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

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

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

The rise of AI and automation in recruitment

The focus on automation has actually been apparent in the past years, and rightfully so. Recruitment technology is more readily available, available and adaptable than ever.

This year, AI took a considerable step ahead in recruitment and has been incorporated into recruitment software, 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 used by both employers and prospects, raising issues about how it affects the recruitment process and how to maintain ethical and human consider the decision-making.

At Teamdash, our philosophy has constantly been that the recruiter should be at the guiding wheel and in control, and innovation is simply a vehicle to get there faster, much safer and more easily. And it must bring on and be transparent in the recruitment efficiency metrics.

AI is like 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 actually been a reasonably early adopter of Expert system. AI assists recruiters to work smarter, employment not harder, automate repeated jobs, make it faster and much easier to source prospects, compose task advertisements, launch company branding projects, and engage with candidates, to call simply a couple of. AI continues to progress and automate day-to-day jobs. Recruiters may have the ability to take a great deal of repeated 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, always ensuring ethical practices, obviously. Learning the essential triggers not only made my job easier, however likewise proved exceptionally fascinating. Embracing ethical AI tools entirely changed my approach to recruitment: Automated Resume Screening: swiftly matching candidate qualifications with task requirements. Chatbot support: guides prospects, responses FAQs, and schedules interviews flawlessly.

In 2023, we experienced the development of the need to headhunt skills instead of fill the functions of actively using individuals. At the same time, the increased circulation of applying candidates looked like a favorable modification, however in fact, it did more work in terms of the requirement to respond to everyone, examine each profile’s viability to the role and send out more rejection e-mails.

The efficiency boost that the AI and employment automation tools offered 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 exact same time – a boost in worker NPS.

Lauryna Gireniene, Head of at Nord Security

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

Tools you require for effective recruitment in 2024

Recruiters without up-to-date tools and software application have a clear drawback compared to the ones who have actually embraced a comprehensive tech stack.

All the specialists who responded to our study mentioned having an excellent and modern-day ATS as the first essential tool in 2024.

Teamdash is recruitment software application built by employers for recruiters, and we know how irritating it is working with innovation that does not fit your workflows.

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That’s why Teamdash is highly customisable and consists of numerous automation possibilities and (AI-powered) tools that make your work simpler – an interview scheduler, a job advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing choices, among others. The recruitment dashboard gives you a birds-eye introduction of your entire recruitment process. The Recruitment Performance tab gives you a visual summary of important recruitment metrics so you can be more strategic in your everyday work.

We covered picking the right ATS for your needs and business at one of our webinars in 2023. You can watch it on need on Livestorm.

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

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 recruiters in 2024, must-have tools consist of advanced AI-driven Applicant Tracking Systems, sophisticated candidate evaluation software, varied and inclusive job marketing platforms, information analytics tools for skill acquisition insights, and virtual truth interfaces for immersive prospect experiences, emphasising effectiveness, 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 making the most of technology. You do not have to master them all, but get a good grounding on triggers and validation 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, DeepL, Grammarly, and templates to make daily tasks faster.

Rethinking and redesigning your employer brand name to adapt to the changes

The nature of work and the expectations towards the office and employer have actually significantly shifted in the past years. There is also a generational modification in the labor force – Gen Z is entering the labor force as a part of the Boomer generation is retiring.

To maintain and surpass these expectations and keep working with and keeping top talent, companies have to reconsider their employer brand and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto principle applies in their user base – 20% of the very best companies get 80% of the applicants. No company wants to miss out on working with the finest skill.

To turn into one of the very best, openness is anticipated throughout all stages of the skill technique. This implies leveraging the ideal technology and tools to support human competencies and building a strong company brand name based upon them.

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

We’ve seen a lot of change throughout 2023.

– Firstly, the need for the workplace on a versatile basis has actually made a comeback. While totally remote and remote-first chances stay dominant among jobseekers, hybrid roles are ending up being progressively popular.

Our Q3 Flexible Working Index (a report which tracks progressing patterns across the flexible jobs market) revealed a sharp shift far from remote work amongst companies – completely remote functions accounted for just 4% of job posts in between July and September, typically.

Meanwhile, jobseekers’ need for remote work stays strong, but our data shows that the more versatility companies offer staff around working areas, the more popular they are amongst prospects.

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

The traditional Mon-Fri is taking a rear seat. A growing number of 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 skyrocketed, with an average of 47.4% of Flexa users listing it as their favored method of working throughout October. During the same duration, 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 employer brand whilst recruitment is low is KEY! You need to be continuously sharing things with your audience so when recruitment chooses back up you are not basically going back to square one. Technology will permit you to really make data-driven decisions whilst being able to track prospects, elevate your company branding and master recruitment marketing.

Recruiter skillset in 2024

Over the last few years, we have seen a lift in skill- and value-based hiring. Companies are now actively upskilling their current labor force and working with new workers to fill the ability spaces.

This also implies recruiters should adjust their skills to match the requirements. Recruiters need a mix of excellent soft skills and tough skills to be successful in 2024 and beyond. A successful recruiter in 2024 is a terrific communicator and facilitator who knows how to offer the function and the company, works with data and statistics to believe strategically, and adapts quickly to the changes in the market.

Again, proactively working on developing these skills further and utilizing innovation helps remain on top of the recruitment game.

In the past couple of years, we have seen recruitment becoming a growing number of tactical and data-driven. HR specialists have become the leaders of this shift and employment the brand-new skill techniques.

We enjoy to see that Teamdash users are actively dealing with the information readily available for them in the Recruitment efficiency tab and have made inspecting it a part of their everyday regimen. This has helped them discover new ways to enhance the procedure and automate tiresome tasks, making more time for activities that produce value.

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

– We have seen an increase in the variety of prospects but still have troubles getting adequate qualified candidates;
– We require to cut or handle recruitment costs to remain on top of the financial situation in the world;
– For more powerful company brands, we require better interaction across business, and collaboration with working with managers is specifically crucial.

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Riin Soostar, Senior HR Business Partner at Circle K Eesti

It is essential to automate as much administrative work as possible so the recruitment process is as efficient and top quality as possible. Recruiting is getting more technical with every year. I ´ d say that an excellent employer needs to stay up to date with the patterns, understand the target group, and know how to reach out to them. Also, there has to be a little bit of a salesman in every employer, in an excellent method.

The most essential abilities for an employer in 2024 are:

Business partnering and consultancy abilities. The capability to engage in meaningful discussions and create partnerships with working with supervisors and stakeholders is vital. We need to first cultivate a wealth of organization acumen and skills within ourselves to really work as vital business partners. It includes understanding our business goals, preemptively constructing skill swimming pools, and preventing last-minute firefighting. Entering a consumption call with talent market mapping results guides the conversation. It aligns expectations at the ideal level, making the next steps more satisfying for ourselves, employing supervisors, and candidates.
Data-fueled processes and decision-making: While the discourse around data-driven processes has persisted, few have actually wholeheartedly welcomed these concepts. Predicting what’s ahead of us ends up being an important ability among TA experts and assists us develop meaningful partnerships with our stakeholders. The upcoming years signify a tangible shift, requiring essential change when it comes to time-based metrics, but not only. Integrating Talent Analytics and Talent Intelligence into resource preparation is ending up being the standard even before recruitment activities commence. Balancing the internal and external perspectives makes sure that we keep up with changes and stay half a step ahead. As the data topic needs to broaden, storytelling abilities take centre stage-because information holds a crucial story, and we remain in the lead of composing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters need to embrace and take advantage of recruitment automation, develop evaluation abilities, and boost internal movement in 2024. Recruiters require to understand their groups’ abilities and abilities extensive to develop a detailed team’s evaluation picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will end up being significantly important as candidates utilize AI tools to develop progressively strong CVs.

What will 2024 bring into recruiting?

We will see how numerous of these patterns and obstacles mentioned rollover to 2024.

Something is for sure: AI and automation will play a helping function for recruiters – customised communication, and the human element will constantly remain the leading gamers for both employers and candidates.

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 changes 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 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 groups lean. Recruitment teams and specialists need to learn and reassess how to provide more with less. Balancing the needs of organization needs while guaranteeing individual wellness is necessary to fight the prevalent challenge of recruitment burnout in the year ahead. Remember, it is very important that your cup is full as well.

The 2nd one would be trust. 2023 was infamous for the variety of layoffs, I feel that there is a growing deficit of trust from the prospects side. Therefore, companies require to be conscious of constructing their authentic employer brand names completely and taking good care of their existing workers. Prioritizing the wellness and engagement of existing workers ends up being not simply a corporate responsibility but a tactical imperative to restore and strengthen rely on the working with 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 employment utilisation of employer branding. Both go together and are exceptionally essential to effectively hiring and maintaining top skill – especially as they assist build trust among candidates and staff members.

And there’s so much information to back this up. For example, LinkedIn’s Employer Brand stats mention that 75% of job seekers think about a company’s brand before even using for a task.
In a survey of 1,000 employees, Visier discovered that 90% trust their employer. When asked why, 65% stated, “They normally inform me the fact”, 52% stated, “They’re transparent about company policies and practices”, and 38% stated, “They motivate staff members to speak out”.
And data from Deloitte exposed that trusted business outperform their peers by as much as 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of disruption from generative AI. We are visiting excellent recruiters using AI to make their jobs much easier and simplify a great deal of their menial, admin-intensive jobs in 2024. We are likewise going to see a lot of lazy recruiters terribly utilizing Generative AI tools. We should bear in mind that no one speaks like ChatGPT, so we can not simply throw up content 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 tasks and improve prospect experience with a more personal method.
Pay openness: being more transparent about pay is getting a lot of appeal; companies need to prepare to be able to satisfy 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 available. So companies who can hire 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.