Recruitment Trends in 2025 – Predictions From 15 Experts

We are approaching the end of another hectic and ever-changing recruitment year.

We asked 15 recruitment market professionals to think of 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 company branding.

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

The rise of AI and automation in recruitment

The focus on automation has been apparent in the previous years, and rightfully so. Recruitment technology is more available, available and versatile than ever.

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

We recently commemorated one year of ChatGPT – the notorious AI tool pointed out at every supper table this year. ChatGPT and other AI tools are used by both recruiters and candidates, raising issues about how it affects the recruitment procedure and how to maintain ethical and human consider the decision-making.

At Teamdash, our approach has always been that the recruiter must be at the guiding wheel and in control, and technology is just a lorry to arrive much faster, safer and more easily. And it ought to bring on and be transparent in the recruitment performance metrics.

AI resembles your co-pilot – you’re in control, offering commands and making the choices.

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Renita Käsper, Global Director of Talent Acquisition and Employer Branding at HRS Group

Talent acquisition and recruitment has been a relatively early adopter of Expert system. AI assists recruiters to work smarter, not harder, automate recurring tasks, make it faster and simpler to source candidates, write task ads, launch company branding campaigns, and engage with candidates, to call just a couple of. AI continues to develop and automate daily jobs. Recruiters may be able 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 began using several AI-powered tools in recruitment, always guaranteeing ethical practices, obviously. Learning the needed triggers not just made my job much easier, however likewise showed exceptionally fascinating. Embracing ethical AI tools entirely changed my approach to recruitment: Automated Resume Screening: quickly matching candidate qualifications with job requirements. Chatbot help: guides prospects, employment answers FAQs, and schedules interviews effortlessly.

In 2023, we experienced the growth of the need to headhunt skills instead of fill the functions of actively using people. At the same time, the increased circulation of using candidates appeared like a positive change, but in fact, it did more operate in regards to the requirement to respond to everybody, evaluate each profile’s suitability to the function and send more rejection emails.

The performance increase that the AI and automation tools supplied allowed us to make the procedure faster and more consistent. We attained an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, employment at the exact 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 hiring rates, you need to guarantee the best candidate experience by using automations and AI.

Tools you need for successful recruitment in 2024

Recruiters without up-to-date tools and software have a clear disadvantage compared to the ones who have embraced a detailed tech stack.

All the specialists who reacted to our survey pointed out having a good and contemporary ATS as the first must-have tool in 2024.

Teamdash is recruitment software developed by employers for recruiters, and we know how irritating it is working with innovation that does not fit your workflows.

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That’s why Teamdash is extremely customisable and consists of different automation possibilities and (AI-powered) tools that make your work easier – an interview scheduler, a task advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to alternatives, among others. The recruitment control panel gives you a birds-eye summary of your entire recruitment . The Recruitment Performance tab gives you a visual summary of vital recruitment metrics so you can be more strategic in your daily work.

We covered selecting the ideal ATS for your needs and business at one of our webinars in 2023. You can see it on need on Livestorm.

Having the right tools helps us adjust to the market modifications we saw in 2023 and be proactive in 2024. Here are some suggestions from our specialists:

My must-have 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 consist of innovative AI-driven Applicant Tracking Systems, advanced candidate assessment software application, diverse and inclusive task advertising platforms, data analytics tools for skill acquisition insights, and virtual truth interfaces for immersive prospect experiences, emphasising efficiency, 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 too many recruiters not making the most of innovation. You do not need to master them all, however get an excellent grounding on prompts and recognition as a minimum. AI is as reliable 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 everyday tasks quicker.

Rethinking and redesigning your employer brand name to adapt to the changes

The nature of work and the expectations towards the office and employer have considerably shifted in the past years. There is also a generational change in the workforce – Gen Z is getting in the labor force as a part of the Boomer generation is retiring.

To keep up and exceed these expectations and keep employing and maintaining leading skill, employers need to reassess 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 best employers get 80% of the applicants. No employer wants to lose out on employing the very best talent.

To end up being one of the finest, openness is anticipated throughout all stages of the talent strategy. This implies leveraging the right innovation and tools to support human proficiencies and developing a strong employer brand based upon them.

Diversity (DEI), versatility, transparency and the rise of relatable organisations are the keywords in focus for company brands in 2024.

We have actually seen a great deal of change throughout 2023.

– Firstly, the demand for the office on a flexible basis has picked up. While fully remote and remote-first opportunities stay dominant among jobseekers, hybrid roles are ending up being significantly popular.

Our Q3 Flexible Working Index (a report which tracks evolving patterns across the flexible jobs market) exposed a sharp shift away from remote work among companies – fully remote roles represented just 4% of job posts in between July and September, usually.

Meanwhile, jobseekers’ need for remote work stays strong, but our information shows that the more versatility business provide personnel around working locations, the more popular they are amongst candidates.

– Secondly, the traditional work week has substantially developed over the previous year.

The classic Mon-Fri is taking a rear seat. More and more business are introducing 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 increased, with an average of 47.4% of Flexa users noting it as their favored way of working throughout October. During the very same period, 37.5% chosen the 4.5-day week as their choice, and 14.1% stated 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 continuously 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 truly make data-driven decisions whilst being able to track candidates, raise your company 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 existing workforce and working with brand-new staff members to fill the skill gaps.

This also means employers need to adjust their skills to match the requirements. Recruiters require a mix of exceptional soft skills and hard abilities to be successful in 2024 and beyond. A successful employer in 2024 is a great communicator and facilitator who knows how to offer the function and the business, deals with data and data to believe strategically, and adapts rapidly to the changes in the market.

Again, proactively dealing with establishing these skills further and utilizing innovation helps remain on top of the recruitment game.

In the past few years, we have actually seen recruitment ending up being a growing number of strategic and data-driven. HR experts have become the leaders of this shift and the new talent strategies.

We’re pleased to see that Teamdash users are actively dealing with the information offered for them in the Recruitment performance tab and have made checking it a part of their day-to-day routine. This has helped them discover new ways to streamline the procedure and automate tiresome tasks, making more time for activities that produce worth.

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

– We have seen a boost in the number of candidates however still have problems getting adequate certified prospects;
– We need to cut or manage recruitment expenses to stay on top of the economic scenario on the planet;
– For stronger employer brand names, we need much better interaction throughout business, and partnership with hiring managers is specifically important.

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Riin Soostar, Senior HR Business Partner at Circle K Eesti

It is necessary to automate as much administrative work as possible so the recruitment procedure is as effective and premium as possible. Recruiting is getting more technical with every year. I ´ d say that a good recruiter needs to keep up with the patterns, understand the target group, and know how to reach out to them. Also, there has to be a bit of a salesperson in every employer, in a great way.

The most crucial abilities for a recruiter in 2024 are:

Business partnering and consultancy abilities. The capability to participate in meaningful conversations and forge partnerships with working with supervisors and stakeholders is paramount. We should initially cultivate a wealth of business acumen and abilities within ourselves to genuinely work as indispensable organization partners. It involves understanding our company objectives, preemptively constructing skill swimming pools, and avoiding last-minute firefighting. Entering a consumption call with talent market mapping results guides the conversation. It aligns expectations at the right level, making the next actions more pleasurable for ourselves, hiring supervisors, and prospects.
Data-fueled procedures and decision-making: employment While the discourse around data-driven procedures has actually continued, couple of have totally accepted these concepts. Predicting what leads us ends up being an essential skill amongst TA specialists and helps us construct significant partnerships with our stakeholders. The upcoming years indicate a tangible shift, requiring essential modification when it pertains to time-based metrics, but not only. Integrating Talent Analytics and Talent Intelligence into resource planning is becoming the standard even before recruitment activities commence. Balancing the internal and external perspectives ensures that we keep up with modifications and remain half a step ahead. As the information topic requires to expand, storytelling abilities take centre stage-because data holds an important story, and we are in the lead of composing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters should welcome and leverage recruitment automation, construct assessment skills, and boost internal movement in 2024. Recruiters require to comprehend their groups’ skills and abilities in-depth to develop a thorough group’s evaluation image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will end up being significantly important as candidates use AI tools to produce progressively strong CVs.

What will 2024 bring into recruiting?

We will see the number of of these patterns and challenges pointed out carry over to 2024.

Something is for sure: AI and automation will play a helping role for recruiters – customised communication, and the human factor will constantly remain the leading gamers for both employers and prospects.

We are delighted to see in which instructions AI and technology 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 predictions from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is readily available on need on Livestorm.

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Piret Luts, Global Head of Talent Analytics, Sourcing & Research at Nortal AS

2023 has left lots of skill acquisition groups lean. Recruitment teams and experts need to discover and review how to provide more with less. Balancing the demands of business needs while guaranteeing individual wellness is necessary to combat the prevalent obstacle of recruitment burnout in the year ahead. Remember, it’s important that your cup is full too.

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 prospects side. Therefore, business need to be conscious of building their genuine company brand names inside out and taking great care of their present staff members. Prioritizing the wellness and engagement of current staff members becomes not simply a business obligation but a tactical vital to rebuild and fortify rely on the hiring landscape.

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

As attitudes and understanding continue to sway in the right instructions, I hope 2024 will bring much more transparency and utilisation of employer branding. Both go hand-in-hand and are exceptionally essential to effectively working with and keeping leading skill – particularly as they help build trust among prospects and staff members.

And there’s a lot information to back this up. For instance, LinkedIn’s Employer Brand statistics specify that 75% of task candidates think about a company’s brand name before even applying for a job.
In a survey of 1,000 workers, Visier found that 90% trust their employer. When asked why, 65% stated, “They normally tell me the reality”, 52% stated, “They’re transparent about business policies and practices”, and 38% stated, “They encourage employees to speak out”.
And information from Deloitte revealed that trusted companies surpass their peers by as much as 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of disruption from generative AI. We are going to see great recruiters utilizing AI to make their jobs simpler and simplify a lot of their menial, admin-intensive jobs in 2024. We are also going to see a lot of lazy recruiters terribly using 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 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 improve candidate experience with a more personal technique.
Pay openness: being more transparent about pay is gaining a great deal of popularity; companies require to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More skill is offered: Due to great deals of layoffs and instability in the tech sector, there’s more talent available. So business who can hire now have the possibility of having really top quality individuals who are faithful to them.
DEI in hiring: business emphasise diversity recruitment and unconscious bias.