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 think about how 2023 will go into the history books and what you can take along with you for 2024.
Unsurprisingly, when we asked our experts about the most significant changes in recruitment in 2023, the words popping up in the word cloud were AI, automation and the changes in abilities and employer branding.
Let’s dive into what 15 recruitment experts needed to state in the 2023 Teamdash study.
The rise of AI and automation in recruitment
The focus on automation has been apparent in the past years, and rightfully so. Recruitment innovation is more available, available and versatile than ever.
This year, AI took a considerable action ahead in recruitment and has actually been integrated into recruitment software, consisting of Teamdash.
We just recently celebrated one year of ChatGPT – the notorious AI tool discussed at every table this year. ChatGPT and other AI tools are used by both recruiters and candidates, raising issues about how it affects the recruitment process and how to maintain ethical and human consider the decision-making.
At Teamdash, employment our approach has always been that the recruiter needs to be at the guiding wheel and in control, and technology is simply a vehicle to arrive much faster, much safer and more conveniently. And it must carry on and be transparent in the recruitment performance metrics.
AI resembles 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 been a relatively early adopter of Expert system. AI helps employers to work smarter, not harder, automate recurring jobs, make it faster and easier to source candidates, compose job ads, launch employer branding projects, and engage with prospects, to name just a few. AI continues to progress and employment automate day-to-day tasks. Recruiters may 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 multiple AI-powered tools in recruitment, always guaranteeing ethical practices, of course. Learning the essential triggers not just made my task much easier, but likewise showed exceptionally fascinating. Embracing ethical AI tools entirely changed my technique to recruitment: Automated Resume Screening: quickly matching prospect certifications with job requirements. Chatbot help: guides candidates, answers FAQs, and schedules interviews effortlessly.
In 2023, we experienced the growth of the requirement to headhunt talents rather than fill the functions of actively using people. At the exact same time, the increased circulation of applying prospects seemed like a positive change, but actually, it did more operate in terms of the need to respond to everyone, examine each profile’s suitability to the role and send out more rejection emails.
The efficiency increase that the AI and automation tools supplied allowed us to make the process faster and more constant. We attained an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the very 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 employing rates, you need to make sure the very best prospect experience by utilizing automations and AI.
Tools you need for effective recruitment in 2024
Recruiters without current tools and software application have a clear downside compared to the ones who have embraced a thorough tech stack.
All the specialists who responded to our survey mentioned having a good and modern ATS as the very first must-have tool in 2024.
Teamdash is recruitment software application developed by recruiters for employers, and we understand how irritating it is working with innovation that doesn’t fit your workflows.
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That’s why Teamdash is highly customisable and includes various automation possibilities and (AI-powered) tools that make your work easier – an interview scheduler, a task advertisement 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 in your daily work.
We covered choosing the right ATS for your needs and company at one of our webinars in 2023. You can watch it on demand on Livestorm.
Having the right tools assists us adapt to the marketplace changes we saw in 2023 and be proactive in 2024. Here are some recommendations from our experts:
My must-have 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 consist of advanced AI-driven Applicant Tracking Systems, sophisticated prospect evaluation software, diverse and inclusive task marketing platforms, information analytics tools for talent acquisition insights, and virtual truth interfaces for immersive candidate experiences, emphasising efficiency, 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 taking complete benefit of technology. You do not have to master them all, however get a great grounding on triggers and recognition as a minimum. AI is as trusted as Wikipedia – you require to do the fact-check.
Danas Venclovas, Head of Talent Acquisition at Luminor Group
ATS, Magical Text Expander, employment DeepL, Grammarly, and templates to make day-to-day jobs much faster.
Rethinking and revamping your employer brand to adapt to the modifications
The nature of work and the expectations towards the office and company have actually substantially moved in the past years. There is likewise a generational modification 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 retaining leading skill, companies need to rethink 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 candidates. No company wants to lose out on employing the very best skill.
To end up being one of the very best, openness is expected throughout all phases of the skill technique. This suggests leveraging the right technology and tools to support human proficiencies and developing a strong company brand based on them.
Diversity (DEI), flexibility, transparency and the rise of relatable organisations are the keywords in focus for employer brand names in 2024.
We’ve seen a great deal of change throughout 2023.
– Firstly, the demand for the workplace on a flexible basis has picked up. While completely remote and remote-first opportunities stay dominant amongst jobseekers, hybrid roles are ending up being progressively popular.
Our Q3 Flexible Working Index (a report which tracks progressing patterns throughout the versatile tasks market) revealed a sharp shift away from remote work among employers – totally remote roles accounted for just 4% of job posts between July and September, on average.
Meanwhile, jobseekers’ need for remote work stays strong, however our data reveals that the more flexibility business offer personnel around working places, the more popular they are among candidates.
– Secondly, the standard work week has considerably evolved over the past year.
The classic Mon-Fri is taking a rear seat. More and more companies are introducing an alternative technique, 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 increased, with approximately 47.4% of Flexa users listing it as their favored method of working during 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 company brand whilst recruitment is low is KEY! You need to be constantly sharing things with your audience so when recruitment chooses back up you are not essentially starting from scratch. Technology will allow you to really make data-driven decisions whilst being able to track candidates, raise your company branding and master recruitment marketing.
Recruiter skillset in 2024
Over the last few years, we have actually 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 also means recruiters must adapt their abilities to match the requirements. Recruiters need a mix of outstanding soft abilities and tough abilities to be effective in 2024 and beyond. An effective recruiter in 2024 is a fantastic communicator and facilitator who understands how to offer the function and the company, works with information 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 assists remain on top of the recruitment game.
In the previous couple of years, we have seen recruitment ending up being increasingly more tactical and data-driven. HR experts have become the leaders of this shift and the new talent strategies.
We enjoy to see that Teamdash users are actively dealing with the data readily available for them in the Recruitment performance tab and have made inspecting it a part of their day-to-day routine. This has helped them find new methods to simplify the procedure and automate tedious tasks, making more time for activities that develop worth.
The new skillset lines up with the difficulties that 2023 has actually brought and will continue to 2024.
– We have actually seen a boost in the variety of prospects however still have troubles getting sufficient qualified prospects;
– We require to cut or handle recruitment expenses to remain on top of the economic situation in the world;
– For stronger employer brands, we need much better interaction across companies, and cooperation with working with supervisors is particularly essential.
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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 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, understand the target group, and understand how to connect to them. Also, there needs to be a little a salesman in every employer, in an excellent way.
The most crucial abilities for an employer in 2024 are:
Business partnering and consultancy abilities. The ability to take part in significant conversations and create partnerships with working with supervisors and stakeholders is vital. We must first cultivate a wealth of service acumen and abilities within ourselves to genuinely work as indispensable business partners. It includes comprehending our service objectives, preemptively building talent pools, and preventing last-minute firefighting. Entering a consumption call with skill market mapping results guides the conversation. It aligns expectations at the best level, making the next steps more satisfying for ourselves, working with supervisors, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven procedures has actually continued, few have actually totally accepted these concepts. Predicting what’s ahead of us ends up being an important skill among TA specialists and helps us develop meaningful collaborations with our stakeholders. The approaching years signal a concrete shift, demanding essential change when it comes to time-based metrics, but not just. Integrating Talent Analytics and Talent Intelligence into resource planning is ending up being the requirement even before recruitment activities commence. Balancing the internal and external point of views ensures that we keep up with modifications and remain half a step ahead. As the data subject needs to expand, storytelling skills take centre stage-because data holds an essential story, and we are in the lead of writing the narrative around this.
Natalja Horohordina, Head of Talent Acquisition at Eesti Energia
Recruiters need to accept and utilize recruitment automation, construct assessment skills, and increase internal movement in 2024. Recruiters need to comprehend their teams’ skills and capabilities in-depth to construct an extensive group’s assessment photo.
Lara Holding-Jones, Director at Pink Jelly People Consultancy
Assessment skills will become significantly crucial as prospects use AI tools to produce significantly strong CVs.
What will 2024 bring into recruiting?
We will see how numerous of these patterns and difficulties discussed rollover to 2024.
One thing is for sure: employment AI and automation will play a helping function for recruiters – customised interaction, and the human aspect will always stay the leading players for both recruiters and candidates.
We are delighted to see in which direction AI and innovation will take us in 2024.
The end-of-the-year webinar «Key trends and modifications in recruitment for 2024» was an insightful session with statistics and expert predictions 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 lots of talent acquisition teams lean. Recruitment teams and specialists require to discover and reassess how to deliver more with less. Balancing the needs of service requirements while guaranteeing individual wellness is necessary to fight the pervasive difficulty of recruitment burnout in the year ahead. Remember, it is very important that your cup is full as well.
The second one would be trust. 2023 was well-known for the number of layoffs, I feel that there is a growing deficit of trust from the prospects side. Therefore, companies need to be mindful of building their authentic employer brand names completely and taking good care of their existing staff members. Prioritizing the well-being and engagement of present workers becomes not simply a business responsibility however a strategic necessary to restore and strengthen rely on the employing landscape.
Molly Johnson-Jones, CEO & Co-founder at Flexa
As attitudes and comprehending continue to sway in the ideal instructions, I hope 2024 will bring far more openness and utilisation of company branding. Both go together and are incredibly essential to effectively employing and keeping top talent – particularly as they assist build trust among candidates and employees.
And there’s so much information to back this up. For example, LinkedIn’s Employer Brand data mention that 75% of task seekers think about a company’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 fact», 52% said, «They’re transparent about business policies and practices», and 38% stated, «They encourage employees to speak out».
And data from Deloitte exposed that relied on companies exceed their peers by as much as 400%!
Vanessa Raath, Founder of The Talent Hunter
There is a lot of disturbance from generative AI. We are visiting good employers utilizing AI to make their jobs much easier and improve a great deal of their routine, admin-intensive jobs in 2024. We are also going to see a lot of lazy recruiters badly using Generative AI tools. We should keep in mind that nobody speaks like ChatGPT, so we can not simply 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: employment Using more AI in recruitment to support manual jobs and improve candidate experience with a more individual approach.
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 readily available: Due to lots of layoffs and instability in the tech sector, there’s more skill offered. So business who can work with now have the possibility of having very high-quality people who are faithful to them.
DEI in hiring: companies stress variety recruitment and unconscious bias.
