Recruitment Trends in 2025 – Predictions From 15 Experts
We are approaching the end of another hectic and ever-changing recruitment year.
We asked 15 recruitment industry experts 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 experts about the most significant changes 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 professionals needed to state in the 2023 Teamdash survey.
The increase of AI and automation in recruitment
The concentrate on automation has 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 action ahead in recruitment and has been included into recruitment software application, including Teamdash.
We just recently commemorated one year of ChatGPT – the infamous AI tool pointed out at every dinner table this year. ChatGPT and other AI tools are used by both recruiters and prospects, raising concerns about how it affects the recruitment procedure and how to keep ethical and human consider the decision-making.
At Teamdash, our philosophy has actually constantly been that the employer must be at the guiding wheel and in control, and technology is simply a car to get there faster, more secure and more easily. And it should carry on and be transparent in the recruitment efficiency metrics.
AI resembles your co-pilot – you’re in control, providing commands and deciding.
See Recruitment Automations and AI in action with Teamdash
Renita Käsper, Global Director of Talent Acquisition and Employer Branding at HRS Group
Talent acquisition and recruitment has been a reasonably early adopter of Expert system. AI assists employers to work smarter, not harder, automate recurring jobs, make it faster and simpler to source prospects, write task advertisements, launch employer branding campaigns, and engage with prospects, to call simply a couple of. AI continues to evolve and automate everyday jobs. Recruiters may be able to take a great deal of recurring things off their plates and focus on the more human aspects of recruiting.
Keter Luhaorg, Recruitment Partner at Euronics
I started utilizing multiple AI-powered tools in recruitment, constantly ensuring ethical practices, naturally. Learning the required prompts not just made my task much easier, but likewise showed exceptionally remarkable. Embracing ethical AI tools entirely changed my approach to recruitment: Automated Resume Screening: promptly matching candidate credentials with job requirements. Chatbot help: guides prospects, answers FAQs, and employment schedules interviews effortlessly.
In 2023, we experienced the development of the need to headhunt talents instead of fill the roles of actively applying individuals. At the same time, the increased flow of using prospects appeared like a positive modification, however in fact, it did more work in terms of the requirement to reply to everyone, assess each profile’s viability to the role and send more rejection emails.
The efficiency boost that the AI and automation tools supplied allowed us to make the process quicker and more constant. We accomplished an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the same time – a boost in worker 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 need to ensure the very best prospect 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 disadvantage compared to the ones who have actually embraced an extensive tech stack.
All the specialists who responded to our survey discussed having an excellent and modern ATS as the first must-have tool in 2024.
Teamdash is recruitment software application developed by employers for employers, and we understand how frustrating it is dealing with innovation that doesn’t fit your workflows.
See Teamdash in action
That’s why Teamdash is extremely customisable and includes various automation possibilities and (AI-powered) tools that make your work simpler – an interview scheduler, a task ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video interviewing alternatives, to call a few. The recruitment control panel gives you a birds-eye introduction of your whole recruitment procedure. The Recruitment Performance tab gives you a visual overview of important recruitment metrics so you can be more tactical in your daily work.
We covered picking the right ATS for your needs and business at one of our webinars in 2023. You can watch it as needed on Livestorm.
Having the right tools assists us adapt to the marketplace changes we experienced in 2023 and be proactive in 2024. Here are some recommendations from our professionals:
My essential tools are Proficient at, Chat GPT (or similar), and LinkedIn.
Jane Pettit, Business Growth Coach and Recruitment Team Trainer at Centred Excellence
For employers in 2024, essential tools include sophisticated AI-driven Applicant Tracking Systems, sophisticated prospect assessment software application, diverse and inclusive job advertising platforms, information analytics tools for skill acquisition insights, and virtual truth user interfaces for immersive prospect 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 numerous recruiters not maximizing technology. You do not need to master them all, however get a great grounding on triggers and validation as a minimum. AI is as trusted 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 design templates to make everyday tasks quicker.
Rethinking and redesigning your company brand to adjust to the modifications
The nature of work and the expectations towards the workplace and employer have significantly shifted in the past years. There is also a generational change in the workforce – Gen Z is entering the workforce as a part of the Boomer generation is retiring.
To keep up and go beyond these expectations and keep hiring and keeping top talent, companies need to reconsider their company brand name and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto principle applies in their user base – 20% of the finest employers get 80% of the candidates. No company wishes to miss out on out on employing the very best talent.
To turn into one of the best, openness is anticipated throughout all phases of the skill strategy. This means leveraging the best innovation and tools to support human proficiencies and developing a strong company brand based on them.
Diversity (DEI), flexibility, openness and the increase of relatable organisations are the keywords in focus for company brands in 2024.
We’ve seen a great deal of modification throughout 2023.
– Firstly, the demand for the office on a flexible basis has actually made a return. While totally remote and remote-first chances stay dominant amongst jobseekers, hybrid functions are ending up being increasingly popular.
Our Q3 Flexible Working Index (a report which tracks developing patterns across the flexible jobs market) exposed a sharp shift away from remote work among employers – totally remote functions accounted for simply 4% of task posts between July and September, usually.
Meanwhile, jobseekers’ need for remote work remains strong, but our data shows that the more versatility business provide personnel around working places, the more popular they are among prospects.
– Secondly, the conventional work week has substantially evolved over the past year.
The traditional Mon-Fri is taking a rear seat. More and more companies are presenting an alternative technique, 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 approximately 47.4% of Flexa users listing it as their preferred way of working throughout October. During the exact same duration, 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 company brand whilst recruitment is low is KEY! You need to be constantly sharing things with your audience so when recruitment picks back up you are not basically starting from scratch. Technology will permit you to genuinely make data-driven choices whilst being able to track prospects, elevate your company branding and master recruitment marketing.
Recruiter skillset in 2024
Over the last few years, we have seen a lift in ability- and value-based hiring. Companies are now actively upskilling their current labor force and hiring new employees to fill the ability spaces.
This likewise implies employers must adapt their skills to match the requirements. Recruiters require a mix of excellent soft skills and hard skills to be successful in 2024 and beyond. A successful employer in 2024 is a fantastic communicator and facilitator who knows how to offer the function and the business, works with information and statistics to think tactically, and adapts quickly to the changes in the market.
Again, proactively working on establishing these abilities further and utilizing technology helps remain on top of the recruitment video game.
In the past few years, we have actually seen recruitment ending up being more and more tactical and data-driven. HR professionals have actually ended up being the of this shift and the new talent strategies.
We enjoy to see that Teamdash users are actively dealing with the information offered for them in the Recruitment efficiency tab and have actually made inspecting it a part of their day-to-day routine. This has assisted them find new methods to enhance the procedure and automate laborious tasks, making more time for activities that develop worth.
The brand-new skillset lines up with the obstacles that 2023 has actually brought and will carry on to 2024.
– We have actually seen a boost in the number of candidates but still have problems getting sufficient certified candidates;
– We need to cut or handle recruitment expenses to remain on top of the economic circumstance worldwide;
– For more powerful company brand names, we require much better interaction across companies, and collaboration with hiring supervisors is especially 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 efficient and premium as possible. Recruiting is getting more technical with every year. I ´ d say that an excellent recruiter needs to keep up with the patterns, understand the target group, and know how to reach out to them. Also, there needs to be a little bit of a salesperson in every recruiter, in an excellent way.
The most crucial abilities for an employer in 2024 are:
Business partnering and consultancy abilities. The capability to engage in meaningful conversations and forge partnerships with working with supervisors and stakeholders is paramount. We need to first cultivate a wealth of service acumen and abilities within ourselves to genuinely function as indispensable service partners. It includes comprehending our company objectives, preemptively constructing talent pools, and avoiding last-minute firefighting. Stepping into a consumption call with skill market mapping results guides the conversation. It aligns expectations at the ideal level, making the next steps more enjoyable for ourselves, hiring supervisors, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven processes has actually continued, couple of have actually wholeheartedly embraced these principles. Predicting what’s ahead of us becomes an important skill amongst TA experts and helps us construct meaningful collaborations with our stakeholders. The upcoming years indicate a concrete shift, demanding basic modification when it pertains to time-based metrics, however not only. Integrating Talent Analytics and Talent Intelligence into resource planning is becoming the requirement even before recruitment activities commence. Balancing the internal and external viewpoints guarantees that we stay up to date with changes and stay half an action ahead. As the information subject requires to broaden, storytelling skills take centre stage-because data holds an important story, and we are in the lead of composing the story around this.
Natalja Horohordina, Head of Talent Acquisition at Eesti Energia
Recruiters should accept and leverage recruitment automation, build assessment skills, and boost internal mobility in 2024. Recruiters require to comprehend their groups’ skills and abilities extensive to build an extensive group’s assessment image.
Lara Holding-Jones, Director at Pink Jelly People Consultancy
Assessment skills will become progressively essential as candidates use AI tools to produce increasingly strong CVs.
What will 2024 bring into recruiting?
We will see the number of of these trends and challenges discussed bring over to 2024.
One thing is for sure: AI and automation will play an assisting function for employers – customised communication, and employment the human element will always remain the leading players for both recruiters and candidates.
We are delighted to see in which instructions AI and innovation will take us in 2024.
The end-of-the-year webinar “Key trends and changes in recruitment for 2024” was an informative session with stats and skilled predictions 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 numerous skill acquisition teams lean. Recruitment groups and professionals need to discover and reassess how to deliver more with less. Balancing the needs of service needs while guaranteeing individual wellness is important to fight the pervasive difficulty of recruitment burnout in the year ahead. Remember, it’s essential that your cup is full also.
The 2nd one would be trust. 2023 was well-known for the number of layoffs, I feel that there is a growing deficit of trust from the prospects side. Therefore, employment companies require to be conscious of building their authentic company brand names completely and taking good care of their current employees. Prioritizing the well-being and engagement of present staff members becomes not just a corporate duty but a tactical vital to reconstruct and strengthen rely on the employing landscape.
Molly Johnson-Jones, CEO & Co-founder at Flexa
As mindsets and employment understanding continue to sway in the right direction, I hope 2024 will bring a lot more openness and utilisation of employer branding. Both go hand-in-hand and are incredibly essential to effectively hiring and keeping top talent – especially as they help build trust among 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 task candidates think about an employer’s brand name before even applying for a task.
In a survey of 1,000 employees, Visier found that 90% trust their employer. When asked why, 65% said, “They usually tell me the fact”, 52% said, “They’re transparent about business policies and practices”, and 38% stated, “They motivate workers to speak up”.
And information from Deloitte revealed that trusted companies outperform their peers by up to 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 simpler and simplify a lot of their menial, admin-intensive jobs in 2024. We are also visiting a great deal of lazy employers badly using Generative AI tools. We need to bear in mind that no one speaks like ChatGPT, so we can not simply spit up material and pass it off as our own. Personalisation will be key for us to remain 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 individual method.
Pay openness: being more transparent about pay is acquiring a great deal of popularity; companies require to prepare to be able to satisfy the requirements of the European Parliament Pay Transparency Directive.
More talent is available: Due to great deals of layoffs and instability in the tech sector, there’s more talent offered. So business who can hire now have the possibility of having very premium people who are faithful to them.
DEI in hiring: business emphasise diversity recruitment and unconscious predisposition.
