Recruitment Trends in 2025 – Predictions From 15 Experts
We are approaching completion of another busy and ever-changing recruitment year.
We asked 15 recruitment industry professionals to consider how 2023 will enter into the history books and what you can bring with you for 2024.
Unsurprisingly, when we asked our experts about the most significant modifications in recruitment in 2023, the words popping up in the word cloud were AI, automation and the modifications in skills and employer branding.
Let’s dive into what 15 recruitment experts had to say in the 2023 Teamdash study.
The rise of AI and automation in recruitment
The concentrate on automation has been evident in the past years, and rightfully so. Recruitment innovation is more readily available, accessible and adaptable than ever.
This year, AI took a substantial action ahead in recruitment and has been included into recruitment software, including Teamdash.
We recently commemorated one year of ChatGPT – the notorious AI tool mentioned at every dinner table this year. ChatGPT and other AI tools are utilized by both recruiters and candidates, raising concerns about how it affects the recruitment procedure and how to preserve ethical and human aspects in the decision-making.
At Teamdash, our philosophy has constantly been that the recruiter should be at the steering wheel and in control, and technology is just a car to get there much faster, much safer and more conveniently. And it needs to continue and be transparent in the recruitment performance metrics.
AI resembles 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 reasonably early adopter of Expert system. AI helps employers to work smarter, not harder, automate repeated jobs, make it faster and easier to source prospects, write job advertisements, launch employer branding projects, and engage with candidates, to call simply a couple of. AI continues to progress and automate everyday jobs. Recruiters may be able to take a great deal of repeated 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 making sure ethical practices, of course. Learning the required prompts not just made my task simpler, but also showed incredibly fascinating. Embracing ethical AI tools completely changed my approach to recruitment: Automated Resume Screening: swiftly matching candidate certifications with task requirements. Chatbot support: guides candidates, answers FAQs, and schedules interviews seamlessly.
In 2023, we experienced the growth of the need to headhunt talents rather than fill the functions of actively using individuals. At the same time, the increased circulation of using prospects appeared like a favorable modification, however actually, it did more work in regards to the need to respond to everyone, assess each profile’s suitability to the function and send more rejection e-mails.
The efficiency increase that the AI and automation tools offered enabled us to make the process faster and more consistent. We attained an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the same time – a boost 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 guarantee the finest prospect experience by utilizing automations and AI.
Tools you require for successful recruitment in 2024
Recruiters without up-to-date tools and software have a clear drawback compared to the ones who have embraced an extensive tech stack.
All the experts who responded to our study discussed having a great and contemporary ATS as the very first essential tool in 2024.
Teamdash is recruitment software constructed by employers for employers, and we understand how annoying it is working with innovation that doesn’t fit your workflows.
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That’s why Teamdash is extremely customisable and includes various automation possibilities and (AI-powered) tools that make your work easier – an interview scheduler, a task ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with options, among others. The recruitment control panel provides you a birds-eye introduction of your entire recruitment process. The Recruitment Performance tab offers you a visual introduction of important recruitment metrics so you can be more tactical in your daily work.
We covered selecting the best ATS for your needs and company at one of our in 2023. You can watch it on need on Livestorm.
Having the right tools assists 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 Proficient at, Chat GPT (or similar), and LinkedIn.
Jane Pettit, Business Growth Coach and Recruitment Team Trainer at Centred Excellence
For employers in 2024, must-have tools include advanced AI-driven Applicant Tracking Systems, advanced candidate evaluation software, diverse and inclusive task marketing platforms, information analytics tools for skill acquisition insights, and virtual truth interfaces for immersive prospect experiences, emphasising performance, 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 taking full advantage of technology. You do not need to master them all, however get a good grounding on prompts and recognition as a minimum. AI is as reputable 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 everyday jobs much faster.
Rethinking and redesigning your employer brand to adapt to the modifications
The nature of work and the expectations towards the workplace and company have actually significantly shifted in the past years. There is also 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 go beyond these expectations and keep hiring and keeping top skill, employers have to rethink their employer 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 best companies get 80% of the applicants. No employer wishes to miss out on out on working with the best skill.
To become one of the very best, transparency is expected throughout all stages of the talent strategy. This suggests leveraging the ideal technology and tools to support human competencies and developing a strong employer brand based upon them.
Diversity (DEI), versatility, openness and the rise of relatable organisations are the keywords in focus for employer brand names in 2024.
We have actually seen a great deal of change throughout 2023.
– Firstly, the demand for the office on a versatile basis has rebounded. While fully remote and remote-first opportunities stay dominant among jobseekers, hybrid roles are becoming increasingly popular.
Our Q3 Flexible Working Index (a report which tracks progressing patterns across the flexible tasks market) exposed a sharp shift away from remote work among companies – totally remote roles represented just 4% of job posts between July and September, on average.
Meanwhile, jobseekers’ demand for remote work stays strong, however our data shows that the more flexibility companies offer personnel around working places, the more popular they are among prospects.
– Secondly, the conventional work week has substantially evolved over the previous year.
The timeless Mon-Fri is taking a rear seat. A growing number of companies are presenting 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 escalated, with an average of 47.4% of Flexa users listing it as their preferred way of working during October. During the very same duration, 37.5% selected 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 require to be constantly sharing things with your audience so when recruitment selects back up you are not basically going back to square one. Technology will enable you to really make data-driven decisions whilst being able to track candidates, elevate your company branding and master recruitment marketing.
Recruiter skillset in 2024
Over the last few years, we have seen a lift in ability- and value-based hiring. Companies are now actively upskilling their present labor force and hiring brand-new workers to fill the ability gaps.
This also suggests recruiters must adapt their skills to match the requirements. Recruiters require a mix of outstanding soft abilities and tough skills to be successful in 2024 and beyond. A successful recruiter in 2024 is a terrific communicator and facilitator who understands how to sell the function and the company, works with data and stats to believe strategically, and adapts rapidly to the modifications in the market.
Again, proactively working on developing these skills further and utilizing innovation assists remain on top of the recruitment game.
In the previous few years, we have actually seen recruitment ending up being increasingly more tactical and data-driven. HR experts have become the leaders of this shift and the brand-new talent strategies.
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 regimen. This has actually helped them find brand-new ways to streamline the process and automate tiresome tasks, making more time for activities that create worth.
The brand-new skillset aligns with the challenges that 2023 has brought and will continue to 2024.
– We have seen an increase in the variety of prospects but still have difficulties getting sufficient certified prospects;
– We need to cut or handle recruitment costs to stay on top of the financial scenario in the world;
– For more powerful employer brands, we need better interaction across companies, and collaboration with hiring supervisors is specifically 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 an excellent employer must keep up with the trends, know the target group, and understand how to reach out to them. Also, there has to be a little bit of a salesman in every recruiter, in a great way.
The most essential skills for an employer in 2024 are:
Business partnering and consultancy skills. The capability to participate in meaningful conversations and forge partnerships with working with managers and stakeholders is critical. We should first cultivate a wealth of organization acumen and skills within ourselves to truly work as important business partners. It involves comprehending our organization goals, preemptively building talent pools, and avoiding last-minute firefighting. Entering an intake call with talent market mapping results guides the conversation. It lines up expectations at the ideal level, making the next steps more satisfying for ourselves, employing managers, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven processes has actually persisted, few have totally accepted these concepts. Predicting what leads us ends up being an important ability among TA professionals and assists us construct meaningful partnerships with our stakeholders. The approaching years signal a tangible shift, requiring essential change 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 start. Balancing the internal and external perspectives guarantees that we keep up with changes and referall.us stay half a step ahead. As the information subject needs to broaden, storytelling skills take centre stage-because data holds a vital story, and we remain in the lead of composing the story around this.
Natalja Horohordina, Head of Talent Acquisition at Eesti Energia
Recruiters should accept and take advantage of recruitment automation, build assessment abilities, and boost internal movement in 2024. Recruiters need to understand their teams’ abilities and abilities extensive to construct a comprehensive group’s assessment photo.
Lara Holding-Jones, Director at Pink Jelly People Consultancy
Assessment abilities will end up being progressively essential as prospects use AI tools to create significantly strong CVs.
What will 2024 bring into recruiting?
We will see the number of of these trends and obstacles mentioned bring over to 2024.
One thing is for sure: AI and automation will play a helping function for recruiters – customised communication, and the human element will always stay the leading players for both recruiters and prospects.
We are delighted to see in which direction AI and technology will take us in 2024.
The end-of-the-year webinar “Key patterns and modifications in recruitment for 2024” was an informative session with data and professional 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 actually left lots of talent acquisition teams lean. Recruitment groups and specialists need to learn and review how to deliver more with less. Balancing the needs of company needs while ensuring personal wellness is vital to combat the prevalent challenge of recruitment burnout in the year ahead. Remember, it is necessary that your cup is full also.
The 2nd one would be trust. 2023 was notorious for the variety 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 authentic company brand names within out and taking good care of their present staff members. Prioritizing the well-being and engagement of current staff members ends up being not just a corporate responsibility however a strategic imperative to reconstruct and fortify rely on the working with landscape.
Molly Johnson-Jones, CEO & Co-founder at Flexa
As attitudes and understanding continue to sway in the ideal direction, I hope 2024 will bring far more openness and utilisation of company branding. Both go together and are incredibly important to effectively employing and keeping leading skill – especially as they assist construct trust among candidates and employees.
And there’s a lot data to back this up. For instance, LinkedIn’s Employer Brand stats state that 75% of task applicants consider an employer’s brand name before even looking for a job.
In a study of 1,000 workers, Visier found that 90% trust their employer. When asked why, 65% said, “They generally tell me the reality”, 52% stated, “They’re transparent about company policies and practices”, and 38% said, “They encourage workers to speak up”.
And data from Deloitte exposed that relied on business outshine their peers by approximately 400%!
Vanessa Raath, Founder of The Talent Hunter
There is a lot of disturbance from generative AI. We are visiting excellent employers using AI to make their tasks easier and enhance a great deal of their routine, admin-intensive jobs in 2024. We are likewise going to see a great deal of lazy employers terribly utilizing Generative AI tools. We should bear in mind that no one speaks like ChatGPT, so we can not simply spit up content and pass it off as our own. Personalisation will be key 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 improve candidate experience with a more individual technique.
Pay openness: 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 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 very premium individuals who are loyal to them.
DEI in hiring: business emphasise variety recruitment and unconscious predisposition.
