Recruitment Trends in 2025 – Predictions From 15 Experts
We are approaching the end of another hectic and ever-changing recruitment year.
We asked 15 recruitment industry experts 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 professionals had to state in the 2023 Teamdash study.
The increase of AI and automation in recruitment
The focus on automation has appeared in the previous years, and rightfully so. Recruitment technology is more available, available and adaptable than ever.
This year, AI took a substantial action ahead in recruitment and has actually been incorporated into recruitment software, consisting of Teamdash.
We just recently celebrated one year of ChatGPT – the notorious 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 affects the recruitment procedure and how to maintain ethical and human aspects in the decision-making.
At Teamdash, our approach has constantly been that the employer needs to be at the steering wheel and in control, and technology is simply an automobile to arrive quicker, safer and more comfortably. And it should bring on and be transparent in the recruitment efficiency metrics.
AI resembles your co-pilot – you’re in control, providing commands and making the choices.
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Renita Käsper, Global Director of Talent Acquisition and Employer Branding at HRS Group
Talent acquisition and recruitment has been a relatively early adopter of Expert system. AI assists employers to work smarter, not harder, automate recurring tasks, make it faster and much easier to source candidates, compose job advertisements, launch company branding campaigns, and engage with prospects, to name simply a couple of. AI continues to develop and automate daily jobs. Recruiters may be able to take a great deal of recurring things off their plates and concentrate on the more human elements of recruiting.
Keter Luhaorg, Recruitment Partner at Euronics
I began utilizing numerous AI-powered tools in recruitment, constantly making sure ethical practices, naturally. Learning the required prompts not just made my task easier, but also showed incredibly remarkable. Embracing ethical AI tools completely changed my approach to recruitment: Automated Resume Screening: quickly matching prospect qualifications with task requirements. Chatbot support: guides prospects, answers FAQs, and schedules interviews perfectly.
In 2023, we experienced the development of the need to headhunt skills rather than fill the functions of actively applying individuals. At the exact same time, the increased flow of using prospects appeared like a favorable change, but really, it did more operate in regards to the need to respond to everybody, examine each profile’s suitability to the role and send out more rejection e-mails.
The effectiveness increase that the AI and automation tools provided permitted us to make the procedure much faster and more constant. We achieved an enhancement 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 working with rates, you require to guarantee the 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 downside compared to the ones who have adopted an extensive tech stack.
All the specialists who responded to our survey mentioned having a good and modern-day ATS as the very first essential tool in 2024.
Teamdash is recruitment software application built by recruiters for employers, and we understand how frustrating it is dealing with technology 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 task ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing alternatives, to call a couple of. The recruitment control panel provides you a birds-eye overview of your whole recruitment procedure. The Recruitment Performance tab gives you a visual summary of important recruitment metrics so you can be more tactical in your everyday work.
We covered picking the ideal ATS for your needs and company at one of our webinars in 2023. You can enjoy 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 Proficient at, Chat GPT (or comparable), and LinkedIn.
Jane Pettit, Business Growth Coach and Recruitment Team Trainer at Centred Excellence
For employers in 2024, must-have tools include advanced AI-driven Applicant Tracking Systems, sophisticated candidate evaluation software application, varied and inclusive job advertising platforms, data analytics tools for talent acquisition insights, and virtual reality user interfaces for immersive candidate experiences, stressing performance, 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 numerous recruiters not taking full advantage 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 reputable 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 day-to-day tasks faster.
Rethinking and revamping your employer brand name to adjust to the changes
The nature of work and the expectations towards the work environment and employer have actually considerably moved in the previous 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 maintain and go beyond these expectations and keep hiring and retaining leading talent, companies need to reassess their company 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 very best employers get 80% of the applicants. No employer wishes to lose out on employing the very best talent.
To turn into one of the best, openness is anticipated throughout all stages of the skill strategy. This means leveraging the right innovation and tools to support human competencies and constructing a strong company brand based upon them.
Diversity (DEI), versatility, openness and the increase of relatable organisations are the keywords in focus for employer brands in 2024.
We have actually seen a lot of modification throughout 2023.
– Firstly, the demand for the office on a flexible basis has actually made a comeback. While fully remote and remote-first chances stay dominant among jobseekers, hybrid functions are ending up being increasingly popular.
Our Q3 Flexible Working Index (a report which tracks progressing patterns across the versatile tasks market) exposed a sharp shift far from remote work amongst employers – completely remote functions accounted for just 4% of task posts in between July and September, typically.
Meanwhile, jobseekers’ need for remote work stays strong, however our data reveals that the more flexibility business use staff around working locations, the more popular they are amongst candidates.
– Secondly, the traditional work week has actually considerably developed over the past year.
The traditional Mon-Fri is taking a rear seat. Increasingly more companies are presenting an alternative method, 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 actually skyrocketed, with approximately 47.4% of Flexa users noting it as their favored method of working during October. During the exact same period, 37.5% selected the 4.5-day week as their choice, and 14.1% specified the 9-day fortnight was theirs.
Kayleigh Little, Recruitment Automation Expert at Teamdash
Maintaining your employer brand name 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 starting from scratch. Technology will allow 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
In the last few years, we have actually seen a lift in ability- and value-based hiring. Companies are now actively upskilling their existing workforce and hiring brand-new workers to fill the skill gaps.
This also means recruiters must adjust their abilities to match the requirements. Recruiters need a mix of outstanding soft skills and hard skills to be effective in 2024 and beyond. A successful employer in 2024 is a terrific communicator and facilitator who knows how to sell the role and the company, works with data and data to believe tactically, and adapts quickly to the changes in the market.
Again, proactively working on establishing these skills further and using technology helps stay on top of the recruitment game.
In the past few years, we have seen recruitment becoming increasingly more strategic and data-driven. HR specialists have actually become the leaders of this shift and the brand-new talent methods.
We more than happy to see that Teamdash users are actively working with the information available for them in the Recruitment performance tab and have actually made checking it a part of their daily routine. This has helped them find new methods to streamline the process and automate tiresome jobs, making more time for activities that produce worth.
The brand-new skillset lines up with the difficulties that 2023 has actually brought and will bring on to 2024.
– We have seen a boost in the variety of prospects but still have troubles getting sufficient qualified prospects;
– We require to cut or manage recruitment costs to remain on top of the financial circumstance in the world;
– For more powerful company brand names, we need better interaction throughout business, and collaboration with hiring managers is particularly essential.
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Riin Soostar, job Senior HR Business Partner at Circle K Eesti
It is necessary 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 must keep up with the trends, know the target group, and understand how to connect to them. Also, there has to be a little bit of a salesperson in every recruiter, job in a great way.
The most important abilities for an employer in 2024 are:
Business partnering and consultancy abilities. The ability to take part in meaningful discussions and create collaborations with working with supervisors and stakeholders is vital. We must first cultivate a wealth of company acumen and abilities within ourselves to genuinely function as indispensable service partners. It involves comprehending our organization goals, preemptively constructing talent 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 actions more pleasurable for ourselves, employing supervisors, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven processes has persisted, few have actually completely welcomed these principles. Predicting what leads us ends up being an important ability amongst TA specialists and assists us construct significant collaborations with our stakeholders. The approaching years signify a tangible shift, requiring essential modification when it pertains to time-based metrics, however not only. 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 perspectives ensures that we keep up with modifications and remain 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 must accept and take advantage of recruitment automation, develop evaluation skills, and increase internal mobility in 2024. Recruiters require to comprehend their groups’ abilities and abilities in-depth to build a comprehensive team’s assessment image.
Lara Holding-Jones, job Director at Pink Jelly People Consultancy
Assessment skills will become increasingly important as prospects utilize AI tools to develop progressively strong CVs.
What will 2024 bring into recruiting?
We will see the number of of these trends 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 aspect will always stay the leading players for both employers and candidates.
We are thrilled to see in which direction AI and innovation will take us in 2024.
The end-of-the-year webinar “Key trends and changes in recruitment for 2024” was an informative session with stats and professional forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is offered as needed on Livestorm.
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Piret Luts, Global Head of Talent Analytics, Sourcing & Research at Nortal AS
2023 has left many skill acquisition groups lean. Recruitment groups and specialists need to find out and reassess how to deliver more with less. Balancing the demands of organization needs while making sure individual wellness is necessary to combat the prevalent difficulty of recruitment burnout in the year ahead. Remember, it is very important that your cup is complete too.
The second one would be trust. 2023 was well-known for the variety of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, business require to be conscious of constructing their genuine employer brand names inside out and taking excellent care of their present employees. Prioritizing the wellness and engagement of present employees becomes not simply a corporate duty but a strategic necessary to rebuild and strengthen rely on the working with landscape.
Molly Johnson-Jones, CEO & Co-founder at Flexa
As attitudes and understanding continue to sway in the ideal instructions, I hope 2024 will bring a lot more openness and of employer branding. Both go together and are incredibly crucial to successfully employing and maintaining leading talent – specifically as they assist construct trust amongst prospects and employees.
And there’s a lot data to back this up. For example, LinkedIn’s Employer Brand stats specify that 75% of job hunters consider a company’s brand before even requesting a task.
In a study of 1,000 employees, Visier discovered that 90% trust their employer. When asked why, 65% stated, “They normally inform me the fact”, 52% said, “They’re transparent about company policies and practices”, and 38% stated, “They encourage employees to speak out”.
And information from Deloitte exposed that trusted business surpass their peers by approximately 400%!
Vanessa Raath, Founder of The Talent Hunter
There is a lot of interruption from generative AI. We are visiting excellent employers utilizing AI to make their jobs simpler and enhance a great deal of their menial, admin-intensive jobs in 2024. We are also visiting a lot of lazy recruiters severely utilizing Generative AI tools. We need to bear in mind that no one speaks like ChatGPT, so we can not just throw up material and pass it off as our own. Personalisation will be key 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 lot of popularity; business require to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive.
More skill is readily available: Due to lots of layoffs and instability in the tech sector, there’s more talent available. So business who can work with now have the possibility of having very top quality people who are devoted to them.
DEI in hiring: companies stress diversity recruitment and unconscious bias.
