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Recruitment Trends in 2025 – Predictions From 15 Experts

We are approaching completion of another busy and ever-changing recruitment year.

We asked 15 recruitment industry 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 substantial modifications in recruitment in 2023, the words appearing in the word cloud were AI, automation and the changes in skills and company 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 past years, and rightfully so. Recruitment innovation is more available, available and adaptable than ever.

This year, AI took a considerable step ahead in recruitment and has been included into recruitment software application, consisting of 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 used by both recruiters and candidates, raising issues about how it affects the recruitment procedure and how to maintain ethical and human factors in the decision-making.

At Teamdash, our viewpoint has actually always been that the recruiter should be at the guiding wheel and in control, and innovation is just a vehicle to arrive quicker, safer and more comfortably. And it should continue and be transparent in the recruitment efficiency metrics.

AI is like your co-pilot – you’re in control, offering 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 relatively early adopter of Artificial Intelligence. AI helps recruiters to work smarter, not harder, automate recurring tasks, make it faster and much easier to source candidates, write task advertisements, launch employer branding projects, and engage with candidates, to name just a couple of. AI continues to progress and automate day-to-day tasks. Recruiters may have the ability to take a lot of recurring things off their plates and focus on the more human aspects of recruiting.

Keter Luhaorg, Recruitment Partner at Euronics

I started utilizing several AI-powered tools in recruitment, always making sure ethical practices, obviously. Learning the required prompts not just made my task easier, but also showed exceptionally interesting. Embracing ethical AI tools totally changed my technique to recruitment: Automated Resume Screening: promptly matching candidate qualifications with job requirements. Chatbot assistance: guides prospects, answers FAQs, and schedules interviews flawlessly.

In 2023, we experienced the growth of the requirement to headhunt skills instead of fill the roles of actively using people. At the exact same time, the increased flow of using candidates looked like a positive change, but in fact, it did more work in terms of the requirement to respond to everyone, examine each profile’s viability to the function and send out more rejection emails.

The effectiveness increase that the AI and automation tools supplied allowed us to make the procedure much faster and more constant. We achieved an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the exact same time – a boost in staff member NPS.

Lauryna Gireniene, Head of Talent Acquisition at Nord Security

In 2023 our hiring rate from applicants increased by 25% – to increase employing rates, you need to guarantee the very best candidate experience by utilizing automations and AI.

Tools you need for effective recruitment in 2024

Recruiters without current tools and software have a clear downside compared to the ones who have adopted a thorough tech stack.

All the professionals who responded to our survey discussed having a great and contemporary ATS as the very first must-have tool in 2024.

Teamdash is recruitment software application developed by employers for recruiters, and we understand how annoying it is working with technology that doesn’t fit your workflows.

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That’s why Teamdash is extremely customisable and job includes different automation possibilities and (AI-powered) tools that make your work simpler – an interview scheduler, a job ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to options, among others. The recruitment control panel gives you a birds-eye introduction of your entire recruitment procedure. The Recruitment Performance tab provides you a visual introduction of vital recruitment metrics so you can be more tactical in your daily work.

We covered selecting the best ATS for your needs and company at one of our webinars in 2023. You can watch it on need 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 experts:

My essential tools are Good ATS, Chat GPT (or similar), and LinkedIn.

Jane Pettit, Business Growth Coach and Recruitment Team Trainer at Centred Excellence

For employers in 2024, essential tools consist of innovative AI-driven Applicant Tracking Systems, advanced candidate evaluation software, varied and inclusive job advertising platforms, information analytics tools for skill acquisition insights, and virtual truth interfaces for immersive prospect experiences, emphasising performance, fairness, and engagement in the recruitment process.

Piret Ulm, Partner Relations Lead at TalentHub

I personally believe you will fall too far behind the curve if you do not make AI work for you. There are still too lots of recruiters not maximizing technology. You do not need to master them all, however get a good grounding on triggers 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, DeepL, Grammarly, and templates to make daily jobs much faster.

Rethinking and upgrading your company brand name to adapt to the modifications

The nature of work and the expectations towards the work environment and employer have actually substantially shifted in the past years. There is likewise a generational change in the labor force – 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 maintaining leading talent, employers have to reconsider their company 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 very best companies get 80% of the candidates. No company wants to miss out on out on working with the very best skill.

To turn into one of the finest, transparency is anticipated throughout all stages of the talent method. This indicates leveraging the ideal innovation and tools to support human proficiencies and constructing a strong company brand based upon them.

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

We have actually seen a great deal of modification throughout 2023.

– Firstly, the need for the workplace on a flexible basis has rebounded. While fully remote and remote-first chances remain dominant among jobseekers, hybrid roles are becoming significantly popular.

Our Q3 Flexible Working Index (a report which tracks evolving patterns across the versatile jobs market) exposed a sharp shift away from remote work amongst employers – fully remote roles accounted for just 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 companies use staff around working areas, the more popular they are among candidates.

– Secondly, the standard work week has actually substantially progressed over the past year.

The classic Mon-Fri is taking a rear seat. A growing number of business are introducing an alternative technique, which includes variations of the 4-day week, job the 4.5-day week, and the 9-day fortnight.
Demand for the 4-day work week has actually skyrocketed, with approximately 47.4% of Flexa users noting it as their favored method of working throughout October. During the very same duration, 37.5% picked 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 employer brand name whilst recruitment is low is KEY! You need to be constantly sharing things with your audience so when recruitment selects back up you are not essentially beginning from scratch. Technology will permit you to truly make data-driven choices whilst having the ability to track prospects, elevate your company branding and master recruitment marketing.

Recruiter skillset in 2024

Recently, we have actually seen a lift in ability- and value-based hiring. Companies are now actively upskilling their current labor force and hiring brand-new employees to fill the ability spaces.

This also implies employers must adjust their skills to match the requirements. Recruiters need a mix of outstanding soft abilities and job hard abilities to be effective in 2024 and beyond. An effective recruiter in 2024 is a terrific communicator and facilitator who understands how to sell the function and the company, deals with information and data to think strategically, and adapts rapidly to the modifications in the market.

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

In the previous few years, we have actually seen recruitment ending up being more and more tactical and data-driven. HR professionals have actually become the leaders of this shift and the brand-new skill methods.

We’re delighted to see that Teamdash users are actively working with the information readily available for them in the Recruitment efficiency tab and have actually made examining it a part of their everyday routine. This has assisted them discover brand-new ways to improve the process and automate tiresome tasks, making more time for activities that produce value.

The brand-new skillset lines up with the difficulties that 2023 has actually brought and will carry on to 2024.

– We have seen a boost in the number of prospects however still have difficulties getting enough certified prospects;
– We require to cut or manage recruitment expenses to remain on top of the economic situation on the planet;
– For more powerful employer brands, we require much better communication across business, and cooperation with employing managers is especially crucial.

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Riin Soostar, Senior HR Business Partner at Circle K Eesti

It is crucial to automate as much administrative work as possible so the recruitment procedure is as efficient and top quality as possible. Recruiting is getting more technical with every year. I ´ d say that an excellent employer needs to stay up to date with the patterns, understand the target group, and know how to reach out to them. Also, there has to be a bit of a salesman in every employer, in an excellent way.

The most essential abilities for a recruiter in 2024 are:

Business partnering and consultancy skills. The ability to participate in meaningful discussions and create collaborations with employing supervisors and stakeholders is vital. We should first cultivate a wealth of service acumen and skills within ourselves to truly operate as vital business partners. It includes understanding our business goals, preemptively developing talent swimming pools, and preventing last-minute firefighting. Stepping into an intake call with talent market mapping results guides the discussion. It aligns expectations at the ideal level, making the next actions more enjoyable for ourselves, hiring managers, job and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven processes has continued, few have completely welcomed these principles. Predicting what’s ahead of us becomes a vital skill among TA professionals and helps us develop significant partnerships with our stakeholders. The approaching years indicate a concrete shift, demanding fundamental change when it comes to time-based metrics, but 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 point of views makes sure that we stay up to date with modifications and stay half an action ahead. As the data subject requires to broaden, storytelling skills take centre stage-because information holds a vital 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 leverage recruitment automation, build evaluation abilities, and increase internal movement in 2024. Recruiters need to understand their groups’ skills and capabilities in-depth to construct a comprehensive group’s assessment image.

Lara Holding-Jones, Director at Pink Jelly People Consultancy

Assessment skills will become progressively important as candidates utilize AI tools to create significantly strong CVs.

What will 2024 bring into recruiting?

We will see the number of of these patterns and difficulties pointed out carry over to 2024.

Something is for sure: AI and automation will play an assisting role for employers – customised interaction, and the human factor will constantly stay the leading players for both recruiters and candidates.

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

The end-of-the-year webinar “Key patterns and modifications in recruitment for 2024” was an insightful session with stats and skilled predictions from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is available on demand on Livestorm.

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Piret Luts, Global Head of Talent Analytics, Sourcing & Research at Nortal AS

2023 has left many skill acquisition groups lean. Recruitment teams and experts need to learn and reassess how to provide more with less. Balancing the needs of organization needs while making sure personal well-being is vital to combat the prevalent obstacle of recruitment burnout in the year ahead. Remember, it is very important that your cup is complete also.

The second 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, companies require to be conscious of developing their authentic employer brands within out and taking good care of their existing workers. Prioritizing the wellness and engagement of current employees ends up being not just a business duty however a strategic essential to rebuild and strengthen rely on the employing landscape.

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

As attitudes and understanding continue to sway in the ideal direction, I hope 2024 will bring far more openness and utilisation of company branding. Both go hand-in-hand and are exceptionally crucial to successfully working with and maintaining leading talent – specifically as they help construct trust among prospects and employees.

And there’s a lot data to back this up. For instance, job LinkedIn’s Employer Brand stats state that 75% of job hunters think about a company’s brand before even applying for a task.
In a survey of 1,000 staff members, Visier discovered 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% stated, “They motivate staff members to speak out”.
And data from Deloitte exposed that trusted business surpass their peers by approximately 400%!

Vanessa Raath, Founder of The Talent Hunter

There is a great deal of disturbance from generative AI. We are visiting good recruiters using AI to make their jobs easier and streamline a great deal of their menial, admin-intensive jobs in 2024. We are likewise visiting a great deal of lazy recruiters terribly using Generative AI tools. We should keep in mind that nobody speaks like ChatGPT, so we can not just regurgitate content and pass it off as our own. Personalisation will be key 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 improve prospect experience with a more individual approach.
Pay openness: being more transparent about pay is acquiring a lot of appeal; business need to prepare to be able to fulfill the requirements of the European Parliament Pay Transparency Directive.
More skill is available: Due to great deals 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 premium individuals who are devoted to them.
DEI in hiring: business stress variety recruitment and unconscious bias.