What can we expect for the recruitment industry in 2025? #TeamGlee share their predictions

Ah, recruitment. While it can be an incredibly rewarding industry to be a part of, it brings almost constant change and many challenges, with uncertain markets, new trends and ever-changing client and candidate needs to contend with.  

But what’s in store for 2025? We know AI and new technologies are already impacting the recruitment sector, with some agencies embracing AI and utilising it to streamline their processes. 2024 has seen a rise in candidates looking for flexible working; this could be set to continue, especially since the UK Government’s recent decision to give employees the right to request flexible work from day one of a new job. 

What else could be on the cards for the new year? Here, we explore some key trends set to shake the recruitment industry in 2025, and our consultants reveal their predictions for the recruitment industry.  

So, what trends can we expect to see in the recruitment industry in 2025? 

AI will drive the recruitment process 

AI and automation are already transforming the recruitment industry, with consultants making the most of new technologies to support with tasks such as candidate sourcing, CV screening and shortlisting. The ability to streamline these important yet time-consuming parts of the process could mean consultants have more time to focus on the human aspect of their role – meeting with key contacts and building those all-important relationships with potential clients and candidates. This could be really valuable from a BD perspective. 

AI chatbots and virtual assistants are also set to enhance candidate experience, helping keep them up to date at each point in the process and providing a faster, more efficient recruitment process. 

The demand for flexible and remote opportunities will grow 

This will come as no surprise to those working in the recruitment industry, but we predict continued demand for flexibility in job roles, with candidates seeking the ability to work from home, work different shift patterns or condense their hours into fewer days per week. This could be for a variety of reasons – childcare and caring responsibilities, better work-life balance or even the ability to free up more time for ‘side hustles and other professional ventures.  

As we’ve said, the Government recently announced that employees will have the right to request flexible working from their first day of employment, rather than having to wait until they pass their probation period. This radical change will likely impact the number of people requesting flexible working, and companies will need to demonstrate that they offer flexibility in order to appeal to a wider pool of candidates.  

There will be an emphasis on EDI  

2025 will see Equality, Diversity and Inclusion remain a key focus for UK recruiters. Organisations are increasingly seeing the value of diverse workforces. Diverse viewpoints often lead to better decision making, new ideas and can actively help to reduce bias. By 2025, there will be a stronger push for recruitment practices that actively reduce bias, including anonymous applications, AI-driven unbiased screening, and more inclusive job advertisements. DEI will not just be a ‘nice-to-have' but a business imperative. 

Freelance, contract and short-term roles will be in demand 

Next year will see a rise in temporary or short-term roles, with clients looking to fill roles on a project basis. The traditional full-time, permanent employment model is set to be challenged by project-based roles as companies look for candidates with niche skillsets to support with specific projects. This could also help companies save money. From a candidate POV, certain industries have seen a rise in employees leaving in-house roles to be self-employed as it can often offer the flexibility they need and can sometimes be more profitable.  

What do #TeamGlee think? 

What are your predictions for the recruitment industry in 2025? Let us know in the comments. You can read more #TeamGlee recruitment insights over on our blog.