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 experts to believe about how 2023 will enter into the history books and what you can bring with you for 2024.

Unsurprisingly, when we asked our specialists about the most substantial modifications in recruitment in 2023, the words appearing in the word cloud were AI, automation and the changes in skills and company branding.

Let’s dive into what 15 recruitment experts had to state in the 2023 Teamdash survey.

The rise of AI and automation in recruitment

The focus on automation has appeared in the past years, and truly so. Recruitment technology is more offered, accessible and versatile than ever.

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

We just recently celebrated one year of ChatGPT – the infamous AI tool mentioned 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 procedure and how to keep ethical and human consider the decision-making.

At Teamdash, our viewpoint has always been that the employer ought to be at the guiding wheel and in control, and innovation is simply a vehicle to get there much faster, more secure and more comfortably. And it must continue and be transparent in the recruitment efficiency metrics.

AI is like your co-pilot – you’re in control, giving commands and somalibidders.com 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 actually been a relatively early adopter of Expert system. AI helps recruiters to work smarter, not harder, automate repeated jobs, make it faster and much easier to source prospects, compose job ads, launch company branding campaigns, and engage with candidates, to name simply a few. AI continues to progress and automate everyday jobs. Recruiters may be able to take a great deal of repeated things off their plates and concentrate on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began using several AI-powered tools in recruitment, always making sure ethical practices, naturally. Learning the required prompts not just made my task much easier, however likewise showed extremely fascinating. Embracing ethical AI tools entirely transformed my method to recruitment: Automated Resume Screening: referall.us swiftly matching prospect qualifications with task requirements. Chatbot support: guides prospects, responses FAQs, and schedules interviews flawlessly.

In 2023, we experienced the growth of the requirement to headhunt skills instead of fill the functions of actively using people. At the same time, the increased circulation of using prospects looked like a positive modification, but really, it did more operate in terms of the need to respond to everyone, evaluate each profile’s viability to the role and send more rejection emails.

The efficiency boost that the AI and automation tools offered allowed us to make the process 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 – a boost in employee 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 ensure the very best candidate experience by utilizing automations and AI.

Tools you need for successful recruitment in 2024

Recruiters without up-to-date tools and software have a clear downside compared to the ones who have adopted an extensive tech stack.

All the professionals who responded to our study discussed having a good and contemporary ATS as the first must-have tool in 2024.

Teamdash is recruitment software application constructed by recruiters for employers, and we understand how irritating it is dealing with technology that doesn’t fit your workflows.

See Teamdash in action

That’s why Teamdash is extremely customisable and consists of 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 call a couple of. The recruitment dashboard provides you a birds-eye overview of your whole recruitment process. The Recruitment Performance tab offers you a visual overview of necessary recruitment metrics so you can be more tactical in your everyday work.

We covered selecting the best ATS for your needs and business at one of our webinars in 2023. You can view it on demand 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 recommendations from our professionals:

My essential tools are Proficient at, Chat GPT (or comparable), and LinkedIn.

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

For recruiters in 2024, must-have tools include sophisticated AI-driven Applicant Tracking Systems, advanced prospect assessment software application, varied and inclusive job marketing platforms, information analytics tools for talent acquisition insights, and virtual truth user 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 too lots of employers not taking full benefit of innovation. You do not need to master them all, but get an excellent grounding on triggers and validation 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 templates to make everyday jobs quicker.

Rethinking and redesigning your company brand to adjust to the modifications

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

To maintain and go beyond these expectations and keep employing and maintaining leading talent, companies need to reassess their company brand name and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto concept uses in their user base – 20% of the very best employers get 80% of the applicants. No company wishes to miss out on employing the very best talent.

To turn into one of the very best, openness is anticipated throughout all stages of the talent strategy. This suggests leveraging the right innovation and tools to support human proficiencies and building a strong company brand name based upon them.

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

We have actually seen a lot of change throughout 2023.

– Firstly, the demand for the office on a flexible basis has actually picked up. While completely remote and remote-first chances stay dominant amongst jobseekers, hybrid roles are becoming significantly popular.

Our Q3 Flexible Working Index (a report which tracks progressing trends across the versatile tasks market) exposed a sharp shift away from remote work among employers – fully remote functions represented just 4% of task posts between July and September, typically.

Meanwhile, jobseekers’ demand for remote work stays strong, however our data reveals that the more flexibility companies offer staff around working areas, the more popular they are among candidates.

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

The timeless Mon-Fri is taking a backseat. A growing number of companies are presenting an alternative method, which consists of variations of the 4-day week, the 4.5-day week, and the 9-day fortnight.
Demand for the 4-day work week has escalated, with an of 47.4% of Flexa users listing it as their preferred method of working throughout October. During the exact same duration, 37.5% picked the 4.5-day week as their choice, and 14.1% stated 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 constantly sharing things with your audience so when recruitment selects back up you are not basically starting from scratch. Technology will enable you to truly make data-driven choices whilst having the ability to track prospects, raise your employer branding and master recruitment marketing.

Recruiter skillset in 2024

In the last few years, we have actually seen a lift in skill- and value-based hiring. Companies are now actively upskilling their present labor force and hiring new staff members to fill the ability gaps.

This also means employers need to adjust their skills to match the requirements. Recruiters need a mix of outstanding soft abilities and difficult abilities to be effective in 2024 and beyond. An effective recruiter in 2024 is a fantastic communicator and facilitator who understands how to sell the function and the company, works with information and stats to believe tactically, and adapts rapidly to the changes in the market.

Again, proactively working on establishing these skills further and using innovation helps remain on top of the recruitment video game.

In the previous few years, we have actually seen recruitment ending up being increasingly more strategic and data-driven. HR specialists have actually ended up being the leaders of this shift and the new talent methods.

We more than happy to see that Teamdash users are actively dealing with the data available for them in the Recruitment performance tab and have made examining it a part of their daily routine. This has actually assisted them discover new ways to improve the process and automate tiresome tasks, making more time for activities that create worth.

The brand-new skillset lines up with the difficulties that 2023 has actually brought and will continue to 2024.

– We have seen a boost in the variety of prospects however still have troubles getting adequate certified candidates;
– We require to cut or handle recruitment costs to remain on top of the financial scenario worldwide;
– For stronger employer brand names, we need better communication throughout companies, and collaboration with hiring managers is especially essential.

Begin with Teamdash – Free Trial!

Riin Soostar, Senior HR Business Partner at Circle K Eesti

It is crucial to automate as much administrative work as possible so the recruitment procedure is as effective and high-quality as possible. Recruiting is getting more technical with every year. I ´ d state that an excellent recruiter must stay up to date with the trends, understand the target group, and understand how to connect to them. Also, there needs to be a little bit of a salesman in every employer, in a great way.

The most essential abilities for a recruiter in 2024 are:

Business partnering and consultancy skills. The capability to participate in significant conversations and forge collaborations with hiring supervisors and stakeholders is vital. We need to first cultivate a wealth of company acumen and skills within ourselves to really operate as important organization partners. It involves comprehending our company objectives, preemptively building skill swimming pools, and avoiding last-minute firefighting. Stepping into 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, hiring supervisors, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven processes has actually persisted, couple of have actually completely embraced these concepts. Predicting what leads us becomes an essential ability among TA specialists and assists us construct significant collaborations with our stakeholders. The approaching years signify a concrete shift, demanding basic change when it pertains to time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource preparation is ending up being the requirement even before recruitment activities begin. Balancing the internal and external viewpoints guarantees that we keep up with modifications and remain half an action ahead. As the information topic needs to expand, storytelling skills take centre stage-because information holds a vital story, and we are in the lead of composing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters should accept and leverage recruitment automation, construct evaluation skills, and boost internal mobility in 2024. Recruiters need to comprehend their groups’ abilities and capabilities in-depth to construct a thorough team’s assessment photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will end up being significantly essential as candidates use AI tools to produce significantly strong CVs.

What will 2024 bring into recruiting?

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

Something is for sure: AI and automation will play an assisting role for recruiters – customised interaction, and the human factor will always stay the leading gamers for both employers and prospects.

We are delighted 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 insightful session with data and professional predictions from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is available on need on Livestorm.

Experience AI-Powered Recruitment

Piret Luts, Global Head of Talent Analytics, Sourcing & Research at Nortal AS

2023 has left numerous skill acquisition teams lean. Recruitment groups and specialists require to learn and reassess how to deliver more with less. Balancing the needs of service needs while guaranteeing individual well-being is vital to fight the prevalent challenge of recruitment burnout in the year ahead. Remember, it’s important that your cup is complete as well.

The second 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 need to be conscious of developing their authentic employer brand names completely and taking excellent care of their existing workers. Prioritizing the well-being and engagement of existing employees becomes not just a corporate duty however a strategic vital to restore and strengthen trust in the hiring landscape.

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

As attitudes and adremcareers.com comprehending continue to sway in the right instructions, I hope 2024 will bring a lot more openness and utilisation of employer branding. Both go together and are very crucial to effectively employing and keeping leading skill – particularly as they help develop trust amongst candidates and employees.

And there’s so much data to back this up. For example, LinkedIn’s Employer Brand data specify that 75% of job seekers think about a company’s brand name before even looking for a task.
In a study of 1,000 workers, Visier discovered that 90% trust their company. When asked why, 65% stated, “They typically inform me the fact”, 52% said, “They’re transparent about business policies and practices”, and 38% said, “They motivate workers to speak up”.
And information from Deloitte exposed that relied on companies exceed their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of disturbance from generative AI. We are visiting great employers utilizing AI to make their tasks much easier and enhance a great deal of their menial, admin-intensive jobs in 2024. We are likewise going to see a great deal of lazy employers severely using Generative AI tools. We must bear in mind that no one speaks like ChatGPT, so we can not simply regurgitate 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 method.
Pay transparency: being more transparent about pay is gaining a lot of appeal; companies require to prepare to be able to satisfy the requirements of the European Parliament Pay Transparency Directive.
More talent is available: Due to lots of layoffs and instability in the tech sector, there’s more skill available. So business who can employ now have the possibility of having really top quality individuals who are devoted to them.
DEI in hiring: business emphasise variety recruitment and unconscious predisposition.