What are the main changes in the selection processes in 2024?

This month in our "In Focus" column we invited Rosena Tssenova to share her observations and expertise on the changes in the recruitment processes this year. We focus on the role of artificial intelligence, changed candidate expectations of employers, and the growing importance of corporate culture. We discuss how these trends are forcing new strategies and approaches to your job search, preparing you to successfully navigate the changing job market in 2025.

What are the main changes in the selection processes in 2024?

Rosena: 2024 stands out as one of the most dynamic and transformational years in terms of recruitment. The advent of AI, the shortage of skilled staff, and a fiercely competitive market have led to a host of changes.

The strong shift in candidate expectations towards a healthy organizational culture and work-life balance are key when choosing an employer.
The trials facing companies regarding the economic climate have led to an even more critical need for a fast, efficient, and streamlined recruitment process.

AI is increasingly being used by companies and implemented at various stages of the process, most commonly to facilitate pre-selection through CV rating, chatbots, and data analytics. This makes recruitment even more challenging for professionals because, in addition to attracting candidates, they also have to deal with handling AI and technology, which also requires training, skills, and adaptation.

Candidates use the facilities offered by AI platforms to create CVs and, in some cases even help before and at the interview. For this reason, real judgment, communication skills, and critical insight are becoming increasingly important and indispensable for any recruitment consultant.

How has technology impacted recruitment over the past year?

Rosena: The increased need for effective use of ATS systems to manage candidate pools has led to accelerated implementation and adaptation of systems for business needs.  Many companies have implemented automated and facilitated application processes for vacant positions.

A focused strategy and active social media presence are becoming increasingly key for recruitment experts. There has been a strong outflow from traditional job platforms, especially when it comes to professional and expert positions.

A host of new job platforms have emerged that have made the application process as easy as possible - with just a mobile phone and even no compulsory CV.

What are the most significant lessons learned by HR professionals this year?

Rosena: Adaptability is key to a successful recruitment process. This year, we have often seen job offers decline at the final stage, which is a strong indicator that in a competitive job market, one of the leading decision-making elements for candidates, besides the employer brand and the terms offered, is the candidate experience. For candidates, it is crucial to receive timely feedback, have open communication, and have a clear process. Candidates often decide whether they would work at a particular company based on the treatment they receive in the process.

On the other hand, we often see counter offers from employers in an attempt to retain valuable employees. Counseling, negotiation skills, and data analysis are becoming increasingly important skills for recruiters in organizations. Due to the high dynamics of the labor market, HR professionals often need to use data and statistics to be able to implement necessary changes and make an informed decision when the process changes and innovations are needed.

Employer branding is an important decision-making element for candidates. It is important for them to choose a company with a development perspective and good positioning.

How is the interaction between candidates and employers expected to change in the context of new technologies in 2025?

Rosena: In the next year, we expect an even stronger impact of AI technologies and automation. The key will be the smart use of technology and the symbiosis with the personalized and indispensable human approach. The more technology is used, the more candidates value a professional attitude and open communication.

Technology is efficient, fast, and saves time, but candidates often weigh carefully the treatment they received in the recruitment process when making a final decision.

What recruitment strategies do companies plan to implement in 2025?

Rosena: Increasingly, large companies are spending time on strategic planning, employer brand enhancement, analytics, and introducing technological innovation into their recruitment. Using a company expert in recruitment brings more and more benefits. Advice and information about the job market is a key advantage for any company.

Retention, training, and development programs are important not only for the staff within the company but also for attracting new recruits.

Synchronization between the recruitment process, employer branding, training and development programs, and talent retention efforts is critical to the success of any business.