Recruitment Trends in 2025 – Predictions From 15 Experts

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

We asked 15 recruitment industry specialists to think of how 2023 will enter into the history books and what you can bring with you for 2024.

Unsurprisingly, when we asked our professionals about the most substantial changes in recruitment in 2023, the words appearing in the word cloud were AI, automation and the changes in skills and employer branding.

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

The increase of AI and automation in recruitment

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

This year, AI took a considerable action ahead in recruitment and has actually been integrated 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 concerns about how it affects the recruitment procedure and how to keep ethical and human elements in the decision-making.

At Teamdash, our philosophy has always been that the recruiter must be at the guiding wheel and in control, and technology is simply a vehicle to arrive quicker, much safer and more conveniently. 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 been a relatively early adopter of Expert system. AI helps recruiters to work smarter, not harder, automate recurring tasks, make it faster and easier to source prospects, write job advertisements, launch employer branding projects, and engage with candidates, to name simply a couple of. AI continues to develop and automate daily tasks. Recruiters may be able 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 numerous AI-powered tools in recruitment, constantly ensuring ethical practices, obviously. Learning the needed prompts not just made my job much easier, but likewise proved extremely fascinating. Embracing ethical AI tools entirely changed my method to recruitment: Automated Resume Screening: quickly matching prospect credentials with task requirements. Chatbot assistance: guides prospects, answers FAQs, and schedules interviews seamlessly.

In 2023, we experienced the growth of the need to headhunt talents rather than fill the functions of actively applying individuals. At the exact same time, the increased flow of applying prospects appeared like a favorable change, however actually, it did more work in regards to the need to respond to everyone, examine each profile’s suitability to the role and send more rejection e-mails.

The effectiveness boost that the AI and automation tools provided allowed us to make the procedure quicker and more constant. We achieved an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the exact same time – a boost in employee 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 guarantee the best candidate experience by utilizing automations and AI.

Tools you need for effective recruitment in 2024

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

All the professionals who reacted to our survey pointed out having a great and modern ATS as the very first essential tool in 2024.

Teamdash is recruitment software constructed by employers for employers, and we know how annoying it is working with technology that does not 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 ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing options, to call a couple of. The recruitment dashboard offers you a birds-eye introduction of your entire recruitment process. The Recruitment Performance tab offers you a visual introduction of vital recruitment metrics so you can be more strategic in your everyday work.

We covered choosing the ideal ATS for your needs and company at one of our webinars in 2023. You can watch it as needed on Livestorm.

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

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 recruiters in 2024, essential tools include advanced AI-driven Applicant Tracking Systems, advanced prospect assessment software application, diverse and inclusive job advertising platforms, data analytics tools for talent acquisition insights, and virtual truth interfaces for immersive candidate experiences, emphasising performance, fairness, and engagement in the recruitment procedure.

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 have to master them all, but get an excellent grounding on triggers and validation 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 everyday tasks quicker.

Rethinking and revamping your employer brand to adjust to the modifications

The nature of work and the expectations towards the office and company have considerably shifted in the previous years. There is likewise 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 employing and retaining leading talent, employers need to reconsider their company brand and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto concept uses in their user base – 20% of the very best employers get 80% of the applicants. No company wants to lose out on working with the very best skill.

To turn into one of the very best, openness is anticipated throughout all stages of the talent strategy. This indicates leveraging the best innovation and tools to support human proficiencies and developing a strong company 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 great deal of modification throughout 2023.

– Firstly, the demand for the office on a flexible basis has made a resurgence. While totally remote and remote-first opportunities remain dominant among jobseekers, hybrid roles are becoming progressively popular.

Our Q3 Flexible Working Index (a report which tracks progressing patterns throughout the flexible tasks market) revealed a sharp shift away from remote work among employers – totally remote roles represented simply 4% of job posts between July and September, usually.

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

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

The timeless Mon-Fri is taking a backseat. More and more business 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 increased, with approximately 47.4% of Flexa users listing it as their preferred method of working throughout October. During the exact same period, 37.5% picked 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 constantly sharing things with your audience so when recruitment chooses back up you are not basically beginning from scratch. Technology will enable you to genuinely make data-driven decisions whilst having the ability to track candidates, elevate your employer branding and master recruitment marketing.

Recruiter skillset in 2024

Recently, we have seen a lift in skill- and value-based hiring. Companies are now actively upskilling their current labor force and working with brand-new staff members to fill the ability spaces.

This also indicates employers should adapt their skills to match the requirements. Recruiters need a mix of excellent soft skills and hard skills to be effective in 2024 and beyond. A successful employer in 2024 is a terrific communicator and facilitator who understands how to sell the role and the company, works with data and data to think tactically, and adapts rapidly to the changes in the market.

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

In the past couple of years, we have actually seen recruitment ending up being more and more tactical and data-driven. HR experts have ended up being the leaders of this shift and the new talent methods.

We’re pleased to see that Teamdash users are actively working with the data readily available for them in the Recruitment efficiency tab and have made inspecting it a part of their everyday regimen. This has actually helped them discover brand-new methods to enhance the procedure and automate laborious tasks, making more time for activities that produce value.

The brand-new skillset aligns with the difficulties that 2023 has brought and will continue to 2024.

– We have actually seen an increase in the number of prospects but still have troubles getting sufficient qualified candidates;
– We need to cut or handle recruitment costs to stay on top of the economic circumstance in the world;
– For more powerful employer brands, we require much better interaction across business, and collaboration with employing managers is especially important.

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Riin Soostar, Senior HR Business Partner at Circle K Eesti

It is crucial to automate as much administrative work as possible so the recruitment process is as effective and high-quality as possible. Recruiting is getting more technical with every year. I ´ d say that an excellent recruiter needs to keep up with the patterns, know the target group, and understand how to connect to them. Also, there needs to be a bit of a in every recruiter, in a good way.

The most important abilities for an employer in 2024 are:

Business partnering and consultancy abilities. The capability to participate in significant conversations and forge collaborations with hiring supervisors and stakeholders is vital. We should initially cultivate a wealth of company acumen and abilities within ourselves to truly work as vital service partners. It includes understanding our service goals, preemptively developing talent pools, and preventing last-minute firefighting. Entering an intake call with skill market mapping results guides the conversation. It aligns expectations at the ideal level, making the next actions more satisfying for ourselves, working with supervisors, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven procedures has actually continued, couple of have completely accepted these concepts. Predicting what leads us becomes an important ability among TA experts and helps us develop significant collaborations with our stakeholders. The approaching years signal a tangible shift, demanding fundamental modification when it concerns time-based metrics, however not only. Integrating Talent Analytics and Talent Intelligence into resource planning is becoming the standard even before recruitment activities start. Balancing the internal and external perspectives guarantees that we keep up with modifications and remain half an action ahead. As the information subject needs to expand, storytelling abilities take centre stage-because information holds an important story, and we are in the lead of writing the narrative around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters should accept and utilize recruitment automation, construct assessment abilities, and increase internal movement in 2024. Recruiters require to understand their groups’ skills and employment capabilities thorough to develop a comprehensive team’s evaluation image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

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

What will 2024 bring into recruiting?

We will see the number of of these patterns and challenges mentioned rollover to 2024.

Something is for sure: AI and automation will play a helping role for employers – customised interaction, and the human factor will always stay the leading players for both employers and employment candidates.

We are delighted to see in which direction AI and innovation will take us in 2024.

The end-of-the-year webinar “Key trends and modifications in recruitment for 2024” was an informative session with data and professional forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is readily available as needed on Livestorm.

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

2023 has actually left numerous skill acquisition teams lean. Recruitment teams and professionals need to discover and reassess how to provide more with less. Balancing the demands of service requirements while making sure individual well-being is important to fight the prevalent challenge 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 infamous for the number of layoffs, employment I feel that there is a growing deficit of trust from the prospects side. Therefore, business require to be conscious of developing their authentic company brands completely and taking good care of their present employees. Prioritizing the wellness and engagement of current employees becomes not simply a corporate responsibility but a strategic important to rebuild and fortify trust in the hiring landscape.

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

As attitudes and comprehending continue to sway in the ideal direction, I hope 2024 will bring much more transparency and utilisation of employer branding. Both go hand-in-hand and are exceptionally important to successfully working with and keeping top skill – particularly as they assist build trust among prospects and workers.

And there’s so much data to back this up. For example, LinkedIn’s Employer Brand statistics specify that 75% of task applicants think about an employer’s brand before even obtaining a job.
In a survey of 1,000 workers, Visier found that 90% trust their company. When asked why, 65% said, “They typically tell me the reality”, 52% said, “They’re transparent about business policies and practices”, and 38% stated, “They motivate staff members to speak out”.
And data from Deloitte exposed that trusted companies outshine 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 visiting excellent recruiters utilizing AI to make their jobs much easier and improve a lot of their menial, admin-intensive tasks in 2024. We are likewise visiting a lot of lazy employers badly using Generative AI tools. We need to remember that no one speaks like ChatGPT, so we can not just regurgitate content 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 prospect experience with a more personal technique.
Pay transparency: being more transparent about pay is acquiring a lot of appeal; companies require to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More talent is available: Due to lots of layoffs and instability in the tech sector, there’s more skill offered. So companies who can work with now have the possibility of having extremely high-quality individuals who are faithful to them.
DEI in hiring: companies stress diversity recruitment and unconscious predisposition.