Recruitment Trends in 2025 – Predictions From 15 Experts

We are approaching completion 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 bring with you for 2024.

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

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

The rise of AI and automation in recruitment

The concentrate on automation has appeared in the past years, and truly so. Recruitment innovation is more offered, available and adaptable than ever.

This year, AI took a significant action ahead in recruitment and has been included into recruitment software, including Teamdash.

We recently commemorated one year of ChatGPT – the notorious AI tool pointed out at every dinner table this year. ChatGPT and other AI tools are used by both employers and prospects, raising issues about how it affects the recruitment procedure and how to keep ethical and human aspects in the decision-making.

At Teamdash, our philosophy has actually always been that the recruiter ought to be at the steering wheel and in control, and innovation is simply a lorry to get there quicker, safer and more comfortably. And it should bring on and be transparent in the recruitment efficiency metrics.

AI is like your co-pilot – you’re 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 actually been a fairly early adopter of Artificial Intelligence. AI helps recruiters to work smarter, not harder, automate repeated jobs, make it faster and easier to source prospects, compose task advertisements, launch company branding projects, and engage with candidates, to call just a few. AI continues to develop and automate day-to-day tasks. might have the ability to take a great deal of repetitive things off their plates and focus on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started utilizing multiple AI-powered tools in recruitment, always ensuring ethical practices, of course. Learning the required triggers not only made my job much easier, but likewise proved extremely interesting. Embracing ethical AI tools totally transformed my technique to recruitment: Automated Resume Screening: promptly matching candidate certifications with task requirements. Chatbot help: guides prospects, responses FAQs, and schedules interviews perfectly.

In 2023, we experienced the growth of the requirement to headhunt skills instead of fill the functions of actively using people. At the very same time, the increased flow of applying prospects appeared like a positive modification, however really, it did more operate in regards to the need to respond to everybody, assess each profile’s viability to the role and send out more rejection e-mails.

The performance boost that the AI and automation tools supplied allowed us to make the procedure quicker and more consistent. We achieved an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the same time – an increase in worker NPS.

Lauryna Gireniene, Head of Talent Acquisition at Nord Security

In 2023 our hiring rate from candidates increased by 25% – to increase hiring rates, you need to ensure the best prospect experience by utilizing automations and AI.

Tools you require for effective recruitment in 2024

Recruiters without updated tools and software application have a clear disadvantage compared to the ones who have actually adopted a detailed tech stack.

All the specialists who responded to our study mentioned having an excellent and modern ATS as the very first essential tool in 2024.

Teamdash is recruitment software application developed by employers for employers, and we understand how irritating it is working with innovation 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 much easier – an interview scheduler, a job ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to choices, among others. The recruitment dashboard offers you a birds-eye summary of your whole recruitment process. The Recruitment Performance tab offers you a visual introduction of important recruitment metrics so you can be more strategic in your daily work.

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

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

My essential tools are Good ATS, 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 include sophisticated AI-driven Applicant Tracking Systems, sophisticated prospect evaluation software, varied and inclusive job advertising platforms, information analytics tools for talent acquisition insights, and virtual truth interfaces for immersive prospect experiences, stressing performance, fairness, and engagement in the recruitment process.

Piret Ulm, employment 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 a lot of recruiters not maximizing innovation. You do not need to master them all, but get a great grounding on triggers and recognition as a minimum. AI is as reputable 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 daily tasks faster.

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

The nature of work and the expectations towards the workplace and company have actually substantially moved in the past years. There is also a generational change in the labor force – 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 hiring and keeping leading talent, employers have to reassess their employer brand 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 finest companies get 80% of the candidates. No employer desires to miss out on employing the very best talent.

To turn into one of the very best, openness is expected throughout all stages of the talent method. This indicates leveraging the right innovation and tools to support human competencies and building a strong company brand name based on them.

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

We’ve seen a lot of change throughout 2023.

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

Our Q3 Flexible Working Index (a report which tracks developing patterns across the flexible tasks market) exposed a sharp shift far from remote work among companies – completely remote functions accounted for just 4% of task posts in between July and September, typically.

Meanwhile, jobseekers’ need for remote work stays strong, however our information reveals that the more versatility companies provide staff around working places, the more popular they are amongst candidates.

– Secondly, the traditional work week has significantly evolved over the previous year.

The traditional Mon-Fri is taking a backseat. More and more companies are introducing 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 skyrocketed, employment with approximately 47.4% of Flexa users noting it as their preferred method of working throughout October. During the same period, 37.5% picked the 4.5-day week as their preference, and 14.1% mentioned the 9-day fortnight was theirs.

Kayleigh Little, Recruitment Automation Expert at Teamdash

Maintaining your employer brand name whilst recruitment is low is KEY! You need 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 allow you to really make data-driven choices whilst being able to track candidates, raise your company branding and master recruitment marketing.

Recruiter skillset in 2024

In the last few years, we have seen a lift in ability- and value-based hiring. Companies are now actively upskilling their current workforce and hiring brand-new workers to fill the skill spaces.

This likewise implies employers should adjust their skills to match the requirements. Recruiters need a mix of excellent soft abilities and hard abilities to be effective in 2024 and beyond. A successful employer in 2024 is a great communicator and facilitator who understands how to offer the role and the business, deals with data and stats to believe strategically, and adapts quickly to the changes in the market.

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

In the previous few years, we have seen recruitment ending up being more and more tactical and data-driven. HR professionals have ended up being the leaders of this shift and the brand-new skill techniques.

We’re delighted to see that Teamdash users are actively working with the information available for them in the Recruitment efficiency tab and have actually made checking it a part of their day-to-day regimen. This has assisted them discover brand-new methods to enhance the process and employment automate laborious jobs, making more time for activities that create value.

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

– We have seen an increase in the variety of prospects however still have problems getting sufficient qualified candidates;
– We need to cut or manage recruitment costs to remain on top of the economic situation worldwide;
– For more powerful company brands, we need better communication across business, and cooperation with hiring supervisors is especially essential.

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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 high-quality as possible. Recruiting is getting more technical with every year. I ´ d state that a good recruiter must keep up with the patterns, know the target group, and understand how to reach out to them. Also, there needs to be a bit of a salesperson in every recruiter, in an excellent way.

The most important skills for a recruiter in 2024 are:

Business partnering and consultancy abilities. The capability to engage in meaningful discussions and create collaborations with hiring supervisors and stakeholders is vital. We must initially cultivate a wealth of company acumen and skills within ourselves to truly function as important company partners. It involves understanding our organization objectives, preemptively constructing talent swimming pools, and employment preventing last-minute firefighting. Stepping into a consumption call with talent market mapping results guides the conversation. It aligns expectations at the best level, making the next steps more satisfying for ourselves, employing managers, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven procedures has continued, couple of have wholeheartedly welcomed these concepts. Predicting what leads us becomes an important ability amongst TA experts and assists us construct meaningful partnerships with our stakeholders. The approaching years signal a tangible shift, demanding essential change when it comes to time-based metrics, however not only. Integrating Talent Analytics and Talent Intelligence into resource planning is becoming the standard even before recruitment activities start. Balancing the internal and external point of views guarantees that we keep up with changes and stay half an action ahead. As the information topic needs to expand, storytelling skills take centre stage-because information holds a vital story, and we are in the lead of writing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must welcome and utilize recruitment automation, develop assessment abilities, and boost internal mobility in 2024. Recruiters need to understand their teams’ skills and capabilities in-depth to build a comprehensive group’s assessment picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will become progressively crucial as prospects utilize AI tools to produce increasingly strong CVs.

What will 2024 bring into recruiting?

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

One thing is for sure: employment AI and automation will play an assisting function for recruiters – customised communication, and the human aspect will constantly remain the leading gamers for both recruiters and prospects.

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

The end-of-the-year webinar „Key patterns and changes in recruitment for 2024” was an informative session with stats and professional forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is readily available on demand employment 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 groups and professionals require to learn and reevaluate how to deliver more with less. Balancing the needs of business needs while making sure personal wellness is vital to fight the prevalent obstacle of recruitment burnout in the year ahead. Remember, it is necessary that your cup is complete as well.

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 mindful of constructing their genuine employer brand names inside out and taking good care of their present workers. Prioritizing the wellness and engagement of current workers becomes not just a corporate duty but a strategic essential to restore 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 direction, I hope 2024 will bring far more openness and utilisation of company branding. Both go together and are very crucial to effectively employing and keeping top skill – especially as they help build trust amongst candidates and workers.

And there’s so much data to back this up. For instance, LinkedIn’s Employer Brand statistics mention that 75% of job applicants think about an employer’s brand before even applying for a task.
In a study of 1,000 employees, Visier discovered that 90% trust their company. When asked why, 65% said, „They normally tell me the truth”, 52% stated, „They’re transparent about company policies and practices”, and 38% said, „They encourage employees to speak out”.
And data from Deloitte revealed that relied on companies outshine their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of disruption from generative AI. We are visiting good employers utilizing AI to make their tasks easier and streamline a great deal of their menial, admin-intensive jobs in 2024. We are also visiting a great deal of lazy recruiters severely utilizing Generative AI tools. We should keep in mind that nobody speaks like ChatGPT, so we can not just regurgitate content and pass it off as our own. Personalisation will be essential for us to remain 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 method.
Pay openness: being more transparent about pay is acquiring a lot of popularity; business need to prepare to be able to satisfy 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 skill readily available. So business who can employ now have the possibility of having very top quality people who are loyal to them.
DEI in hiring: business stress variety recruitment and unconscious predisposition.