Recruitment Trends in 2025 – Predictions From 15 Experts
We are approaching completion of another fast-paced and ever-changing recruitment year.
We asked 15 recruitment industry specialists to believe 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 significant modifications 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 specialists had to say in the 2023 Teamdash survey.
The rise of AI and automation in recruitment
The focus on automation has appeared in the past years, and rightfully so. Recruitment innovation is more available, accessible and versatile than ever.
This year, AI took a substantial action ahead in recruitment and has been included into recruitment software application, consisting of Teamdash.
We 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 recruiters and candidates, raising issues about how it impacts the recruitment procedure and how to maintain ethical and human aspects in the decision-making.
At Teamdash, our approach has always been that the recruiter ought to be at the guiding wheel and in control, and technology is simply an automobile to arrive quicker, more secure and more easily. And it ought to continue and be transparent in the recruitment efficiency metrics.
AI resembles your co-pilot – you’re 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 actually been a fairly early adopter of Artificial Intelligence. AI helps employers to work smarter, not harder, automate recurring jobs, make it faster and easier to source candidates, write task advertisements, launch company branding projects, and engage with prospects, to call simply a couple of. AI continues to progress and automate daily tasks. Recruiters may have the ability 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 multiple AI-powered tools in recruitment, constantly making sure ethical practices, of course. Learning the needed triggers not only made my job simpler, but also showed exceptionally fascinating. Embracing ethical AI tools completely transformed my method to recruitment: Automated Resume Screening: quickly matching prospect qualifications with job requirements. Chatbot support: guides candidates, answers FAQs, and schedules interviews perfectly.
In 2023, we experienced the development of the need to headhunt skills instead of fill the roles of actively using people. At the very same time, the increased circulation of applying candidates looked like a favorable change, but actually, it did more operate in terms of the need to respond to everybody, examine each profile’s suitability to the role and send out more rejection emails.
The effectiveness boost that the AI and automation tools provided enabled us to make the procedure much faster and more constant. We achieved an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the very 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 best candidate experience by utilizing automations and AI.
Tools you need for effective recruitment in 2024
Recruiters without updated tools and software have a clear disadvantage compared to the ones who have embraced a comprehensive tech stack.
All the professionals who responded to our study discussed having an excellent and modern ATS as the very first essential tool in 2024.
Teamdash is recruitment software application built by employers for employers, and we understand how annoying it is dealing with technology 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 much easier – an interview scheduler, a job advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to choices, to call a few. The recruitment dashboard offers you a birds-eye introduction of your entire recruitment procedure. The Recruitment Performance tab gives you a visual summary of essential recruitment metrics so you can be more strategic in your daily work.
We covered selecting the ideal ATS for your needs and company at one of our webinars in 2023. You can view it as needed on Livestorm.
Having the right tools helps us adapt to the market modifications we saw 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 Excellence
For recruiters in 2024, essential tools consist of advanced AI-driven Applicant Tracking Systems, advanced prospect evaluation software application, varied and inclusive task marketing platforms, data analytics tools for talent acquisition insights, and virtual reality user interfaces for immersive candidate experiences, stressing efficiency, fairness, and engagement in the recruitment procedure.
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 too lots of employers not making the most of innovation. You do not need to master them all, but get a good grounding on triggers and recognition 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 templates to make daily jobs faster.
Rethinking and redesigning your company brand name to adapt to the changes
The nature of work and the expectations towards the workplace and company have actually considerably shifted in the past 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 exceed these expectations and keep working with and maintaining top skill, employers need to reconsider their employer brand name 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 finest employers get 80% of the applicants. No employer wants to lose out on hiring the very best skill.
To end up being one of the very best, openness is expected throughout all stages of the talent technique. This implies leveraging the right technology and tools to support human proficiencies and constructing a strong company brand 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 great deal of change throughout 2023.
– Firstly, the demand for the workplace on a versatile basis has picked up. While totally remote and remote-first chances stay dominant among jobseekers, somalibidders.com hybrid functions are ending up being significantly popular.
Our Q3 Flexible Working Index (a report which tracks evolving trends across the flexible tasks market) revealed a sharp shift far from remote work amongst companies – totally remote roles accounted for just 4% of job posts between July and September, on average.
Meanwhile, jobseekers’ demand for remote work stays strong, however our information reveals that the more versatility business offer personnel around working areas, the more popular they are amongst candidates.
– Secondly, the conventional work week has significantly evolved over the previous year.
The timeless Mon-Fri is taking a backseat. More and more business are introducing an alternative approach, 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 an average of 47.4% of Flexa users listing it as their favored way of working during October. During the same duration, 37.5% picked the 4.5-day week as their choice, 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 selects back up you are not basically going back to square one. Technology will enable you to genuinely make data-driven decisions whilst being able to track prospects, elevate your employer branding and master recruitment marketing.
Recruiter skillset in 2024
In the last few years, we have actually seen a lift in ability- and value-based hiring. Companies are now actively upskilling their existing labor force and employing new employees to fill the ability spaces.
This also implies recruiters must adapt their abilities to match the requirements. Recruiters need a mix of outstanding soft skills and difficult skills to be effective in 2024 and beyond. A successful employer in 2024 is a great communicator and facilitator who understands how to sell the function and the company, works with information and data to think tactically, and adapts rapidly to the changes in the market.
Again, proactively dealing with establishing these skills further and using innovation assists remain on top of the recruitment game.
In the previous few years, we have seen recruitment becoming more and more strategic and referall.us data-driven. HR experts have become the leaders of this shift and the new skill techniques.
We’re delighted to see that Teamdash users are actively dealing with the data offered for them in the Recruitment efficiency tab and have made examining it a part of their everyday regimen. This has assisted them discover brand-new methods to enhance the process and automate laborious tasks, making more time for activities that create value.
The new skillset lines up with the difficulties that 2023 has actually brought and will continue to 2024.
– We have actually seen an increase in the number of prospects but still have problems getting enough qualified candidates;
– We need to cut or handle recruitment costs to remain on top of the financial circumstance on the planet;
– For more powerful company brands, we require better communication across business, and collaboration with hiring supervisors is specifically important.
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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 process is as effective and top quality as possible. Recruiting is getting more technical with every year. I ´ d say that a great recruiter must keep up with the patterns, know the target group, and know how to reach out to them. Also, there has to be a bit of a salesman in every employer, in an excellent way.
The most important abilities for a recruiter in 2024 are:
Business partnering and consultancy skills. The ability to engage in meaningful discussions and forge collaborations with working with supervisors and stakeholders is vital. We should initially cultivate a wealth of organization acumen and abilities within ourselves to truly work as invaluable organization partners. It includes understanding our organization objectives, preemptively building skill swimming pools, and preventing last-minute firefighting. Stepping into an intake call with skill market mapping results guides the discussion. It lines up expectations at the ideal level, making the next steps more pleasurable for ourselves, employing supervisors, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven procedures has continued, couple of have completely welcomed these principles. Predicting what’s ahead of us ends up being an important ability amongst TA professionals and helps us build meaningful collaborations with our stakeholders. The upcoming years signal a tangible shift, demanding essential change when it comes to time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource preparation is becoming the standard even before recruitment activities start. Balancing the internal and external viewpoints 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 a vital story, and we are in the lead of composing the story around this.
Natalja Horohordina, Head of Talent Acquisition at Eesti Energia
Recruiters need to welcome and take advantage of recruitment automation, develop assessment abilities, and increase internal mobility in 2024. Recruiters require to understand their groups’ skills and capabilities thorough to develop a detailed group’s assessment photo.
Lara Holding-Jones, Director at Pink Jelly People Consultancy
Assessment skills will end up being significantly important as prospects utilize AI tools to produce increasingly strong CVs.
What will 2024 bring into recruiting?
We will see how numerous of these trends and obstacles discussed bring over to 2024.
One thing is for sure: AI and automation will play an assisting function for employers – customised interaction, and the human aspect will always stay the leading players for both recruiters 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 stats and expert predictions 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 talent acquisition teams lean. Recruitment teams and specialists require to discover and reevaluate how to provide more with less. Balancing the demands of service needs while making sure personal wellness is important to fight the prevalent difficulty of recruitment burnout in the year ahead. Remember, it is essential that your cup is complete too.
The 2nd 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 need to be conscious of building their authentic company brands within out and taking good care of their existing workers. Prioritizing the well-being and engagement of present employees becomes not simply a corporate responsibility however a tactical essential to rebuild and strengthen trust in the hiring landscape.
Molly Johnson-Jones, CEO & Co-founder at Flexa
As mindsets and comprehending continue to sway in the ideal direction, I hope 2024 will bring much more openness and utilisation of company branding. Both go together and are incredibly important to effectively hiring and keeping top skill – especially as they assist develop trust amongst prospects and staff members.
And there’s a lot data to back this up. For instance, LinkedIn’s Employer Brand stats state that 75% of task candidates consider an employer’s brand before even getting a job.
In a survey of 1,000 employees, Visier found that 90% trust their employer. When asked why, 65% said, “They typically inform me the fact”, 52% stated, “They’re transparent about business policies and practices”, and 38% said, “They encourage workers to speak up”.
And information from Deloitte exposed that relied on business outperform 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 excellent recruiters using AI to make their jobs much easier and streamline a great deal of their routine, admin-intensive tasks in 2024. We are also going to see a lot of lazy employers severely utilizing Generative AI tools. We need to keep in mind that nobody speaks like ChatGPT, so we can not simply regurgitate material and pass it off as our own. Personalisation will be key 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 improve prospect experience with a more personal method.
Pay transparency: being more transparent about pay is gaining a great deal of popularity; business require to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More skill is offered: Due to lots of layoffs and instability in the tech sector, there’s more talent readily available. So business who can hire now have the possibility of having really high-quality people who are devoted to them.
DEI in hiring: companies emphasise variety recruitment and unconscious bias.