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 experts to think about 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 substantial modifications in recruitment in 2023, the words appearing in the word cloud were AI, automation and the modifications in abilities and employer branding.

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

The increase of AI and automation in recruitment

The focus on automation has been apparent in the previous years, and rightfully so. Recruitment technology is more offered, available and adaptable than ever.

This year, AI took a significant step ahead in recruitment and has been integrated into recruitment software application, consisting of 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 issues about how it impacts the recruitment process and how to maintain ethical and human aspects in the decision-making.

At Teamdash, our philosophy has actually always been that the recruiter needs to be at the guiding wheel and in control, and innovation is simply a vehicle to arrive much faster, more secure and more comfortably. And it ought to continue and be transparent in the recruitment performance metrics.

AI is like your co-pilot – you remain 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 relatively early adopter of Expert system. AI helps employers to work smarter, not harder, automate repeated tasks, make it faster and easier to source candidates, write task advertisements, launch employer branding projects, and engage with candidates, to name just a couple of. AI continues to progress and automate day-to-day jobs. Recruiters may be able to take a lot of repetitive things off their plates and focus on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began using several AI-powered tools in recruitment, constantly ensuring ethical practices, naturally. Learning the essential prompts not just made my task simpler, however also proved exceptionally remarkable. Embracing ethical AI tools totally transformed my method to recruitment: Automated Resume Screening: quickly matching prospect certifications with task requirements. Chatbot assistance: guides prospects, answers FAQs, and employment schedules interviews seamlessly.

In 2023, we experienced the growth of the requirement to headhunt skills instead of fill the functions of actively using people. At the exact same time, the increased flow of applying candidates looked like a favorable change, however in fact, 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 efficiency boost that the AI and automation tools provided allowed us to make the process 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 working with rates, you require to make sure the finest candidate experience by utilizing automations and AI.

Tools you need for effective recruitment in 2024

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

All the specialists who reacted to our survey discussed having a great and modern-day ATS as the very first essential tool in 2024.

Teamdash is recruitment software developed by recruiters for recruiters, and we understand how irritating it is working with technology that doesn’t fit your workflows.

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That’s why Teamdash is extremely customisable and consists of numerous 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 speaking with choices, among others. The recruitment dashboard provides you a birds-eye introduction of your whole recruitment process. The Recruitment Performance tab provides you a visual introduction of essential recruitment metrics so you can be more tactical in your daily work.

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

Having the right tools helps us adjust to the marketplace modifications we witnessed 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, employment Business Growth Coach and Recruitment Team Trainer at Centred Excellence

For employers in 2024, essential tools include advanced AI-driven Applicant Tracking Systems, sophisticated prospect assessment software, varied and inclusive job marketing platforms, information analytics tools for talent acquisition insights, and virtual truth user 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 employers not taking full benefit of innovation. You do not need to master them all, however get a good grounding on prompts 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 design templates to make day-to-day jobs faster.

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

The nature of work and the expectations towards the work environment and company have actually significantly moved in the previous years. There is also 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 keep up and surpass these expectations and keep hiring and retaining top talent, employers have to reassess their company 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 finest employers get 80% of the applicants. No employer wishes to miss out on out on working with the best skill.

To turn into one of the very best, openness is expected throughout all stages of the skill strategy. This suggests leveraging the ideal innovation and tools to support human competencies and developing a strong employer brand name based on them.

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

We’ve seen a lot of modification throughout 2023.

– Firstly, the demand for the office on a flexible basis has picked up. While completely remote and remote-first opportunities remain dominant among jobseekers, hybrid functions are becoming progressively popular.

Our Q3 Flexible Working Index (a report which tracks progressing patterns across the flexible tasks market) revealed a sharp shift far from remote work among employers – totally remote roles represented simply 4% of task posts in between July and September, usually.

Meanwhile, jobseekers’ demand for remote work stays strong, however our data shows that the more flexibility business provide personnel around working areas, the more popular they are amongst prospects.

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

The classic Mon-Fri is taking a rear seat. A growing number of business are introducing 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 approximately 47.4% of Flexa users noting it as their preferred method of working during October. During the exact same period, 37.5% selected 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 name whilst recruitment is low is KEY! You require to be continuously sharing things with your audience so when recruitment chooses back up you are not basically going back to square one. Technology will permit you to truly make data-driven choices whilst having the ability to track candidates, raise your employer branding and master recruitment marketing.

Recruiter skillset in 2024

Over the last few years, we have actually seen a lift in skill- and value-based hiring. Companies are now actively upskilling their current workforce and employing new employees to fill the skill gaps.

This also indicates employers must adjust their abilities to match the requirements. Recruiters need a mix of excellent soft abilities and difficult skills to be effective in 2024 and beyond. An effective employer in 2024 is a terrific communicator and facilitator who understands how to offer the function and the business, works with data and data to believe tactically, and adapts rapidly to the modifications in the market.

Again, proactively working on developing 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 ending up being a growing number of tactical and data-driven. HR experts have become the leaders of this shift and the brand-new skill techniques.

We more than happy 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 regimen. This has assisted them find new ways to enhance the procedure and automate tiresome tasks, making more time for activities that produce worth.

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

– We have actually seen an increase in the variety of candidates however still have troubles getting adequate qualified prospects;
– We require to cut or manage recruitment costs to remain on top of the financial circumstance in the world;
– For stronger employer brand names, we need better interaction across companies, and cooperation with employing supervisors is specifically important.

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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 premium as possible. Recruiting is getting more technical with every year. I ´ d say that a good recruiter must keep up with the trends, know the target group, and know how to reach out to them. Also, there has to be a bit of a salesperson in every employer, in an excellent method.

The most important abilities for an employer in 2024 are:

Business partnering and consultancy skills. The capability to take part in meaningful conversations and forge partnerships with employing supervisors and stakeholders is paramount. We must initially cultivate a wealth of service acumen and abilities within ourselves to genuinely function as invaluable organization partners. It involves understanding our service goals, preemptively developing talent pools, and preventing last-minute firefighting. Entering a consumption call with talent market mapping results guides the discussion. It aligns expectations at the ideal level, making the next steps more enjoyable for ourselves, hiring supervisors, and candidates.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has actually continued, few have actually completely welcomed these principles. Predicting what’s ahead of us ends up being an essential skill among TA professionals and helps us develop significant collaborations with our stakeholders. The upcoming years signify a concrete shift, requiring basic modification when it concerns time-based metrics, however not only. Integrating Talent Analytics and Talent Intelligence into resource preparation is becoming the requirement even before recruitment activities start. Balancing the internal and external viewpoints guarantees that we stay up to date with changes and stay half a step ahead. As the information subject needs to expand, storytelling skills take centre stage-because information holds a crucial story, and we remain in the lead of writing the story around this.

Natalja Horohordina, employment Head of Talent Acquisition at Eesti Energia

Recruiters must accept and utilize recruitment automation, develop assessment abilities, and boost internal mobility in 2024. Recruiters need to comprehend their groups’ abilities and abilities in-depth to build an extensive group’s assessment image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will end up being significantly important as prospects use AI tools to produce significantly strong CVs.

What will 2024 bring into recruiting?

We will see how many of these patterns and challenges pointed out rollover 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 stay the leading gamers for both recruiters and employment prospects.

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

The end-of-the-year webinar “Key patterns and changes in recruitment for 2024” was an insightful session with data and expert predictions from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is available as needed on Livestorm.

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

2023 has left numerous skill acquisition groups lean. Recruitment groups and specialists require to learn and reassess how to provide more with less. Balancing the demands of service needs while guaranteeing personal well-being is vital to fight the prevalent challenge of recruitment burnout in the year ahead. Remember, it is necessary that your cup is full as well.

The 2nd 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 require to be conscious of building their genuine employer brand names inside out and taking great care of their existing workers. Prioritizing the well-being and engagement of existing workers ends up being not simply a business duty but a tactical vital to reconstruct and fortify trust in the working with landscape.

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

As attitudes and understanding continue to sway in the right instructions, I hope 2024 will bring far more openness and utilisation of company branding. Both go hand-in-hand and are exceptionally crucial to successfully hiring and maintaining top skill – specifically as they help construct trust among candidates and employees.

And there’s so much data to back this up. For instance, LinkedIn’s Employer Brand stats state that 75% of job applicants consider an employer’s brand name before even requesting a task.
In a study of 1,000 employees, Visier discovered that 90% trust their employer. When asked why, 65% stated, “They typically inform me the truth”, 52% said, “They’re transparent about business policies and practices”, and 38% stated, “They motivate staff members to speak out”.
And data from Deloitte revealed that relied on business outshine their peers by as much as 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of disruption from generative AI. We are going to see good employers utilizing AI to make their tasks much easier and streamline a great deal of their menial, admin-intensive tasks in 2024. We are likewise going to see a great deal of lazy recruiters severely using Generative AI tools. We should bear in mind that no one speaks like ChatGPT, so we can not just spit up material 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 improve prospect experience with a more individual technique.
Pay openness: being more transparent about pay is acquiring a great deal of popularity; companies require to prepare to be able to satisfy the requirements of the European Parliament Pay Transparency Directive.
More skill is offered: Due to great deals of layoffs and instability in the tech sector, there’s more skill readily available. So business who can work with now have the possibility of having really top quality people who are devoted to them.
DEI in hiring: business stress diversity recruitment and unconscious bias.