Recruitment Trends in 2025 – Predictions From 15 Experts
We are approaching the end of another fast-paced and ever-changing recruitment year.
We asked 15 recruitment market specialists to consider 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 changes in recruitment in 2023, the words appearing in the word cloud were AI, automation and the changes in abilities and employer branding.
Let’s dive into what 15 recruitment professionals needed to say in the 2023 Teamdash study.
The increase of AI and automation in recruitment
The concentrate on automation has appeared in the previous years, and rightfully so. Recruitment technology is more offered, accessible and adaptable than ever.
This year, AI took a substantial step ahead in recruitment and has been integrated into recruitment software, including Teamdash.
We recently commemorated one year of ChatGPT – the notorious AI tool mentioned at every table this year. ChatGPT and other AI tools are utilized by both recruiters and prospects, raising issues about how it impacts the recruitment procedure and how to keep ethical and human elements in the decision-making.
At Teamdash, our viewpoint has actually always been that the employer should be at the guiding wheel and in control, and technology is just a vehicle to get there faster, more secure and more conveniently. And it needs to continue and be transparent in the recruitment performance metrics.
AI resembles your co-pilot – you’re in control, offering commands and making the choices.
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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 Artificial Intelligence. AI assists employers to work smarter, not harder, automate repeated tasks, make it faster and easier to source candidates, write task advertisements, launch employer branding campaigns, and engage with candidates, to name simply a few. AI continues to evolve and automate daily jobs. Recruiters might 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 began using several AI-powered tools in recruitment, always ensuring ethical practices, obviously. Learning the required triggers not just made my job simpler, but also proved extremely interesting. Embracing ethical AI tools completely changed my approach to recruitment: Automated Resume Screening: promptly matching candidate certifications with task requirements. Chatbot help: guides candidates, answers FAQs, and schedules interviews flawlessly.
In 2023, we experienced the development of the need to headhunt skills instead of fill the roles of actively applying people. At the very same time, the increased circulation of applying candidates appeared like a favorable modification, but really, it did more work in terms of the need to respond to everyone, examine each profile’s viability to the function and send out more rejection e-mails.
The effectiveness boost that the AI and automation tools supplied enabled us to make the process quicker and more consistent. We attained an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the same time – a boost in employee NPS.
Lauryna Gireniene, Head of Talent Acquisition at Nord Security
In 2023 our hiring rate from candidates increased by 25% – to increase working with rates, you require to guarantee the best prospect experience by utilizing automations and AI.
Tools you require for successful recruitment in 2024
Recruiters without updated tools and software have a clear downside compared to the ones who have adopted a thorough tech stack.
All the experts who reacted to our study mentioned having a good and modern ATS as the very first essential tool in 2024.
Teamdash is recruitment software built by employers for recruiters, 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 extremely customisable and includes numerous automation possibilities and (AI-powered) tools that make your work much easier – an interview scheduler, a task advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with choices, to call a few. The recruitment control panel offers you a birds-eye introduction of your entire recruitment process. The Recruitment Performance tab provides you a visual introduction of necessary recruitment metrics so you can be more strategic in your everyday work.
We covered selecting the ideal ATS for your requirements and company at one of our webinars in 2023. You can see it as needed on Livestorm.
Having the right tools assists us adjust to the market changes we saw in 2023 and be proactive in 2024. Here are some recommendations 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 in 2024, must-have tools include innovative AI-driven Applicant Tracking Systems, sophisticated candidate assessment software application, diverse and inclusive job advertising platforms, data analytics tools for talent acquisition insights, and virtual truth user interfaces for immersive candidate experiences, emphasising performance, 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 a lot of recruiters not making the most of innovation. You do not have to master them all, however get a good grounding on triggers and validation as a minimum. AI is as reputable 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 everyday jobs much faster.
Rethinking and redesigning your employer brand to adjust to the modifications
The nature of work and the expectations towards the work environment and company have actually significantly moved in the past 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 surpass these expectations and keep working with and retaining top talent, employers need to rethink their employer brand 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 finest employers get 80% of the applicants. No employer wishes to miss out on hiring the very best talent.
To turn into one of the best, transparency is expected throughout all phases of the talent strategy. This suggests leveraging the best innovation and tools to support human competencies and developing a strong company brand based on them.
Diversity (DEI), flexibility, transparency and the increase of relatable organisations are the keywords in focus for employer brand names in 2024.
We have actually seen a great deal of modification throughout 2023.
– Firstly, the need for the office on a flexible basis has actually rebounded. While totally remote and remote-first chances stay dominant among jobseekers, hybrid roles are becoming increasingly popular.
Our Q3 Flexible Working Index (a report which tracks evolving trends throughout the flexible jobs market) revealed a sharp shift far from remote work among employers – fully remote functions accounted for simply 4% of task posts in between July and September, usually.
Meanwhile, jobseekers’ need for remote work remains strong, however our data shows that the more versatility business provide staff around working places, the more popular they are among candidates.
– Secondly, the traditional work week has actually substantially evolved over the previous year.
The traditional Mon-Fri is taking a backseat. Increasingly more 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 increased, with an average of 47.4% of Flexa users noting it as their preferred way of working throughout October. During the exact same duration, 37.5% picked 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 company brand 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 essentially 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
In recent years, we have actually seen a lift in skill- and value-based hiring. Companies are now actively upskilling their current workforce and working with new workers to fill the skill spaces.
This also indicates recruiters must adjust 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 employer in 2024 is an excellent communicator and facilitator who understands how to offer the function and the company, works with data and statistics to think strategically, and adapts rapidly to the modifications in the market.
Again, proactively working on developing these abilities even more and utilizing technology assists remain on top of the recruitment video game.
In the previous few years, we have actually seen recruitment becoming more and more tactical and data-driven. HR experts have actually become the leaders of this shift and the brand-new talent strategies.
We more than happy to see that Teamdash users are actively dealing with the information available for them in the Recruitment performance tab and have actually made examining it a part of their day-to-day regimen. This has actually helped them find brand-new ways to improve the process and automate laborious jobs, making more time for activities that develop value.
The brand-new skillset aligns with the challenges that 2023 has brought and will carry on to 2024.
– We have actually seen an increase in the number of prospects but still have troubles getting sufficient certified prospects;
– We need to cut or manage recruitment expenses to remain on top of the financial scenario on the planet;
– For stronger company brands, we require much better interaction across business, and cooperation with hiring supervisors is especially 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 effective and top quality as possible. Recruiting is getting more technical with every year. I ´ d state that an excellent recruiter 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 a good way.
The most essential abilities for referall.us an employer in 2024 are:
Business partnering and consultancy skills. The capability to take part in significant discussions and create partnerships with employing supervisors and stakeholders is critical. We need to initially cultivate a wealth of organization acumen and abilities within ourselves to truly work as vital company partners. It involves comprehending our service objectives, preemptively constructing skill pools, and preventing last-minute firefighting. Stepping into a consumption call with talent market mapping results guides the discussion. It aligns expectations at the right level, making the next actions more satisfying for ourselves, hiring supervisors, and candidates.
Data-fueled procedures and decision-making: While the discourse around data-driven processes has actually persisted, couple of have actually totally welcomed these principles. Predicting what’s ahead of us becomes a crucial ability among TA professionals and assists us build meaningful collaborations with our stakeholders. The upcoming years indicate a tangible shift, requiring basic change when it pertains to time-based metrics, however not only. Integrating Talent Analytics and Talent Intelligence into resource planning is becoming the standard even before recruitment activities commence. Balancing the internal and external viewpoints makes sure that we stay up to date with changes and remain half a step ahead. As the data topic requires to broaden, storytelling abilities take centre stage-because information holds an important story, and we remain 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 assessment skills, and increase internal mobility in 2024. Recruiters need to comprehend their teams’ abilities and capabilities extensive to build a thorough group’s evaluation image.
Lara Holding-Jones, Director at Pink Jelly People Consultancy
Assessment skills will become progressively crucial as candidates utilize AI tools to create increasingly strong CVs.
What will 2024 bring into recruiting?
We will see the number of of these trends and challenges mentioned carry over to 2024.
Something is for sure: AI and automation will play an assisting role for recruiters – personalised communication, and somalibidders.com the human element will always stay the leading gamers for both recruiters and prospects.
We are excited 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 stats and skilled forecasts from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is readily available on demand on Livestorm.
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Piret Luts, Global Head of Talent Analytics, Sourcing & Research at Nortal AS
2023 has actually left lots of skill acquisition groups lean. Recruitment groups and specialists need to discover and reevaluate how to deliver more with less. Balancing the demands of service requirements while guaranteeing individual wellness is important to fight the prevalent obstacle of recruitment burnout in the year ahead. Remember, it is necessary that your cup is full too.
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, business require to be conscious of developing their genuine employer brand names completely and taking good care of their present employees. Prioritizing the well-being and engagement of present staff members ends up being not simply a business responsibility however a tactical imperative to restore and strengthen trust in the hiring landscape.
Molly Johnson-Jones, CEO & Co-founder at Flexa
As attitudes and comprehending continue to sway in the ideal instructions, I hope 2024 will bring a lot more transparency and utilisation of company branding. Both go hand-in-hand and are exceptionally important to successfully hiring and keeping leading talent – specifically as they assist construct trust among prospects and workers.
And there’s so much information to back this up. For example, LinkedIn’s Employer Brand statistics specify that 75% of task applicants think about an employer’s brand name before even obtaining a task.
In a study of 1,000 employees, Visier found that 90% trust their company. When asked why, 65% said, « They generally inform me the fact », 52% said, « They’re transparent about business policies and practices », and 38% said, « They motivate employees to speak up ».
And information from Deloitte exposed that relied on companies exceed their peers by approximately 400%!
Vanessa Raath, Founder of The Talent Hunter
There is a great deal of interruption from generative AI. We are going to see great recruiters using AI to make their tasks much easier and simplify a great deal of their menial, admin-intensive jobs in 2024. We are also visiting a lot of lazy employers badly utilizing Generative AI tools. We should bear in mind that nobody speaks like ChatGPT, so we can not just throw up material and pass it off as our own. Personalisation will be crucial 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 enhance candidate experience with a more personal approach.
Pay transparency: being more transparent about pay is gaining a great deal of appeal; companies need to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive.
More skill is readily available: Due to lots of layoffs and instability in the tech sector, there’s more skill available. So business who can work with now have the possibility of having extremely premium individuals who are faithful to them.
DEI in hiring: business stress diversity recruitment and unconscious bias.
