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Founded 2025
Company Description
Recruitment Trends in 2025 – Predictions From 15 Experts
We are approaching completion of another busy and ever-changing recruitment year.
We asked 15 recruitment market professionals 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 significant modifications in recruitment in 2023, the words turning up in the word cloud were AI, automation and the modifications in skills and employer branding.
Let’s dive into what 15 recruitment specialists had to state in the 2023 Teamdash survey.
The increase of AI and automation in recruitment
The concentrate on automation has actually been evident in the past years, and rightfully so. Recruitment innovation is more readily available, available and versatile than ever.
This year, AI took a substantial 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 mentioned at every table this year. ChatGPT and other AI tools are utilized by both recruiters and candidates, raising concerns about how it affects the recruitment process and how to maintain ethical and human aspects in the decision-making.
At Teamdash, our philosophy has constantly been that the employer must be at the steering wheel and in control, and technology is simply an automobile to get there much faster, much safer and more easily. And it should bring on and be transparent in the recruitment efficiency metrics.
AI is like your co-pilot – you remain in control, giving 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 been a fairly early adopter of Expert system. AI assists recruiters to work smarter, not harder, automate repetitive jobs, make it faster and much easier to source prospects, compose task advertisements, launch employer branding campaigns, and engage with prospects, to call just a few. AI continues to evolve and automate day-to-day tasks. Recruiters might have the ability 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 began utilizing numerous AI-powered tools in recruitment, always making sure ethical practices, naturally. Learning the necessary prompts not just made my job simpler, however likewise showed exceptionally interesting. Embracing ethical AI tools totally transformed my method to recruitment: Automated Resume Screening: promptly matching candidate qualifications with job requirements. Chatbot assistance: guides prospects, responses FAQs, and schedules interviews flawlessly.
In 2023, we experienced the growth of the requirement to headhunt skills instead of fill the functions of actively applying people. At the same time, the increased flow of applying candidates looked like a favorable change, however in fact, it did more work in regards to the need to respond to everyone, examine each profile’s suitability to the role and send out more rejection emails.
The efficiency boost that the AI and automation tools offered allowed us to make the procedure much faster and more constant. We accomplished an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the very same time – an increase in staff member 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 finest prospect experience by using automations and AI.
Tools you need for effective recruitment in 2024
Recruiters without updated tools and software application have a clear disadvantage compared to the ones who have embraced a comprehensive tech stack.
All the specialists who responded to our survey discussed having a good and modern-day 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 dealing with technology that does not 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 simpler – an interview scheduler, a job ad landing page tool, the inclusive language checker, AI-powered Candidate Summaries and video talking to choices, to name a few. The recruitment dashboard provides you a birds-eye overview of your whole recruitment process. The Recruitment Performance tab provides you a visual introduction of important recruitment metrics so you can be more strategic in your daily work.
We covered selecting the right ATS for your requirements and company at one of our webinars in 2023. You can enjoy it on demand on Livestorm.
Having the right tools helps us adjust to the market modifications we witnessed in 2023 and be proactive in 2024. Here are some recommendations from our specialists:
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, must-have tools consist of innovative AI-driven Applicant Tracking Systems, advanced candidate assessment software, varied and inclusive task marketing platforms, information analytics tools for talent acquisition insights, and virtual truth user interfaces for immersive prospect experiences, stressing effectiveness, 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 many recruiters not making the most of technology. You do not have to master them all, but get an excellent grounding on triggers and validation as a minimum. AI is as reputable 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 day-to-day tasks quicker.
Rethinking and upgrading your employer brand name 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 also a change in the labor force – Gen Z is getting in the workforce as a part of the Boomer generation is retiring.
To maintain and go beyond these expectations and keep working with and keeping leading talent, companies have to reassess their company brand name and offering. At our end-of-the-year webinar, Kaarel Holm from MeetFrank shared that the Pareto concept applies in their user base – 20% of the very best employers get 80% of the applicants. No company wishes to lose out on employing the finest skill.
To turn into one of the very best, openness is expected throughout all stages of the skill strategy. This means leveraging the best innovation and tools to support human competencies and constructing a strong employer brand based upon them.
Diversity (DEI), flexibility, transparency and the rise of relatable organisations are the keywords in focus for company brand names in 2024.
We’ve seen a lot of modification throughout 2023.
– Firstly, the demand for the office on a flexible basis has actually rebounded. While completely remote and remote-first opportunities stay dominant among jobseekers, hybrid roles are ending up being progressively popular.
Our Q3 Flexible Working Index (a report which tracks developing trends across the versatile jobs market) revealed a sharp shift away from remote work amongst employers – completely remote roles accounted for simply 4% of task posts in between July and September, on average.
Meanwhile, jobseekers’ demand for remote work remains strong, however our data shows that the more flexibility business offer personnel around working locations, the more popular they are amongst prospects.
– Secondly, the traditional work week has actually substantially progressed over the previous year.
The classic Mon-Fri is taking a rear seat. Increasingly more companies are presenting an alternative method, 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 actually increased, with an average of 47.4% of Flexa users noting it as their favored way of working throughout October. During the same period, 37.5% selected 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 need to be continuously sharing things with your audience so when recruitment chooses back up you are not essentially starting from scratch. Technology will enable you to genuinely make data-driven choices whilst being able 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 ability- and value-based hiring. Companies are now actively upskilling their present labor force and employing new staff members to fill the skill gaps.
This also suggests employers must adapt their skills to match the requirements. Recruiters need a mix of excellent soft skills and hard abilities to be successful in 2024 and beyond. A successful employer in 2024 is a great communicator and facilitator who understands how to sell the role and the company, deals with information and data to think tactically, and adapts quickly to the modifications in the market.
Again, proactively dealing with developing these skills further and using innovation helps stay on top of the recruitment game.
In the past few years, we have actually seen recruitment becoming more and more strategic and data-driven. HR specialists have become the leaders of this shift and the new talent methods.
We’re happy to see that Teamdash users are actively dealing with the data offered for them in the Recruitment efficiency tab and have made checking it a part of their daily routine. This has actually helped them find new methods to streamline the process and automate laborious jobs, making more time for activities that produce worth.
The new skillset lines up with the obstacles that 2023 has brought and will bring on to 2024.
– We have seen a boost in the variety of candidates however still have troubles getting sufficient qualified candidates;
– We need to cut or handle recruitment expenses to remain on top of the financial circumstance worldwide;
– For more powerful employer brand names, we need much better communication across companies, and collaboration with employing 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 effective and premium as possible. Recruiting is getting more technical with every year. I ´ d state that an excellent employer should keep up with the trends, know the target group, and know how to connect to them. Also, there has to be a little bit of a salesman in every recruiter, in a great way.
The most important abilities for a recruiter in 2024 are:
Business partnering and consultancy abilities. The capability to participate in significant discussions and create partnerships with employing supervisors and stakeholders is critical. We need to first cultivate a wealth of organization acumen and skills within ourselves to genuinely operate as vital service partners. It includes understanding our organization objectives, preemptively developing talent pools, and preventing last-minute firefighting. Stepping into a consumption call with talent market mapping results guides the conversation. It lines up expectations at the right level, making the next actions more pleasurable for ourselves, working with managers, and referall.us prospects.
Data-fueled processes and decision-making: While the discourse around data-driven processes has actually persisted, couple of have totally accepted these principles. Predicting what’s ahead of us ends up being a vital ability amongst TA professionals and helps us build meaningful collaborations with our stakeholders. The approaching years indicate a tangible shift, demanding basic modification when it concerns time-based metrics, but not just. Integrating Talent Analytics and Talent Intelligence into resource preparation is becoming the requirement even before recruitment activities start. Balancing the internal and external point of views guarantees that we stay up to date with changes and remain half an action ahead. As the data topic requires to broaden, storytelling skills take centre stage-because data holds a crucial story, and we remain in the lead of composing the story around this.
Natalja Horohordina, Head of Talent Acquisition at Eesti Energia
Recruiters need to welcome and utilize recruitment automation, construct assessment abilities, and increase internal mobility in 2024. Recruiters require to understand their teams’ skills and abilities thorough to develop an extensive team’s evaluation image.
Lara Holding-Jones, Director at Pink Jelly People Consultancy
Assessment skills will become progressively essential as candidates use AI tools to produce progressively strong CVs.
What will 2024 bring into recruiting?
We will see how many of these trends and difficulties discussed rollover to 2024.
One thing is for sure: AI and automation will play a helping function for recruiters – personalised communication, and the human element will constantly remain the leading players for both employers and prospects.
We are excited to see in which direction AI and innovation will take us in 2024.
The end-of-the-year webinar “Key trends and modifications in recruitment for 2024” was an insightful session with stats and expert predictions from MeetFrank’s Co-Founder Kaarel Holm and The Talent Hunter Vanessa Raath. It is readily available as needed on Livestorm.
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Piret Luts, Global Head of Talent Analytics, Sourcing & Research at Nortal AS
2023 has left many skill acquisition teams lean. Recruitment teams and experts need to discover and reassess how to deliver more with less. Balancing the needs of service requirements while guaranteeing individual well-being is vital to fight the prevalent challenge of recruitment burnout in the year ahead. Remember, it’s important that your cup is complete also.
The second 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, business need to be mindful of building their authentic employer brands within out and taking great care of their present employees. Prioritizing the well-being and engagement of existing employees ends up being not just a business duty however a tactical important to restore and fortify trust in the employing landscape.
Molly Johnson-Jones, CEO & Co-founder at Flexa
As mindsets and understanding continue to sway in the right instructions, I hope 2024 will bring much more openness and utilisation of employer branding. Both go together and are incredibly crucial to effectively working with and maintaining top skill – particularly as they help construct trust among candidates and staff members.
And there’s a lot information to back this up. For example, LinkedIn’s Employer Brand statistics state that 75% of job seekers think about a company’s brand before even looking for a job.
In a survey of 1,000 staff members, Visier discovered that 90% trust their employer. When asked why, 65% said, “They generally inform me the fact”, 52% said, “They’re transparent about company policies and practices”, and 38% said, “They encourage employees to speak out”.
And data from Deloitte exposed that trusted companies surpass their peers by as much as 400%!
Vanessa Raath, Founder of The Talent Hunter
There is a great deal of interruption from generative AI. We are visiting great employers using AI to make their tasks easier and streamline a great deal of their routine, admin-intensive tasks in 2024. We are likewise going to see a lot of lazy recruiters severely using Generative AI tools. We must remember that no one speaks like ChatGPT, so we can not just spit up material 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 personal approach.
Pay openness: being more transparent about pay is gaining a lot of appeal; companies need to prepare to be able to satisfy the requirements of the European Parliament Pay Transparency Directive.
More talent is readily available: Due to lots of layoffs and instability in the tech sector, there’s more talent readily available. So business who can employ now have the possibility of having extremely high-quality individuals who are devoted to them.
DEI in hiring: companies stress variety recruitment and unconscious bias.