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 take along with you for 2024.
Unsurprisingly, when we asked our professionals about the most substantial changes in recruitment in 2023, the words popping up in the word cloud were AI, automation and the changes in abilities and employer branding.
Let’s dive into what 15 recruitment specialists had to state in the 2023 Teamdash study.
The rise of AI and automation in recruitment
The concentrate on automation has actually been evident 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 been integrated into recruitment software, including Teamdash.
We recently celebrated one year of ChatGPT – the infamous AI tool pointed out at every table this year. ChatGPT and other AI tools are used by both recruiters and prospects, raising concerns about how it impacts the recruitment process and how to keep ethical and human factors in the decision-making.
At Teamdash, our viewpoint has actually constantly been that the recruiter should be at the guiding wheel and in control, and technology is just an automobile to arrive faster, much safer and more comfortably. And it should continue and be transparent in the recruitment performance metrics.
AI resembles your co-pilot – you’re in control, providing 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 actually been a reasonably early adopter of Expert system. AI helps recruiters to work smarter, not harder, automate repetitive jobs, make it faster and easier to source candidates, compose job advertisements, launch employer branding projects, and engage with candidates, to name simply a couple of. AI continues to progress and automate everyday tasks. Recruiters might be able to take a great deal of repeated things off their plates and focus on the more human aspects of recruiting.
Keter Luhaorg, Recruitment Partner at Euronics
I began using multiple AI-powered tools in recruitment, constantly ensuring ethical practices, of course. Learning the essential prompts not just made my job simpler, however also proved extremely interesting. Embracing ethical AI tools entirely changed my approach to recruitment: Automated Resume Screening: quickly matching prospect certifications with job requirements. Chatbot help: guides candidates, 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 individuals. At the very same time, the increased circulation of using candidates looked like a positive modification, job however in fact, it did more operate in terms of the requirement to reply to everyone, evaluate each profile’s viability to the function and send more rejection e-mails.
The performance increase 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 exact same time – an increase in employee 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 very best candidate experience by utilizing automations and AI.
Tools you need for successful recruitment in 2024
Recruiters without current tools and software have a clear downside compared to the ones who have actually adopted a thorough tech stack.
All the professionals who responded to our study discussed having a great and modern-day ATS as the first essential tool in 2024.
Teamdash is recruitment software constructed by recruiters for employers, 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 highly customisable and consists of various automation possibilities and (AI-powered) tools that make your work simpler – an interview scheduler, a job advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to alternatives, to name a few. The recruitment dashboard provides you a birds-eye overview of your whole recruitment procedure. The Recruitment Performance tab provides you a visual introduction of essential recruitment metrics so you can be more tactical in your everyday work.
We covered picking the right ATS for your needs and company at one of our webinars in 2023. You can enjoy it on demand on Livestorm.
Having the right tools helps us adapt to the marketplace changes we experienced 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 advanced AI-driven Applicant Tracking Systems, sophisticated candidate evaluation software, diverse and inclusive task advertising platforms, data analytics tools for skill acquisition insights, and virtual reality interfaces for immersive candidate experiences, 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 you. There are still a lot of recruiters not maximizing technology. You do not need to master them all, however get an excellent grounding on triggers and recognition as a minimum. AI is as dependable as Wikipedia – you need to do the fact-check.
Danas Venclovas, Head of Talent Acquisition at Luminor Group
ATS, Magical Text Expander, DeepL, Grammarly, job and design templates to make daily tasks quicker.
Rethinking and upgrading your employer brand to adapt to the modifications
The nature of work and the expectations towards the office and company have actually considerably shifted in the past years. There is likewise a generational modification in the workforce – Gen Z is going into the workforce as a part of the Boomer generation is retiring.
To maintain and go beyond these expectations and keep hiring and retaining top skill, employers have to reassess their employer brand name 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 candidates. No company desires to miss out on hiring the very best skill.
To turn into one of the very best, transparency is anticipated throughout all phases of the skill technique. This means leveraging the right technology and tools to support human competencies and developing a strong employer brand based upon them.
Diversity (DEI), flexibility, openness and the rise of relatable organisations are the keywords in focus for employer brand names in 2024.
We have actually seen a lot of change throughout 2023.
– Firstly, job the demand for the office on a versatile basis has actually picked up. While completely remote and remote-first opportunities remain dominant among jobseekers, hybrid functions are becoming significantly popular.
Our Q3 Flexible Working Index (a report which tracks progressing patterns across the flexible tasks market) exposed a sharp shift far from remote work amongst companies – completely remote roles accounted for simply 4% of job posts between July and September, job on average.
Meanwhile, jobseekers’ demand for remote work remains strong, however our data reveals that the more versatility business provide staff around working areas, the more popular they are among prospects.
– Secondly, the standard work week has significantly evolved over the past year.
The traditional Mon-Fri is taking a backseat. A growing number of companies are presenting an alternative technique, 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 actually increased, with approximately 47.4% of Flexa users listing it as their preferred way of working throughout October. During the exact same period, 37.5% picked the 4.5-day week as their choice, and 14.1% mentioned the 9-day fortnight was theirs.
Kayleigh Little, Recruitment Automation Expert at Teamdash
Maintaining your company brand name whilst recruitment is low is KEY! You require to be constantly sharing things with your audience so when recruitment picks back up you are not basically going back to square one. Technology will permit you to really make data-driven choices whilst being able to track prospects, elevate your company branding and master recruitment marketing.
Recruiter skillset in 2024
In recent 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 employees to fill the skill spaces.
This likewise indicates employers need to adjust their skills to match the requirements. Recruiters require a mix of outstanding soft abilities and tough abilities to be successful in 2024 and beyond. An effective recruiter in 2024 is a terrific communicator and facilitator job who knows how to sell the role and the business, works with information and stats to think tactically, and adapts rapidly to the changes in the market.
Again, proactively dealing with developing these abilities further and using technology assists remain on top of the recruitment video game.
In the previous couple of years, we have actually seen recruitment becoming more and more strategic and data-driven. HR experts have actually become the of this shift and the brand-new talent techniques.
We’re delighted to see that Teamdash users are actively dealing with the data available for them in the Recruitment performance tab and have made inspecting it a part of their everyday routine. This has assisted them discover new ways to enhance the procedure and automate laborious jobs, making more time for activities that produce value.
The new skillset lines up with the challenges that 2023 has actually brought and will bring on to 2024.
– We have seen a boost in the number of candidates but still have difficulties getting enough certified candidates;
– We need to cut or manage recruitment costs to remain on top of the economic scenario worldwide;
– For stronger employer brand names, we require better interaction across companies, and cooperation with employing managers is specifically important.
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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 high-quality as possible. Recruiting is getting more technical with every year. I ´ d say that an excellent employer must stay up to date with the trends, know the target group, and know how to connect to them. Also, there needs to be a bit of a salesman in every recruiter, in a great way.
The most crucial abilities for an employer in 2024 are:
Business partnering and consultancy skills. The ability to take part in significant discussions and forge partnerships with working with managers and job stakeholders is vital. We must initially cultivate a wealth of service acumen and skills within ourselves to really function as vital company partners. It involves understanding our service goals, preemptively constructing talent pools, and avoiding last-minute firefighting. Stepping into a consumption call with skill market mapping results guides the discussion. It lines up expectations at the best level, making the next actions more enjoyable for ourselves, working with managers, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has continued, few have completely accepted these concepts. Predicting what leads us ends up being a vital skill amongst TA professionals and assists us construct significant collaborations with our stakeholders. The upcoming years signify a tangible shift, requiring basic modification when it pertains to time-based metrics, however 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 viewpoints makes sure that we stay up to date with modifications and remain half a step ahead. As the data subject requires to broaden, storytelling abilities take centre stage-because data holds a crucial story, and we remain in the lead of writing the story around this.
Natalja Horohordina, Head of Talent Acquisition at Eesti Energia
Recruiters need to accept and leverage recruitment automation, construct evaluation skills, and boost internal mobility in 2024. Recruiters need to understand their groups’ abilities and abilities extensive to build a thorough group’s evaluation image.
Lara Holding-Jones, Director at Pink Jelly People Consultancy
Assessment skills will become significantly crucial as candidates use AI tools to produce progressively strong CVs.
What will 2024 bring into recruiting?
We will see how numerous of these trends and difficulties pointed out bring over to 2024.
One thing is for sure: AI and automation will play a helping role for job employers – customised interaction, and the human factor will constantly remain the leading gamers for both recruiters and candidates.
We are excited 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 informative session with data and professional forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is offered on need on Livestorm.
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Piret Luts, Global Head of Talent Analytics, Sourcing & Research at Nortal AS
2023 has left many skill acquisition groups lean. Recruitment teams and specialists require to learn and reevaluate how to deliver more with less. Balancing the demands of organization requirements while ensuring individual well-being is necessary to combat 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 well-known for the number of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, business require to be mindful of building their authentic employer brands inside out and taking great care of their current workers. Prioritizing the wellness and engagement of current workers ends up being not just a corporate obligation but a tactical vital to restore and strengthen trust in the hiring landscape.
Molly Johnson-Jones, CEO & Co-founder at Flexa
As attitudes and comprehending continue to sway in the best direction, I hope 2024 will bring much more openness and utilisation of company branding. Both go hand-in-hand and are incredibly crucial to successfully hiring and keeping top skill – particularly as they help build trust amongst prospects and staff members.
And there’s so much data to back this up. For example, LinkedIn’s Employer Brand stats state that 75% of task hunters think about an employer’s brand before even getting a task.
In a survey of 1,000 employees, Visier discovered that 90% trust their employer. 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 motivate employees to speak up”.
And data from Deloitte exposed that trusted business outshine their peers by up to 400%!
Vanessa Raath, Founder of The Talent Hunter
There is a great deal of disruption from generative AI. We are going to see excellent recruiters using AI to make their jobs easier and simplify a great deal of their routine, admin-intensive jobs in 2024. We are likewise visiting a lot of lazy recruiters severely utilizing Generative AI tools. We need to keep in mind that no one speaks like ChatGPT, so we can not just throw up material 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 tasks and enhance prospect experience with a more personal approach.
Pay transparency: being more transparent about pay is acquiring a lot of appeal; business 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 skill readily available. So companies who can employ now have the possibility of having really premium people who are faithful to them.
DEI in hiring: business stress variety recruitment and unconscious predisposition.
