Recruitment Trends in 2025 - Predictions From 15 Experts
We are approaching completion of another hectic and ever-changing recruitment year.
We asked 15 recruitment industry professionals to consider how 2023 will go into the history books and what you can take along with you for 2024.
Unsurprisingly, when we asked our specialists about the most considerable changes in recruitment in 2023, the words turning up in the word cloud were AI, automation and the modifications in abilities and employer branding.
Let's dive into what 15 recruitment experts needed to state in the 2023 Teamdash study.
The increase of AI and automation in recruitment
The concentrate on automation has actually been obvious in the past years, and rightfully so. Recruitment technology is more offered, available and versatile than ever.
This year, AI took a significant action ahead in recruitment and has actually been integrated into recruitment software, consisting of 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 candidates, raising concerns about how it impacts the recruitment procedure and how to preserve ethical and human elements in the decision-making.
At Teamdash, our philosophy has always been that the recruiter needs to be at the steering wheel and in control, and technology is simply an automobile to get there much faster, much safer and more comfortably. And it should bring on and be transparent in the recruitment performance metrics.
AI is like your co-pilot - you're in control, giving commands and making the decisions.
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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 Artificial Intelligence. AI assists recruiters to work smarter, not harder, automate recurring tasks, make it faster and easier to source prospects, write job ads, launch company branding campaigns, and engage with prospects, to name just a few. AI continues to evolve and automate everyday tasks. Recruiters may have the ability to take a great deal of repetitive things off their plates and concentrate on the more human elements of recruiting.
Keter Luhaorg, Recruitment Partner at Euronics
I started utilizing several AI-powered tools in recruitment, constantly making sure ethical practices, naturally. Learning the essential triggers not only made my task easier, however likewise showed extremely fascinating. Embracing ethical AI tools entirely transformed my method to recruitment: Automated Resume Screening: promptly matching candidate qualifications with task requirements. Chatbot assistance: guides candidates, answers FAQs, and schedules interviews seamlessly.
In 2023, we experienced the development of the need to headhunt talents instead of fill the functions of actively using individuals. At the very same time, the increased flow of using candidates looked like a favorable modification, but in fact, it did more work in terms of the need to reply to everyone, assess each profile's suitability to the function and send more rejection e-mails.
The performance increase that the AI and automation tools provided enabled us to make the procedure quicker and more constant. We attained an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the very same time - an increase in employee 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 make sure the very best candidate experience by utilizing automations and AI.
Tools you require for effective recruitment in 2024
Recruiters without up-to-date tools and software application have a clear downside compared to the ones who have actually embraced a comprehensive tech stack.
All the professionals who responded to our study mentioned having an excellent and modern ATS as the first must-have tool in 2024.
Teamdash is recruitment software application constructed by employers for recruiters, and we understand how annoying it is working with innovation that does not fit your workflows.
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That's why Teamdash is extremely customisable and includes different automation possibilities and (AI-powered) tools that make your work easier - an interview scheduler, a job advertisement landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to choices, among others. The recruitment control panel provides you a birds-eye summary of your whole recruitment process. The Recruitment Performance tab provides you a visual introduction of necessary recruitment metrics so you can be more tactical in your everyday work.
We covered picking the ideal ATS for your requirements and business at one of our webinars in 2023. You can see it as needed on Livestorm.
Having the right tools helps us adjust to the market 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 comparable), and LinkedIn.
Jane Pettit, Business Growth Coach and Recruitment Team Trainer at Centred Excellence
For recruiters in 2024, essential tools consist of innovative AI-driven Applicant Tracking Systems, sophisticated prospect evaluation software application, diverse and inclusive task advertising platforms, data analytics tools for talent acquisition insights, and virtual truth interfaces for immersive prospect experiences, stressing efficiency, 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 too numerous recruiters not taking complete advantage of innovation. You do not need to master them all, but get an excellent grounding on triggers and recognition as a minimum. AI is as trustworthy 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 daily tasks much faster.
Rethinking and upgrading your employer brand name to adapt to the modifications
The nature of work and the expectations towards the work environment and company have substantially moved in the previous years. There is likewise a generational modification in the workforce - Gen Z is getting in the labor force as a part of the Boomer generation is retiring.
To keep up and exceed these expectations and keep hiring and keeping 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 concept uses in their user base - 20% of the very best employers get 80% of the candidates. No company wishes to lose out on employing the finest talent.
To become one of the very best, openness is anticipated throughout all stages of the talent technique. This indicates leveraging the best innovation and tools to support human competencies and developing a strong company brand name based upon them.
Diversity (DEI), versatility, openness and the rise of relatable organisations are the keywords in focus for employer brands in 2024.
We have actually seen a lot of change throughout 2023.
- Firstly, the need for the workplace on a flexible basis has rebounded. While totally remote and remote-first opportunities remain dominant among jobseekers, hybrid roles are ending up being increasingly popular.
Our Q3 Flexible Working Index (a report which tracks progressing trends across the flexible tasks market) revealed a sharp shift far from remote work among companies - totally remote roles represented just 4% of job posts in between July and September, typically.
Meanwhile, jobseekers' demand for remote work stays strong, however our data reveals that the more flexibility companies use personnel around working areas, the more popular they are among prospects.
- Secondly, the standard work week has actually considerably developed over the previous year.
The classic Mon-Fri is taking a rear seat. Increasingly more companies are introducing an alternative approach, which 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 increased, with an average of 47.4% of Flexa users listing it as their favored way of working during October. During the very same duration, 37.5% selected the 4.5-day week as their choice, and 14.1% stated the 9-day fortnight was theirs.
Kayleigh Little, Recruitment Automation Expert at Teamdash
Maintaining your company brand name whilst recruitment is low is KEY! You need to be continuously sharing things with your audience so when recruitment selects back up you are not essentially going back to square one. Technology will permit you to truly make data-driven decisions 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 seen a lift in skill- and value-based hiring. Companies are now actively upskilling their present workforce and working with brand-new staff members to fill the ability spaces.
This also implies employers must adjust their abilities to match the requirements. Recruiters require a mix of excellent soft abilities and tough abilities to be effective in 2024 and beyond. A successful recruiter in 2024 is an excellent communicator and facilitator who understands how to sell the role and the business, deals with information and data to think strategically, and adapts quickly to the changes in the market.
Again, proactively dealing with developing these skills further and using innovation assists remain on top of the recruitment video game.
In the past few years, we have seen recruitment ending up being a growing number of strategic and data-driven. HR specialists have ended up being the leaders of this shift and the new skill methods.
We're delighted to see that Teamdash users are actively working with the data available for them in the Recruitment performance tab and have actually made inspecting it a part of their everyday routine. This has helped them find new ways to improve the process and automate tiresome jobs, making more time for activities that develop worth.
The brand-new skillset lines up with the obstacles that 2023 has brought and will continue to 2024.
- We have seen an increase in the variety of prospects but still have problems getting adequate qualified prospects; - We require to cut or manage recruitment costs to remain on top of the economic scenario in the world; - For more brand names, we require better communication across companies, and collaboration with working with managers 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 effective and top quality as possible. Recruiting is getting more technical with every year. I ´ d state that a great employer needs to keep up with the patterns, understand the target group, and know how to reach out to them. Also, there has to be a little a salesperson in every recruiter, in an excellent way.
The most important skills for an employer in 2024 are:
Business partnering and consultancy abilities. The ability to engage in meaningful conversations and forge collaborations with working with managers and stakeholders is vital. We should first cultivate a wealth of business acumen and abilities within ourselves to truly operate as important organization partners. It involves understanding our organization goals, preemptively building skill swimming pools, and avoiding last-minute firefighting. Entering a consumption call with skill market mapping results guides the conversation. It lines up expectations at the right level, making the next steps more satisfying for ourselves, employing supervisors, and candidates. Data-fueled procedures and decision-making: While the discourse around data-driven procedures has actually continued, couple of have totally accepted these principles. Predicting what's ahead of us ends up being a vital skill amongst TA experts and helps us construct significant partnerships with our stakeholders. The upcoming years indicate a tangible shift, requiring fundamental change when it comes 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 begin. Balancing the internal and external point of views guarantees that we keep up with modifications and remain half a step ahead. As the information subject requires 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 need to accept and take advantage of recruitment automation, develop assessment skills, employment and boost internal movement in 2024. Recruiters require to comprehend their groups' skills and abilities in-depth to develop a thorough group's evaluation picture.
Lara Holding-Jones, Director at Pink Jelly People Consultancy
Assessment abilities will end up being progressively important as prospects utilize AI tools to develop progressively strong CVs.
What will 2024 bring into recruiting?
We will see how numerous of these patterns and challenges pointed out carry over to 2024.
Something is for sure: AI and automation will play an assisting function for employers - customised interaction, and the human aspect will constantly remain the leading players for both employers and candidates.
We are excited 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 informative session with stats and expert predictions from MeetFrank's Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is offered on demand on Livestorm.
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Piret Luts, Global Head of Talent Analytics, Sourcing & Research at Nortal AS
2023 has left lots of talent acquisition groups lean. Recruitment groups and experts need to discover and reevaluate how to provide more with less. Balancing the demands of organization requirements while ensuring individual wellness is vital to fight the pervasive challenge of recruitment burnout in the year ahead. Remember, it is necessary that your cup is complete also.
The second one would be trust. 2023 was infamous for the variety of layoffs, I feel that there is a growing deficit of trust from the candidates side. Therefore, business need to be conscious of constructing their genuine company brands completely and taking good care of their existing staff members. Prioritizing the well-being and engagement of current employees ends up being not just a corporate duty however a tactical crucial to rebuild and fortify rely on the working with landscape.
Molly Johnson-Jones, CEO & Co-founder at Flexa
As mindsets and comprehending continue to sway in the ideal instructions, I hope 2024 will bring much more openness and utilisation of employer branding. Both go hand-in-hand and are exceptionally essential to effectively employing and maintaining leading skill - especially as they help construct trust among candidates and workers.
And there's a lot data to back this up. For example, LinkedIn's Employer Brand stats specify that 75% of task seekers think about a company's brand before even requesting a job. In a study of 1,000 staff members, Visier discovered that 90% trust their employer. When asked why, 65% said, "They typically inform me the truth", 52% stated, "They're transparent about business policies and practices", and 38% said, "They motivate employees to speak up". And data from Deloitte exposed that trusted companies outshine their peers by approximately 400%!
Vanessa Raath, Founder of The Talent Hunter
There is a great deal of disturbance from generative AI. We are going to see good employers using AI to make their jobs simpler and improve a lot of their menial, admin-intensive tasks in 2024. We are also going to see a great deal of lazy employers 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 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 tasks and improve candidate experience with a more individual technique. Pay transparency: being more transparent about pay is getting a great deal of appeal; companies need to prepare to be able to satisfy 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 very top quality individuals who are devoted to them. DEI in hiring: business stress diversity recruitment and unconscious bias.