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Eploy is the complete Talent Acquisition Platform for modern in-house recruitment teams. Eploy combines Applicant Tracking, Recruitment CRM, Employee Referrals, Onboarding and Analytics into a unified web-based platform that integrates seamlessly with your careers site to provide the ultimate experience for recruiters, candidates and hiring managers.
The partnership between Recite Me and Eploy allows customers to offer their candidates the ability to adapt the careers website look and feel to suit their individual needs. When enabled, visitors are able to access a toolbar full of accessibility and language support options to ensure each candidate is given the best user experience.
Introduction
As Recruitment and Talent Acquisition technology continues to evolve, 2025 is expected to bring new challenges and opportunities for TA professionals. From the growing influence of AI to the increasing importance of data-driven decision-making, organisations are continuing to choose technology to enhance recruitment efficiency and candidate experience, as well as build more inclusive hiring processes.
In this guest blog, we explore the key recruitment technology trends shaping Talent Acquisition strategies in 2025, supported by data and expert insights. Let’s start by looking at candidate sourcing priorities…
The top 5 candidate sourcing priorities* for in-house recruiters are:
- Candidate experience (67%)
- EVP & Employer Brand (49%)
- DEI (46%)
- Talent Pooling & Pipelining (44%)
- Data & Metrics (43%)
While these priorities shaped recruitment strategies in 2024, Eploy will soon release the latest insights from the UK Candidate Attraction Report 2025 survey. Showcasing the latest candidate sourcing priorities and challenges for in-house recruiters across various industries. By highlighting key focus areas and common challenges, the report will help in-house recruiters gain a clearer understanding of where to prioritise efforts and where recruitment technology could offer the most support. We will be soon sharing the latest Candidate Attraction Report so watch this space for how priorities have changed on the prior year.
Growth of AI use
The popularity of AI technology continues to rise in 2025, with Talent Acquisition professionals making use of various AI tools to automate manual administrative tasks, write job descriptions and save precious time. According to Metaview’s Data, recruiting teams who use AI throughout the hiring process complete 66% more candidate screens weekly vs. recruiters using AI at the individual level only.
In the latest issue of ‘’Recruiter’’ magazine, Tom Staight, general manager, global talent acquisition EMEA & Asia at Microsoft, shares: ’’2025 will see more fully integrated platforms that actually infuse AI through the whole recruitment process in a coherent way.’’
However, with the expectations of AI to become even more widely used in 2025, it becomes crucial to understand the potential pitfalls of these tools for recruitment and TA, which are still relatively new and require a human touch, to ensure ethical use and consistency in providing a great candidate experience throughout the hiring process.
The Growing Importance of Streamlined Processes
With technology moving forward at an increasing pace each year, Talent Acquisition professionals gain access to new ways of reducing reliance on manual processes and recruitment based on Excel Sheets, which not only uses up the recruitment team’s time but opens up the door for human error and poorer candidate experience. TA Teams who fully rely on manual processes can often find it hard to compete with other organisations in the job market affected by candidate scarcity, where providing the best candidate experience and having a quicker time to hire is crucial.
One tool set to see continued adoption in 2025 is the Applicant Tracking System (ATS). According to Select Software Reviews data, the ATS market is expected to grow significantly in the upcoming years, with more organisations implementing these systems to streamline their processes. This is no surprise, due to the benefits it brings to organisations and talent acquisition teams, who get to manage the hiring process from posting a job to onboarding all in one place.
Further Use of Technology to Reduce Unintentional Bias and Create an Accessible Recruitment Process
2025 is expected to see continued growth in the importance of ED&I and accessibility practices throughout the recruitment process. Technology that can enable Talent Acquisition teams to build diverse teams and reduce unintentional bias will continue to grow in popularity in 2025. Utilising anonymisation tools, to remove biases from the very start of the recruitment process will be key.
Ensuring your digital channels are accessible to all candidates and that your website aligns with Web Content Accessibility Guidelines (WCAG) will stay at the forefront of inclusive recruitment and ensuring a good candidate experience for all. To learn more about Inclusive Recruitment Trends for 2025, read Recite Me’s recent guest blog on Eploy.
Decision-Making Using Data
Having access to and understanding your Talent Acquisition metrics is often the game changer for organisations who want to streamline and enhance their recruitment practices, find potential cost savings or ways to save time.
Adrian Thomas, Talent Acquisition Director and Resourcing Industry Leader shared with ‘’Recruiter’’ magazine: ‘’TA Professionals must not just become proficient in using data effectively, they must master it. In 2025, data is not just a tool; it’s the foundation of effective recruitment. The industry must move beyond traditional metrics like time-to-fill or cost-per-hire and dive into data and predictive analytics. As economies adapt to shifts like remote work and automation, knowing where and how to target talent becomes critical, for example, identifying untapped talent in nearby geographies or adapting hiring strategies for specific industries based on understanding associated skill sets and implementing appropriate onboarding or training strategies will be essential.’’ Having the right Applicant Tracking System helps Talent Acquisition teams keep track of their recruitment metrics and spot areas in the process that could use some improvement.
Use of technology to enable internal mobility
Internal mobility has become more important than ever and has seen a 6% year-on-year growth in 2024, which is expected to continue in 2025. Creating internal opportunities helps organisations nurture employee growth and boost engagement within the business, reassuring the employees they don’t have to leave to grow. This approach helps the business retain the top talent. According to LinkedIn data, workers, who have access to internal mobility, are 64% more likely to remain within the organisation for the next 3 years, compared to 45% of those who don’t feel like the business creates and enables opportunities internally.
Leveraging recruitment technology, particularly Applicant Tracking Systems (ATS), is key to facilitating and streamlining internal hiring, providing employees with secure access to internal job postings. An ATS also provides valuable data, allowing in-house recruiters to track and compare external versus internal hires effectively. You can find out more about leveraging the benefits of an ATS in this summary of Return on Investment.
Summary
Recruitment technology continues to reshape how organisations attract, hire, and retain talent in 2025. With AI adoption on the rise, it’s essential for modern recruiters to not only embrace its benefits but also understand its limitations to ensure it adds real value to the hiring process. As these technology trends evolve, leveraging the right tools will be crucial for in-house recruiters to stay competitive in a rapidly changing job market.
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