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 professionals to believe 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 considerable changes in recruitment in 2023, the words popping up in the word cloud were AI, automation and the modifications in abilities and employer branding.
Let’s dive into what 15 recruitment professionals needed to state in the 2023 Teamdash study.
The increase of AI and automation in recruitment
The focus on automation has actually appeared in the previous years, and rightfully so. Recruitment technology is more offered, accessible and adaptable than ever.
This year, AI took a significant action ahead in recruitment and has actually been incorporated into recruitment software, including Teamdash.
We recently celebrated one year of ChatGPT – the infamous AI tool mentioned at every dinner table this year. ChatGPT and other AI tools are used by both recruiters and prospects, raising concerns about how it affects the recruitment process and how to preserve ethical and human consider the decision-making.
At Teamdash, our viewpoint has actually constantly been that the recruiter must be at the guiding wheel and in control, and innovation is simply a lorry to arrive quicker, much safer and more comfortably. And it should continue and be transparent in the recruitment performance metrics.
AI is like your co-pilot – you remain in control, giving commands and making the decisions.
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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 recruiters to work smarter, not harder, automate recurring tasks, make it faster and employment easier to source candidates, compose task ads, launch employer branding projects, and employment engage with candidates, to name just a few. AI continues to develop and automate daily tasks. Recruiters might have the ability to take a great deal of repetitive things off their plates and employment focus on the more human aspects of recruiting.
Keter Luhaorg, Recruitment Partner at Euronics
I started utilizing several AI-powered tools in recruitment, constantly making sure ethical practices, of course. Learning the essential prompts not just made my task much easier, however also showed exceptionally interesting. Embracing ethical AI tools completely changed my method to recruitment: employment Automated Resume Screening: promptly matching candidate credentials with task requirements. Chatbot help: guides prospects, responses 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 using candidates appeared like a favorable change, however in fact, it did more operate in terms of the requirement to respond to everybody, assess each profile’s suitability to the role and send more rejection e-mails.
The effectiveness increase that the AI and automation tools offered allowed us to make the procedure quicker and more consistent. We accomplished an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the exact same time – a boost 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 hiring rates, you need to guarantee the finest candidate experience by utilizing automations and AI.
Tools you need for effective recruitment in 2024
Recruiters without updated tools and software have a clear drawback compared to the ones who have actually embraced a thorough tech stack.
All the professionals who responded to our study discussed having a good and modern ATS as the very first must-have tool in 2024.
Teamdash is recruitment software application constructed by recruiters for recruiters, and we understand how annoying it is working with innovation that does not fit your workflows.
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That’s why Teamdash is extremely customisable and includes numerous automation possibilities and (AI-powered) tools that make your work simpler – an interview scheduler, a task ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with alternatives, to call a couple of. The recruitment control panel provides you a birds-eye introduction of your whole recruitment process. The Recruitment Performance tab gives you a visual summary of essential recruitment metrics so you can be more strategic in your everyday work.
We covered choosing the ideal ATS for your needs and company at one of our webinars in 2023. You can enjoy it as needed on Livestorm.
Having the right us adapt to the market changes we witnessed in 2023 and be proactive in 2024. Here are some recommendations from our specialists:
My essential tools are Good ATS, Chat GPT (or comparable), and LinkedIn.
Jane Pettit, Business Growth Coach and Recruitment Team Trainer at Centred Excellence
For recruiters in 2024, essential tools include advanced AI-driven Applicant Tracking Systems, advanced prospect assessment software, diverse and inclusive job advertising platforms, information analytics tools for talent acquisition insights, and virtual truth interfaces for immersive prospect experiences, stressing effectiveness, fairness, and engagement in the recruitment process.
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 maximizing technology. You do not have to master them all, employment however get a great grounding on triggers and validation as a minimum. AI is as reputable 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 quicker.
Rethinking and upgrading your company brand to adjust to the modifications
The nature of work and the expectations towards the work environment and employer have considerably moved in the previous years. There is likewise a generational modification in the labor force – Gen Z is entering the workforce as a part of the Boomer generation is retiring.
To keep up and exceed these expectations and keep working with and keeping leading skill, employers need to rethink their employer brand 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 companies get 80% of the applicants. No company wishes to miss out on out on working with the best skill.
To end up being one of the finest, openness is anticipated throughout all stages of the skill technique. This means leveraging the best innovation and tools to support human competencies and constructing a strong employer brand based on them.
Diversity (DEI), versatility, openness and the increase of relatable organisations are the keywords in focus for employer brand names in 2024.
We have actually seen a lot of modification throughout 2023.
– Firstly, the need for the office on a versatile basis has picked up. While fully remote and remote-first opportunities stay dominant among jobseekers, hybrid roles are becoming significantly popular.
Our Q3 Flexible Working Index (a report which tracks developing trends across the flexible jobs market) revealed a sharp shift away from remote work amongst employers – fully remote functions accounted for just 4% of job posts in between July and September, on average.
Meanwhile, jobseekers’ demand for remote work remains strong, but our information reveals that the more versatility business use staff around working places, the more popular they are amongst prospects.
– Secondly, the conventional work week has substantially progressed over the past year.
The classic Mon-Fri is taking a backseat. A growing number of companies are introducing an alternative method, 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 increased, with an average of 47.4% of Flexa users noting it as their favored way of working throughout October. During the same period, 37.5% picked the 4.5-day week as their choice, employment and 14.1% mentioned 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 chooses back up you are not essentially starting from scratch. Technology will allow you to truly make data-driven decisions whilst being able to track candidates, raise your company branding and master recruitment marketing.
Recruiter skillset in 2024
In the last few years, we have actually seen a lift in skill- and value-based hiring. Companies are now actively upskilling their present workforce and working with brand-new workers to fill the skill gaps.
This likewise implies recruiters need to adjust their abilities to match the requirements. Recruiters need a mix of outstanding soft abilities and hard skills to be successful in 2024 and beyond. A successful recruiter in 2024 is a fantastic communicator and facilitator who understands how to sell the function and the business, deals with information and stats to think tactically, and adapts quickly to the changes in the market.
Again, proactively dealing with developing these abilities further and using innovation helps remain on top of the recruitment game.
In the previous few years, we have actually seen recruitment becoming increasingly more tactical and data-driven. HR specialists have actually 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 available for them in the Recruitment efficiency tab and have actually made inspecting it a part of their day-to-day routine. This has assisted them find brand-new ways to enhance the process and automate tiresome jobs, making more time for activities that develop worth.
The new skillset lines up with the challenges that 2023 has brought and will continue to 2024.
– We have seen a boost in the number of prospects however still have troubles getting sufficient qualified prospects;
– We require to cut or handle recruitment expenses to remain on top of the economic circumstance on the planet;
– For more powerful employer brands, we require much better communication throughout business, and cooperation with working with managers is particularly essential.
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Riin Soostar, Senior HR Business Partner at Circle K Eesti
It is essential to automate as much administrative work as possible so the recruitment process is as effective and premium as possible. Recruiting is getting more technical with every year. I ´ d say that an excellent employer needs to keep up with the trends, know the target group, and understand how to connect to them. Also, there has to be a bit of a salesperson in every employer, in an excellent way.
The most important skills for an employer in 2024 are:
Business partnering and consultancy abilities. The capability to take part in meaningful discussions and create collaborations with hiring supervisors and stakeholders is paramount. We must first cultivate a wealth of organization acumen and abilities within ourselves to truly operate as important company partners. It includes comprehending our organization objectives, preemptively constructing skill swimming pools, and avoiding 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 actions more satisfying for ourselves, hiring supervisors, and candidates.
Data-fueled processes and decision-making: While the discourse around data-driven procedures has persisted, few have wholeheartedly welcomed these principles. Predicting what leads us becomes an essential ability among TA professionals and helps us construct meaningful partnerships with our stakeholders. The approaching years indicate a concrete shift, demanding fundamental modification when it concerns time-based metrics, but not just. Integrating Talent Analytics and Talent Intelligence into resource planning is ending up being the standard even before recruitment activities begin. Balancing the internal and external perspectives ensures that we stay up to date with modifications and stay half an action ahead. As the information topic requires to broaden, storytelling abilities take centre stage-because information holds a crucial story, and we are in the lead of composing the story around this.
Natalja Horohordina, Head of Talent Acquisition at Eesti Energia
Recruiters need to embrace and leverage recruitment automation, build assessment skills, and increase internal mobility in 2024. Recruiters require to comprehend their groups’ abilities and abilities extensive to construct an extensive group’s evaluation image.
Lara Holding-Jones, Director at Pink Jelly People Consultancy
Assessment skills will become progressively crucial as candidates utilize AI tools to develop progressively strong CVs.
What will 2024 bring into recruiting?
We will see how numerous of these trends and difficulties discussed rollover to 2024.
One thing is for sure: AI and automation will play a helping role for employers – customised interaction, and the human factor will always stay the leading gamers for both employers 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 patterns and modifications in recruitment for 2024” was an insightful session with data and professional forecasts 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 left lots of talent acquisition teams lean. Recruitment teams and specialists require to learn and reassess how to deliver more with less. Balancing the needs of business requirements while guaranteeing individual well-being is vital to fight the prevalent obstacle of recruitment burnout in the year ahead. Remember, it is essential 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, companies require to be conscious of developing their genuine company brands within out and taking great care of their present employees. Prioritizing the wellness and engagement of current staff members ends up being not just a corporate obligation however a strategic vital to reconstruct and strengthen rely on the working with landscape.
Molly Johnson-Jones, CEO & Co-founder at Flexa
As mindsets and comprehending continue to sway in the right instructions, I hope 2024 will bring a lot more openness and utilisation of company branding. Both go together and are very essential to effectively hiring and maintaining top talent – specifically as they assist build trust among prospects and staff members.
And there’s a lot information to back this up. For example, LinkedIn’s Employer Brand data specify that 75% of job seekers consider an employer’s brand before even obtaining a job.
In a study of 1,000 staff members, Visier discovered that 90% trust their employer. When asked why, 65% stated, “They usually inform me the fact”, 52% stated, “They’re transparent about company policies and practices”, and 38% said, “They motivate workers to speak out”.
And data from Deloitte revealed that relied on business outshine their peers by approximately 400%!
Vanessa Raath, Founder of The Talent Hunter
There is a great deal of disturbance from generative AI. We are visiting good recruiters utilizing AI to make their tasks simpler and streamline a great deal of their menial, admin-intensive tasks in 2024. We are also going to see a lot of lazy recruiters terribly using Generative AI tools. We should keep in mind that nobody speaks like ChatGPT, so we can not simply throw up material 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 candidate experience with a more individual method.
Pay transparency: being more transparent about pay is getting a great deal of appeal; business require to prepare to be able to satisfy the requirements of the European Parliament Pay Transparency Directive.
More skill is available: Due to lots of layoffs and instability in the tech sector, there’s more talent readily available. So business who can hire now have the possibility of having extremely premium individuals who are faithful to them.
DEI in hiring: business stress diversity recruitment and unconscious predisposition.
