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 industry specialists to consider how 2023 will go 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 experts needed to state in the 2023 Teamdash study.

The rise of AI and automation in recruitment

The concentrate on automation has been apparent in the previous years, and rightfully so. Recruitment innovation is more offered, accessible and versatile than ever.

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

We just recently celebrated one year of ChatGPT – the notorious AI tool pointed out at every supper table this year. ChatGPT and other AI tools are used by both recruiters and candidates, raising concerns about how it affects the recruitment process and how to preserve ethical and human consider the decision-making.

At Teamdash, our viewpoint has actually always been that the employer ought to be at the steering wheel and in control, and technology is simply a car to arrive much faster, more secure and more comfortably. And it needs to bring on and be transparent in the recruitment performance metrics.

AI is like your co-pilot – you remain in control, offering 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 fairly early adopter of Expert system. AI assists employers to work smarter, not harder, automate repeated jobs, make it faster and simpler to source candidates, compose task advertisements, launch company branding projects, and engage with prospects, to call just a few. AI continues to evolve and automate day-to-day tasks. Recruiters may be able to take a lot of recurring things off their plates and concentrate 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, naturally. Learning the essential prompts not only made my job easier, however also proved incredibly remarkable. Embracing ethical AI tools entirely transformed my approach to recruitment: Automated Resume Screening: swiftly matching prospect certifications with task requirements. Chatbot support: guides candidates, responses FAQs, and schedules interviews perfectly.

In 2023, we experienced the growth of the need to headhunt skills instead of fill the roles of actively using people. At the very same time, the increased circulation of using candidates seemed like a favorable change, but in fact, it did more operate in terms of the requirement to respond to everyone, examine each profile’s suitability to the function and send more rejection e-mails.

The performance boost that the AI and automation tools offered enabled 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, employment 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 candidates increased by 25% – to increase employing rates, you require to make sure the very best candidate experience by utilizing automations and AI.

Tools you need for successful recruitment in 2024

Recruiters without current tools and software application have a clear drawback compared to the ones who have actually embraced a comprehensive tech stack.

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

Teamdash is recruitment software application developed by recruiters for employers, and we know how irritating 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 different automation possibilities and (AI-powered) tools that make your work simpler – an interview scheduler, a job advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to choices, among others. The recruitment dashboard provides you a birds-eye summary of your entire recruitment process. The Recruitment Performance tab offers you a visual introduction of necessary recruitment metrics so you can be more strategic in your daily work.

We covered picking the right ATS for your requirements and business at one of our webinars in 2023. You can see it as needed on Livestorm.

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

My must-have tools are at, Chat GPT (or similar), and LinkedIn.

Jane Pettit, Business Growth Coach and Recruitment Team Trainer at Centred Excellence

For employers in 2024, must-have tools include innovative AI-driven Applicant Tracking Systems, sophisticated prospect evaluation software, diverse and inclusive task marketing platforms, data analytics tools for talent acquisition insights, and virtual truth interfaces for immersive prospect experiences, stressing 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 taking complete advantage of technology. You do not need to master them all, but get an excellent grounding on triggers and validation 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 day-to-day jobs much faster.

Rethinking and redesigning your employer brand to adapt to the changes

The nature of work and the expectations towards the workplace and company have significantly moved in the previous years. There is likewise a generational change in the workforce – Gen Z is going into the workforce as a part of the Boomer generation is retiring.

To keep up and go beyond these expectations and keep employing and retaining leading talent, employers need to rethink their employer brand name 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 wants to miss out on out on working with the very best skill.

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

Diversity (DEI), flexibility, transparency and the increase of relatable organisations are the keywords in focus for company brand names in 2024.

We have actually seen a lot of change throughout 2023.

– Firstly, the need for the workplace on a flexible basis has rebounded. While fully remote and remote-first opportunities stay dominant among jobseekers, hybrid roles are ending up being progressively popular.

Our Q3 Flexible Working Index (a report which tracks progressing patterns throughout the versatile tasks market) exposed a sharp shift away from remote work among companies – totally remote functions represented simply 4% of task posts between July and September, usually.

Meanwhile, jobseekers’ demand employment for remote work remains strong, however our data reveals that the more flexibility business offer personnel around working places, the more popular they are among candidates.

– Secondly, the standard work week has significantly progressed over the previous year.

The traditional Mon-Fri is taking a rear seat. More and more business are presenting an alternative approach, 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 actually skyrocketed, with an average of 47.4% of Flexa users listing it as their favored method of working during October. During the very same duration, 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 whilst recruitment is low is KEY! You need to be constantly sharing things with your audience so when recruitment selects back up you are not essentially starting from scratch. Technology will allow you to truly make data-driven decisions whilst being able to track prospects, elevate your employer branding and employment master recruitment marketing.

Recruiter skillset in 2024

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

This also indicates employers should adapt their abilities to match the requirements. Recruiters need a mix of exceptional soft abilities and difficult skills to be effective in 2024 and beyond. A successful recruiter in 2024 is a fantastic communicator and facilitator who knows how to sell the role and the business, deals with data and data to believe tactically, and adapts quickly to the modifications in the market.

Again, proactively dealing with developing these abilities even more and utilizing technology assists remain on top of the recruitment game.

In the previous few years, we have actually seen recruitment ending up being more and more strategic and data-driven. HR experts have actually ended up being the leaders of this shift and the new skill strategies.

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

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

– We have seen a boost in the number of candidates however still have difficulties getting enough qualified candidates;
– We require to cut or handle recruitment expenses to remain on top of the economic scenario on the planet;
– For stronger company brand names, we need better interaction 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 very important 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 say that an excellent employer must 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 salesperson in every employer, in an excellent way.

The most essential skills for an employer in 2024 are:

Business partnering and consultancy skills. The ability to take part in meaningful conversations and forge partnerships with employing supervisors and stakeholders is paramount. We should first cultivate a wealth of business acumen and abilities within ourselves to truly operate as indispensable service partners. It involves understanding our organization goals, preemptively developing skill pools, and preventing last-minute firefighting. Stepping into an intake call with skill market mapping results guides the conversation. It aligns expectations at the best level, making the next actions more enjoyable for ourselves, employing supervisors, and candidates.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has continued, few have actually wholeheartedly embraced these principles. Predicting what leads us becomes an important skill among TA specialists and helps us construct significant collaborations with our stakeholders. The upcoming years indicate a concrete shift, demanding essential modification when it pertains to time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource preparation is becoming the requirement even before recruitment activities begin. Balancing the internal and external perspectives guarantees that we stay up to date with modifications and remain half an action ahead. As the data topic requires to broaden, storytelling skills take centre stage-because information holds an essential story, and we are in the lead of composing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must embrace and take advantage of recruitment automation, construct evaluation abilities, and boost internal movement in 2024. Recruiters require to understand their teams’ skills and abilities thorough to build a thorough team’s evaluation picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will become progressively crucial as candidates use AI tools to create increasingly strong CVs.

What will 2024 bring into recruiting?

We will see how many of these trends and difficulties pointed out rollover to 2024.

Something is for sure: employment AI and employment automation will play an assisting role for recruiters – personalised interaction, and the human factor will constantly stay the leading players for both employers and prospects.

We are excited 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 insightful 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 actually left numerous skill acquisition groups lean. Recruitment groups and experts need to find out and reevaluate how to provide more with less. Balancing the demands of business needs while making sure personal well-being is necessary to combat the pervasive obstacle of recruitment burnout in the year ahead. Remember, it is necessary that your cup is complete also.

The second one would be trust. 2023 was notorious for the variety of layoffs, I feel that there is a growing deficit of trust from the prospects side. Therefore, companies require to be mindful of developing their authentic company brands completely and taking excellent care of their current employees. Prioritizing the well-being and engagement of present staff members becomes not just a business obligation but a tactical vital to reconstruct and strengthen trust in the employing landscape.

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

As attitudes and understanding continue to sway in the right instructions, I hope 2024 will bring far more openness and utilisation of employer branding. Both go together and are very essential to effectively working with and maintaining leading talent – particularly as they help build trust amongst candidates and employees.

And there’s a lot information to back this up. For instance, LinkedIn’s Employer Brand data state that 75% of job candidates think about a company’s brand before even making an application for a task.
In a study of 1,000 workers, Visier found that 90% trust their employer. When asked why, 65% stated, “They typically tell me the truth”, 52% said, “They’re transparent about company policies and practices”, and 38% stated, “They encourage employees to speak up”.
And information from Deloitte exposed that trusted business outshine their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a lot of interruption from generative AI. We are visiting good recruiters utilizing AI to make their jobs much easier and enhance a great deal of their menial, admin-intensive jobs in 2024. We are also visiting a great deal of lazy recruiters badly using Generative AI tools. We should keep in mind that no one speaks like ChatGPT, so we can not just regurgitate material and pass it off as our own. Personalisation will be essential for us to stay Human.

Hiie-Liin Tamm, Recruitment Lead at Scoro

More automation in recruitment: Using more AI in recruitment to support manual tasks and enhance prospect experience with a more individual approach.
Pay openness: being more transparent about pay is acquiring 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 great deals of layoffs and instability in the tech sector, there’s more talent readily available. So business who can employ now have the possibility of having extremely top quality people who are loyal to them.
DEI in hiring: companies emphasise variety recruitment and unconscious predisposition.