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

Unsurprisingly, when we asked our experts about the most substantial changes 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 study.

The rise of AI and automation in recruitment

The focus on automation has actually appeared in the previous years, and rightfully so. Recruitment technology is more available, accessible and adaptable than ever.

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

We just recently commemorated one year of ChatGPT – the notorious AI tool discussed at every table this year. ChatGPT and other AI tools are utilized by both employers and prospects, raising issues about how it affects the recruitment process and how to preserve ethical and human aspects in the decision-making.

At Teamdash, our approach has always been that the recruiter must be at the steering wheel and in control, and innovation is just a vehicle to get there faster, more secure and more easily. And it ought to bring on and be transparent in the recruitment performance metrics.

AI resembles your co-pilot – you remain in control, giving commands and making the choices.

See Recruitment Automations and AI in action with Teamdash

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 assists employers to work smarter, not harder, automate repeated tasks, make it faster and easier to source candidates, write job ads, launch employer branding campaigns, and engage with candidates, to name simply a couple of. AI continues to progress and automate day-to-day jobs. Recruiters might be able to take a great deal of recurring things off their plates and focus on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started using numerous AI-powered tools in recruitment, constantly ensuring ethical practices, naturally. Learning the needed triggers not only made my job easier, however also showed incredibly interesting. Embracing ethical AI tools entirely changed my approach to recruitment: Automated Resume Screening: prospect qualifications with task requirements. Chatbot support: guides prospects, answers FAQs, and schedules interviews effortlessly.

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

The performance increase that the AI and automation tools supplied enabled us to make the procedure quicker and more constant. We achieved an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the same time – a boost in worker 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 require to make sure the best prospect experience by utilizing automations and AI.

Tools you require for successful recruitment in 2024

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

All the specialists who responded to our survey pointed out having a good and modern-day ATS as the first essential tool in 2024.

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

See Teamdash in action

That’s why Teamdash is highly customisable and consists of different automation possibilities and (AI-powered) tools that make your work much easier – an interview scheduler, a task advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to alternatives, to name a few. The recruitment dashboard gives you a birds-eye summary of your whole recruitment process. The Recruitment Performance tab provides you a visual overview of necessary recruitment metrics so you can be more strategic in your daily work.

We covered picking the right ATS for your needs and business at one of our webinars in 2023. You can enjoy it on demand on Livestorm.

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

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, must-have tools include advanced AI-driven Applicant Tracking Systems, sophisticated prospect evaluation software application, diverse and inclusive task marketing platforms, data analytics tools for talent acquisition insights, and virtual truth user interfaces for immersive candidate experiences, stressing effectiveness, job 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 lots of employers not making the most of technology. You do not have to master them all, but get a good grounding on triggers and recognition as a minimum. AI is as trustworthy 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 jobs much faster.

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

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

To keep up and go beyond these expectations and keep working with and maintaining top talent, employers need to reassess their company 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 company wishes to miss out on working with the finest talent.

To become one of the best, openness is anticipated throughout all stages of the skill technique. This implies leveraging the ideal innovation and tools to support human proficiencies and constructing a strong company brand based on them.

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

We’ve seen a lot of modification throughout 2023.

– Firstly, the demand for the office on a versatile basis has actually made a resurgence. While fully remote and remote-first opportunities stay dominant among jobseekers, hybrid functions are ending up being increasingly popular.

Our Q3 Flexible Working Index (a report which tracks progressing trends across the versatile jobs market) exposed a sharp shift away from remote work among companies – fully remote roles accounted for simply 4% of job posts in between July and September, usually.

Meanwhile, jobseekers’ demand for remote work remains strong, however our information shows that the more versatility business provide personnel around working places, the more popular they are among prospects.

– Secondly, the standard work week has considerably progressed over the previous year.

The classic Mon-Fri is taking a backseat. A growing number of business are presenting an alternative approach, 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 skyrocketed, with approximately 47.4% of Flexa users noting it as their favored method of working during October. During the exact same duration, 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 company brand name whilst recruitment is low is KEY! You need to be constantly sharing things with your audience so when recruitment selects back up you are not basically beginning from scratch. Technology will enable you to really make data-driven decisions whilst being able to track candidates, raise your employer branding and master recruitment marketing.

Recruiter skillset in 2024

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

This likewise means recruiters need to adjust their skills to match the requirements. Recruiters need a mix of outstanding soft skills and tough skills to be successful in 2024 and beyond. An effective employer in 2024 is a fantastic communicator and facilitator who understands how to offer the function and the company, works with data and stats to believe tactically, and adapts rapidly to the changes in the market.

Again, proactively dealing with establishing these skills further and using technology assists stay 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 experts have actually ended up being the leaders of this shift and the new talent strategies.

We more than happy to see that Teamdash users are actively dealing with the data readily available for them in the Recruitment efficiency tab and have made checking it a part of their everyday regimen. This has assisted them discover brand-new methods to improve the process and automate tedious jobs, making more time for activities that develop value.

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

– We have actually seen an increase in the number of candidates however still have troubles getting sufficient qualified candidates;
– We need to cut or manage recruitment costs to remain on top of the economic circumstance worldwide;
– For more powerful company brands, we require much better interaction throughout business, and partnership with hiring managers is particularly important.

Get Started with Teamdash – Free Trial!

Riin Soostar, Senior HR Business Partner at Circle K Eesti

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

The most important abilities for a recruiter in 2024 are:

Business partnering and consultancy abilities. The capability to take part in meaningful discussions and forge collaborations with employing supervisors and stakeholders is vital. We need to first cultivate a wealth of organization acumen and abilities within ourselves to truly function as vital business partners. It includes understanding our company goals, job preemptively developing skill swimming pools, and avoiding last-minute firefighting. Stepping into an intake call with talent market mapping results guides the discussion. It lines up expectations at the right level, making the next actions more enjoyable for ourselves, working with supervisors, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven procedures has continued, couple of have actually totally embraced these concepts. Predicting what’s ahead of us ends up being a crucial ability among TA specialists and helps us build meaningful collaborations with our stakeholders. The approaching years indicate a concrete shift, requiring fundamental change when it pertains to time-based metrics, however not only. Integrating Talent Analytics and Talent Intelligence into resource planning is ending up being the requirement even before recruitment activities begin. Balancing the internal and external point of views makes sure that we keep up with modifications and stay half a step ahead. As the data subject needs to broaden, storytelling skills take centre stage-because information holds a vital story, and we remain in the lead of composing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters need to accept and utilize recruitment automation, build evaluation skills, and increase internal mobility in 2024. Recruiters require to comprehend their teams’ abilities and abilities in-depth to build an extensive team’s assessment photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will become progressively essential as candidates use AI tools to produce progressively strong CVs.

What will 2024 bring into recruiting?

We will see how numerous of these trends and obstacles pointed out rollover to 2024.

Something is for sure: AI and automation will play an assisting function for recruiters – customised communication, and the human element will always stay the leading gamers for both recruiters and candidates.

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 changes 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 offered as needed on Livestorm.

Experience AI-Powered Recruitment

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 find out and reevaluate how to provide more with less. Balancing the needs of service needs while making sure individual wellness is necessary to fight the prevalent obstacle of recruitment burnout in the year ahead. Remember, it is very important that your cup is complete too.

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 candidates side. Therefore, business need to be conscious of developing their genuine company brands completely and taking good care of their existing staff members. Prioritizing the wellness and engagement of existing workers ends up being not simply a corporate duty but a tactical necessary to reconstruct and strengthen rely on the working with landscape.

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

As attitudes and comprehending 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 extremely important to effectively working with and maintaining top skill – especially as they assist develop trust among candidates and employees.

And there’s a lot information to back this up. For example, LinkedIn’s Employer Brand job stats specify that 75% of task seekers consider an employer’s brand before even requesting a job.
In a survey of 1,000 workers, Visier found that 90% trust their employer. When asked why, 65% said, “They normally tell me the truth”, 52% said, “They’re transparent about business policies and practices”, and 38% said, “They encourage staff members to speak up”.
And data from Deloitte revealed that relied on companies outshine 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 going to see good recruiters utilizing AI to make their jobs much easier and improve a great deal of their menial, admin-intensive jobs in 2024. We are likewise going to see a great deal of lazy recruiters terribly using Generative AI tools. We should 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 crucial 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 prospect experience with a more individual approach.
Pay transparency: being more transparent about pay is getting a great deal of appeal; business need to prepare to be able to satisfy the requirements of the European Parliament Pay Transparency Directive.
More skill is readily available: Due to lots of layoffs and instability in the tech sector, there’s more talent readily available. So business who can work with now have the possibility of having really premium individuals who are loyal to them.
DEI in hiring: business stress variety recruitment and unconscious predisposition.