry to get there faster, employment safer and more comfortably. And it should bring on and be transparent in the recruitment efficiency metrics.

AI resembles your co-pilot – you remain in control, providing commands and making the choices.

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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 Expert system. AI helps employers to work smarter, not harder, automate recurring jobs, make it faster and much easier to source candidates, compose task advertisements, launch employer branding projects, and engage with candidates, to call just a couple of. AI continues to evolve and automate everyday jobs. 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 multiple AI-powered tools in recruitment, constantly making sure ethical practices, naturally. Learning the needed prompts not only made my task much easier, but also proved extremely fascinating. Embracing ethical AI tools completely changed my technique to recruitment: Automated Resume Screening: promptly matching prospect qualifications with job requirements. Chatbot assistance: guides candidates, answers FAQs, and schedules interviews flawlessly.

In 2023, we experienced the growth of the need to headhunt skills rather than fill the functions of actively using individuals. At the same time, the increased circulation of applying prospects appeared like a positive change, but really, it did more operate in regards to the need to respond to everyone, assess each profile’s suitability to the function and send out more rejection emails.

The effectiveness increase that the AI and automation tools offered enabled us to make the procedure quicker and more consistent. We achieved an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the very same time – an increase 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 guarantee the best prospect experience by using automations and AI.

Tools you need for effective recruitment in 2024

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

All the specialists who reacted to our study discussed having a great and contemporary ATS as the very first must-have tool in 2024.

Teamdash is recruitment software constructed by employers for recruiters, and we understand how frustrating it is dealing 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 simpler – an interview scheduler, a job advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing options, among others. The recruitment control panel gives you a birds-eye summary of your entire recruitment procedure. The Recruitment Performance tab gives you a visual summary of important recruitment metrics so you can be more strategic in your daily work.

We covered picking the right 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 adapt to the marketplace modifications we experienced in 2023 and be proactive in 2024. Here are some recommendations from our professionals:

My essential 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, must-have tools include sophisticated AI-driven Applicant Tracking Systems, sophisticated prospect evaluation software, diverse and inclusive task marketing platforms, information analytics tools for talent acquisition insights, and virtual reality interfaces for immersive candidate 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 too lots of recruiters not taking complete advantage of technology. You do not need to master them all, however get a great 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 design templates to make everyday tasks quicker.

Rethinking and revamping your company brand to adapt to the modifications

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

To maintain and surpass these expectations and keep hiring and maintaining top skill, employers 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 companies get 80% of the candidates. No employer wishes to miss out on working with the finest talent.

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

Diversity (DEI), versatility, 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 modification throughout 2023.

– Firstly, the demand for the workplace on a versatile basis has actually picked up. While completely remote and remote-first opportunities remain dominant among jobseekers, hybrid functions are ending up being progressively popular.

Our Q3 Flexible Working Index (a report which tracks progressing trends throughout the versatile jobs market) revealed a sharp shift away from remote work among employers – totally remote roles represented simply 4% of task posts in between July and September, typically.

Meanwhile, jobseekers’ demand for remote work stays strong, but our data shows that the more flexibility companies provide personnel around working locations, the more popular they are among prospects.

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

The timeless Mon-Fri is taking a backseat. More and more companies are an alternative approach, 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 listing it as their favored method of working throughout October. During the very same period, 37.5% picked the 4.5-day week as their preference, and 14.1% stated the 9-day fortnight was theirs.

Kayleigh Little, Recruitment Automation Expert at Teamdash

Maintaining your employer 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 allow you to truly make data-driven decisions whilst having the ability to track candidates, raise your employer branding and employment master recruitment marketing.

Recruiter skillset in 2024

Over the last few years, we have seen a lift in ability- and value-based hiring. Companies are now actively upskilling their present labor force and hiring new staff members to fill the ability spaces.

This likewise suggests recruiters should adapt their skills to match the requirements. Recruiters require a mix of outstanding soft skills and difficult skills to be successful in 2024 and beyond. An effective employer in 2024 is a great communicator and facilitator who understands how to sell the function and the company, works with data and stats to think tactically, and adapts rapidly to the modifications in the market.

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

In the past few years, we have actually seen recruitment becoming more and more strategic and data-driven. HR professionals have actually become the leaders of this shift and the brand-new skill methods.

We’re happy to see that Teamdash users are actively working with the data offered for them in the Recruitment efficiency tab and have made inspecting it a part of their daily regimen. This has actually helped them find new ways to enhance the procedure and automate tiresome tasks, making more time for employment activities that produce value.

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

– We have seen an increase in the variety of candidates but still have problems getting adequate certified prospects;
– We need to cut or manage recruitment expenses to remain on top of the financial circumstance on the planet;
– For more powerful company brand names, we need better interaction throughout business, and collaboration with hiring managers is specifically 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 efficient and top quality as possible. Recruiting is getting more technical with every year. I ´ d state that an excellent employer should keep up with the patterns, know the target group, and understand how to connect to them. Also, there needs to be a little bit of a salesperson in every recruiter, in a great method.

The most crucial abilities for a recruiter in 2024 are:

Business partnering and consultancy skills. The ability to engage in significant conversations and forge partnerships with employing supervisors and stakeholders is vital. We must first cultivate a wealth of service acumen and abilities within ourselves to truly operate as important organization partners. It includes comprehending our organization objectives, preemptively constructing skill swimming pools, and preventing last-minute firefighting. Stepping into a consumption call with talent market mapping results guides the conversation. It aligns expectations at the best level, making the next steps more enjoyable 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 welcomed these principles. Predicting what leads us becomes a vital skill amongst TA experts and assists us build meaningful partnerships with our stakeholders. The approaching years signify a concrete shift, requiring essential change when it pertains to time-based metrics, but not just. Integrating Talent Analytics and Talent Intelligence into resource preparation is becoming the standard even before recruitment activities begin. Balancing the internal and external point of views makes sure that we keep up with changes and stay half a step ahead. As the data subject needs to expand, storytelling abilities take centre stage-because information holds an essential story, and we remain in the lead of composing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters need to welcome and utilize recruitment automation, build evaluation skills, and boost internal mobility in 2024. Recruiters need to comprehend their groups’ skills and abilities thorough to construct a thorough team’s evaluation picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will become increasingly important as prospects utilize AI tools to develop significantly strong CVs.

What will 2024 bring into recruiting?

We will see how many of these trends and difficulties pointed out bring over to 2024.

Something is for sure: AI and automation will play a helping role for recruiters – personalised communication, and the human factor will always remain the leading players for both recruiters and candidates.

We are excited to see in which direction 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 stats 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 left many skill acquisition teams lean. Recruitment teams and professionals require to find out and reevaluate how to provide more with less. Balancing the needs of business needs while guaranteeing personal well-being is necessary to fight the prevalent obstacle of recruitment burnout in the year ahead. Remember, it is essential 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 need to be conscious of constructing their genuine company brands completely and taking great care of their present workers. Prioritizing the wellness and engagement of present workers becomes not just a business duty but a strategic imperative to restore and strengthen trust in the working with landscape.

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

As attitudes and understanding continue to sway in the right direction, I hope 2024 will bring far more transparency and utilisation of company branding. Both go together and are extremely crucial to successfully working with and keeping top talent – particularly as they assist build trust amongst prospects and employees.

And there’s a lot data to back this up. For instance, LinkedIn’s Employer Brand data state that 75% of task hunters consider a company’s brand before even looking for a task.
In a study of 1,000 employees, Visier discovered that 90% trust their company. When asked why, 65% said, “They typically inform me the reality”, 52% stated, “They’re transparent about business policies and practices”, and 38% stated, “They motivate workers to speak up”.
And information from Deloitte revealed that relied on companies outshine their peers by up to 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of disruption from generative AI. We are going to see great recruiters using AI to make their jobs simpler and streamline a lot of their menial, admin-intensive jobs in 2024. We are likewise going to see a great deal of lazy employers severely utilizing Generative AI tools. We must keep in mind that no one speaks like ChatGPT, so we can not just regurgitate content and pass it off as our own. Personalisation will be key for us to remain Human.

Hiie-Liin Tamm, Recruitment Lead at Scoro

More automation in recruitment: Using more AI in recruitment to support manual tasks and improve prospect experience with a more personal approach.
Pay transparency: being more transparent about pay is getting a great deal of appeal; companies need to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More talent is offered: Due to lots of layoffs and instability in the tech sector, there’s more skill readily available. So companies who can work with now have the possibility of having extremely top quality individuals who are faithful to them.
DEI in hiring: business emphasise variety recruitment and unconscious predisposition.