Recruitment Trends in 2025 – Predictions From 15 Experts

We are approaching completion 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 professionals about the most substantial modifications in recruitment in 2023, the words turning up in the word cloud were AI, automation and the changes in abilities and employer branding.

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

The rise of AI and automation in recruitment

The concentrate on automation has actually appeared in the previous years, and rightfully so. Recruitment innovation is more available, available and adaptable than ever.

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

We just recently celebrated one year of ChatGPT – the notorious AI tool pointed out at every table this year. ChatGPT and other AI tools are utilized by both recruiters and prospects, raising concerns about how it impacts the recruitment process and how to maintain ethical and human consider the decision-making.

At Teamdash, our viewpoint has actually constantly been that the employer must be at the guiding wheel and in control, and innovation is just a vehicle to arrive faster, much safer and more easily. And it ought to continue and be transparent in the recruitment efficiency metrics.

AI is like your co-pilot – you remain in control, offering 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 been a fairly early adopter of Artificial Intelligence. AI helps recruiters to work smarter, not harder, automate repetitive tasks, make it faster and much easier to source candidates, compose task ads, launch company branding campaigns, and engage with prospects, to name just a couple of. AI continues to evolve and automate day-to-day tasks. 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 numerous AI-powered tools in recruitment, constantly ensuring ethical practices, obviously. Learning the essential triggers not just made my job much easier, however likewise showed incredibly interesting. Embracing ethical AI tools totally changed my technique to recruitment: Automated Resume Screening: quickly matching candidate certifications with task requirements. Chatbot assistance: guides candidates, answers FAQs, and schedules interviews perfectly.

In 2023, we experienced the growth of the requirement to headhunt skills instead of fill the roles of actively using individuals. At the very same time, the increased flow of applying candidates appeared like a favorable change, but really, it did more work in terms of the need to reply to everybody, evaluate each profile’s viability to the function and send out more rejection e-mails.

The effectiveness increase that the AI and automation tools provided enabled us to make the procedure faster and more consistent. We attained an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the very same time – a boost in worker 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 finest candidate experience by utilizing automations and AI.

Tools you need for successful recruitment in 2024

Recruiters without updated tools and software application have a clear disadvantage compared to the ones who have actually embraced a comprehensive tech stack.

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

Teamdash is recruitment software application built by recruiters for employers, and we understand how frustrating it is dealing with technology that does not 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 simpler – an interview scheduler, a job ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to options, to name a few. The recruitment dashboard provides you a birds-eye overview of your whole recruitment process. The Recruitment Performance tab provides you a visual overview of vital recruitment metrics so you can be more strategic in your daily work.

We covered choosing the ideal ATS for your needs and company at one of our webinars in 2023. You can see it as needed on Livestorm.

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

My essential tools are Good ATS, Chat GPT (or similar), and LinkedIn.

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

For recruiters in 2024, essential tools consist of advanced AI-driven Applicant Tracking Systems, advanced prospect evaluation software, diverse and inclusive task marketing platforms, data analytics tools for talent acquisition insights, and virtual truth user interfaces for immersive candidate experiences, employment emphasising efficiency, 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 employment you. There are still too many recruiters not taking full advantage of technology. You do not need to master them all, but get a good grounding on prompts and validation as a minimum. AI is as reliable as Wikipedia – you require to do the fact-check.

Danas Venclovas, Head of Talent Acquisition at Luminor Group

ATS, Magical Text Expander, DeepL, employment Grammarly, employment and templates to make day-to-day tasks quicker.

Rethinking and revamping your employer brand name to adjust to the modifications

The nature of work and the expectations towards the workplace and employer have actually substantially shifted in the previous years. There is likewise a generational change in the workforce – 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 employing and maintaining leading skill, employers have to reassess their company brand 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 applicants. No employer wishes to lose out on working with the very best talent.

To turn into one of the very best, transparency is expected throughout all phases of the talent strategy. This means leveraging the ideal innovation and tools to support human proficiencies 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 brands in 2024.

We have actually seen a lot of change throughout 2023.

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

Our Q3 Working Index (a report which tracks developing patterns throughout the versatile jobs market) exposed a sharp shift far from remote work among companies – fully remote roles represented just 4% of job posts between July and September, typically.

Meanwhile, jobseekers’ demand for remote work remains strong, but our data shows that the more versatility business use personnel around working locations, the more popular they are among prospects.

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

The timeless Mon-Fri is taking a rear seat. Increasingly more companies are presenting an alternative approach, which consists of variations of the 4-day week, the 4.5-day week, and the 9-day fortnight.
Demand for the 4-day work week has escalated, with an average of 47.4% of Flexa users noting it as their preferred way of working during October. During the same duration, 37.5% picked the 4.5-day week as their choice, 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 continuously sharing things with your audience so when recruitment picks back up you are not essentially going back to square one. Technology will allow you to really make data-driven decisions whilst being able to track candidates, elevate your employer branding and master recruitment marketing.

Recruiter skillset in 2024

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

This also means recruiters 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 recruiter in 2024 is a great communicator and facilitator who understands how to sell the role and the company, deals with information and statistics to think tactically, and adapts rapidly to the changes in the market.

Again, employment proactively working on developing these skills even more and utilizing technology assists remain on top of the recruitment game.

In the past few years, we have actually seen recruitment ending up being more and more strategic and data-driven. HR specialists have become the leaders of this shift and the new talent methods.

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

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

– We have seen an increase in the number of prospects however still have difficulties getting enough qualified prospects;
– We need to cut or manage recruitment expenses to stay on top of the financial scenario on the planet;
– For more powerful company brand names, we need much better communication across business, and partnership with hiring managers 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 procedure is as efficient and high-quality as possible. Recruiting is getting more technical with every year. I ´ d state that an excellent employer should stay up to date with the patterns, understand the target group, and understand how to connect to them. Also, there needs to be a little bit of a salesman in every employer, in a great way.

The most essential abilities for an employer in 2024 are:

Business partnering and consultancy abilities. The capability to engage in meaningful conversations and create collaborations with working with supervisors and employment stakeholders is vital. We need to first cultivate a wealth of service acumen and skills within ourselves to genuinely operate as invaluable company partners. It involves comprehending our company objectives, preemptively developing talent swimming pools, and preventing last-minute firefighting. Stepping into an intake call with talent market mapping results guides the discussion. It aligns expectations at the best level, making the next actions more pleasurable for ourselves, hiring supervisors, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven procedures has actually persisted, few have totally embraced these concepts. Predicting what’s ahead of us becomes a crucial ability amongst TA professionals and assists us build significant collaborations with our stakeholders. The upcoming years indicate a tangible shift, demanding fundamental change when it pertains to time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource preparation is ending up being the requirement even before recruitment activities begin. Balancing the internal and external perspectives ensures that we keep up with changes and stay half a step ahead. As the information subject requires to broaden, storytelling skills take centre stage-because information holds an essential story, and we remain in the lead of writing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters need to embrace and leverage recruitment automation, build assessment abilities, and boost internal movement in 2024. Recruiters require to understand their teams’ abilities and abilities extensive to develop a detailed group’s evaluation picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will end up being significantly essential as prospects utilize AI tools to produce increasingly strong CVs.

What will 2024 bring into recruiting?

We will see how numerous of these trends and challenges discussed rollover to 2024.

One thing is for sure: AI and automation will play a helping role for recruiters – personalised interaction, and the human aspect will constantly stay the leading players for both recruiters and prospects.

We are excited to see in which direction 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 forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is readily available on need 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 groups lean. Recruitment teams and specialists need to discover and reassess how to provide more with less. Balancing the needs of organization needs while guaranteeing personal wellness is important to fight the pervasive difficulty of recruitment burnout in the year ahead. Remember, it is very important that your cup is full also.

The 2nd one would be trust. 2023 was infamous for the variety of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, companies require to be mindful of constructing their authentic company brands inside out and taking good care of their existing employees. Prioritizing the well-being and engagement of present employees becomes not just a business obligation however a strategic imperative to rebuild and strengthen rely on the employing landscape.

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

As mindsets and understanding continue to sway in the best direction, I hope 2024 will bring a lot more openness and utilisation of employer branding. Both go together and are exceptionally essential to effectively employing and retaining top talent – specifically as they assist construct trust among candidates and workers.

And there’s so much information to back this up. For instance, LinkedIn’s Employer Brand data mention that 75% of task candidates think about an employer’s brand name before even getting a task.
In a study of 1,000 workers, Visier found that 90% trust their company. When asked why, 65% stated, « They normally 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 exposed that relied on companies outperform their peers by as much as 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of interruption from generative AI. We are visiting excellent employers utilizing AI to make their tasks much easier and streamline a lot of their routine, admin-intensive tasks in 2024. We are also visiting a great deal of lazy recruiters badly utilizing Generative AI tools. We must keep in mind that nobody 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 prospect experience with a more individual technique.
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 skill is readily available: Due to great deals of layoffs and instability in the tech sector, there’s more talent available. So business who can hire now have the possibility of having very high-quality individuals who are faithful to them.
DEI in hiring: companies emphasise variety recruitment and unconscious predisposition.