Recruitment Trends in 2025 – Predictions From 15 Experts

We are approaching completion of another hectic and ever-changing recruitment year.

We asked 15 recruitment industry specialists to consider how 2023 will go into the history books and what you can take along with you for 2024.

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

Let’s dive into what 15 recruitment specialists needed to say in the 2023 Teamdash survey.

The increase of AI and automation in recruitment

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

This year, AI took a considerable action ahead in recruitment and has actually been integrated into recruitment software, including Teamdash.

We recently commemorated one year of ChatGPT – the infamous AI tool discussed at every dinner table this year. ChatGPT and other AI tools are used by both recruiters and prospects, raising concerns about how it impacts the recruitment procedure and how to preserve ethical and human factors in the decision-making.

At Teamdash, our philosophy has actually always been that the employer ought to be at the steering wheel and in control, and technology is just a lorry to arrive quicker, more secure and more easily. And it should continue and somalibidders.com be transparent in the recruitment efficiency metrics.

AI resembles your co-pilot – you’re in control, providing 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 actually been a relatively early adopter of Artificial Intelligence. AI assists recruiters to work smarter, not harder, automate repetitive jobs, make it faster and simpler to source prospects, compose task advertisements, launch company branding projects, and engage with prospects, to call just a couple of. AI continues to develop and automate day-to-day tasks. Recruiters may be able to take a great deal of repetitive things off their plates and concentrate on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began utilizing numerous AI-powered tools in recruitment, constantly making sure ethical practices, obviously. Learning the necessary prompts not only made my task simpler, but also showed exceptionally remarkable. Embracing ethical AI tools totally transformed my method to recruitment: Automated Resume Screening: quickly matching prospect qualifications with job requirements. Chatbot support: guides prospects, responses FAQs, and schedules interviews flawlessly.

In 2023, we experienced the development of the requirement to headhunt talents rather than fill the functions of actively applying individuals. At the same time, the increased circulation of using prospects appeared like a positive modification, but actually, it did more operate in regards to the requirement to reply to everybody, assess each profile’s suitability to the role and send more rejection e-mails.

The efficiency boost that the AI and automation tools offered permitted us to make the procedure faster and more consistent. We accomplished an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the exact same time – a boost in employee NPS.

Lauryna Gireniene, Head of Talent Acquisition at Nord Security

In 2023 our hiring rate from candidates increased by 25% – to increase employing rates, you require to ensure the very best prospect experience by using automations and AI.

Tools you need for effective recruitment in 2024

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

All the experts who responded to our study mentioned having an excellent and contemporary ATS as the very first must-have tool in 2024.

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

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That’s why Teamdash is highly customisable and includes numerous automation possibilities and (AI-powered) tools that make your work much easier – an interview scheduler, a task ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with choices, among others. The recruitment control panel provides you a birds-eye overview of your whole recruitment process. The Recruitment Performance tab gives you a visual overview of important recruitment metrics so you can be more strategic in your everyday work.

We covered choosing the ideal ATS for your needs and business at one of our webinars in 2023. You can enjoy it on need on Livestorm.

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

My essential 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 sophisticated AI-driven Applicant Tracking Systems, advanced candidate evaluation software, diverse and inclusive task marketing platforms, data analytics tools for skill acquisition insights, and virtual truth interfaces for immersive prospect experiences, stressing 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 making the most of technology. You do not need to master them all, but get a great grounding on triggers and validation as a minimum. AI is as trusted as 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 faster.

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

The nature of work and the expectations towards the work environment and company have actually considerably shifted in the previous years. There is likewise a generational modification in the labor force – Gen Z is entering the workforce as a part of the Boomer generation is retiring.

To keep up and surpass these expectations and keep working with and referall.us retaining top skill, employers have to rethink their company brand 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 companies get 80% of the applicants. No employer wishes to lose out on hiring the finest talent.

To turn into one of the very best, openness is expected throughout all phases of the skill method. This indicates leveraging the right technology and tools to support human competencies and developing 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’ve seen a lot of modification throughout 2023.

– Firstly, the demand for the office on a versatile basis has made a comeback. While fully remote and remote-first chances remain dominant amongst jobseekers, hybrid roles are becoming increasingly popular.

Our Q3 Flexible Working Index (a report which tracks developing patterns throughout the versatile tasks market) revealed a sharp shift far from remote work among companies – fully remote functions represented just 4% of job posts between July and September, usually.

Meanwhile, jobseekers’ need for remote work remains strong, but our information reveals that the more flexibility business provide personnel around working areas, the more popular they are amongst candidates.

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

The timeless Mon-Fri is taking a backseat. Increasingly more companies are introducing an alternative technique, 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 increased, with approximately 47.4% of Flexa users noting it as their favored way of working throughout October. During the very same period, 37.5% chosen 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 company brand 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 essentially beginning from scratch. Technology will enable you to really make data-driven choices whilst being able to track candidates, raise your employer 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 current labor force and employing new staff members to fill the ability spaces.

This also indicates employers must adapt their abilities to match the requirements. Recruiters require a mix of outstanding soft skills and difficult skills to be successful in 2024 and beyond. An effective employer in 2024 is a terrific communicator and facilitator who understands how to offer the function and the company, works with data and statistics to think tactically, and adapts rapidly to the modifications in the market.

Again, proactively dealing with developing these abilities further and using technology assists stay on top of the recruitment video game.

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

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 examining it a part of their daily regimen. This has helped them discover brand-new methods to enhance the process and automate laborious jobs, making more time for activities that develop worth.

The brand-new skillset aligns with the obstacles that 2023 has brought and will continue to 2024.

– We have actually seen a boost in the number of candidates however still have difficulties getting sufficient qualified candidates;
– We require to cut or handle recruitment expenses to remain on top of the financial situation in the world;
– For more powerful company brands, we require much better interaction across business, and collaboration with hiring managers is specifically crucial.

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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 great employer should stay up to date with the patterns, understand the target group, and understand how to reach out to them. Also, there needs to be a little bit of a salesman in every employer, in a great way.

The most important skills for an employer in 2024 are:

Business partnering and consultancy skills. The ability to take part in significant discussions and create collaborations with hiring managers and stakeholders is paramount. We must first cultivate a wealth of service acumen and abilities within ourselves to truly operate as indispensable organization partners. It includes understanding our company goals, preemptively building talent swimming pools, and avoiding last-minute firefighting. Entering a consumption call with talent market mapping results guides the discussion. It lines up expectations at the right level, making the next steps more satisfying for ourselves, employing supervisors, and candidates.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has continued, few have actually wholeheartedly welcomed these principles. Predicting what’s ahead of us ends up being an essential skill among TA experts and assists us construct significant collaborations with our stakeholders. The upcoming years indicate a tangible shift, demanding fundamental change when it pertains to time-based metrics, but not just. Integrating Talent Analytics and Talent Intelligence into resource planning is ending up being the standard even before recruitment activities start. Balancing the internal and external viewpoints guarantees that we stay up to date with changes and stay half a step ahead. As the data subject requires to expand, storytelling abilities take centre stage-because data holds a vital story, and we are in the lead of composing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must embrace and utilize recruitment automation, build evaluation abilities, and increase internal mobility in 2024. Recruiters require to understand their groups’ abilities and abilities thorough to develop an extensive group’s evaluation image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will end up being progressively crucial as prospects use AI tools to create progressively strong CVs.

What will 2024 bring into recruiting?

We will see how numerous of these patterns and obstacles discussed carry over to 2024.

Something is for sure: AI and automation will play an assisting function for employers – customised interaction, and the human factor will constantly 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 changes in recruitment for 2024” was an informative session with stats and expert forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is offered 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 talent acquisition teams lean. Recruitment teams and professionals require to discover and reevaluate how to deliver more with less. Balancing the needs of service needs while ensuring personal wellness is vital to combat the pervasive challenge of recruitment burnout in the year ahead. Remember, it’s important that your cup is full as well.

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, companies require to be mindful of developing their authentic company brand names within out and taking great care of their present staff members. Prioritizing the wellness and engagement of present workers ends up being not simply a corporate responsibility but a strategic crucial to rebuild and fortify trust in the hiring landscape.

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

As mindsets and comprehending continue to sway in the best direction, I hope 2024 will bring a lot more openness and utilisation of employer branding. Both go together and are incredibly essential to successfully hiring and keeping leading skill – especially as they help build trust amongst prospects and staff members.

And there’s so much data to back this up. For instance, LinkedIn’s Employer Brand statistics specify that 75% of job candidates consider an employer’s brand before even getting a task.
In a survey of 1,000 employees, Visier found that 90% trust their employer. When asked why, 65% said, “They typically tell me the reality”, 52% said, “They’re transparent about business policies and practices”, and 38% stated, “They motivate staff members to speak out”.
And data from Deloitte exposed that trusted business exceed their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of interruption from generative AI. We are going to see good employers utilizing AI to make their tasks much easier and streamline a great deal of their routine, admin-intensive jobs in 2024. We are likewise going to see a lot of lazy employers badly using Generative AI tools. We must keep in mind that nobody speaks like ChatGPT, so we can not just spit up material and pass it off as our own. Personalisation will be essential 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 improve candidate experience with a more individual method.
Pay openness: being more transparent about pay is acquiring a lot of appeal; business need to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive.
More talent is readily available: Due to lots of layoffs and instability in the tech sector, there’s more talent offered. So business who can hire now have the possibility of having extremely high-quality people who are faithful to them.
DEI in hiring: business stress diversity recruitment and unconscious predisposition.