Recruitment Trends in 2025 – Predictions From 15 Experts

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

We asked 15 recruitment market professionals to consider how 2023 will enter into the history books and what you can bring with you for 2024.

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

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

The rise of AI and automation in recruitment

The focus on automation has been evident in the past years, and rightfully so. Recruitment innovation is more offered, available and versatile than ever.

This year, AI took a significant action ahead in recruitment and has actually been included into recruitment software, including Teamdash.

We just recently commemorated one year of ChatGPT – the infamous AI tool pointed out at every dinner table this year. ChatGPT and other AI tools are used by both employers and candidates, raising issues about how it affects the recruitment procedure and how to keep ethical and human aspects in the decision-making.

At Teamdash, our philosophy has constantly been that the ought to be at the guiding wheel and in control, and innovation is simply a car to arrive faster, much safer and more comfortably. And it ought to continue and be transparent in the recruitment efficiency metrics.

AI resembles your co-pilot – you’re in control, giving commands and making the decisions.

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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 Artificial Intelligence. AI helps employers to work smarter, not harder, automate repeated jobs, make it faster and easier to source candidates, compose job ads, launch company branding campaigns, and engage with prospects, to name just a couple of. AI continues to evolve and automate everyday jobs. Recruiters might be able to take a lot of repeated things off their plates and focus on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started using several AI-powered tools in recruitment, constantly ensuring ethical practices, naturally. Learning the required prompts not just made my job simpler, but also showed exceptionally interesting. Embracing ethical AI tools totally transformed my technique to recruitment: Automated Resume Screening: swiftly matching prospect certifications with task requirements. Chatbot assistance: referall.us guides candidates, responses FAQs, and schedules interviews flawlessly.

In 2023, we experienced the development of the requirement to headhunt skills rather than fill the functions of actively applying individuals. At the same time, the increased flow of using candidates looked like a favorable change, however in fact, it did more work in regards to the need to respond to everyone, evaluate each profile’s suitability to the role and send more rejection emails.

The performance boost that the AI and automation tools supplied permitted us to make the procedure faster and more consistent. We achieved an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the exact same time – an increase in worker 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 make sure the very best prospect experience by using automations and AI.

Tools you require for successful recruitment in 2024

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

All the specialists who reacted to our study discussed having an excellent and contemporary ATS as the first essential tool in 2024.

Teamdash is recruitment software developed by recruiters for employers, and we know how annoying it is dealing with innovation that does not fit your workflows.

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That’s why Teamdash is highly customisable and consists of different automation possibilities and (AI-powered) tools that make your work simpler – an interview scheduler, a job ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with choices, to name a couple of. The recruitment control panel offers you a birds-eye summary of your whole recruitment process. The Recruitment Performance tab provides you a visual introduction of vital recruitment metrics so you can be more strategic in your everyday work.

We covered selecting the right ATS for your requirements and company at one of our webinars in 2023. You can view it on demand on Livestorm.

Having the right tools assists us adapt to the marketplace modifications we saw in 2023 and be proactive in 2024. Here are some suggestions from our specialists:

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 consist of innovative AI-driven Applicant Tracking Systems, advanced prospect evaluation software, varied and inclusive task advertising platforms, information analytics tools for skill acquisition insights, and virtual reality interfaces for immersive candidate experiences, stressing 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 a lot of recruiters not making the most of technology. You do not have to master them all, but get an excellent grounding on prompts and recognition as a minimum. AI is as trustworthy 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 templates to make daily jobs faster.

Rethinking and revamping your company brand name to adjust to the changes

The nature of work and the expectations towards the office and company have substantially moved 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 maintain and exceed these expectations and keep employing and maintaining leading talent, companies need to reconsider their company brand name 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 very best employers get 80% of the applicants. No employer desires to miss out on employing the very best skill.

To turn into one of the finest, transparency is expected throughout all stages of the skill strategy. This means leveraging the best technology and tools to support human proficiencies and building a strong company brand based on them.

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

We have actually seen a lot of modification throughout 2023.

– Firstly, the need for the office on a versatile basis has rebounded. While fully remote and remote-first chances remain dominant amongst jobseekers, hybrid functions are becoming significantly popular.

Our Q3 Flexible Working Index (a report which tracks evolving trends throughout the flexible tasks market) exposed a sharp shift away from remote work among companies – completely remote functions accounted for simply 4% of job posts in between July and September, on average.

Meanwhile, jobseekers’ demand for remote work remains strong, but our information shows that the more flexibility companies provide personnel around working locations, the more popular they are amongst candidates.

– Secondly, the traditional work week has substantially evolved over the previous year.

The classic Mon-Fri is taking a rear seat. A growing number of companies are introducing 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 increased, with approximately 47.4% of Flexa users listing it as their favored method of working during October. During the exact same duration, 37.5% chosen the 4.5-day week as their choice, and 14.1% mentioned 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 continuously sharing things with your audience so when recruitment picks back up you are not essentially starting from scratch. Technology will allow you to truly make data-driven decisions whilst having the ability to track prospects, raise your company branding and master recruitment marketing.

Recruiter skillset in 2024

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

This also implies recruiters should adapt their abilities to match the requirements. Recruiters need a mix of outstanding soft skills and tough skills to be successful in 2024 and beyond. A successful recruiter in 2024 is an excellent communicator and facilitator who understands how to offer the role and the business, works with data and data to think tactically, and adapts quickly to the modifications in the market.

Again, proactively dealing with establishing these skills even more and utilizing innovation assists remain on top of the recruitment video game.

In the previous couple of years, we have seen recruitment ending up being a growing number of strategic and data-driven. HR experts have actually become the leaders of this shift and the new talent strategies.

We more than happy to see that Teamdash users are actively working with the information available for them in the Recruitment efficiency tab and have actually made inspecting it a part of their daily routine. This has helped them find new methods to streamline the process and automate tiresome tasks, making more time for activities that create value.

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

– We have seen an increase in the number of prospects but still have troubles getting enough qualified candidates;
– We need to cut or handle recruitment expenses to remain on top of the economic scenario worldwide;
– For stronger company brand names, we need better communication throughout companies, and cooperation with hiring supervisors is particularly 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 procedure is as effective and top quality as possible. Recruiting is getting more technical with every year. I ´ d say that an excellent recruiter should stay up to date with the trends, know the target group, and know how to reach out to them. Also, there needs 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 partnerships with working with managers and stakeholders is paramount. We must first cultivate a wealth of organization acumen and skills within ourselves to truly work as important organization partners. It involves understanding our business objectives, preemptively developing skill pools, and preventing last-minute firefighting. Entering a consumption call with skill market mapping results guides the conversation. It lines up expectations at the right level, making the next steps more satisfying for ourselves, hiring managers, and prospects.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has persisted, couple of have wholeheartedly accepted these principles. Predicting what’s ahead of us ends up being an important ability among TA specialists and helps us build significant collaborations with our stakeholders. The upcoming years indicate a tangible shift, requiring essential modification when it pertains to time-based metrics, but not just. Integrating Talent Analytics and Talent Intelligence into resource planning is becoming the requirement even before recruitment activities commence. Balancing the internal and external point of views ensures that we keep up with changes and remain half an action ahead. As the data subject requires to expand, storytelling skills take centre stage-because data holds a crucial story, and we remain in the lead of composing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must accept and take advantage of recruitment automation, construct assessment abilities, and increase internal movement in 2024. Recruiters require to understand their groups’ abilities and capabilities extensive to develop a comprehensive group’s evaluation photo.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will end up being increasingly crucial as candidates utilize AI tools to create significantly strong CVs.

What will 2024 bring into recruiting?

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

One thing is for sure: AI and automation will play a helping role for recruiters – customised communication, and the human aspect will constantly stay the leading players for both employers and candidates.

We are excited to see in which instructions AI and innovation will take us in 2024.

The end-of-the-year webinar «Key patterns and modifications in recruitment for 2024» was an informative session with data 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 left many talent acquisition groups lean. Recruitment groups and specialists require to learn and review how to provide more with less. Balancing the needs of company requirements while guaranteeing personal wellness is important to combat the pervasive challenge of recruitment burnout in the year ahead. Remember, it is very important that your cup is complete also.

The 2nd 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 require to be conscious of developing their genuine company brand names completely and taking excellent care of their present staff members. Prioritizing the wellness and engagement of present employees ends up being not just a corporate responsibility however a tactical important to restore and fortify trust in the employing landscape.

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

As attitudes and understanding continue to sway in the ideal direction, I hope 2024 will bring far more transparency and utilisation of employer branding. Both go together and are incredibly important to effectively employing and keeping leading talent – specifically as they help construct trust amongst prospects and employees.

And there’s so much information to back this up. For instance, LinkedIn’s Employer Brand stats specify that 75% of job hunters think about an employer’s brand name before even making an application for a task.
In a study of 1,000 staff members, Visier discovered that 90% trust their company. When asked why, 65% stated, «They generally tell me the reality», 52% stated, «They’re transparent about company policies and practices», and 38% stated, «They motivate staff members to speak up».
And information from Deloitte exposed that relied on business exceed their peers by as much as 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of disturbance from generative AI. We are visiting great employers using AI to make their tasks much easier and simplify a great deal of their menial, admin-intensive jobs in 2024. We are also going to see a lot of lazy employers severely using Generative AI tools. We need to keep in mind that no one speaks like ChatGPT, so we can not just regurgitate content and pass it off as our own. Personalisation will be essential 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 enhance candidate experience with a more personal method.
Pay transparency: being more transparent about pay is getting 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 offered: Due to lots of layoffs and instability in the tech sector, there’s more skill readily available. So business who can hire now have the possibility of having extremely premium people who are faithful to them.
DEI in hiring: companies emphasise variety recruitment and unconscious predisposition.