Recruitment Trends in 2025 – Predictions From 15 Experts
We are approaching completion of another busy and ever-changing recruitment year.
We asked 15 recruitment industry experts 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 specialists about the most considerable changes in recruitment in 2023, the words turning up in the word cloud were AI, automation and the changes in abilities and employer branding.
Let’s dive into what 15 recruitment specialists needed to state in the 2023 Teamdash survey.
The increase of AI and automation in recruitment
The focus on automation has appeared in the past years, and rightfully so. Recruitment technology is more offered, available and versatile than ever.
This year, AI took a substantial step ahead in recruitment and has been integrated into recruitment software application, consisting of Teamdash.
We just recently celebrated one year of ChatGPT – the notorious AI tool pointed out at every table this year. ChatGPT and other AI tools are used by both recruiters and candidates, raising issues about how it impacts the recruitment process and how to maintain ethical and human consider the decision-making.
At Teamdash, our philosophy has constantly been that the employer ought to be at the guiding wheel and in control, and innovation is simply a car to get there quicker, safer and more easily. And it must carry on and be transparent in the recruitment efficiency metrics.
AI is like your co-pilot – you’re in control, offering commands and making the decisions.
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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 Expert system. AI helps employers to work smarter, not harder, automate recurring jobs, make it faster and simpler to source prospects, compose job advertisements, launch employer branding projects, and engage with candidates, to call simply a couple of. AI continues to progress and tasks. Recruiters may have the ability to take a great deal of recurring things off their plates and concentrate on the more human aspects of recruiting.
Keter Luhaorg, Recruitment Partner at Euronics
I started using numerous AI-powered tools in recruitment, always making sure ethical practices, of course. Learning the essential prompts not only made my task easier, but also showed exceptionally fascinating. Embracing ethical AI tools completely transformed my method to recruitment: Automated Resume Screening: quickly matching prospect qualifications with task requirements. Chatbot support: guides prospects, responses FAQs, and schedules interviews effortlessly.
In 2023, we experienced the development of the need to headhunt talents instead of fill the functions of actively applying individuals. At the exact same time, the increased circulation of using prospects appeared like a positive modification, however in fact, it did more work in terms of the requirement to respond to everybody, evaluate each profile’s suitability to the function and send more rejection e-mails.
The performance increase that the AI and automation tools supplied enabled us to make the procedure much faster and more consistent. We attained an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the exact same time – an increase 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 hiring rates, you require to make sure the best candidate experience by utilizing automations and AI.
Tools you need for successful recruitment in 2024
Recruiters without updated tools and software have a clear downside compared to the ones who have actually adopted a comprehensive tech stack.
All the professionals who reacted to our survey pointed out having an excellent and modern ATS as the first must-have tool in 2024.
Teamdash is recruitment software constructed by employers for employers, and we understand how annoying it is dealing with technology that doesn’t fit your workflows.
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That’s why Teamdash is extremely customisable and includes 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 speaking with alternatives, to call a couple of. The recruitment control panel gives you a birds-eye summary of your entire recruitment process. The Recruitment Performance tab gives you a visual introduction of vital recruitment metrics so you can be more tactical in your everyday work.
We covered picking the best 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 helps us adjust to the market changes we witnessed in 2023 and be proactive in 2024. Here are some suggestions from our experts:
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 include advanced AI-driven Applicant Tracking Systems, advanced prospect evaluation software application, employment diverse and inclusive job marketing platforms, data analytics tools for talent acquisition insights, and virtual truth user interfaces for immersive candidate experiences, stressing efficiency, fairness, and employment 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 numerous recruiters not making the most of technology. You do not need to master them all, but get a good grounding on triggers and recognition as a minimum. AI is as trustworthy 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 templates to make daily jobs faster.
Rethinking and revamping your employer brand to adapt to the modifications
The nature of work and the expectations towards the workplace and company have actually considerably moved in the past years. There is likewise 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 maintain and exceed these expectations and keep employing and retaining leading skill, employers need to reassess their company brand name and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto principle uses in their user base – 20% of the finest employers get 80% of the applicants. No employer wishes to lose out on employing the very best talent.
To end up being one of the very best, openness is anticipated throughout all stages of the talent strategy. This indicates leveraging the ideal innovation and tools to support human proficiencies and building a strong company brand based upon them.
Diversity (DEI), versatility, openness and the rise 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 made a return. While completely remote and remote-first chances remain dominant among jobseekers, hybrid functions are becoming significantly popular.
Our Q3 Flexible Working Index (a report which tracks progressing trends across the flexible tasks market) revealed a sharp shift away from remote work amongst employers – totally remote functions represented just 4% of job posts in between July and September, typically.
Meanwhile, jobseekers’ need for remote work stays strong, however our information shows that the more flexibility business use staff around working locations, the more popular they are amongst prospects.
– Secondly, the traditional work week has significantly progressed over the past year.
The classic Mon-Fri is taking a backseat. A growing number of companies 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 actually escalated, with approximately 47.4% of Flexa users noting it as their favored method of working throughout October. During the exact same period, 37.5% selected the 4.5-day week as their preference, and 14.1% specified 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 constantly sharing things with your audience so when recruitment picks back up you are not basically beginning from scratch. Technology will allow you to genuinely make data-driven choices whilst having the ability to track prospects, raise your employer branding and master recruitment marketing.
Recruiter skillset in 2024
In recent years, we have seen a lift in ability- and value-based hiring. Companies are now actively upskilling their present workforce and working with brand-new workers to fill the ability spaces.
This likewise indicates recruiters need to adjust their abilities to match the requirements. Recruiters need a mix of exceptional soft skills and tough skills to be successful in 2024 and beyond. An effective employer in 2024 is a fantastic communicator and facilitator who knows how to sell the role and the company, deals with information and stats to believe tactically, and adapts quickly to the modifications in the market.
Again, proactively dealing with developing these abilities even more and using innovation helps remain on top of the recruitment game.
In the past few years, we have seen recruitment becoming a growing number of strategic and data-driven. HR professionals have actually become the leaders of this shift and the new talent methods.
We’re happy 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 daily routine. This has assisted them discover brand-new methods to streamline the process and automate tedious tasks, making more time for activities that create worth.
The brand-new skillset aligns with the difficulties that 2023 has actually brought and will carry on to 2024.
– We have actually seen a boost in the number of prospects but still have problems getting adequate certified prospects;
– We need to cut or manage recruitment costs to remain on top of the economic situation in the world;
– For stronger company brands, we need better communication throughout companies, and collaboration with working with managers is particularly important.
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Riin Soostar, Senior HR Business Partner at Circle K Eesti
It is very important to automate as much administrative work as possible so the recruitment procedure is as efficient and top quality as possible. Recruiting is getting more technical with every year. I ´ d say that a good recruiter should keep up with the patterns, know the target group, and understand how to connect to them. Also, there has to be a little a salesperson in every recruiter, in a great way.
The most crucial abilities for an employer in 2024 are:
Business partnering and consultancy skills. The capability to participate in meaningful discussions and forge partnerships with working with managers and stakeholders is paramount. We must first cultivate a wealth of business acumen and abilities within ourselves to genuinely work as indispensable business partners. It includes understanding our business objectives, preemptively building skill swimming pools, and preventing last-minute firefighting. Entering a consumption call with talent market mapping results guides the conversation. It lines up expectations at the right level, making the next steps more enjoyable for ourselves, employing supervisors, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven processes has actually persisted, few have totally embraced these principles. Predicting what leads us becomes a vital skill among TA experts and assists us build significant partnerships with our stakeholders. The upcoming years signify a tangible shift, employment demanding basic modification when it comes to time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource preparation is ending up being the standard even before recruitment activities begin. Balancing the internal and external point of views ensures that we keep up with changes and remain half a step ahead. As the information subject needs to expand, storytelling abilities take centre stage-because information holds a crucial story, and we remain in the lead of composing the story around this.
Natalja Horohordina, Head of Talent Acquisition at Eesti Energia
Recruiters should embrace and leverage recruitment automation, build evaluation skills, and increase internal mobility in 2024. Recruiters need to comprehend their groups’ skills and capabilities thorough to build an extensive group’s assessment photo.
Lara Holding-Jones, Director at Pink Jelly People Consultancy
Assessment abilities will become increasingly crucial as candidates utilize AI tools to create significantly strong CVs.
What will 2024 bring into recruiting?
We will see the number of of these trends and employment obstacles discussed rollover to 2024.
One thing is for sure: AI and employment automation will play a helping function for employers – customised interaction, and the human element will always stay the leading players for both recruiters and candidates.
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 modifications in recruitment for 2024» was an informative session with data and skilled forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is readily available on demand on Livestorm.
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Piret Luts, Global Head of Talent Analytics, Sourcing & Research at Nortal AS
2023 has actually left lots of skill acquisition teams lean. Recruitment groups and employment experts require to find out and review how to provide more with less. Balancing the needs of organization requirements while guaranteeing personal wellness is vital to fight the pervasive obstacle of recruitment burnout in the year ahead. Remember, it’s essential that your cup is complete 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 candidates side. Therefore, business need to be mindful of building their genuine company brand names inside out and taking excellent care of their present staff members. Prioritizing the wellness and engagement of existing staff members ends up being not just a corporate obligation however a strategic important to reconstruct and fortify trust in the employing landscape.
Molly Johnson-Jones, CEO & Co-founder at Flexa
As mindsets and comprehending continue to sway in the ideal direction, I hope 2024 will bring much more transparency and utilisation of company branding. Both go together and are incredibly essential to effectively working with and keeping leading skill – especially as they help construct trust amongst candidates and staff members.
And there’s so much information to back this up. For instance, LinkedIn’s Employer Brand statistics specify that 75% of task candidates consider a company’s brand before even looking for a job.
In a survey of 1,000 staff members, Visier discovered that 90% trust their company. When asked why, 65% stated, «They typically tell me the truth», 52% said, «They’re transparent about company policies and practices», and 38% stated, «They motivate workers to speak out».
And information from Deloitte exposed that trusted companies surpass 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 great employers utilizing AI to make their jobs much easier and enhance a lot of their menial, admin-intensive tasks in 2024. We are also going to see a great deal of lazy employers severely utilizing Generative AI tools. We should keep in mind that no one speaks like ChatGPT, so we can not just spit up content 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 enhance candidate experience with a more personal technique.
Pay openness: being more transparent about pay is gaining a lot of popularity; companies need to prepare to be able to satisfy the requirements of the European Parliament Pay Transparency Directive.
More skill is available: Due to great deals of layoffs and instability in the tech sector, there’s more skill available. So companies who can work with now have the possibility of having very premium individuals who are faithful to them.
DEI in hiring: companies emphasise variety recruitment and unconscious predisposition.
