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 industry professionals to consider 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 substantial changes in recruitment in 2023, the words turning up in the word cloud were AI, automation and the modifications in abilities and company branding.
Let’s dive into what 15 recruitment professionals needed to state in the 2023 Teamdash study.
The rise of AI and automation in recruitment
The concentrate on automation has actually been obvious in the past years, and rightfully so. Recruitment technology is more readily available, available and adaptable than ever.
This year, AI took a significant step ahead in recruitment and has actually been included into recruitment software, consisting of Teamdash.
We recently commemorated one year of ChatGPT – the notorious AI tool pointed out at every table this year. ChatGPT and other AI tools are used by both employers and candidates, raising concerns about how it affects the recruitment process and how to keep ethical and human elements in the decision-making.
At Teamdash, our philosophy has actually constantly been that the employer should be at the steering wheel and in control, and innovation is just a vehicle to get there much faster, much safer and more conveniently. And it ought to carry 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 been a relatively early adopter of Expert system. AI helps recruiters to work smarter, not harder, automate repetitive tasks, make it faster and much easier to source prospects, compose job ads, launch employer branding projects, and engage with candidates, to name simply a couple of. AI continues to evolve and automate daily tasks. Recruiters may be able to take a lot of repetitive things off their plates and focus on the more human elements of recruiting.
Keter Luhaorg, Recruitment Partner at Euronics
I began using multiple AI-powered tools in recruitment, constantly guaranteeing ethical practices, naturally. Learning the required triggers not only made my job easier, but also proved incredibly fascinating. Embracing ethical AI tools entirely transformed my method to recruitment: Automated Resume Screening: quickly matching candidate certifications with job requirements. Chatbot support: guides candidates, responses FAQs, and schedules interviews perfectly.
In 2023, we experienced the development of the requirement to instead of fill the roles of actively using people. At the very same time, the increased flow of using prospects seemed like a favorable change, employment however in fact, it did more work in terms of the requirement to respond to everyone, evaluate each profile’s suitability to the function and send out more rejection e-mails.
The efficiency increase that the AI and automation tools supplied permitted us to make the process much faster and more consistent. We attained an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the 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 need to ensure the finest prospect experience by using automations and AI.
Tools you need for successful recruitment in 2024
Recruiters without updated tools and software have a clear disadvantage compared to the ones who have adopted a comprehensive tech stack.
All the professionals who reacted to our study discussed having a great and modern-day ATS as the very first essential tool in 2024.
Teamdash is recruitment software constructed by employers for employers, and we understand how annoying it is working with innovation that doesn’t fit your workflows.
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That’s why Teamdash is extremely customisable and includes various automation possibilities and (AI-powered) tools that make your work easier – an interview scheduler, a task ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with choices, to name a couple of. The recruitment dashboard gives you a birds-eye summary of your entire recruitment process. The Recruitment Performance tab gives you a visual summary of necessary recruitment metrics so you can be more strategic in your everyday work.
We covered selecting the right ATS for your needs and business at one of our webinars in 2023. You can watch it on demand on Livestorm.
Having the right tools helps us adapt to the marketplace changes we saw in 2023 and be proactive in 2024. Here are some suggestions from our experts:
My must-have tools are Proficient at, 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 prospect evaluation software application, diverse and inclusive task advertising platforms, data analytics tools for skill acquisition insights, and virtual truth user interfaces for immersive candidate experiences, stressing performance, fairness, and engagement in the recruitment procedure.
Piret Ulm, 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 making the most of technology. You do not need to master them all, however get a great grounding on triggers and recognition as a minimum. AI is as dependable 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 templates to make day-to-day tasks much faster.
Rethinking and redesigning your employer brand name to adjust to the changes
The nature of work and the expectations towards the office and employer have actually considerably shifted in the previous years. There is likewise a generational modification in the workforce – Gen Z is going into the workforce as a part of the Boomer generation is retiring.
To maintain and exceed these expectations and keep hiring and maintaining leading talent, employers need to rethink their employer brand 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 very best companies get 80% of the applicants. No company wishes to miss out on out on hiring the very best talent.
To turn into one of the very best, transparency is expected throughout all phases of the skill technique. This means leveraging the ideal technology and tools to support human competencies and building a strong company brand name based on them.
Diversity (DEI), employment versatility, openness and the increase of relatable organisations are the keywords in focus for company brands in 2024.
We’ve seen a lot of change throughout 2023.
– Firstly, the demand for the workplace on a versatile basis has actually rebounded. While completely remote and remote-first opportunities remain dominant among jobseekers, hybrid functions are becoming significantly popular.
Our Q3 Flexible Working Index (a report which tracks progressing trends throughout the flexible jobs market) exposed a sharp shift far from remote work among employers – totally remote functions represented simply 4% of task posts in between July and September, typically.
Meanwhile, jobseekers’ need for remote work stays strong, however our data shows that the more flexibility business use staff around working areas, the more popular they are among prospects.
– Secondly, the traditional work week has substantially developed over the previous year.
The timeless Mon-Fri is taking a backseat. A growing number of business are introducing 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 actually escalated, with approximately 47.4% of Flexa users noting it as their preferred way of working during October. During the same period, 37.5% picked the 4.5-day week as their preference, and 14.1% stated the 9-day fortnight was theirs.
Kayleigh Little, Recruitment Automation Expert at Teamdash
Maintaining your employer brand 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 essentially starting from scratch. Technology will permit you to really make data-driven decisions whilst being able to track prospects, raise your company branding and master recruitment marketing.
Recruiter skillset in 2024
Recently, we have seen a lift in skill- and value-based hiring. Companies are now actively upskilling their present workforce and hiring brand-new workers to fill the skill gaps.
This likewise means employers should adjust their skills to match the requirements. Recruiters need a mix of excellent soft abilities and tough abilities to be effective in 2024 and beyond. An effective recruiter in 2024 is a terrific communicator and facilitator who understands how to sell the function and the company, deals with information and statistics to think strategically, and adapts quickly to the changes in the market.
Again, proactively dealing with establishing these abilities further and utilizing innovation assists remain on top of the recruitment video game.
In the past couple of years, we have actually seen recruitment ending up being a growing number of tactical and data-driven. HR experts have ended up being the leaders of this shift and the new talent techniques.
We’re delighted to see that Teamdash users are actively working with the data readily available for them in the Recruitment efficiency tab and have made inspecting it a part of their daily regimen. This has actually helped them find brand-new methods to simplify the procedure and automate laborious tasks, making more time for activities that develop value.
The new skillset aligns with the difficulties that 2023 has brought and will carry on to 2024.
– We have seen an increase in the number of prospects however still have troubles getting enough qualified prospects;
– We require to cut or manage recruitment costs to remain on top of the financial circumstance worldwide;
– For stronger employer brands, we need better interaction across business, and collaboration with hiring supervisors is particularly essential.
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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 process is as effective and premium as possible. Recruiting is getting more technical with every year. I ´ d say that an excellent recruiter needs to stay up to date with the patterns, know the target group, and know how to reach out to them. Also, there has to be a little a salesperson in every recruiter, in an excellent way.
The most essential abilities for an employer in 2024 are:
Business partnering and consultancy skills. The capability to take part in significant discussions and employment create partnerships with employing managers and stakeholders is critical. We must first cultivate a wealth of business acumen and abilities within ourselves to genuinely function as vital business partners. It involves understanding our business objectives, preemptively building skill swimming pools, and preventing last-minute firefighting. Entering an intake call with skill market mapping results guides the conversation. It aligns expectations at the right level, making the next steps more satisfying for ourselves, hiring supervisors, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven procedures has continued, couple of have actually wholeheartedly welcomed these principles. Predicting what leads us ends up being an important skill amongst TA specialists and helps us build significant collaborations with our stakeholders. The approaching years signal a tangible shift, requiring essential modification when it pertains to time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource planning is becoming the standard even before recruitment activities begin. Balancing the internal and external point of views makes sure that we keep up with modifications and stay half an action ahead. As the information topic needs to broaden, storytelling abilities take centre stage-because information holds an important story, and we are in the lead of writing the story around this.
Natalja Horohordina, Head of Talent Acquisition at Eesti Energia
Recruiters need to welcome and utilize recruitment automation, develop assessment skills, and increase internal movement in 2024. Recruiters need to comprehend their groups’ abilities and capabilities extensive to construct a thorough group’s assessment photo.
Lara Holding-Jones, Director at Pink Jelly People Consultancy
Assessment abilities will become increasingly essential as candidates utilize AI tools to create progressively strong CVs.
What will 2024 bring into recruiting?
We will see how many of these trends and challenges pointed out carry over to 2024.
One thing is for sure: AI and automation will play an assisting function for recruiters – personalised communication, and the human aspect will always remain the leading gamers for both employers and prospects.
We are thrilled 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 stats and skilled predictions from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is offered as needed on Livestorm.
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Piret Luts, Global Head of Talent Analytics, Sourcing & Research at Nortal AS
2023 has actually left many skill acquisition groups lean. Recruitment teams and experts need to find out and reassess how to deliver more with less. Balancing the demands of company requirements while ensuring personal wellness is important to combat the prevalent challenge of recruitment burnout in the year ahead. Remember, it is very important that your cup is complete also.
The second one would be trust. 2023 was notorious for the variety of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, business require to be conscious of building their genuine company brand names inside out and taking good care of their present workers. Prioritizing the well-being and engagement of existing staff members becomes not just a business obligation however a tactical necessary to restore and fortify trust in the working with landscape.
Molly Johnson-Jones, CEO & Co-founder at Flexa
As attitudes and comprehending continue to sway in the right instructions, I hope 2024 will bring a lot more transparency and utilisation of company branding. Both go hand-in-hand and are incredibly important to effectively working with and maintaining leading skill – particularly as they assist build trust among prospects and employees.
And there’s a lot information to back this up. For instance, LinkedIn’s Employer Brand stats state that 75% of task applicants think about an employer’s brand name before even getting a task.
In a study of 1,000 staff members, Visier discovered that 90% trust their company. When asked why, 65% said, «They usually inform me the fact», 52% stated, «They’re transparent about business policies and practices», and 38% stated, «They encourage staff members to speak out».
And data from Deloitte revealed that relied on business outperform their peers by approximately 400%!
Vanessa Raath, Founder of The Talent Hunter
There is a lot of disturbance from generative AI. We are going to see good recruiters using AI to make their tasks simpler and improve a great deal of their routine, admin-intensive tasks in 2024. We are also going to see a lot of lazy employers severely using Generative AI tools. We should keep in mind that nobody speaks like ChatGPT, so we can not simply throw up material and pass it off as our own. Personalisation will be crucial 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 individual method.
Pay transparency: being more transparent about pay is acquiring a lot of appeal; companies need to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More talent is offered: Due to lots 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 extremely high-quality people who are devoted to them.
DEI in hiring: companies stress diversity recruitment and unconscious bias.
