Recruitment Trends in 2025 – Predictions From 15 Experts

We are approaching the end of another busy and ever-changing recruitment year.

We asked 15 recruitment industry professionals to think of how 2023 will enter 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 turning up in the word cloud were AI, automation and the changes in abilities and company branding.

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

The increase of AI and automation in recruitment

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

This year, AI took a significant step ahead in recruitment and has been incorporated into recruitment software application, including Teamdash.

We just recently commemorated one year of ChatGPT – the infamous AI tool discussed at every table this year. ChatGPT and other AI tools are used by both employers and candidates, raising issues about how it affects the recruitment procedure and how to preserve ethical and human consider the decision-making.

At Teamdash, our approach has actually constantly been that the recruiter must be at the guiding wheel and in control, and technology is just a vehicle to arrive much faster, more secure and more conveniently. And it must bring on and be transparent in the recruitment performance metrics.

AI resembles your co-pilot – you remain 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 been a reasonably early adopter of Artificial Intelligence. AI assists recruiters to work smarter, not harder, automate repeated tasks, make it faster and simpler to source prospects, write task advertisements, launch employer branding campaigns, and engage with prospects, to name just a few. AI continues to evolve and automate everyday jobs. Recruiters might have the ability to take a lot of recurring things off their plates and focus on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began utilizing multiple AI-powered tools in recruitment, always ensuring ethical practices, obviously. Learning the required prompts not only made my job simpler, but likewise showed extremely fascinating. Embracing ethical AI tools completely changed my approach to recruitment: Automated Resume Screening: swiftly matching candidate qualifications with job requirements. Chatbot support: guides prospects, answers FAQs, and schedules interviews effortlessly.

In 2023, we experienced the development of the need to headhunt skills rather than fill the functions of actively applying individuals. At the same time, the increased flow of applying candidates seemed like a positive modification, but really, it did more operate in regards to the requirement to respond to everyone, assess each profile’s viability to the role and send out more rejection emails.

The performance boost that the AI and automation tools supplied enabled us to make the process quicker and more constant. We achieved an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the same time – an increase 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 make sure the finest candidate experience by utilizing automations and AI.

Tools you require for successful recruitment in 2024

Recruiters without current tools and software application have a clear drawback compared to the ones who have embraced an extensive tech stack.

All the specialists who responded to our study discussed having a great and contemporary ATS as the first essential tool in 2024.

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

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That’s why Teamdash is highly customisable and includes different automation possibilities and (AI-powered) tools that make your work much easier – an interview scheduler, a job ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing options, among others. The recruitment dashboard gives you a birds-eye overview of your whole recruitment procedure. The Recruitment Performance tab gives you a visual overview of necessary recruitment metrics so you can be more tactical in your daily work.

We covered choosing the ideal ATS for your needs and company at one of our webinars in 2023. You can see it on demand on Livestorm.

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

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 recruiters in 2024, essential tools consist of innovative AI-driven Applicant Tracking Systems, sophisticated candidate assessment software application, varied and inclusive task marketing platforms, information analytics tools for talent acquisition insights, and virtual reality user interfaces for immersive prospect experiences, emphasising efficiency, fairness, and engagement in the recruitment procedure.

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, however get an excellent grounding on prompts and recognition 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 tasks much faster.

Rethinking and redesigning your employer brand to adapt to the modifications

The nature of work and the expectations towards the office and employer have actually substantially moved in the past years. There is likewise a generational change in the labor force – Gen Z is entering the workforce as a part of the Boomer generation is retiring.

To maintain and surpass these expectations and keep working with and maintaining leading skill, companies have to rethink their employer 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 best companies get 80% of the candidates. No company wishes to lose out on hiring the best skill.

To turn into one of the best, transparency is anticipated throughout all phases of the skill method. This suggests leveraging the best innovation and tools to support human proficiencies and developing a strong company brand based on them.

Diversity (DEI), flexibility, openness and the rise of relatable organisations are the keywords in focus for employer brand names in 2024.

We have actually seen a lot of modification throughout 2023.

– Firstly, the need for the office on a flexible basis has actually rebounded. While totally remote and remote-first opportunities stay dominant among jobseekers, hybrid roles are ending up being significantly popular.

Our Q3 Flexible Working Index (a report which patterns throughout the versatile jobs market) exposed a sharp shift away from remote work among companies – totally remote roles represented just 4% of job posts between July and September, usually.

Meanwhile, jobseekers’ demand for remote work remains strong, but our data shows that the more flexibility companies provide staff around working locations, the more popular they are amongst candidates.

– Secondly, the standard work week has actually significantly developed over the previous year.

The classic Mon-Fri is taking a backseat. More and more companies are presenting 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 escalated, with an average of 47.4% of Flexa users listing it as their preferred way of working throughout October. During the very same duration, 37.5% chosen the 4.5-day week as their preference, and 14.1% mentioned the 9-day fortnight was theirs.

Kayleigh Little, Recruitment Automation Expert at Teamdash

Maintaining your company brand whilst recruitment is low is KEY! You require to be constantly sharing things with your audience so when recruitment chooses back up you are not essentially starting from scratch. Technology will permit you to truly make data-driven choices whilst being able to track prospects, elevate your employer branding and master recruitment marketing.

Recruiter skillset in 2024

Recently, we have actually seen a lift in skill- and value-based hiring. Companies are now actively upskilling their current workforce and hiring new employees to fill the skill spaces.

This likewise suggests employers need to adjust their abilities to match the requirements. Recruiters need a mix of exceptional soft skills and tough skills to be effective in 2024 and beyond. A successful employer in 2024 is a terrific communicator and referall.us facilitator who understands how to offer the role and the company, works with information and data to believe strategically, and adapts quickly to the modifications in the market.

Again, proactively dealing with establishing these abilities even more and utilizing innovation assists stay on top of the recruitment video game.

In the past couple of years, we have seen recruitment ending up being increasingly more strategic and data-driven. HR specialists have ended up being the leaders of this shift and the new skill techniques.

We’re pleased to see that Teamdash users are actively dealing with the data offered for them in the Recruitment performance tab and have actually made checking it a part of their day-to-day routine. This has actually assisted them find new ways to streamline the process and automate tiresome tasks, making more time for activities that create value.

The brand-new skillset aligns with the challenges that 2023 has actually brought and will carry on to 2024.

– We have seen a boost in the number of candidates but still have problems getting enough qualified prospects;
– We require to cut or handle recruitment costs to stay on top of the financial scenario on the planet;
– For stronger company brand names, we require better communication throughout companies, and cooperation with employing 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 procedure is as efficient and premium as possible. Recruiting is getting more technical with every year. I ´ d say that a great recruiter must keep up with the trends, know the target group, and understand how to connect to them. Also, there has to be a little a salesperson in every employer, in a great way.

The most important abilities for a recruiter in 2024 are:

Business partnering and consultancy skills. The capability to participate in meaningful conversations and create partnerships with employing supervisors and stakeholders is critical. We should first cultivate a wealth of company acumen and skills within ourselves to genuinely function as invaluable company partners. It includes comprehending our organization goals, preemptively constructing talent pools, and avoiding last-minute firefighting. Stepping into a consumption call with skill market mapping results guides the discussion. It aligns expectations at the best level, making the next steps more enjoyable for ourselves, working with supervisors, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven processes has continued, couple of have actually completely welcomed these concepts. Predicting what leads us becomes a vital ability amongst TA experts and assists us construct significant partnerships with our stakeholders. The upcoming years signal a concrete shift, demanding basic change when it concerns time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource preparation is becoming the standard even before recruitment activities start. Balancing the internal and external point of views makes sure that we stay up to date with changes 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 remain in the lead of writing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must accept and leverage recruitment automation, develop assessment abilities, and boost internal movement in 2024. Recruiters require to understand their groups’ skills and capabilities in-depth to build a thorough group’s assessment picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will become increasingly important as candidates utilize AI tools to produce progressively strong CVs.

What will 2024 bring into recruiting?

We will see how numerous of these trends and obstacles mentioned bring over to 2024.

One thing is for sure: AI and automation will play a helping function for employers – personalised interaction, and the human element will always remain the leading gamers for both recruiters and prospects.

We are excited to see in which instructions AI and innovation will take us in 2024.

The end-of-the-year webinar “Key trends and modifications in recruitment for 2024” was an informative session with data 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 numerous talent acquisition teams lean. Recruitment teams and professionals need to learn and review how to deliver more with less. Balancing the demands of organization requirements while ensuring individual well-being is important to combat the prevalent difficulty of recruitment burnout in the year ahead. Remember, it’s crucial that your cup is full too.

The 2nd one would be trust. 2023 was notorious for the number of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, business require to be conscious of developing their genuine employer brand names inside out and taking great care of their current workers. Prioritizing the well-being and engagement of current employees becomes not simply a business duty but a strategic crucial to restore and fortify rely on 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 a lot more transparency and utilisation of employer branding. Both go together and are incredibly important to effectively employing and keeping top talent – particularly as they help construct trust among prospects and staff members.

And there’s a lot information to back this up. For example, LinkedIn’s Employer Brand stats state that 75% of job applicants think about a company’s brand before even getting a job.
In a study of 1,000 staff members, Visier discovered that 90% trust their employer. When asked why, 65% stated, “They normally tell me the fact”, 52% said, “They’re transparent about company policies and practices”, and 38% stated, “They encourage employees to speak out”.
And data from Deloitte exposed that relied on business surpass their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of disruption from generative AI. We are going to see excellent recruiters utilizing AI to make their tasks easier and simplify a lot of their routine, admin-intensive tasks in 2024. We are also going to see a lot of lazy employers badly using Generative AI tools. We should keep in mind that nobody 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 jobs and enhance prospect experience with a more personal technique.
Pay transparency: being more transparent about pay is getting a great deal of popularity; 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 great deals of layoffs and instability in the tech sector, there’s more talent readily available. So companies who can employ now have the possibility of having really premium individuals who are devoted to them.
DEI in hiring: companies emphasise variety recruitment and unconscious predisposition.