Recruitment Trends in 2025 – Predictions From 15 Experts

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

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

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

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

The rise of AI and automation in recruitment

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

This year, AI took a substantial step ahead in recruitment and has actually been integrated into recruitment software application, including Teamdash.

We just recently commemorated one year of ChatGPT – the infamous 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 preserve ethical and human consider the decision-making.

At Teamdash, our approach has always been that the recruiter needs to be at the steering wheel and in control, and innovation is simply a vehicle to get there much faster, more secure and more comfortably. And it must continue and be transparent in the recruitment efficiency 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 been a reasonably early adopter of Artificial Intelligence. AI helps recruiters to work smarter, not harder, automate repeated tasks, make it faster and simpler to source candidates, write task ads, launch company branding projects, and engage with candidates, to call simply a few. AI continues to evolve and automate day-to-day tasks. Recruiters might 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 started utilizing several AI-powered tools in recruitment, constantly making sure ethical practices, obviously. Learning the required prompts not only made my job simpler, but also proved incredibly interesting. Embracing ethical AI tools completely changed my method to recruitment: Automated Resume Screening: promptly matching candidate qualifications with task requirements. Chatbot assistance: guides prospects, responses FAQs, and schedules interviews flawlessly.

In 2023, we experienced the development of the need to headhunt skills rather than fill the roles of actively applying people. At the very same time, the increased circulation of using candidates appeared like a favorable modification, but in fact, it did more work in terms of the requirement to respond to everyone, evaluate each profile’s viability to the role and send out more rejection e-mails.

The effectiveness boost that the AI and automation tools provided allowed us to make the process quicker and more consistent. We attained an enhancement 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 employing rates, you need to make sure the finest candidate experience by utilizing automations and AI.

Tools you require for effective recruitment in 2024

Recruiters without up-to-date tools and software application have a clear drawback compared to the ones who have embraced a detailed tech stack.

All the professionals who reacted to our study mentioned having an excellent and modern-day ATS as the first essential tool in 2024.

Teamdash is recruitment software built by employers for employers, and we understand how frustrating it is working with technology that doesn’t fit your workflows.

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That’s why Teamdash is extremely customisable and includes different automation possibilities and (AI-powered) tools that make your work much easier – an interview scheduler, a job ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing choices, among others. The recruitment dashboard gives you a birds-eye overview of your whole recruitment process. The Recruitment Performance tab provides you a visual summary of vital recruitment metrics so you can be more tactical in your everyday work.

We covered picking the best ATS for your needs and business at one of our webinars in 2023. You can see it on need on Livestorm.

Having the right tools assists us adjust to the marketplace changes we saw 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 employers in 2024, essential tools include innovative AI-driven Applicant Tracking Systems, sophisticated prospect evaluation software application, varied and inclusive job advertising platforms, information analytics tools for skill acquisition insights, and virtual reality interfaces for immersive prospect experiences, emphasising performance, 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 employers not maximizing innovation. You do not need to master them all, however get a great grounding on prompts and validation as a minimum. AI is as trusted as Wikipedia – you require 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 quicker.

Rethinking and upgrading your company brand to adapt to the changes

The nature of work and the expectations towards the work environment and company have significantly moved in the previous years. There is likewise a generational change in the labor force – Gen Z is getting in the workforce as a part of the Boomer generation is retiring.

To maintain and exceed these expectations and keep hiring and retaining leading talent, companies have to reconsider their company brand 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 finest companies get 80% of the applicants. No company wants to lose out on working with the very best skill.

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

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

We have actually seen a lot of modification throughout 2023.

– Firstly, the need for the workplace on a versatile basis has actually rebounded. While totally remote and remote-first chances stay dominant among jobseekers, hybrid functions are becoming increasingly popular.

Our Q3 Flexible Working Index (a report which tracks evolving patterns across the versatile tasks market) revealed a sharp shift far from remote work among companies – completely remote functions accounted for simply 4% of job posts between July and September, on average.

Meanwhile, jobseekers’ need for remote work remains strong, however our information shows that the more versatility companies provide personnel around working locations, the more popular they are amongst prospects.

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

The timeless Mon-Fri is taking a backseat. Increasingly more companies are presenting an alternative technique, 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 actually increased, with approximately 47.4% of Flexa users listing it as their favored method of working throughout October. During the same period, 37.5% selected 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 need to be continuously sharing things with your audience so when recruitment selects back up you are not basically beginning from scratch. Technology will enable you to truly make data-driven choices whilst being able to track prospects, elevate your employer branding and master recruitment marketing.

Recruiter skillset in 2024

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

This likewise means recruiters need to adjust their skills to match the requirements. Recruiters need a mix of outstanding soft abilities and hard skills to be successful in 2024 and beyond. An effective employer in 2024 is an excellent communicator and facilitator who understands how to offer the role and the company, works with information and statistics to think tactically, and adapts rapidly to the changes in the market.

Again, proactively dealing with establishing these abilities further and using innovation assists remain on top of the recruitment game.

In the previous few years, we have seen recruitment becoming increasingly more strategic and data-driven. HR professionals have ended up being the leaders of this shift and the brand-new talent methods.

We more than happy to see that Teamdash users are actively dealing with the data offered for them in the Recruitment performance tab and have actually made inspecting it a part of their day-to-day routine. This has actually helped them find brand-new ways to streamline the process and automate tiresome jobs, making more time for activities that create value.

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

– We have seen an increase in the number of prospects however still have troubles getting sufficient certified prospects;
– We need to cut or manage recruitment expenses to remain on top of the financial scenario worldwide;
– For more powerful company brands, we need better communication throughout companies, and partnership with hiring supervisors is particularly crucial.

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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 procedure is as efficient and high-quality as possible. Recruiting is getting more technical with every year. I ´ d state that a good employer needs to stay up to date with the trends, understand the target group, and know how to reach out to them. Also, there needs to be a little bit of a salesperson in every recruiter, in a great way.

The most essential abilities for a recruiter in 2024 are:

Business partnering and consultancy abilities. The capability to engage in meaningful conversations and create partnerships with employing supervisors and referall.us stakeholders is vital. We need to initially cultivate a wealth of business acumen and skills within ourselves to genuinely work as vital company partners. It involves understanding our organization goals, preemptively building talent pools, and avoiding last-minute firefighting. Stepping into a consumption call with skill market mapping results guides the conversation. It lines up expectations at the ideal level, making the next steps more pleasurable for ourselves, employing supervisors, and candidates.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has actually persisted, few have wholeheartedly welcomed these principles. Predicting what leads us ends up being a vital skill among TA specialists and helps us construct significant collaborations with our stakeholders. The upcoming years indicate a concrete shift, requiring fundamental modification when it concerns time-based metrics, but not only. Integrating Talent Analytics and Talent Intelligence into resource preparation is becoming the standard even before recruitment activities commence. Balancing the internal and external perspectives guarantees that we keep up with changes and stay half an action ahead. As the information subject needs to expand, storytelling skills take centre stage-because information holds a vital story, and we are in the lead of writing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must welcome and take advantage of recruitment automation, develop assessment abilities, and increase internal mobility in 2024. Recruiters need to understand their groups’ abilities and abilities thorough to construct a detailed group’s assessment picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will become significantly essential as prospects use AI tools to create progressively strong CVs.

What will 2024 bring into recruiting?

We will see how numerous of these trends and obstacles mentioned rollover to 2024.

One thing is for sure: AI and automation will play a helping role for recruiters – personalised communication, and the human factor will constantly remain the leading gamers for both recruiters and candidates.

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 insightful session with statistics 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, somalibidders.com Sourcing & Research at Nortal AS

2023 has actually left many talent acquisition groups lean. Recruitment groups and professionals require to find out and reassess how to deliver more with less. Balancing the demands of organization needs while ensuring individual wellness is important to fight the pervasive challenge of recruitment burnout in the year ahead. Remember, it’s important that your cup is full also.

The 2nd one would be trust. 2023 was notorious for the number 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 employer brand names inside out and taking excellent care of their present employees. Prioritizing the well-being and engagement of current staff members becomes not just a business responsibility but a tactical important to rebuild 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 much more transparency and utilisation of company branding. Both go hand-in-hand and are exceptionally crucial to effectively employing and retaining leading talent – specifically as they assist construct trust among prospects and staff members.

And there’s a lot information to back this up. For example, LinkedIn’s Employer Brand data mention that 75% of task candidates think about a company’s brand before even obtaining a job.
In a study of 1,000 employees, Visier discovered that 90% trust their company. When asked why, 65% stated, “They typically tell me the reality”, 52% stated, “They’re transparent about company policies and practices”, and 38% said, “They motivate workers to speak up”.
And information from that relied on business outperform their peers by as much as 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of disruption from generative AI. We are visiting excellent employers using AI to make their jobs easier and simplify a lot of their routine, admin-intensive jobs in 2024. We are likewise visiting a great deal of lazy employers badly utilizing Generative AI tools. We should keep in mind that nobody speaks like ChatGPT, so we can not simply spit up material and pass it off as our own. Personalisation will be essential for us to remain Human.

Hiie-Liin Tamm, Recruitment Lead at Scoro

More automation in recruitment: Using more AI in recruitment to support manual jobs and enhance prospect experience with a more personal approach.
Pay transparency: being more transparent about pay is gaining a great deal of popularity; companies need to prepare to be able to fulfill 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 offered. So companies who can employ now have the possibility of having very top quality people who are devoted to them.
DEI in hiring: business stress diversity recruitment and unconscious bias.