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 experts to think about how 2023 will enter into the history books and what you can take along with you for 2024.

Unsurprisingly, when we asked our professionals about the most considerable modifications in recruitment in 2023, the words appearing in the word cloud were AI, automation and the modifications in abilities and company branding.

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

The increase of AI and automation in recruitment

The focus on automation has been obvious in the past years, and rightfully so. Recruitment technology is more readily available, accessible and versatile than ever.

This year, AI took a considerable step ahead in recruitment and has been incorporated into recruitment software, including Teamdash.

We just recently celebrated one year of ChatGPT – the infamous AI tool discussed at every supper table this year. ChatGPT and other AI tools are utilized by both employers and candidates, raising concerns about how it impacts the recruitment process and how to keep ethical and human aspects in the decision-making.

At Teamdash, our philosophy has actually always been that the recruiter needs to be at the guiding wheel and in control, and innovation is simply an automobile to get there much faster, much safer and more conveniently. 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 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 recruiters to work smarter, not harder, automate recurring tasks, make it faster and simpler to source prospects, compose task ads, launch employer branding campaigns, and engage with candidates, to name just a few. AI continues to evolve and automate everyday tasks. Recruiters may have the ability to take a lot of recurring things off their plates and focus on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started using multiple AI-powered tools in recruitment, constantly making sure ethical practices, obviously. Learning the needed prompts not just made my task much easier, but also proved extremely fascinating. Embracing ethical AI tools entirely changed my method to recruitment: Automated Resume Screening: quickly matching prospect credentials with job requirements. Chatbot assistance: guides candidates, responses FAQs, and schedules interviews seamlessly.

In 2023, we experienced the development of the requirement to headhunt skills rather than fill the roles of actively applying people. At the same time, the increased flow of applying prospects looked like a positive change, but really, it did more operate in terms of the requirement to respond to everybody, examine each profile’s suitability to the role and send more rejection e-mails.

The efficiency boost that the AI and automation tools offered enabled us to make the procedure much faster and more constant. We attained an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the very same time – an increase in worker 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 ensure the best prospect experience by using automations and AI.

Tools you require for effective recruitment in 2024

Recruiters without up-to-date tools and have a clear drawback compared to the ones who have actually adopted a comprehensive tech stack.

All the experts who responded to our study discussed having a good and modern ATS as the very first essential tool in 2024.

Teamdash is recruitment software application developed by recruiters for recruiters, and we know how frustrating it is working with technology that does not fit your workflows.

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That’s why Teamdash is highly customisable and includes numerous automation possibilities and (AI-powered) tools that make your work simpler – an interview scheduler, a task advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing options, among others. The recruitment control panel gives you a birds-eye introduction of your whole recruitment procedure. The Recruitment Performance tab provides you a visual introduction of necessary recruitment metrics so you can be more strategic in your daily work.

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

Having the right tools helps us adjust to the market changes we experienced in 2023 and be proactive in 2024. Here are some recommendations from our experts:

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 recruiters in 2024, must-have tools consist of sophisticated AI-driven Applicant Tracking Systems, sophisticated candidate assessment software, varied and inclusive task advertising platforms, data analytics tools for skill acquisition insights, and virtual reality interfaces for immersive candidate experiences, stressing efficiency, fairness, and engagement in the recruitment process.

Piret Ulm, Partner Relations Lead at TalentHub

I personally think you will fall too far behind the curve if you do not make AI work for you. There are still too many employers not making the most of technology. You do not need to master them all, however get a great 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 design templates to make everyday tasks much faster.

Rethinking and revamping your company brand to adjust to the modifications

The nature of work and the expectations towards the workplace and company have significantly moved in the previous years. There is likewise a generational change in the workforce – Gen Z is getting in the workforce as a part of the Boomer generation is retiring.

To keep up and surpass these expectations and keep hiring and retaining top talent, employers have to reassess their company brand name 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 best employers get 80% of the applicants. No company wants to miss out on out on employing the best talent.

To become one of the best, transparency is anticipated throughout all stages of the talent method. This means leveraging the right technology and tools to support human competencies and constructing a strong employer brand name based on them.

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

We’ve seen a lot of change throughout 2023.

– Firstly, the demand for the workplace on a flexible basis has actually rebounded. While completely remote and remote-first chances stay dominant among jobseekers, hybrid functions are ending up being progressively popular.

Our Q3 Flexible Working Index (a report which tracks developing trends throughout the flexible jobs market) exposed a sharp shift far from remote work amongst companies – completely remote roles accounted for just 4% of job posts between July and September, on average.

Meanwhile, jobseekers’ demand for remote work stays strong, but our information shows that the more flexibility companies provide staff around working areas, the more popular they are amongst candidates.

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

The traditional Mon-Fri is taking a backseat. More and more business are presenting an alternative technique, 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 actually skyrocketed, 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 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 require to be continuously sharing things with your audience so when recruitment chooses 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 prospects, elevate your employer branding and master recruitment marketing.

Recruiter skillset in 2024

In recent years, we have actually seen a lift in ability- and value-based hiring. Companies are now actively upskilling their present workforce and employing brand-new employees to fill the ability spaces.

This likewise indicates recruiters must adjust their abilities to match the requirements. Recruiters require a mix of exceptional soft skills and hard abilities to be effective in 2024 and beyond. A successful recruiter in 2024 is a fantastic communicator and facilitator who understands how to offer the role and the company, works with data and stats to believe tactically, and adapts quickly to the changes in the market.

Again, proactively working on developing these abilities further and utilizing technology helps stay on top of the recruitment game.

In the previous couple of years, we have seen recruitment ending up being a growing number of tactical and data-driven. HR professionals have actually become the leaders of this shift and the new talent methods.

We more than happy to see that Teamdash users are actively working with the data offered for them in the Recruitment performance tab and have made inspecting it a part of their everyday routine. This has actually helped them discover new ways to enhance the procedure and automate laborious jobs, making more time for activities that produce worth.

The brand-new skillset aligns with the obstacles that 2023 has brought and will continue to 2024.

– We have actually seen an increase in the number of prospects however still have difficulties getting adequate qualified candidates;
– We need to cut or handle recruitment expenses to remain on top of the financial situation in the world;
– For stronger employer brands, we require better interaction across companies, and partnership with hiring managers is particularly crucial.

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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 procedure is as effective and top quality as possible. Recruiting is getting more technical with every year. I ´ d say that an excellent employer needs to stay up to date with the patterns, understand the target group, and know how to connect to them. Also, there has to be a little bit of a salesman in every employer, in a great method.

The most important abilities for an employer in 2024 are:

Business partnering and consultancy abilities. The ability to engage in meaningful conversations and create collaborations with employing managers and stakeholders is critical. We should initially cultivate a wealth of company acumen and abilities within ourselves to truly function as important service partners. It involves comprehending our business objectives, preemptively constructing talent swimming pools, and avoiding last-minute firefighting. Entering 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, employing managers, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven procedures has actually persisted, couple of have actually completely embraced these principles. Predicting what leads us becomes a vital ability amongst TA experts and assists us construct significant collaborations with our stakeholders. The upcoming years signal a tangible shift, employment demanding essential modification when it pertains to time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource planning is ending up being the requirement even before recruitment activities start. Balancing the internal and external viewpoints makes sure that we keep up with modifications and remain half an action ahead. As the data topic needs to expand, storytelling skills take centre stage-because data holds a crucial story, and we remain in the lead of composing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters should accept and take advantage of recruitment automation, construct evaluation skills, and increase internal mobility in 2024. Recruiters require to comprehend their teams’ skills and capabilities in-depth to construct a comprehensive team’s assessment image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

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

What will 2024 bring into recruiting?

We will see the number of of these patterns and challenges discussed rollover to 2024.

One thing is for sure: AI and automation will play a helping function for employers – customised communication, and the human aspect will constantly remain the leading gamers for both employers and candidates.

We are thrilled to see in which instructions AI and technology will take us in 2024.

The end-of-the-year webinar “Key trends and changes in recruitment for 2024” was an insightful session with statistics and skilled 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 numerous skill acquisition groups lean. Recruitment teams and specialists need to learn and reassess how to provide more with less. Balancing the demands of company needs while making sure individual wellness is necessary to combat the pervasive obstacle of recruitment burnout in the year ahead. Remember, it is essential that your cup is complete also.

The second one would be trust. 2023 was well-known for the variety of layoffs, I feel that there is a growing deficit of trust from the prospects side. Therefore, business require to be conscious of developing their genuine company brand names completely and taking good care of their existing employees. Prioritizing the well-being and engagement of current employees ends up being not simply a business responsibility however a tactical necessary to rebuild and strengthen trust in the employing landscape.

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

As mindsets and understanding continue to sway in the ideal direction, I hope 2024 will bring a lot more openness and utilisation of company branding. Both go hand-in-hand and are exceptionally important to successfully working with and keeping top talent – particularly as they assist construct trust amongst candidates and employees.

And there’s a lot data to back this up. For example, LinkedIn’s Employer Brand stats state that 75% of job seekers think about an employer’s brand before even looking for a task.
In a survey of 1,000 employees, Visier discovered that 90% trust their employer. When asked why, 65% said, “They typically inform me the reality”, 52% stated, “They’re transparent about company policies and practices”, and 38% stated, “They encourage employees to speak out”.
And data from Deloitte exposed that relied on companies outperform their peers by up to 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 jobs simpler and improve a great deal of their menial, admin-intensive jobs in 2024. We are likewise going to see a lot of lazy recruiters terribly utilizing Generative AI tools. We need to remember that no one speaks like ChatGPT, so we can not simply throw 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 enhance candidate experience with a more individual technique.
Pay transparency: being more transparent about pay is acquiring a great deal of appeal; business require to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More talent is offered: Due to lots of layoffs and employment instability in the tech sector, there’s more talent readily available. So companies who can work with now have the possibility of having extremely high-quality people who are loyal to them.
DEI in hiring: companies emphasise variety recruitment and unconscious predisposition.