Recruitment Trends in 2025 – Predictions From 15 Experts

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

We asked 15 recruitment market professionals to think of how 2023 will go into the history books and what you can take along with you for 2024.

Unsurprisingly, when we asked our experts about the most considerable changes 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 had to say in the 2023 Teamdash survey.

The rise of AI and automation in recruitment

The concentrate on automation has actually been evident in the past years, and rightfully so. Recruitment technology is more offered, accessible and adaptable than ever.

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

We just recently celebrated one year of ChatGPT – the notorious AI tool mentioned at every table this year. ChatGPT and other AI tools are utilized by both recruiters and candidates, raising issues about how it impacts the recruitment procedure and how to preserve ethical and human aspects in the decision-making.

At Teamdash, our approach has actually always been that the recruiter needs to be at the guiding wheel and in control, and technology is just a lorry to arrive quicker, safer and more comfortably. And it needs to continue and be transparent in the recruitment performance metrics.

AI is like your co-pilot – you’re in control, providing commands and 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 reasonably early adopter of Expert system. AI assists employers to work smarter, not harder, automate repeated jobs, make it faster and simpler to source prospects, compose job advertisements, launch company branding campaigns, and engage with prospects, to name just a couple of. AI continues to progress and automate everyday jobs. Recruiters might 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 started using multiple AI-powered tools in recruitment, constantly ensuring ethical practices, of course. Learning the essential prompts not just made my task easier, however also showed exceptionally remarkable. Embracing ethical AI tools totally changed my approach to recruitment: Automated Resume Screening: quickly matching candidate qualifications with task requirements. Chatbot support: guides prospects, responses FAQs, and schedules interviews flawlessly.

In 2023, we experienced the growth of the need to headhunt talents rather than fill the functions of actively using individuals. At the same time, the increased circulation of using candidates looked like a favorable modification, however in fact, it did more operate in terms of the need to respond to everybody, examine each profile’s suitability to the function and send out more rejection e-mails.

The performance increase that the AI and automation tools provided allowed us to make the process much 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 staff member 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 need to make sure the very best candidate experience by using automations and AI.

Tools you require for effective recruitment in 2024

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

All the experts who responded to our study discussed having a good and modern-day ATS as the very first must-have tool in 2024.

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

See Teamdash in action

That’s why Teamdash is highly customisable and consists of various automation possibilities and (AI-powered) tools that make your work easier – an interview scheduler, a job ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to alternatives, to call a couple of. The recruitment dashboard gives you a birds-eye summary of your entire recruitment procedure. The Recruitment Performance tab provides you a visual summary of important recruitment metrics so you can be more strategic in your daily work.

We covered choosing the ideal ATS for your needs and company 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 modifications we witnessed in 2023 and be proactive in 2024. Here are some suggestions from our experts:

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, essential tools include sophisticated AI-driven Applicant Tracking Systems, sophisticated prospect evaluation software, diverse and inclusive task marketing platforms, information analytics tools for talent acquisition insights, and virtual reality interfaces for immersive candidate experiences, emphasising effectiveness, fairness, and engagement in the recruitment process.

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 too many employers not making the most of technology. You do not need to master them all, however get a good grounding on triggers and recognition 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 design templates to make day-to-day tasks faster.

Rethinking and redesigning your employer brand to adjust to the changes

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

To keep up and go beyond these expectations and keep working with and retaining leading talent, companies need to reassess their company brand and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto concept applies in their user base – 20% of the very best companies get 80% of the applicants. No employer desires to lose out on employing the finest talent.

To turn into one of the very best, openness is expected throughout all stages of the talent strategy. This suggests leveraging the right technology and tools to support human proficiencies and building a strong employer brand based on them.

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

We’ve seen a lot of change throughout 2023.

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

Our Q3 Flexible Working Index (a report which tracks evolving trends across the versatile jobs market) revealed a away from remote work amongst companies – fully remote functions accounted for simply 4% of job posts in between July and September, usually.

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

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

The timeless Mon-Fri is taking a rear seat. Increasingly more companies are introducing an alternative technique, 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 skyrocketed, with approximately 47.4% of Flexa users listing it as their favored way of working during October. During the exact same duration, 37.5% chosen 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 employer brand whilst recruitment is low is KEY! You require to be continuously sharing things with your audience so when recruitment picks back up you are not basically starting from scratch. Technology will allow you to truly make data-driven decisions whilst being able to track candidates, raise your employer branding and master recruitment marketing.

Recruiter skillset in 2024

In current 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 employees to fill the ability spaces.

This also indicates employers need to adjust their skills to match the requirements. Recruiters require a mix of excellent soft abilities and tough skills to be successful in 2024 and beyond. An effective employer in 2024 is an excellent communicator and facilitator who knows how to sell the function and the business, works with information and data to think strategically, and adapts quickly to the modifications in the market.

Again, proactively working on developing these abilities even more and utilizing technology helps stay on top of the recruitment game.

In the previous few years, we have actually seen recruitment becoming a growing number of strategic and data-driven. HR specialists have actually ended up being the leaders of this shift and the brand-new talent strategies.

We enjoy to see that Teamdash users are actively working with the information readily available for them in the Recruitment performance tab and have actually made checking it a part of their everyday regimen. This has assisted them find brand-new methods to improve the procedure and employment automate laborious jobs, making more time for activities that produce value.

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

– We have actually seen a boost in the number of candidates but still have problems getting enough qualified prospects;
– We need to cut or manage recruitment costs to remain on top of the economic situation on the planet;
– For more powerful company brands, employment we need much better interaction across business, and collaboration with employing supervisors is particularly essential.

Begin with Teamdash – Free Trial!

Riin Soostar, Senior HR Business Partner at Circle K Eesti

It is essential 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 state that an excellent employer should stay up to date with the trends, know the target group, and understand how to reach out to them. Also, there has to be a bit of a salesperson in every employer, in a good way.

The most essential skills for a recruiter in 2024 are:

Business partnering and consultancy skills. The capability to take part in meaningful discussions and forge collaborations with working with managers and stakeholders is paramount. We must initially cultivate a wealth of organization acumen and skills within ourselves to really function as indispensable business partners. It includes comprehending our company goals, preemptively constructing talent pools, and avoiding last-minute firefighting. Stepping into an intake call with talent market mapping results guides the conversation. It aligns expectations at the best level, making the next steps more pleasurable for ourselves, employing supervisors, and candidates.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has actually persisted, couple of have completely accepted these principles. Predicting what’s ahead of us becomes an essential skill among TA specialists and helps us build meaningful collaborations with our stakeholders. The approaching years signal a concrete shift, demanding basic modification when it concerns time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource planning is ending up being the standard even before recruitment activities commence. Balancing the internal and external viewpoints guarantees that we stay up to date with modifications and stay half an action ahead. As the information topic requires to broaden, storytelling skills take centre stage-because information holds a crucial story, and we are in the lead of composing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters should accept and utilize recruitment automation, develop evaluation skills, and boost internal mobility in 2024. Recruiters require to understand their teams’ abilities and abilities extensive to construct a thorough team’s evaluation image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will end up being increasingly important as prospects use AI tools to produce increasingly strong CVs.

What will 2024 bring into recruiting?

We will see the number of of these trends and challenges discussed rollover to 2024.

Something is for sure: AI and automation will play a helping function for employers – customised communication, and the human factor will always remain the leading players for both recruiters and prospects.

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 modifications in recruitment for 2024” was an informative session with stats and professional predictions from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is available as needed on Livestorm.

Experience AI-Powered Recruitment

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

2023 has left numerous talent acquisition teams lean. Recruitment teams and specialists need to find out and review how to provide more with less. Balancing the needs of organization requirements while making sure individual wellness is important to combat the prevalent difficulty of recruitment burnout in the year ahead. Remember, it is essential that your cup is complete also.

The second one would be trust. 2023 was notorious for employment the number of layoffs, I feel that there is a growing deficit of trust from the prospects side. Therefore, companies need to be mindful of constructing their authentic employer brands completely and taking good care of their present workers. Prioritizing the wellness and engagement of present employees ends up being not simply a corporate responsibility however a tactical essential to rebuild and fortify rely on the working with landscape.

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

As attitudes and understanding continue to sway in the right instructions, I hope 2024 will bring far more transparency and utilisation of employer branding. Both go hand-in-hand and are exceptionally essential to successfully employing and maintaining top skill – especially as they assist construct trust among prospects and staff members.

And there’s a lot data to back this up. For instance, LinkedIn’s Employer Brand statistics specify that 75% of task candidates consider a company’s brand name before even looking for a task.
In a study of 1,000 staff members, Visier found that 90% trust their company. When asked why, 65% said, “They usually inform me the truth”, 52% stated, “They’re transparent about business policies and practices”, and 38% said, “They motivate workers to speak out”.
And information from Deloitte exposed that relied on business 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 good employers utilizing AI to make their jobs much easier and enhance a lot of their routine, admin-intensive tasks in 2024. We are also going to see a lot of lazy employers terribly using Generative AI tools. We must remember that nobody speaks like ChatGPT, so we can not just throw up content and pass it off as our own. Personalisation will be essential for employment 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 gaining a lot of popularity; companies 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 skill offered. So business who can hire now have the possibility of having very premium people who are faithful to them.
DEI in hiring: business emphasise variety recruitment and unconscious bias.