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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 professionals to think about how 2023 will go into the history books and what you can take along with you for 2024.
Unsurprisingly, when we asked our professionals about the most substantial 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 had to say in the 2023 Teamdash study.
The rise of AI and automation in recruitment
The focus on automation has actually been obvious in the past years, and rightfully so. Recruitment innovation is more available, available and versatile than ever.
This year, AI took a significant in recruitment and has actually been integrated into recruitment software, consisting of Teamdash.
We recently celebrated one year of ChatGPT – the infamous AI tool pointed out at every table this year. ChatGPT and other AI tools are utilized by both employers and candidates, raising issues about how it impacts the recruitment procedure and how to keep ethical and human aspects in the decision-making.
At Teamdash, our viewpoint has always been that the employer must be at the guiding wheel and in control, and innovation is simply an automobile to arrive much faster, safer and more comfortably. And it needs to continue and be transparent in the recruitment efficiency metrics.
AI is like your co-pilot – you remain in control, providing commands and making the choices.
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 actually been a reasonably early adopter of Artificial Intelligence. AI helps recruiters to work smarter, not harder, automate recurring jobs, make it faster and easier to source candidates, write job ads, launch employer branding projects, and engage with candidates, to call just a few. AI continues to progress and automate day-to-day tasks. Recruiters might 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 began using multiple AI-powered tools in recruitment, always guaranteeing ethical practices, naturally. Learning the essential prompts not only made my job simpler, however likewise proved exceptionally interesting. Embracing ethical AI tools entirely transformed my method to recruitment: Automated Resume Screening: quickly matching prospect credentials with job requirements. Chatbot assistance: guides prospects, responses FAQs, and schedules interviews perfectly.
In 2023, we experienced the development of the need to headhunt talents instead of fill the roles of actively using people. At the same time, the increased circulation of applying candidates appeared like a favorable modification, however in fact, it did more work in terms of the requirement to reply to everyone, assess each profile’s viability to the function and send out more rejection e-mails.
The efficiency boost that the AI and automation tools supplied permitted us to make the process quicker and more consistent. We attained an enhancement in the Time to Hire metric and the drop in Voluntary Turnover, and, at the very 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 hiring rates, you require to make sure the finest candidate experience by using automations and AI.
Tools you require for successful recruitment in 2024
Recruiters without up-to-date tools and software have a clear drawback compared to the ones who have adopted a comprehensive tech stack.
All the professionals who reacted to our study mentioned having a great and modern-day ATS as the very first must-have tool in 2024.
Teamdash is recruitment software developed by employers for employers, and we know how frustrating it is working with technology that doesn’t fit your workflows.
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That’s why Teamdash is highly customisable and includes various 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 speaking with options, among others. The recruitment dashboard offers you a birds-eye overview of your whole recruitment process. The Recruitment Performance tab gives you a visual overview of vital recruitment metrics so you can be more tactical in your daily work.
We covered selecting the right ATS for your needs and business at one of our webinars in 2023. You can view it on need 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 specialists:
My must-have 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 include sophisticated AI-driven Applicant Tracking Systems, sophisticated prospect assessment software, varied and inclusive task marketing platforms, data analytics tools for talent acquisition insights, and virtual reality interfaces for immersive prospect experiences, emphasising efficiency, 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 maximizing innovation. You do not need to master them all, however get a good grounding on triggers and validation 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 templates to make day-to-day tasks faster.
Rethinking and upgrading your company brand to adapt to the changes
The nature of work and the expectations towards the workplace and employer have actually significantly shifted in the past years. There is also a generational change in the workforce – Gen Z is going into the labor force as a part of the Boomer generation is retiring.
To maintain and surpass these expectations and keep working with and maintaining top skill, companies have to reassess their employer brand 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 best employers get 80% of the applicants. No company wishes to miss out on hiring the best talent.
To end up being one of the best, openness is expected throughout all phases of the skill strategy. This indicates leveraging the ideal technology and tools to support human proficiencies and developing a strong company brand 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 lot of change throughout 2023.
– Firstly, the need for the workplace on a versatile basis has actually rebounded. While completely remote and remote-first opportunities remain dominant among jobseekers, hybrid functions are becoming significantly popular.
Our Q3 Flexible Working Index (a report which tracks developing trends throughout the flexible jobs market) exposed a sharp shift away from remote work amongst companies – totally remote functions represented simply 4% of job posts between July and September, typically.
Meanwhile, jobseekers’ demand for remote work stays strong, but our data shows that the more flexibility business provide personnel around working areas, the more popular they are among prospects.
– Secondly, the traditional work week has actually significantly evolved over the past year.
The classic Mon-Fri is taking a rear seat. Increasingly more business are presenting an alternative technique, 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 skyrocketed, with approximately 47.4% of Flexa users noting it as their preferred method of working throughout October. During the very same duration, 37.5% picked the 4.5-day week as their preference, and 14.1% stated 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 chooses back up you are not essentially starting from scratch. Technology will allow you to genuinely make data-driven choices whilst having the ability to track prospects, raise your company branding and master recruitment marketing.
Recruiter skillset in 2024
In current years, we have seen a lift in ability- and value-based hiring. Companies are now actively upskilling their present workforce and hiring new employees to fill the skill gaps.
This also means employers must adapt their skills to match the requirements. Recruiters require a mix of exceptional soft abilities and difficult skills to be successful in 2024 and beyond. A successful recruiter in 2024 is an excellent communicator referall.us and facilitator who knows how to sell the function and the company, deals with information and data to believe tactically, and adapts rapidly to the changes in the market.
Again, proactively working on developing these abilities even more and using innovation helps remain on top of the recruitment game.
In the past couple of years, we have seen recruitment ending up being a growing number of strategic and somalibidders.com data-driven. HR professionals have become the leaders of this shift and the brand-new talent methods.
We enjoy to see that Teamdash users are actively dealing with the data readily available for them in the Recruitment performance tab and have made checking it a part of their day-to-day regimen. This has actually assisted them discover new ways to streamline the process and automate laborious tasks, making more time for activities that produce worth.
The brand-new skillset aligns with the challenges that 2023 has brought and will carry on to 2024.
– We have seen a boost in the number of candidates but still have problems getting enough certified prospects;
– We require to cut or handle recruitment costs to remain on top of the financial situation worldwide;
– For stronger company brand names, we need much better interaction throughout companies, and partnership with working with managers is particularly crucial.
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Riin Soostar, Senior HR Business Partner at Circle K Eesti
It is necessary to automate as much administrative work as possible so the recruitment process is as efficient and high-quality as possible. Recruiting is getting more technical with every year. I ´ d say that a great employer must keep up with the patterns, understand the target group, and understand how to reach out to them. Also, there needs to be a little bit of a salesman in every recruiter, in a great way.
The most important skills for a recruiter in 2024 are:
Business partnering and consultancy abilities. The ability to take part in significant conversations and forge partnerships with hiring managers and stakeholders is paramount. We should initially cultivate a wealth of service acumen and abilities within ourselves to truly operate as indispensable business partners. It includes understanding our service objectives, preemptively developing talent swimming pools, and preventing last-minute firefighting. Stepping into a consumption call with skill market mapping results guides the conversation. It lines up expectations at the ideal level, making the next actions more satisfying for ourselves, working with managers, and prospects.
Data-fueled processes and decision-making: While the discourse around data-driven processes has actually continued, couple of have actually completely accepted these concepts. Predicting what’s ahead of us becomes an important skill among TA experts and assists us develop significant collaborations with our stakeholders. The approaching years signify a tangible shift, requiring fundamental change when it concerns time-based metrics, however not only. Integrating Talent Analytics and Talent Intelligence into resource planning is ending up being the standard even before recruitment activities start. Balancing the internal and external viewpoints guarantees that we stay up to date with modifications and stay half an action ahead. As the information subject needs to broaden, storytelling skills take centre stage-because data holds a vital story, and we remain in the lead of writing the story around this.
Natalja Horohordina, Head of Talent Acquisition at Eesti Energia
Recruiters should welcome and utilize recruitment automation, develop assessment abilities, and boost internal mobility in 2024. Recruiters need to comprehend their teams’ skills and capabilities thorough to construct a thorough group’s evaluation photo.
Lara Holding-Jones, Director at Pink Jelly People Consultancy
Assessment abilities will become increasingly crucial as candidates use AI tools to develop increasingly strong CVs.
What will 2024 bring into recruiting?
We will see how numerous of these patterns and difficulties pointed out bring over to 2024.
One thing is for sure: AI and automation will play a helping role for recruiters – personalised communication, and the human aspect will always stay the leading players for both recruiters and prospects.
We are delighted to see in which direction AI and technology will take us in 2024.
The end-of-the-year webinar “Key trends and changes in recruitment for 2024” was an informative session with statistics and expert forecasts 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 numerous talent acquisition groups lean. Recruitment teams and experts need to discover and reassess how to deliver more with less. Balancing the needs of service needs while making sure individual wellness is important to combat the pervasive obstacle of recruitment burnout in the year ahead. Remember, it is essential that your cup is complete as well.
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, companies require to be conscious of constructing their genuine employer brands completely and taking good care of their existing staff members. Prioritizing the well-being and engagement of current workers becomes not simply a corporate duty but a tactical necessary to restore and strengthen trust in the employing landscape.
Molly Johnson-Jones, CEO & Co-founder at Flexa
As mindsets and understanding continue to sway in the ideal direction, I hope 2024 will bring a lot more openness and utilisation of company branding. Both go together and are exceptionally crucial to effectively working with and retaining leading talent – particularly as they assist build trust amongst prospects and workers.
And there’s so much information to back this up. For example, LinkedIn’s Employer Brand data specify that 75% of task applicants consider a company’s brand before even getting a job.
In a study of 1,000 workers, Visier discovered that 90% trust their employer. When asked why, 65% stated, “They normally tell me the reality”, 52% stated, “They’re transparent about company policies and practices”, and 38% stated, “They motivate employees to speak up”.
And information from Deloitte exposed that relied on companies outperform their peers by up to 400%!
Vanessa Raath, Founder of The Talent Hunter
There is a lot of disturbance from generative AI. We are going to see good employers utilizing AI to make their tasks easier and streamline a lot of their menial, admin-intensive jobs in 2024. We are also visiting a lot of lazy employers terribly utilizing Generative AI tools. We should bear in mind that no one speaks like ChatGPT, so we can not simply throw up material and pass it off as our own. Personalisation will be crucial 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 improve prospect experience with a more individual technique.
Pay transparency: being more transparent about pay is getting a great deal of popularity; business need to prepare to be able to meet the requirements of the European Parliament Pay Transparency Directive.
More skill is readily available: Due to lots of layoffs and instability in the tech sector, there’s more talent offered. So business who can work with now have the possibility of having very premium individuals who are loyal to them.
DEI in hiring: companies stress diversity recruitment and unconscious predisposition.