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 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 substantial modifications in recruitment in 2023, the words turning up in the word cloud were AI, automation and the changes in skills and company branding.
Let’s dive into what 15 recruitment professionals had to state 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 innovation is more offered, accessible and versatile than ever.
This year, AI took a significant step ahead in recruitment and has actually been included into recruitment software, consisting of 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 utilized by both recruiters and candidates, raising issues about how it affects the recruitment process and how to keep ethical and human consider the decision-making.
At Teamdash, our philosophy has constantly been that the recruiter needs to be at the guiding wheel and in control, and technology is simply an automobile to get there faster, much safer and more easily. And it needs to carry on and be transparent in the recruitment performance metrics.
AI resembles your co-pilot – you’re in control, giving 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 fairly early adopter of Artificial Intelligence. AI assists recruiters to work smarter, not harder, automate recurring jobs, make it faster and easier to source candidates, compose job advertisements, launch company branding campaigns, and engage with candidates, to call just a few. AI continues to progress and employment automate daily tasks. Recruiters may have the ability to take a great deal of recurring 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, constantly making sure ethical practices, of course. Learning the essential prompts not only made my task easier, but also showed exceptionally interesting. Embracing ethical AI tools entirely transformed my approach to recruitment: Automated Resume Screening: swiftly matching candidate certifications with task requirements. Chatbot help: guides candidates, responses FAQs, and schedules interviews effortlessly.
In 2023, we experienced the growth of the requirement to headhunt skills rather than fill the roles of actively applying people. At the very same time, the increased circulation of using candidates looked like a favorable modification, but really, it did more operate in regards to the requirement to respond to everybody, examine each profile’s viability to the role and send more rejection e-mails.
The efficiency increase that the AI and automation tools offered permitted us to make the procedure quicker and more constant. We attained an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the very 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 working with rates, you require to guarantee the finest prospect experience by using automations and AI.
Tools you require for successful recruitment in 2024
Recruiters without current tools and software have a clear disadvantage compared to the ones who have adopted a detailed tech stack.
All the professionals who responded to our survey pointed out having a great and contemporary ATS as the very first essential tool in 2024.
Teamdash is recruitment software application developed by employers for employers, and we understand how frustrating it is dealing 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 simpler – an interview scheduler, a task advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with options, to call a few. The recruitment dashboard gives you a birds-eye introduction of your whole recruitment process. The Recruitment Performance tab provides you a visual introduction of necessary recruitment metrics so you can be more strategic in your daily work.
We covered selecting the ideal ATS for your needs and business at one of our webinars in 2023. You can enjoy it on demand employment on Livestorm.
Having the right tools helps us adapt to the marketplace modifications we saw 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 employers in 2024, essential tools include advanced AI-driven Applicant Tracking Systems, sophisticated candidate assessment software application, varied and inclusive job marketing platforms, information analytics tools for talent acquisition insights, and virtual truth user interfaces for immersive prospect experiences, stressing efficiency, 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 employers not maximizing technology. You do not need to master them all, but get an excellent grounding on triggers and recognition as a minimum. AI is as trusted 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 quicker.
Rethinking and redesigning your company brand to adapt to the changes
The nature of work and the expectations towards the workplace and company have considerably shifted in the previous years. There is likewise a generational change in the workforce – 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 maintaining top talent, companies have to reassess their company 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 finest employers get 80% of the applicants. No employer wants to lose out on hiring the best skill.
To end up being one of the finest, transparency is anticipated throughout all phases of the talent strategy. This implies leveraging the right innovation and tools to support human competencies and constructing a strong company brand based upon them.
Diversity (DEI), versatility, 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 office on a versatile basis has rebounded. While totally remote and remote-first chances remain dominant among jobseekers, hybrid roles are becoming significantly popular.
Our Q3 Flexible Working Index (a report which tracks evolving trends across the flexible jobs market) revealed a sharp shift away from remote work amongst companies – completely remote functions accounted for just 4% of task posts in between July and September, typically.
Meanwhile, jobseekers’ need for remote work remains strong, however our information reveals that the more versatility companies use personnel around working places, the more popular they are amongst prospects.
– Secondly, the standard work week has actually significantly evolved over the past year.
The timeless Mon-Fri is taking a backseat. More and more business are introducing an alternative technique, that includes variations of the 4-day week, the 4.5-day week, and the 9-day fortnight.
Demand employment 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 during October. During the same period, 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 company 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 essentially going back to square one. Technology will allow you to really make data-driven choices whilst having the ability to track candidates, raise your company branding and master recruitment marketing.
Recruiter skillset in 2024
In recent years, we have actually seen a lift in ability- and value-based hiring. Companies are now actively upskilling their existing labor force and hiring brand-new staff members to fill the ability spaces.
This also indicates employers must adjust their skills to match the requirements. Recruiters require a mix of exceptional soft abilities and hard abilities to be successful in 2024 and beyond. A successful employer in 2024 is a fantastic communicator and facilitator who understands how to sell the function and the business, works with data and data to believe strategically, and adapts quickly to the changes in the market.
Again, proactively working on developing these abilities even more and utilizing technology helps remain on top of the recruitment video game.
In the previous few years, we have seen recruitment becoming a growing number of strategic and data-driven. HR experts have ended up being the leaders of this shift and the brand-new talent strategies.
We’re happy to see that Teamdash users are actively dealing with the data available for them in the Recruitment performance tab and have actually made it a part of their day-to-day routine. This has helped them discover new ways to enhance the procedure and 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 continue to 2024.
– We have actually seen an increase in the variety of prospects but still have difficulties getting adequate certified candidates;
– We require to cut or handle recruitment costs to remain on top of the economic circumstance on the planet;
– For more powerful employer brand names, we require much better interaction throughout business, and cooperation with hiring supervisors is particularly essential.
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Riin Soostar, 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 effective and high-quality as possible. Recruiting is getting more technical with every year. I ´ d say that a great employer must stay up to date with the patterns, know the target group, and understand how to reach out to them. Also, there has to be a little bit of a salesman in every employer, in an excellent way.
The most essential skills for a recruiter in 2024 are:
Business partnering and consultancy abilities. The ability to participate in significant discussions and create partnerships with employing managers and stakeholders is vital. We need to first cultivate a wealth of service acumen and employment skills within ourselves to truly operate as indispensable service partners. It includes comprehending our company goals, employment preemptively developing talent swimming pools, and preventing last-minute firefighting. Stepping into an intake call with talent market mapping results guides the discussion. It aligns expectations at the best level, making the next actions more satisfying for ourselves, hiring managers, and candidates.
Data-fueled processes and decision-making: While the discourse around data-driven procedures has continued, couple of have wholeheartedly embraced these concepts. Predicting what leads us ends up being an important ability amongst TA specialists and assists us construct significant collaborations with our stakeholders. The upcoming years indicate a tangible shift, demanding basic change when it concerns 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 start. Balancing the internal and external perspectives ensures that we stay up to date with changes and remain half a step ahead. As the information subject needs to broaden, storytelling skills take centre stage-because information holds a vital 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 leverage recruitment automation, construct evaluation skills, and increase internal movement in 2024. Recruiters require to understand their teams’ skills and capabilities extensive to construct a comprehensive group’s evaluation picture.
Lara Holding-Jones, Director at Pink Jelly People Consultancy
Assessment abilities will end up being significantly crucial as prospects utilize AI tools to create increasingly strong CVs.
What will 2024 bring into recruiting?
We will see how numerous of these trends and challenges discussed rollover to 2024.
Something is for sure: AI and automation will play an assisting function for recruiters – personalised communication, and the human aspect will always remain the leading gamers for both employers and candidates.
We are excited 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 skilled 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 lots of talent acquisition teams lean. Recruitment groups and experts need to learn and reassess how to deliver more with less. Balancing the demands of business needs while ensuring individual wellness is important to combat the prevalent obstacle of recruitment burnout in the year ahead. Remember, it’s crucial that your cup is complete as well.
The 2nd 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, companies need to be conscious of constructing their authentic employer brand names completely and taking good care of their existing employees. Prioritizing the well-being and engagement of current employees ends up being not simply a business obligation however a strategic essential to reconstruct and fortify rely on the employing landscape.
Molly Johnson-Jones, CEO & Co-founder at Flexa
As attitudes and comprehending continue to sway in the ideal instructions, I hope 2024 will bring a lot more openness and utilisation of employer branding. Both go together and are incredibly essential to effectively working with and keeping leading talent – particularly as they help develop trust amongst candidates and staff members.
And there’s a lot information to back this up. For instance, LinkedIn’s Employer Brand stats specify that 75% of task candidates think about a company’s brand name before even requesting a task.
In a study of 1,000 employees, Visier found that 90% trust their company. When asked why, 65% said, “They generally inform me the truth”, 52% said, “They’re transparent about company policies and practices”, and employment 38% said, “They encourage staff members to speak up”.
And information from Deloitte exposed that trusted companies exceed their peers by up to 400%!
Vanessa Raath, Founder of The Talent Hunter
There is a great deal of interruption from generative AI. We are going to see good recruiters using AI to make their jobs simpler and enhance a lot of their menial, admin-intensive tasks in 2024. We are likewise going to see a lot of lazy recruiters terribly using Generative AI tools. We need to keep in mind that no one speaks like ChatGPT, so we can not simply spit up content and pass it off as our own. Personalisation will be crucial 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 candidate experience with a more personal approach.
Pay openness: being more transparent about pay is getting a lot of appeal; business need to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive.
More talent is available: Due to great deals of layoffs and instability in the tech sector, there’s more skill available. So business who can employ now have the possibility of having very top quality people who are faithful to them.
DEI in hiring: business stress variety recruitment and unconscious bias.
