Recruitment Trends in 2025 – Predictions From 15 Experts

We are approaching completion of another hectic 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 experts about the most significant changes in recruitment in 2023, the words appearing in the word cloud were AI, automation and the modifications in skills and employer branding.

Let’s dive into what 15 recruitment experts had to state in the 2023 Teamdash study.

The increase of AI and automation in recruitment

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

This year, AI took a considerable step ahead in recruitment and has actually been integrated into recruitment software application, including Teamdash.

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

At Teamdash, our philosophy has constantly been that the recruiter ought to be at the guiding wheel and employment in control, and technology is just a car to arrive faster, more secure and more conveniently. And it needs to carry on and be transparent in the recruitment efficiency metrics.

AI 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 been a relatively early adopter of Expert system. AI assists recruiters to work smarter, not harder, employment automate repeated jobs, make it faster and simpler to source prospects, compose job ads, launch company branding projects, and engage with prospects, to name just a few. AI continues to develop and automate daily tasks. Recruiters might have the ability to take a lot of repeated things off their plates and concentrate on the more human elements of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I began utilizing multiple AI-powered tools in recruitment, constantly making sure ethical practices, of course. Learning the essential triggers not just made my job simpler, however also proved incredibly interesting. Embracing ethical AI tools totally changed my technique to recruitment: Automated Resume Screening: swiftly matching candidate certifications with job requirements. Chatbot support: guides prospects, answers FAQs, and schedules interviews effortlessly.

In 2023, we experienced the growth of the requirement to headhunt skills instead of fill the roles of actively applying individuals. At the exact same time, the increased circulation of using prospects appeared like a positive modification, but in fact, it did more operate in terms of the need to reply to everyone, evaluate each profile’s suitability to the role and employment send more rejection e-mails.

The efficiency boost that the AI and automation tools provided permitted us to make the procedure quicker and more consistent. We achieved an improvement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the 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 hiring rates, you require to make sure the very 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 drawback compared to the ones who have embraced a detailed tech stack.

All the specialists who reacted to our survey discussed having an excellent and contemporary ATS as the first must-have tool in 2024.

Teamdash is recruitment software developed by recruiters for employers, and we understand 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 different automation possibilities and (AI-powered) tools that make your work simpler – an interview scheduler, a task advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing alternatives, among others. The recruitment dashboard provides you a birds-eye overview of your whole recruitment procedure. The Recruitment Performance tab offers you a visual summary of essential recruitment metrics so you can be more tactical in your everyday work.

We covered selecting the right ATS for your needs 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 modifications we saw in 2023 and be proactive in 2024. Here are some suggestions from our professionals:

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, must-have tools consist of sophisticated AI-driven Applicant Tracking Systems, advanced prospect evaluation software, diverse and inclusive job marketing platforms, data analytics tools for skill acquisition insights, and virtual reality user interfaces for immersive prospect 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 employers not maximizing technology. You do not need to master them all, however get an excellent grounding on prompts and recognition as a minimum. AI is as trusted as Wikipedia – you need to do the fact-check.

Danas Venclovas, Head of Talent Acquisition at Luminor Group

ATS, Magical Text Expander, employment DeepL, Grammarly, and design templates to make everyday tasks quicker.

Rethinking and redesigning your company brand to adapt to the changes

The nature of work and the expectations towards the office and company have actually considerably shifted in the previous years. There is likewise a generational modification in the labor force – Gen Z is getting in the workforce as a part of the Boomer generation is retiring.

To keep up and exceed these expectations and keep employing and maintaining leading talent, employers have to reconsider their employer brand name and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto principle uses in their user base – 20% of the best companies get 80% of the candidates. No company wishes to miss out on working with the very best skill.

To become one of the best, openness is anticipated throughout all phases of the skill method. This suggests leveraging the best innovation and tools to support human proficiencies and building a strong company brand name based upon them.

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

We have actually seen a lot of change throughout 2023.

– Firstly, the need for the workplace on a flexible basis has made a resurgence. While completely remote and remote-first chances stay dominant among jobseekers, hybrid roles are becoming 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 employers – totally remote roles accounted for simply 4% of task posts between July and September, usually.

Meanwhile, jobseekers’ need for remote work remains strong, but our information reveals that the more flexibility business use staff around working areas, the more popular they are amongst candidates.

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

The timeless Mon-Fri is taking a rear seat. A growing number of companies are presenting an alternative method, 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 increased, with an average of 47.4% of Flexa users listing it as their favored method of working during October. During the same duration, 37.5% picked the 4.5-day week as their preference, 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 selects back up you are not basically starting from scratch. Technology will permit you to really make data-driven decisions whilst having the ability to track prospects, raise your employer branding and master recruitment marketing.

Recruiter skillset in 2024

Over the last few years, we have actually seen a lift in ability- and value-based hiring. Companies are now actively upskilling their current workforce and employing brand-new employees to fill the ability spaces.

This also indicates recruiters must adjust their skills to match the requirements. Recruiters need a mix of exceptional soft skills and difficult abilities to be effective in 2024 and beyond. A successful recruiter in 2024 is a great communicator and facilitator who understands how to offer the role and the business, deals with information and stats to believe strategically, and adapts rapidly to the modifications in the market.

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

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

We enjoy to see that Teamdash users are actively dealing with the information readily available for them in the Recruitment efficiency tab and have actually made examining it a part of their everyday regimen. This has actually helped them discover new methods to improve the procedure and automate tedious tasks, making more time for activities that create worth.

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

– We have actually seen a boost in the number of prospects but still have difficulties getting adequate certified prospects;
– We need to cut or handle recruitment costs to remain on top of the financial scenario worldwide;
– For more powerful company brand names, we need better interaction throughout companies, and collaboration with hiring supervisors is specifically essential.

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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 effective and top quality as possible. Recruiting is getting more technical with every year. I ´ d say that an excellent employer must keep up with the trends, understand the target group, and understand how to connect to them. Also, there needs to be a little a salesman in every recruiter, in an excellent way.

The most crucial abilities for a recruiter in 2024 are:

Business partnering and consultancy skills. The ability to participate in meaningful discussions and forge collaborations with employing supervisors and stakeholders is vital. We need to first cultivate a wealth of service acumen and abilities within ourselves to truly work as important service partners. It involves understanding our company objectives, preemptively building talent pools, and preventing last-minute firefighting. Stepping into an intake call with talent market mapping results guides the discussion. It aligns expectations at the best level, making the next steps more pleasurable for ourselves, working with supervisors, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven procedures has actually continued, few have totally embraced these principles. Predicting what’s ahead of us ends up being a crucial skill amongst TA professionals and helps us construct significant collaborations with our stakeholders. The approaching years signify a tangible shift, requiring basic modification when it pertains to time-based metrics, however not just. Integrating Talent Analytics and Talent Intelligence into resource preparation is ending up being the requirement even before recruitment activities commence. Balancing the internal and external viewpoints makes sure that we keep up with changes and stay half a step ahead. As the data subject needs to broaden, storytelling skills take centre stage-because data holds a crucial story, and we remain in the lead of writing the story around this.

Natalja Horohordina, Head of Talent Acquisition at Eesti Energia

Recruiters must accept and take advantage of recruitment automation, develop assessment skills, and increase internal movement in 2024. Recruiters need to understand their teams’ skills and capabilities in-depth to construct an extensive team’s evaluation picture.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment abilities will become increasingly important as candidates use AI tools to produce increasingly strong CVs.

What will 2024 bring into recruiting?

We will see how numerous of these patterns and difficulties pointed out rollover to 2024.

One thing is for sure: AI and automation will play an assisting role for employers – customised communication, and the human element will constantly remain the leading gamers for both recruiters and candidates.

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

The end-of-the-year webinar “Key trends and modifications 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 available as needed on .

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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 teams and specialists need to learn and reevaluate how to provide more with less. Balancing the needs of business needs while making sure personal wellness is important to fight the pervasive obstacle of recruitment burnout in the year ahead. Remember, it’s important that your cup is complete as well.

The second one would be trust. 2023 was notorious for the number of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, companies need to be conscious of developing their genuine company brands completely and taking great care of their present employees. Prioritizing the wellness and engagement of existing workers ends up being not simply a corporate responsibility however a strategic imperative to rebuild and fortify rely on the hiring landscape.

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

As mindsets and comprehending continue to sway in the right direction, I hope 2024 will bring much more openness and utilisation of employer branding. Both go hand-in-hand and are extremely crucial to successfully employing and retaining leading talent – specifically as they assist construct trust amongst candidates and staff members.

And there’s so much information to back this up. For example, LinkedIn’s Employer Brand statistics state that 75% of job seekers think about an employer’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 generally inform me the reality”, 52% stated, “They’re transparent about business policies and practices”, and 38% said, “They motivate workers to speak up”.
And information from Deloitte exposed that relied on business surpass their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of disruption from generative AI. We are visiting great employers using AI to make their tasks easier and enhance a lot of their routine, admin-intensive jobs in 2024. We are likewise going to see a lot of lazy employers terribly using Generative AI tools. We must keep in mind that nobody speaks like ChatGPT, so we can not simply regurgitate content 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 tasks and improve candidate experience with a more personal method.
Pay transparency: being more transparent about pay is gaining a lot of popularity; business need to prepare to be able to satisfy 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 skill readily available. So companies who can employ now have the possibility of having extremely high-quality people who are devoted to them.
DEI in hiring: companies emphasise variety recruitment and unconscious bias.