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 professionals to believe about how 2023 will enter into the history books and what you can bring with you for 2024.
Unsurprisingly, when we asked our professionals about the most considerable changes in recruitment in 2023, the words popping up in the word cloud were AI, automation and the changes in skills and employer branding.
Let’s dive into what 15 recruitment experts needed to say in the 2023 Teamdash survey.
The rise of AI and automation in recruitment
The focus on automation has actually been evident in the previous years, and truly so. Recruitment technology is more readily available, available and employment versatile than ever.
This year, AI took a substantial step ahead in recruitment and has actually been included into recruitment software application, consisting of Teamdash.
We recently commemorated one year of ChatGPT – the infamous AI tool mentioned at every supper table this year. ChatGPT and other AI tools are utilized by both recruiters and prospects, raising concerns about how it impacts the recruitment process and how to keep ethical and human consider the decision-making.
At Teamdash, our philosophy has actually always been that the employer should be at the steering wheel and in control, and technology is just an automobile to arrive faster, more secure and more comfortably. And it ought to carry on and be transparent in the recruitment efficiency metrics.
AI is like 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 reasonably early adopter of Expert system. AI helps recruiters to work smarter, not harder, automate repeated jobs, make it faster and much easier to source prospects, compose task advertisements, launch company branding projects, and employment engage with prospects, to call just a few. AI continues to develop and automate daily jobs. Recruiters might be able to take a great deal of repetitive 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 guaranteeing ethical practices, obviously. Learning the necessary triggers not only made my job easier, however likewise showed extremely remarkable. Embracing ethical AI tools completely changed my technique to recruitment: Automated Resume Screening: promptly matching prospect credentials with task requirements. Chatbot support: guides candidates, answers FAQs, and schedules interviews seamlessly.
In 2023, we experienced the growth of the requirement to headhunt talents rather than fill the functions of actively applying individuals. At the exact same time, the increased circulation of applying candidates appeared like a positive change, but actually, it did more work in regards to the requirement to respond to everyone, evaluate each profile’s viability to the role and send out more rejection emails.
The performance boost that the AI and automation tools provided allowed us to make the process faster and more consistent. We attained an enhancement 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 candidates 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 effective recruitment in 2024
Recruiters without current tools and software have a clear drawback compared to the ones who have embraced a detailed tech stack.
All the professionals who reacted to our survey pointed out having a good and modern ATS as the first must-have tool in 2024.
Teamdash is recruitment software constructed by employers for employers, and we understand how frustrating 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 job ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video speaking with options, among others. The recruitment dashboard offers you a birds-eye summary of your entire recruitment procedure. The Recruitment Performance tab offers you a visual overview of important recruitment metrics so you can be more tactical in your everyday work.
We covered choosing the best ATS for your needs and company at one of our webinars in 2023. You can view it on demand on Livestorm.
Having the right tools helps us adjust to the market modifications we experienced 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 include sophisticated AI-driven Applicant Tracking Systems, sophisticated prospect evaluation software, varied and inclusive job advertising platforms, information analytics tools for talent acquisition insights, and virtual reality user interfaces for immersive prospect experiences, emphasising 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 maximizing innovation. You do not need to master them all, however get an excellent grounding on triggers and recognition as a minimum. AI is as trustworthy 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 day-to-day tasks quicker.
Rethinking and revamping your employer brand name to adapt to the modifications
The nature of work and the expectations towards the workplace and employer have significantly shifted in the previous years. There is also a generational change in the workforce – Gen Z is getting in the labor force as a part of the Boomer generation is retiring.
To keep up and go beyond these expectations and keep working with and keeping leading talent, companies need to rethink their company 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 very best companies get 80% of the candidates. No employer wishes to miss out on hiring the very best talent.
To turn into one of the finest, transparency is anticipated throughout all stages of the talent strategy. This implies leveraging the best innovation and tools to support human competencies and constructing a strong company brand name based upon them.
Diversity (DEI), versatility, transparency and the increase of relatable organisations are the keywords in focus for employer brands in 2024.
We have actually seen a great deal of modification throughout 2023.
– Firstly, the demand for the workplace on a versatile basis has actually picked up. While completely remote and remote-first opportunities stay dominant among jobseekers, hybrid functions are becoming significantly popular.
Our Q3 Flexible Working Index (a report which tracks evolving patterns across the flexible jobs market) exposed a sharp shift away from remote work among companies – fully remote roles represented simply 4% of task posts between July and September, usually.
Meanwhile, jobseekers’ need for remote work remains strong, but our information shows that the more versatility business use personnel around working places, the more popular they are among candidates.
– Secondly, the traditional work week has substantially progressed over the past year.
The traditional Mon-Fri is taking a backseat. A growing number of companies 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 escalated, with approximately 47.4% of Flexa users listing it as their favored way of working during October. During the very same period, 37.5% chosen 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 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 going back to square one. Technology will allow you to really make data-driven choices whilst having the ability 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 present labor force and employing brand-new employees to fill the skill spaces.
This also implies recruiters need to adapt their skills to match the requirements. Recruiters need a mix of exceptional soft skills and difficult skills to be effective in 2024 and beyond. An effective employer in 2024 is an excellent communicator and facilitator who understands how to offer the role and the company, deals with data and stats to think tactically, and adapts rapidly to the modifications in the market.
Again, proactively working on establishing these skills further and using innovation assists remain on top of the recruitment game.
In the previous couple of years, we have seen recruitment becoming a growing number of tactical and data-driven. HR professionals have become the leaders of this shift and the brand-new skill methods.
We enjoy to see that Teamdash users are actively working with the information offered for employment them in the Recruitment performance tab and have made checking it a part of their everyday routine. This has assisted them discover brand-new ways to simplify the process and automate laborious jobs, making more time for activities that develop worth.
The new skillset aligns with the difficulties that 2023 has actually brought and will bring on to 2024.
– We have actually seen an increase in the variety of candidates but still have problems getting sufficient qualified candidates;
– We require to cut or handle recruitment expenses to remain on top of the financial circumstance on the planet;
– For more powerful employer brands, we require much better interaction across business, and partnership with hiring supervisors is particularly 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 process is as effective and high-quality as possible. Recruiting is getting more technical with every year. I ´ d state that an excellent recruiter needs to keep up with the trends, know the target group, and understand 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 abilities for a recruiter in 2024 are:
Business partnering and consultancy abilities. The ability to engage in meaningful conversations and create collaborations with employing managers and stakeholders is vital. We must first cultivate a wealth of company acumen and skills within ourselves to genuinely operate as vital company partners. It includes understanding our company objectives, preemptively developing skill swimming pools, and avoiding last-minute firefighting. Entering an intake call with skill market mapping results guides the discussion. It aligns expectations at the best level, making the next steps more pleasurable for ourselves, hiring managers, and candidates.
Data-fueled processes and decision-making: While the discourse around data-driven processes has persisted, couple of have actually completely embraced these principles. Predicting what’s ahead of us becomes an essential skill amongst TA specialists and helps us build meaningful partnerships with our stakeholders. The approaching years signal a concrete shift, modification when it pertains to time-based metrics, however not only. Integrating Talent Analytics and Talent Intelligence into resource preparation is ending up being the requirement even before recruitment activities start. Balancing the internal and external perspectives guarantees that we stay up to date with modifications and remain half a step ahead. As the information topic needs to broaden, storytelling skills take centre stage-because information holds an important story, and we remain in the lead of composing the narrative around this.
Natalja Horohordina, Head of Talent Acquisition at Eesti Energia
Recruiters should embrace and utilize recruitment automation, develop evaluation skills, and boost internal mobility in 2024. Recruiters need to understand their teams’ skills and abilities in-depth to construct a thorough team’s assessment photo.
Lara Holding-Jones, Director at Pink Jelly People Consultancy
Assessment abilities will end up being increasingly essential as candidates utilize AI tools to develop significantly strong CVs.
What will 2024 bring into recruiting?
We will see the number of of these trends and challenges discussed rollover to 2024.
One thing is for sure: AI and automation will play an assisting role for recruiters – customised communication, and the human factor will constantly remain the leading gamers for both recruiters and candidates.
We are thrilled to see in which instructions 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 data and professional predictions from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is available as needed on Livestorm.
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Piret Luts, Global Head of Talent Analytics, Sourcing & Research at Nortal AS
2023 has left numerous talent acquisition groups lean. Recruitment teams and experts need to discover and reassess how to provide more with less. Balancing the demands of organization needs while ensuring personal wellness is vital to fight the pervasive obstacle of recruitment burnout in the year ahead. Remember, it is very important that your cup is complete too.
The 2nd one would be trust. 2023 was infamous for the variety of layoffs, I feel that there is a growing deficit of trust from the prospects side. Therefore, business require to be mindful of developing their genuine employer brands inside out and taking excellent care of their present workers. Prioritizing the wellness and engagement of current workers becomes not simply a business responsibility however a tactical crucial to restore and strengthen rely on the hiring landscape.
Molly Johnson-Jones, CEO & Co-founder at Flexa
As attitudes and comprehending continue to sway in the right instructions, I hope 2024 will bring far more transparency and utilisation of employer branding. Both go together and are very important to successfully working with and employment maintaining leading skill – especially as they assist build trust among prospects and employees.
And employment there’s so much information to back this up. For example, LinkedIn’s Employer Brand data mention that 75% of job seekers consider a company’s brand before even making an application for a job.
In a study of 1,000 workers, Visier discovered that 90% trust their company. When asked why, 65% said, “They normally inform me the fact”, 52% said, “They’re transparent about business policies and practices”, and 38% stated, “They encourage workers to speak out”.
And data from Deloitte exposed that trusted companies exceed their peers by up to 400%!
Vanessa Raath, Founder of The Talent Hunter
There is a great deal of interruption from generative AI. We are going to see good recruiters utilizing AI to make their jobs easier and enhance a great deal of their menial, admin-intensive tasks in 2024. We are also going to see a great deal of lazy recruiters severely utilizing Generative AI tools. We must keep 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 key for employment 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 candidate experience with a more individual approach.
Pay transparency: being more transparent about pay is getting a great deal of appeal; business require to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive.
More skill is available: 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 extremely premium individuals who are loyal to them.
DEI in hiring: business emphasise diversity recruitment and unconscious predisposition.
