Recruitment Trends in 2025 – Predictions From 15 Experts

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

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

Unsurprisingly, when we asked our experts about the most substantial modifications in recruitment in 2023, the words popping up in the word cloud were AI, automation and the modifications in skills and employer branding.

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

The rise of AI and automation in recruitment

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

This year, AI took a considerable step ahead in recruitment and has been included into recruitment software, consisting of Teamdash.

We just recently celebrated 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 prospects, raising issues about how it impacts the recruitment procedure and how to keep ethical and human consider the decision-making.

At Teamdash, our philosophy has always been that the employer must be at the guiding wheel and in control, and technology is just a vehicle to get there faster, more secure and more comfortably. And it should continue and be transparent in the recruitment performance metrics.

AI is like your co-pilot – you remain in control, giving 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 actually been a fairly early adopter of Expert system. AI assists recruiters to work smarter, not harder, automate repeated tasks, make it faster and simpler to source candidates, compose job advertisements, launch employer branding projects, and engage with candidates, to call simply a couple of. AI continues to progress and automate everyday jobs. Recruiters might have the ability to take a great deal of repeated things off their plates and concentrate on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began utilizing multiple AI-powered tools in recruitment, constantly making sure ethical practices, naturally. Learning the needed triggers not just made my task easier, however also proved extremely interesting. Embracing ethical AI tools entirely transformed my approach to recruitment: Automated Resume Screening: swiftly matching prospect credentials with task requirements. Chatbot support: guides prospects, responses FAQs, and schedules interviews perfectly.

In 2023, we experienced the growth of the requirement to headhunt talents rather than fill the roles of actively using individuals. At the same time, the increased circulation of using candidates looked like a favorable change, however really, it did more operate in regards to the requirement to respond to everyone, evaluate each profile’s suitability to the function and send out more rejection emails.

The efficiency increase that the AI and automation tools supplied permitted 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 – an increase 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 require to make sure the very best candidate experience by utilizing automations and AI.

Tools you require for effective recruitment in 2024

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

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

Teamdash is recruitment software built by recruiters for recruiters, and we understand how frustrating it is working with innovation that doesn’t fit your workflows.

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That’s why Teamdash is extremely customisable and consists of numerous automation possibilities and (AI-powered) tools that make your work easier – an interview scheduler, employment a task advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to alternatives, to name a couple of. The recruitment dashboard provides you a birds-eye introduction 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 everyday work.

We covered picking the best ATS for your requirements and company at one of our webinars in 2023. You can view it as needed on Livestorm.

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

My essential 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, essential tools consist of innovative AI-driven Applicant Tracking Systems, advanced candidate assessment software application, diverse and inclusive job advertising platforms, data analytics tools for skill acquisition insights, and virtual truth user interfaces for immersive prospect experiences, emphasising effectiveness, fairness, and engagement in the recruitment procedure.

Piret Ulm, Partner Relations Lead at TalentHub

I personally think you will fall too far behind the curve if you do not make AI work for you. There are still a lot of recruiters not maximizing innovation. You do not need to master them all, but get an excellent grounding on prompts and recognition as a minimum. AI is as dependable 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 design templates to make day-to-day tasks much faster.

Rethinking and redesigning your employer brand to adapt to the changes

The nature of work and the expectations towards the workplace and company have actually considerably moved in the past years. There is also a generational change in the labor force – Gen Z is going into the workforce as a part of the Boomer generation is retiring.

To keep up and exceed these expectations and keep employing and retaining top talent, companies have to rethink their employer brand and offering. At our end-of-the-year webinar, employment Kaarel Holm from MeetFrank shared that the Pareto concept applies in their user base – 20% of the very best employers get 80% of the candidates. No employer wishes to miss out on out on working with the finest skill.

To turn into one of the very best, openness is expected throughout all stages of the skill method. This implies leveraging the ideal innovation and tools to support human proficiencies and constructing a strong employer brand 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 modification throughout 2023.

– Firstly, the demand for the office on a versatile basis has rebounded. While completely remote and remote-first opportunities stay dominant among jobseekers, hybrid roles are becoming progressively popular.

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

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

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

The classic Mon-Fri is taking a backseat. More and more companies are presenting 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 actually escalated, with approximately 47.4% of Flexa users noting it as their preferred method of working during October. During the exact same period, 37.5% selected 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 name whilst recruitment is low is KEY! You require to be continuously sharing things with your audience so when recruitment chooses back up you are not essentially going back to square one. Technology will enable you to really make data-driven decisions whilst having the ability to track prospects, raise your employer branding and master recruitment marketing.

Recruiter skillset in 2024

In current years, we have seen a lift in ability- and value-based hiring. Companies are now actively upskilling their current workforce and working with brand-new employees to fill the skill spaces.

This likewise means recruiters must adjust their skills to match the requirements. Recruiters require a mix of exceptional soft skills and hard abilities to be successful in 2024 and beyond. An effective recruiter in 2024 is a terrific communicator and facilitator who understands how to offer the role and the company, works with information and data to think tactically, and adapts rapidly to the changes in the market.

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

In the past couple of years, we have seen recruitment becoming a growing number of strategic and data-driven. HR experts have actually become the leaders of this shift and the brand-new talent techniques.

We’re delighted to see that Teamdash users are actively working with the data offered for them in the Recruitment efficiency tab and have made checking it a part of their everyday routine. This has actually assisted them find new ways to simplify the procedure and automate laborious tasks, making more time for activities that develop worth.

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 however still have troubles getting sufficient qualified candidates;
– We require to cut or manage recruitment expenses to remain on top of the financial circumstance in the world;
– For more powerful company brands, we need much better interaction throughout companies, and partnership with employing supervisors is especially essential.

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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 a great recruiter should stay up to date with the patterns, know the target group, and know how to reach out to them. Also, there has to be a little a salesman in every recruiter, in an excellent way.

The most crucial skills for a recruiter in 2024 are:

Business partnering and consultancy skills. The capability to engage in meaningful conversations and create collaborations with employing managers and stakeholders is paramount. We need to first cultivate a wealth of organization acumen and employment abilities within ourselves to really function as indispensable business partners. It involves comprehending our company objectives, preemptively building skill swimming pools, and preventing last-minute firefighting. Entering a consumption call with skill market mapping results guides the discussion. It aligns expectations at the ideal level, making the next steps more enjoyable for ourselves, hiring managers, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven procedures has persisted, few have wholeheartedly accepted these principles. Predicting what’s ahead of us ends up being a vital ability amongst TA experts and helps us develop meaningful collaborations with our stakeholders. The upcoming years signal a tangible shift, demanding fundamental modification when it pertains to time-based metrics, but not just. Integrating Talent Analytics and Talent Intelligence into resource preparation is becoming the requirement even before recruitment activities commence. Balancing the internal and external viewpoints guarantees that we stay up to date with modifications and remain half a step ahead. As the data topic needs to broaden, storytelling skills take centre stage-because data holds a crucial story, and we are in the lead of writing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must welcome and take advantage of recruitment automation, construct evaluation skills, and boost internal mobility in 2024. Recruiters need to understand employment their teams’ abilities and capabilities in-depth to develop a detailed team’s assessment photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will end up being progressively important as candidates use AI tools to create increasingly strong CVs.

What will 2024 bring into recruiting?

We will see how numerous of these patterns and difficulties pointed out bring over to 2024.

One thing is for sure: AI and automation will play a helping role for recruiters – customised interaction, and the human aspect will constantly stay the leading gamers for both recruiters and candidates.

We are delighted to see in which instructions AI and technology will take us in 2024.

The end-of-the-year webinar “Key patterns and changes in recruitment for 2024” was an informative session with statistics and expert predictions from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is available as needed on Livestorm.

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

2023 has left lots of skill acquisition teams lean. Recruitment teams and specialists require to learn and review how to provide more with less. Balancing the needs of organization requirements while ensuring personal well-being is necessary to combat the pervasive challenge of recruitment burnout in the year ahead. Remember, it is very important that your cup is complete as well.

The second one would be trust. 2023 was infamous for the variety of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, companies require to be mindful of constructing their genuine company brand names inside out and taking great care of their present workers. Prioritizing the wellness and engagement of existing staff members ends up being not simply a business duty however a tactical essential to rebuild and fortify trust in 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 much more openness and utilisation of employer branding. Both go together and are very essential to successfully hiring and keeping leading talent – particularly as they help build trust among prospects and workers.

And there’s a lot information to back this up. For example, LinkedIn’s Employer Brand data state that 75% of job hunters think about a company’s brand name before even obtaining a job.
In a study of 1,000 employees, Visier found that 90% trust their company. When asked why, 65% said, “They generally tell me the reality”, 52% said, “They’re transparent about business policies and practices”, and 38% stated, “They motivate employees to speak up”.
And information from Deloitte revealed that relied on business surpass 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 going to see excellent recruiters AI to make their tasks simpler and improve a great deal of their routine, admin-intensive tasks in 2024. We are likewise visiting a great deal of lazy recruiters terribly utilizing Generative AI tools. We must remember that nobody speaks like ChatGPT, so we can not simply regurgitate material and pass it off as our own. Personalisation will be crucial 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 candidate experience with a more individual technique.
Pay openness: being more transparent about pay is getting a great deal of popularity; companies require 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 skill readily available. So companies who can hire now have the possibility of having really premium individuals who are loyal to them.
DEI in hiring: business stress variety recruitment and unconscious bias.