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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 experts to think about how 2023 will enter into the history books and what you can take along with you for 2024.

Unsurprisingly, when we asked our professionals about the most substantial modifications in recruitment in 2023, the words turning up in the word cloud were AI, automation and the changes in abilities and company branding.

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

The rise of AI and automation in recruitment

The focus on automation has been obvious in the past years, and truly so. Recruitment innovation is more readily available, available and versatile than ever.

This year, AI took a significant action ahead in recruitment and has been incorporated into recruitment software application, consisting of Teamdash.

We just recently commemorated 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 candidates, raising concerns about how it impacts the recruitment procedure and how to maintain ethical and human elements in the decision-making.

At Teamdash, our philosophy has constantly been that the recruiter ought to be at the guiding wheel and in control, and innovation is just a car to get there quicker, much safer and more conveniently. And it needs to carry on and be transparent in the recruitment efficiency metrics.

AI resembles your co-pilot - you remain in control, giving 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 helps recruiters to work smarter, not harder, automate recurring tasks, make it faster and simpler to source candidates, write job ads, launch company branding projects, and engage with prospects, to name simply a couple of. AI continues to develop and automate day-to-day jobs. Recruiters may have the ability to take a great deal of repetitive things off their plates and focus on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started utilizing numerous AI-powered tools in recruitment, constantly ensuring ethical practices, of course. Learning the necessary prompts not only made my job much easier, however also proved exceptionally remarkable. Embracing ethical AI tools totally transformed my approach to recruitment: Automated Resume Screening: promptly matching candidate qualifications with task requirements. Chatbot support: guides prospects, responses FAQs, and schedules interviews effortlessly.

In 2023, we experienced the development of the requirement to headhunt talents rather than fill the functions of actively using individuals. At the same time, the increased flow of using candidates appeared like a favorable modification, however really, it did more operate in regards to the need to reply to everyone, assess each profile's viability to the function and send out more rejection e-mails.

The efficiency boost that the AI and automation tools supplied permitted us to make the procedure quicker and more constant. We accomplished 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 need to make sure the finest prospect experience by utilizing automations and AI.

Tools you require for effective recruitment in 2024

Recruiters without updated tools and software application have a clear disadvantage compared to the ones who have actually adopted an extensive tech stack.

All the specialists who responded to our survey mentioned having a good and modern ATS as the first essential tool in 2024.

Teamdash is recruitment software application developed by employers for recruiters, 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 highly customisable and consists of various 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 talking to alternatives, to name a few. The recruitment dashboard provides you a birds-eye summary of your whole recruitment process. The Recruitment Performance tab provides you a visual overview of necessary recruitment metrics so you can be more tactical in your daily work.

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

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

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, varied and inclusive task marketing platforms, data analytics tools for skill acquisition insights, and virtual reality user interfaces for immersive prospect experiences, job emphasising efficiency, 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 job you. There are still too numerous recruiters not taking complete benefit of technology. You do not need to master them all, job however get a great grounding on triggers and recognition as a minimum. AI is as reliable 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 jobs much faster.

Rethinking and redesigning your employer brand name to adapt to the modifications

The nature of work and the expectations towards the workplace and employer have substantially moved in the previous years. There is likewise a generational modification in the workforce - Gen Z is entering the workforce as a part of the Boomer generation is retiring.

To maintain and go beyond these expectations and keep working with and maintaining top skill, employers have to rethink 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 best employers get 80% of the candidates. No employer wishes to miss out on hiring the finest skill.

To turn into one of the very best, openness is expected throughout all phases of the skill method. This suggests leveraging the ideal technology and tools to support human proficiencies and building a strong company brand name based upon 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 versatile basis has rebounded. While totally remote and remote-first opportunities remain dominant amongst jobseekers, hybrid functions are ending up being increasingly popular.

Our Q3 Flexible Working Index (a report which tracks developing trends across the flexible jobs market) exposed a sharp shift away from remote work amongst employers - completely remote roles accounted for just 4% of task posts in between July and September, typically.

Meanwhile, jobseekers' need for remote work remains strong, but our data reveals that the more versatility business provide staff around working places, the more popular they are amongst prospects.

- Secondly, the standard work week has actually significantly developed over the past year.

The timeless Mon-Fri is taking a rear seat. Increasingly more business are presenting an alternative method, which 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 escalated, with approximately 47.4% of Flexa users noting it as their preferred way of working during October. During the same duration, 37.5% selected the 4.5-day week as their preference, 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 require to be constantly sharing things with your audience so when recruitment picks back up you are not essentially going back to square one. Technology will allow you to really make data-driven decisions whilst having the ability to track candidates, raise your company branding and master recruitment marketing.

Recruiter skillset in 2024

In the last few years, we have actually seen a lift in skill- and value-based hiring. Companies are now actively upskilling their current labor force and employing brand-new staff members to fill the ability gaps.

This likewise suggests recruiters should adjust 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 recruiter in 2024 is a great communicator and facilitator who knows how to sell the role and the company, works with information and data to think strategically, and adapts rapidly to the changes in the market.

Again, job 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 actually seen recruitment ending up being increasingly more strategic and data-driven. HR specialists have become the leaders of this shift and the new skill methods.

We enjoy to see that Teamdash users are actively dealing with the information available for them in the Recruitment performance tab and have made checking it a part of their day-to-day regimen. This has actually assisted them find new methods to enhance the procedure and automate tiresome tasks, making more time for activities that develop worth.

The new skillset lines up with the challenges that 2023 has brought and will continue to 2024.

- We have actually seen a boost in the variety of prospects however still have troubles getting adequate qualified candidates;
- We need to cut or handle recruitment expenses to stay on top of the financial circumstance in the world;
- For more powerful employer brands, we require much better communication across business, and cooperation with employing supervisors is especially crucial.

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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 procedure is as effective and premium as possible. Recruiting is getting more technical with every year. I ´ d say that an excellent employer must stay up to date with the patterns, know the target group, and know how to connect to them. Also, there has to be a little bit of a salesman in every employer, in a great way.

The most important abilities for an employer in 2024 are:

Business partnering and consultancy skills. The capability to take part in significant discussions and forge collaborations with hiring managers and stakeholders is vital. We should first cultivate a wealth of company acumen and skills within ourselves to genuinely function as indispensable organization partners. It involves comprehending our business objectives, preemptively constructing skill swimming pools, and preventing last-minute firefighting. Entering an intake call with skill market mapping results guides the conversation. It aligns expectations at the best level, making the next actions more satisfying for ourselves, hiring supervisors, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven procedures has persisted, couple of have wholeheartedly welcomed these concepts. Predicting what's ahead of us becomes a crucial skill among TA experts and helps us build meaningful collaborations with our stakeholders. The upcoming years signal a concrete shift, demanding fundamental modification when it concerns time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource preparation is ending up being the standard even before recruitment activities commence. Balancing the internal and external perspectives makes sure that we keep up with modifications and remain half an action ahead. As the information topic needs to expand, storytelling skills take centre stage-because data 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 need to welcome and utilize recruitment automation, build assessment abilities, and job boost internal mobility in 2024. Recruiters require to understand their teams' skills and abilities extensive to build a thorough group's assessment picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will become increasingly 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 challenges pointed out rollover to 2024.

Something is for sure: AI and automation will play an assisting function for employers - personalised interaction, and the human element will always remain the leading players for both employers and candidates.

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

The end-of-the-year webinar "Key trends and changes in recruitment for 2024" was an insightful 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 actually left numerous talent acquisition teams lean. Recruitment teams and experts need to find out and review how to deliver more with less. Balancing the needs of service requirements while ensuring individual wellness is vital to fight the prevalent challenge of recruitment burnout in the year ahead. Remember, it's essential that your cup is complete as well.

The second one would be trust. 2023 was infamous for the number of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, companies need to be mindful of building their authentic company brand names inside out and taking good care of their present workers. Prioritizing the wellness and engagement of current workers ends up being not just a business responsibility but a strategic imperative to restore and strengthen rely on the working with landscape.

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

As mindsets and comprehending continue to sway in the ideal instructions, I hope 2024 will bring far more openness and utilisation of company branding. Both go together and are incredibly important to effectively hiring and maintaining leading skill - particularly as they assist develop trust among prospects and employees.

And there's so much information to back this up. For example, LinkedIn's Employer Brand statistics mention that 75% of task seekers think about an employer's brand name before even obtaining a job.
In a survey of 1,000 staff members, Visier found that 90% trust their employer. When asked why, 65% stated, "They normally inform me the truth", 52% said, "They're transparent about business policies and practices", and 38% said, "They encourage employees to speak up".
And data from Deloitte revealed that relied on business outperform their peers by as much as 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of from generative AI. We are visiting good employers using AI to make their tasks much easier and simplify a lot of their menial, admin-intensive jobs in 2024. We are likewise visiting a lot of lazy recruiters badly utilizing Generative AI tools. We should 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 remain Human.

Hiie-Liin Tamm, Recruitment Lead at Scoro

More automation in recruitment: Using more AI in recruitment to support manual jobs and improve candidate experience with a more individual method.
Pay openness: being more transparent about pay is gaining a lot of appeal; companies need to prepare to be able to meet 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 talent readily available. So companies who can employ now have the possibility of having really high-quality people who are faithful to them.
DEI in hiring: companies stress diversity recruitment and unconscious bias.