We’re delivering the top recruitment trends in 2024, but with a twist! We’re not just highlighting the good – we’re exposing the bad and the downright ugly, too.

Consider this your insider’s guide to building a winning recruitment strategy for 2025. We’ll explore how artificial intelligence is transforming the hiring process, why prioritising skills is more crucial than ever, and how to cultivate a thriving workforce through internal mobility.  However, we won’t shy away from the tough stuff either, like the rise of ghosting and the impact of economic uncertainty.

So dive in, explore the trends, and let them shape your winning 2025 recruitment strategy.

The Good

1. AI-Powered Recruitment: AI is revolutionising recruitment, moving beyond simply automating tasks like candidate sourcing and scheduling. Now, AI can analyse data to predict candidate success, identifying those most likely to thrive in a role. This capability significantly improves the quality of hire while simultaneously helping to eliminate bias and ensure fair evaluations for all candidates.

75% of recruiters report that AI has helped them increase their hiring speed (Source: LinkedIn)

Check out this webinar for practical tips on how to adopt AI.

2. Emphasis on Skills-Based Hiring: Companies are prioritising skills over traditional qualifications, opening doors to diverse talent pools and non-traditional candidates.

63% of companies are now prioritising skills over degrees (Source: SHRM)

Strategic talent pooling is a forward-thinking approach in modern recruitment, offering substantial benefits in terms of time efficiency, cost savings, and the quality of hires. Here is how you can do exactly that. 

3. Internal Mobility and Upskilling: Organisations are focusing on internal mobility programs and upskilling existing employees to fill vacancies and retain top talent.

Using tools like Talent Rediscovery you can pinpoint internal candidates for new roles quickly based on skills, experience, and more. This not only saves you time and money but also boosts employee engagement and retention by providing growth opportunities within your organisation.

4. Data-Driven Recruitment: Using a data-driven recruitment strategy, teams can pull powerful insights that eliminate guesswork and biases in the hiring process — so you know you’re hiring the best person for the role. Beyond individual hiring decisions, these insights can also help you refine the recruitment process, improving time-to-hire and cutting overhead costs.

82% of recruiters say data analytics has helped them improve their hiring decisions (Source: Indeed)

Here is how you can win the talent war with date driven automation!

5. Candidate-Centric Approach: Today’s candidates expect more than just a job offer; they want a positive and engaging experience throughout the hiring process. This means clear communication, timely feedback, and a personalised approach that makes them feel valued.

Leveraging the right Applicant Tracking System (ATS) can help you nurture relationships from the very first interaction.  An ATS can automate communication, personalise messages, and provide a seamless candidate journey.  Remember, even if a candidate isn’t hired, a positive experience can turn them into a brand advocate and encourage them to apply again in the future.

The Bad

6. Ghosting: Ghosting,” where candidates or employers abruptly cease communication without explanation, is becoming a prevalent issue in recruitment. This frustrating trend wastes time and resources for everyone. Candidates are left feeling undervalued and discouraged, while employers damage their reputation and hinder their ability to attract top talent.

77% of job seekers have been ghosted by a potential employer (Source: Indeed)

7. Salary Transparency: The call for salary transparency is growing louder, with many job seekers demanding clear salary ranges upfront. While this push for transparency can promote pay equity and help candidates make informed decisions, it also presents potential challenges for employers.  Disclosing salary ranges can expose internal pay discrepancies, leading to dissatisfaction among existing employees and potentially triggering difficult conversations about compensation.

Navigating this trend requires careful consideration and proactive measures. Employers should focus on establishing clear and equitable compensation structures, conducting regular salary reviews, and communicating transparently with their workforce about pay practices.  

70% of job seekers say salary transparency is important to them (Source: Glassdoor)

The Ugly

8. The Skills Gap: the mismatch between employer needs and job seeker skills — is a growing chasm. This gap makes it increasingly difficult to fill critical roles, hindering business growth and stifling innovation. To stay competitive, employers must invest in upskilling and reskilling initiatives, while job seekers need to proactively develop in-demand skills.  Failing to address this widening gap will have severe consequences.

By 2030, the global skills gap could reach 85 million jobs (Source: Korn Ferry)

9. Economic Uncertainty: With inflation concerns and potential recessionary pressures, many businesses have adopted a cautious approach, leading to hiring freezes and budget constraints. This has created a more competitive job market for candidates, with fewer vacancies and increased pressure to stand out from the crowd.

10. Remote Work Challenges: While remote work offers flexibility and autonomy, it also presents unique challenges. Maintaining effective communication and collaboration can be difficult, and fostering a strong company culture requires extra effort.  Additionally, remote workers can experience increased feelings of isolation and burnout, potentially leading to decreased engagement and productivity.  Addressing these challenges requires proactive measures like regular check-ins, virtual team-building activities, and clear communication channels.

60% of remote workers report feeling isolated (Source: Buffer)

Looking ahead, we can expect these trends to keep shaking up the world of recruitment in 2025. AI is here to stay, with even smarter tools on the horizon to help streamline hiring and make better decisions.  Get ready for skills-based hiring to become even more important, which is great news for anyone with the right talents, regardless of their background. Remember, keeping candidates happy will still be a top priority, so expect companies to get creative with how they attract and engage top talent.

The bottom line? Embrace AI and automation, but don’t lose sight of the human element.  Prioritise skills and invest in upskilling initiatives to navigate the skills gap. And above all, remember that adaptability and a commitment to a positive candidate experience are essential in this dynamic environment. By staying informed and embracing change, recruiters can build strong teams and shape the world of work in 2025.

Have you joined Oleeo’s new Talent Talks AI Forum yet?

It’s a community for recruiters to learn about and share AI best practices. Through webinars, events, and the online forum itself, users can upskill, share knowledge, and address concerns around data, regulations, and responsible AI development.

Topics covered include chatbots, job descriptions, and candidate engagement, with resources including demos and case studies to help organisations adopt AI effectively.

Join now to chat, learn, and build the future of AI in recruitment with your peers!