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 go into the history books and what you can bring with you for 2024.

Unsurprisingly, when we asked our specialists about the most considerable modifications in recruitment in 2023, the words appearing 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 say in the 2023 Teamdash study.

The increase of AI and automation in recruitment

The concentrate on automation has been apparent in the past years, and rightfully so. Recruitment innovation is more readily available, available and adaptable than ever.

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

We recently commemorated one year of ChatGPT – the infamous AI tool mentioned at every supper table this year. ChatGPT and other AI tools are used by both employers and prospects, raising concerns about how it impacts the recruitment process and how to maintain ethical and human consider the decision-making.

At Teamdash, our philosophy has always been that the employer must be at the steering wheel and in control, and technology is simply an automobile to get there much faster, more secure and more comfortably. And referall.us it must bring on and be transparent in the recruitment performance metrics.

AI is like your co-pilot – you’re in control, providing 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 fairly early adopter of Artificial Intelligence. AI assists recruiters to work smarter, not harder, automate recurring jobs, make it faster and much easier to source prospects, write job ads, launch employer branding projects, and engage with prospects, to name just a few. AI continues to progress and automate everyday tasks. Recruiters might have the ability to take a great deal of repeated things off their plates and focus on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began utilizing several AI-powered tools in recruitment, constantly making sure ethical practices, naturally. Learning the essential triggers not only made my task much easier, but likewise proved incredibly remarkable. Embracing ethical AI tools entirely changed my approach to recruitment: Automated Resume Screening: swiftly matching candidate certifications with job requirements. Chatbot help: guides prospects, answers FAQs, and schedules interviews perfectly.

In 2023, we experienced the development of the requirement to headhunt talents instead of fill the roles of actively using individuals. At the same time, the increased circulation of applying prospects appeared like a positive modification, however actually, it did more work in terms of the need to respond to everybody, assess each profile’s suitability to the role and send more rejection e-mails.

The performance boost that the AI and automation tools provided allowed us to make the procedure much faster and more consistent. We accomplished an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the exact same time – a boost 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 working with rates, you need to ensure the very best prospect experience by utilizing automations and AI.

Tools you need for successful recruitment in 2024

Recruiters without current tools and software application have a clear downside compared to the ones who have adopted a detailed tech stack.

All the experts who reacted to our survey pointed out having a good and modern ATS as the very first essential tool in 2024.

Teamdash is recruitment software built by recruiters 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 adremcareers.com consists of numerous automation possibilities and (AI-powered) tools that make your work much easier – an interview scheduler, a job advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to options, among others. The recruitment control panel provides you a birds-eye introduction of your entire recruitment process. The Recruitment Performance tab gives you a visual overview of essential 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 watch it as needed on Livestorm.

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

My essential tools are Good ATS, Chat GPT (or comparable), and LinkedIn.

Jane Pettit, Business Growth Coach and Recruitment Team Trainer at Centred Excellence

For employers in 2024, essential tools include sophisticated AI-driven Applicant Tracking Systems, advanced candidate assessment software, diverse and inclusive job advertising platforms, information analytics tools for skill acquisition insights, and virtual reality user interfaces for immersive prospect experiences, emphasising effectiveness, 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 a lot of employers not maximizing technology. You do not have to master them all, but get an excellent grounding on prompts and validation 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 day-to-day tasks much faster.

Rethinking and revamping your company brand name to adapt to the changes

The nature of work and the expectations towards the work environment and employer have actually significantly shifted in the previous years. There is also a generational modification in the workforce – Gen Z is entering the labor force as a part of the Boomer generation is retiring.

To keep up and go beyond these expectations and keep working with and maintaining top skill, companies need to reassess their company 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 best employers get 80% of the applicants. No company wishes to lose out on hiring the finest talent.

To become one of the finest, openness is expected throughout all stages of the skill strategy. This means leveraging the best innovation and tools to support human competencies and developing a brand name based upon them.

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

We’ve seen a great deal of modification throughout 2023.

– Firstly, the demand for the workplace on a versatile basis has made a comeback. While fully remote and remote-first chances stay dominant amongst jobseekers, hybrid roles are ending up being increasingly popular.

Our Q3 Flexible Working Index (a report which tracks developing trends across the flexible jobs market) revealed a sharp shift far from remote work amongst employers – totally remote functions accounted for simply 4% of task posts in between July and September, typically.

Meanwhile, jobseekers’ demand for remote work stays strong, however our information shows that the more versatility companies provide staff around working locations, the more popular they are amongst prospects.

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

The traditional Mon-Fri is taking a backseat. More and more companies are introducing an alternative technique, which 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 approximately 47.4% of Flexa users listing it as their favored method of working during October. During the very same duration, 37.5% picked the 4.5-day week as their choice, and 14.1% specified 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 really make data-driven decisions whilst being able to track prospects, raise your employer branding and master recruitment marketing.

Recruiter skillset in 2024

Over the last few years, we have actually seen a lift in skill- and value-based hiring. Companies are now actively upskilling their existing labor force and hiring brand-new workers to fill the skill spaces.

This also indicates recruiters should adapt their abilities to match the requirements. Recruiters require a mix of outstanding soft abilities and tough abilities to be successful in 2024 and beyond. An effective employer in 2024 is a great communicator and facilitator who understands how to offer the function and the company, works with data and statistics to believe strategically, and adapts rapidly to the modifications in the market.

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

In the past couple of years, we have seen recruitment ending up being a growing number of strategic and data-driven. HR professionals have ended up being the leaders of this shift and somalibidders.com the brand-new skill strategies.

We’re happy to see that Teamdash users are actively dealing with the data offered for them in the Recruitment efficiency tab and have made examining it a part of their daily regimen. This has actually helped them find brand-new methods to streamline the process and automate laborious jobs, making more time for activities that create value.

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

– We have actually seen a boost in the variety of prospects but still have problems getting adequate qualified candidates;
– We require to cut or handle recruitment expenses to stay on top of the financial situation on the planet;
– For more powerful employer brands, we need much better interaction throughout companies, and cooperation with hiring supervisors is specifically 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 top quality as possible. Recruiting is getting more technical with every year. I ´ d say that a good recruiter needs to keep up with the patterns, know the target group, and know how to connect to them. Also, there needs to be a bit of a salesperson in every recruiter, in an excellent way.

The most essential abilities for a recruiter in 2024 are:

Business partnering and consultancy skills. The capability to participate in significant conversations and create collaborations with employing managers and stakeholders is paramount. We must initially cultivate a wealth of business acumen and skills within ourselves to genuinely function as indispensable service partners. It includes comprehending our business objectives, preemptively building talent swimming pools, and preventing last-minute firefighting. Stepping into a consumption call with talent market mapping results guides the discussion. It aligns expectations at the ideal level, making the next steps more enjoyable for ourselves, employing managers, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has continued, few have totally welcomed these principles. Predicting what’s ahead of us becomes a crucial skill amongst TA specialists and assists us build meaningful partnerships with our stakeholders. The approaching years signify a tangible shift, requiring essential modification when it concerns time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource preparation is becoming the standard even before recruitment activities commence. Balancing the internal and external perspectives makes sure that we keep up with changes and remain half an action ahead. As the information subject needs to broaden, storytelling skills take centre stage-because information holds a crucial story, and we are in the lead of composing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters need to embrace and take advantage of recruitment automation, construct assessment skills, and boost internal movement in 2024. Recruiters need to understand their teams’ abilities and abilities in-depth to build a thorough group’s assessment image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will become significantly important as candidates utilize AI tools to develop progressively strong CVs.

What will 2024 bring into recruiting?

We will see how many of these patterns and obstacles mentioned rollover to 2024.

One thing is for sure: AI and automation will play an assisting function for employers – customised interaction, and the human factor will always stay the leading players 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 trends and modifications in recruitment for 2024” was an informative session with data and expert forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is available 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 professionals require to discover and reassess how to provide more with less. Balancing the demands of company needs while making sure individual wellness is necessary to fight the pervasive obstacle of recruitment burnout in the year ahead. Remember, it is necessary that your cup is full too.

The 2nd one would be trust. 2023 was infamous for the number of layoffs, I feel that there is a growing deficit of trust from the prospects side. Therefore, business require to be mindful of developing their genuine company brands completely and taking excellent care of their current employees. Prioritizing the well-being and engagement of present staff members ends up being not simply a corporate responsibility however a strategic imperative to restore and strengthen trust in the hiring landscape.

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

As mindsets and understanding continue to sway in the right instructions, I hope 2024 will bring far more openness and utilisation of company branding. Both go hand-in-hand and are very essential to effectively employing and retaining top skill – especially as they assist build trust amongst candidates and staff members.

And there’s so much information to back this up. For instance, LinkedIn’s Employer Brand statistics state that 75% of task seekers think about a company’s brand name before even making an application for a task.
In a study of 1,000 employees, Visier discovered that 90% trust their employer. When asked why, 65% said, “They normally inform me the reality”, 52% said, “They’re transparent about company policies and practices”, and 38% said, “They motivate employees to speak out”.
And information from Deloitte revealed that trusted companies outperform 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 excellent employers using AI to make their jobs easier and enhance a great deal of their routine, admin-intensive jobs in 2024. We are also going to see a great deal of lazy recruiters terribly utilizing Generative AI tools. We need to remember that nobody speaks like ChatGPT, so we can not just regurgitate 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 jobs and improve candidate experience with a more personal approach.
Pay transparency: being more transparent about pay is acquiring a great deal of appeal; companies need to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More skill is readily available: Due to great deals of layoffs and instability in the tech sector, there’s more talent offered. So business who can work with now have the possibility of having really premium individuals who are faithful to them.
DEI in hiring: business stress variety recruitment and unconscious bias.