Recruitment Trends in 2025 – Predictions From 15 Experts

We are approaching the end of another fast-paced 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 specialists about the most considerable changes in recruitment in 2023, the words appearing in the word cloud were AI, automation and the changes in skills and company branding.

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

The increase of AI and automation in recruitment

The concentrate on automation has actually been apparent in the past years, and truly so. Recruitment technology is more offered, accessible and adaptable than ever.

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

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

At Teamdash, our viewpoint has constantly been that the employer must be at the steering wheel and in control, and innovation is simply a lorry to arrive quicker, more secure and more comfortably. And it should carry on and be transparent in the recruitment performance metrics.

AI resembles 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 fairly early adopter of Expert system. AI helps recruiters to work smarter, not harder, automate repetitive jobs, make it faster and much easier to source prospects, compose task ads, launch company branding campaigns, and engage with candidates, to name just a couple of. AI continues to develop and automate everyday tasks. Recruiters may have the ability to take a lot of recurring things off their plates and concentrate on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started utilizing numerous AI-powered tools in recruitment, constantly guaranteeing ethical practices, obviously. Learning the required prompts not only made my task much easier, however also showed incredibly fascinating. Embracing ethical AI tools totally changed my technique to recruitment: Automated Resume Screening: swiftly matching candidate qualifications with task requirements. Chatbot assistance: guides prospects, responses FAQs, and schedules interviews perfectly.

In 2023, we experienced the growth of the need to headhunt talents instead of fill the functions of actively applying individuals. At the same time, the increased circulation of applying candidates seemed like a positive change, however in fact, it did more work in regards to the requirement to respond to everyone, evaluate each profile’s viability to the function and send out more rejection emails.

The performance boost that the AI and automation tools provided enabled us to make the process faster and more consistent. We achieved an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the exact same time – an increase 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 employing rates, you need to make sure the very best prospect experience by utilizing automations and AI.

Tools you require for successful recruitment in 2024

Recruiters without current tools and software application have a clear drawback compared to the ones who have actually embraced an extensive tech stack.

All the professionals who responded to our survey discussed having a good and modern-day ATS as the very first must-have tool in 2024.

Teamdash is recruitment software built by employers for employers, and we know how frustrating it is working with innovation that doesn’t fit your workflows.

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That’s why Teamdash is highly customisable and includes different 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 talking to choices, among others. The recruitment dashboard provides you a birds-eye introduction of your whole recruitment process. The Recruitment Performance tab gives you a visual introduction of important recruitment metrics so you can be more tactical in your everyday work.

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

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

My must-have 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, must-have tools include sophisticated AI-driven Applicant Tracking Systems, sophisticated prospect assessment software application, diverse and inclusive job marketing platforms, information analytics tools for talent acquisition insights, and virtual reality user 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 too numerous employers not taking complete benefit of innovation. You do not have to master them all, however get an excellent grounding on triggers and recognition as a minimum. AI is as dependable 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 design templates to make daily jobs faster.

Rethinking and upgrading your employer brand name to adjust to the changes

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

To maintain and surpass these expectations and keep working with and keeping top talent, companies have to reassess their employer brand name and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto concept uses in their user base – 20% of the very best companies get 80% of the candidates. No company desires to lose out on employing the best skill.

To become one of the finest, transparency is anticipated throughout all stages of the talent method. This indicates leveraging the right technology and tools to support human proficiencies and building a strong employer brand based upon them.

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

We’ve seen a lot of modification throughout 2023.

– Firstly, the need for the office on a versatile basis has made a comeback. While totally remote and remote-first opportunities remain dominant amongst jobseekers, hybrid roles are ending up being progressively popular.

Our Q3 Flexible Working Index (a report which tracks evolving patterns across the versatile tasks market) exposed a sharp shift away from remote work amongst employers – completely remote roles represented just 4% of task posts in between July and September, usually.

Meanwhile, jobseekers’ demand for remote work stays strong, but our data shows that the more flexibility companies offer personnel around working locations, the more popular they are amongst candidates.

– Secondly, the conventional work week has significantly developed over the past year.

The timeless Mon-Fri is taking a rear seat. Increasingly more companies are introducing an alternative method, 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 favored way of working throughout October. During the same period, 37.5% selected the 4.5-day week as their preference, and 14.1% stated 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 going back to square one. Technology will enable you to truly make data-driven decisions whilst having the ability to track prospects, raise your company branding and master recruitment marketing.

Recruiter skillset in 2024

In 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 employees to fill the skill gaps.

This also implies employers need to adjust their abilities to match the requirements. Recruiters need a mix of excellent soft abilities and difficult skills to be successful in 2024 and beyond. A successful employer in 2024 is a fantastic communicator and facilitator who understands how to sell the function and the business, works with information and statistics to think tactically, and adapts quickly to the modifications in the market.

Again, proactively working on developing these abilities even more and utilizing technology helps remain on top of the recruitment game.

In the previous couple of years, we have actually seen recruitment becoming more and more strategic and data-driven. HR professionals have ended up being the leaders of this shift and the brand-new talent methods.

We more than happy to see that Teamdash users are actively dealing with the data offered for them in the Recruitment efficiency tab and have actually made examining it a part of their day-to-day regimen. This has helped them find brand-new ways to streamline the process and automate tiresome jobs, making more time for activities that develop worth.

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

– We have actually seen an increase in the variety of prospects however still have difficulties getting adequate qualified candidates;
– We require to cut or manage recruitment costs to remain on top of the financial situation worldwide;
– For stronger employer brand names, we need better communication across companies, and partnership with hiring 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 effective and top quality as possible. Recruiting is getting more technical with every year. I ´ d say that a good employer must stay up to date with the patterns, understand the target group, and know how to connect to them. Also, there needs to be a bit of a salesperson in every recruiter, in a great way.

The most crucial abilities for an employer in 2024 are:

Business partnering and consultancy abilities. The capability to engage in meaningful discussions and create partnerships with working with managers and stakeholders is critical. We must initially cultivate a wealth of company acumen and skills within ourselves to really work as invaluable company partners. It includes understanding our business goals, preemptively developing talent pools, and avoiding last-minute firefighting. Stepping into a consumption call with skill market mapping results guides the conversation. It lines up expectations at the ideal 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 actually persisted, few have completely accepted these principles. Predicting what’s ahead of us ends up being an essential ability amongst TA specialists and helps us build significant collaborations with our stakeholders. The approaching years indicate a concrete shift, demanding essential modification when it concerns time-based metrics, referall.us but not just. Integrating Talent Analytics and Talent Intelligence into resource preparation is becoming the standard even before recruitment activities start. Balancing the internal and external viewpoints makes sure that we keep up with modifications and stay half an action ahead. As the data topic requires to broaden, storytelling abilities take centre stage-because data holds a crucial story, and we remain in the lead of writing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must accept and take advantage of recruitment automation, construct assessment skills, and boost internal movement in 2024. Recruiters require to comprehend their teams’ abilities and capabilities in-depth to build an extensive team’s evaluation photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will become increasingly important as candidates use AI tools to produce increasingly strong CVs.

What will 2024 bring into recruiting?

We will see the number of of these patterns and difficulties mentioned rollover to 2024.

Something is for sure: AI and automation will play an assisting function for employers – personalised interaction, and the human aspect will constantly remain the leading players for both recruiters and candidates.

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 stats and professional predictions from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is readily available on demand 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 teams lean. Recruitment teams and specialists require to discover and review how to provide more with less. Balancing the needs of organization requirements while ensuring personal wellness is important to fight the pervasive obstacle of recruitment burnout in the year ahead. Remember, it is essential that your cup is full also.

The second 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, companies require to be conscious of constructing their brands within out and taking good care of their present workers. Prioritizing the well-being and engagement of current workers ends up being not simply a corporate duty however a strategic vital to reconstruct and fortify rely on the hiring 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 a lot more transparency and utilisation of employer branding. Both go together and are very essential to successfully hiring and maintaining leading skill – specifically as they help build trust amongst candidates and employees.

And there’s a lot data to back this up. For example, LinkedIn’s Employer Brand data state that 75% of job candidates think about a company’s brand before even looking for a task.
In a study of 1,000 employees, Visier found that 90% trust their employer. When asked why, 65% said, “They normally inform me the reality”, 52% stated, “They’re transparent about company policies and practices”, and 38% stated, “They motivate staff members to speak out”.
And data from Deloitte revealed that trusted business outshine their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of interruption from generative AI. We are visiting excellent recruiters utilizing AI to make their jobs much easier and simplify a great deal of their routine, admin-intensive tasks in 2024. We are likewise going to see a lot of lazy recruiters badly utilizing Generative AI tools. We should bear in mind that nobody speaks like ChatGPT, so we can not just regurgitate 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 personal approach.
Pay transparency: being more transparent about pay is gaining a great deal of appeal; companies require 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 offered. So companies who can hire now have the possibility of having extremely top quality individuals who are loyal to them.
DEI in hiring: business stress diversity recruitment and unconscious predisposition.