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 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 specialists about the most substantial modifications in recruitment in 2023, the words appearing in the word cloud were AI, automation and the modifications in skills and employer branding.

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

The increase of AI and automation in recruitment

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

This year, AI took a substantial action ahead in recruitment and has been incorporated into recruitment software, consisting of Teamdash.

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

At Teamdash, our viewpoint has actually constantly been that the recruiter should be at the steering wheel and in control, and innovation is just an automobile to get there much faster, safer and more easily. And it ought to carry on and be transparent in the recruitment efficiency metrics.

AI is like your co-pilot – you remain 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 been a relatively early adopter of Expert system. AI assists recruiters to work smarter, not harder, automate repetitive jobs, make it faster and easier to source candidates, compose job ads, launch company branding projects, and engage with prospects, to name just a couple of. AI continues to progress and automate everyday jobs. Recruiters may be able to take a lot of repetitive things off their plates and concentrate on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began using several AI-powered tools in recruitment, always ensuring ethical practices, of course. Learning the necessary prompts not just made my task much easier, however also proved incredibly remarkable. Embracing ethical AI tools completely changed my technique to recruitment: Automated Resume Screening: quickly candidate qualifications with job requirements. Chatbot assistance: guides candidates, answers FAQs, and schedules interviews effortlessly.

In 2023, we experienced the development of the requirement to headhunt skills rather than fill the roles of actively applying people. At the very same time, the increased circulation of applying candidates looked like a favorable modification, however in fact, it did more work in regards to the need to reply to everyone, evaluate each profile’s suitability to the function and send more rejection emails.

The efficiency boost that the AI and automation tools provided allowed us to make the procedure much faster and more consistent. We attained an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the very same time – an increase in worker 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 ensure the very best prospect experience by utilizing automations and AI.

Tools you need for successful recruitment in 2024

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

All the professionals who reacted to our survey discussed having an excellent and modern ATS as the first must-have tool in 2024.

Teamdash is recruitment software built by employers for employers, and we understand how irritating it is working with innovation 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 task advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing choices, to call a couple of. The recruitment dashboard gives you a birds-eye overview of your whole recruitment procedure. The Recruitment Performance tab offers you a visual introduction of necessary recruitment metrics so you can be more tactical in your daily work.

We covered choosing the best ATS for your requirements and company at one of our webinars in 2023. You can watch it on need on Livestorm.

Having the right tools assists us adapt to the marketplace changes we saw in 2023 and be proactive in 2024. Here are some suggestions from our specialists:

My must-have 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 consist of innovative AI-driven Applicant Tracking Systems, advanced prospect assessment software, varied and inclusive task marketing platforms, information analytics tools for skill acquisition insights, and virtual reality interfaces for immersive prospect experiences, emphasising 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 complete advantage 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 trustworthy 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 templates to make day-to-day tasks faster.

Rethinking and redesigning your company brand to adjust to the modifications

The nature of work and the expectations towards the workplace and employer have substantially moved in the previous years. There is also a generational modification in the labor force – Gen Z is getting in the workforce as a part of the Boomer generation is retiring.

To keep up and surpass these expectations and keep hiring and keeping leading skill, companies need to rethink their employer brand name and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto concept applies in their user base – 20% of the very best employers get 80% of the applicants. No employer wishes to miss out on working with the very best skill.

To turn into one of the best, openness is anticipated throughout all stages of the skill strategy. This means leveraging the best technology and tools to support human competencies and building a strong employer brand based on them.

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

We’ve seen a lot of modification throughout 2023.

– Firstly, the need for the office on a versatile basis has picked up. While completely remote and remote-first opportunities stay dominant amongst jobseekers, hybrid functions are ending up being significantly popular.

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

Meanwhile, jobseekers’ demand for remote work remains strong, however our information shows that the more versatility companies offer staff around working places, the more popular they are among prospects.

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

The classic Mon-Fri is taking a rear seat. A growing number of business are introducing 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 skyrocketed, with approximately 47.4% of Flexa users listing it as their favored method of working during October. During the very same duration, 37.5% picked 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 employer brand whilst recruitment is low is KEY! You need to be constantly sharing things with your audience so when recruitment selects back up you are not basically beginning from scratch. Technology will enable you to really make data-driven decisions whilst being able to track prospects, raise your company 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 existing workforce and employing brand-new staff members to fill the skill gaps.

This also suggests recruiters should adapt their abilities to match the requirements. Recruiters need a mix of outstanding soft abilities and tough skills to be successful in 2024 and beyond. A successful employer in 2024 is an excellent communicator and facilitator who knows how to offer the function and the business, works with data and statistics to believe strategically, and adapts quickly to the changes in the market.

Again, proactively working on establishing these skills further and using innovation helps stay on top of the recruitment game.

In the past few years, we have seen recruitment becoming more and more tactical and data-driven. HR professionals have actually ended up being the leaders of this shift and the new talent 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 made examining it a part of their day-to-day routine. This has helped them discover new methods to simplify the process and automate tiresome jobs, making more time for activities that create worth.

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

– We have seen a boost in the number of candidates but still have troubles getting enough certified candidates;
– We require to cut or manage recruitment costs to remain on top of the financial situation in the world;
– For stronger company brand names, we require better communication across business, and cooperation with employing supervisors is particularly important.

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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 high-quality as possible. Recruiting is getting more technical with every year. I ´ d say that a good recruiter must stay up to date with the trends, know the target group, and know how to connect to them. Also, there has to be a little a salesman in every employer, in a great way.

The most important abilities for an employer in 2024 are:

Business partnering and consultancy abilities. The capability to take part in significant discussions and create collaborations with employing managers and stakeholders is critical. We must first cultivate a wealth of organization acumen and skills within ourselves to really work as invaluable company partners. It includes understanding our company objectives, preemptively constructing skill pools, and avoiding last-minute firefighting. Entering a consumption call with skill market mapping results guides the conversation. It lines up expectations at the right level, making the next steps more enjoyable for ourselves, employing managers, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has persisted, few have completely embraced these principles. Predicting what leads us ends up being an important ability among TA professionals and helps us develop meaningful partnerships with our stakeholders. The upcoming years signify a concrete shift, requiring basic change when it pertains to time-based metrics, however not only. Integrating Talent Analytics and Talent Intelligence into resource planning is becoming the standard even before recruitment activities commence. Balancing the internal and external viewpoints guarantees that we stay up to date with changes and stay half an action ahead. As the information subject requires to expand, storytelling skills take centre stage-because information holds an important story, and we remain in the lead of composing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must welcome and utilize recruitment automation, build evaluation skills, and increase internal movement in 2024. Recruiters require to comprehend their teams’ skills and abilities extensive to develop a thorough team’s evaluation photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will become increasingly essential as prospects utilize AI tools to produce progressively strong CVs.

What will 2024 bring into recruiting?

We will see the number of of these patterns and obstacles mentioned carry over to 2024.

Something is for sure: AI and automation will play a helping role for employers – customised communication, and the human element will constantly remain the leading gamers for both recruiters and candidates.

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

The end-of-the-year webinar « Key trends and modifications in recruitment for 2024 » was an insightful session with stats and skilled predictions 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 numerous skill acquisition groups lean. Recruitment groups and specialists require to find out and reevaluate how to provide more with less. Balancing the needs of organization needs while guaranteeing personal well-being is vital to combat the prevalent difficulty of recruitment burnout in the year ahead. Remember, it is essential that your cup is complete as well.

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 prospects side. Therefore, business require to be conscious of constructing their genuine company brands inside out and taking great care of their current staff members. Prioritizing the well-being and engagement of existing staff members becomes not just a business obligation but a strategic important to reconstruct and strengthen trust in the employing landscape.

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

As attitudes and understanding continue to sway in the best instructions, I hope 2024 will bring much more openness and utilisation of employer branding. Both go together and are extremely important to effectively hiring and maintaining top skill – specifically as they assist develop trust among candidates and workers.

And there’s so much information to back this up. For example, LinkedIn’s Employer Brand stats state that 75% of task candidates think about a company’s brand before even obtaining a job.
In a study of 1,000 workers, Visier discovered that 90% trust their company. When asked why, 65% said, « They usually tell me the truth », 52% stated, « They’re transparent about business policies and practices », and 38% stated, « They encourage workers to speak out ».
And information from Deloitte exposed that trusted companies outshine their peers by approximately 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 easier and improve a great deal of their routine, admin-intensive jobs in 2024. We are also visiting a great deal of lazy employers terribly using Generative AI tools. We should remember that no one speaks like ChatGPT, so we can not simply throw up content 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 jobs and enhance prospect experience with a more individual technique.
Pay openness: being more transparent about pay is acquiring a great deal of popularity; business need to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive.
More talent is offered: Due to great deals of layoffs and instability in the tech sector, there’s more talent offered. So companies who can work with now have the possibility of having extremely high-quality individuals who are loyal to them.
DEI in hiring: business emphasise diversity recruitment and unconscious predisposition.