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Want to save a full day of work every week? Talent acquisition pros already using generative AI report exactly that — a 20% reduction in their workload on average, according to LinkedIn’s just-released 2025 Future of Recruiting report. 

That’s probably why the number of TA pros learning AI literacy skills has more than doubled (2.3x) over the past year alone. But recruiter efficiency is just one part of the story, as you’ll see below.

LinkedIn’s brand-new 2025 Future of Recruiting report distills billions of data points from the LinkedIn platform, answers from over 1,000 talent professionals, and advice from dozens of talent leaders, all to help you understand and act on the latest trends in hiring. 

Read on below for the biggest highlights from the report. Read the full report here to learn how harnessing AI can help meet critical recruiting goals, like improving quality of hire and mastering skills-based hiring. 

AI is redefining recruiting excellence

You probably don’t need much convincing that AI will impact recruiting — and you’re not alone: 73% of TA pros agree that AI will change the way companies hire. 

For many, it’s not just hypothetical: Nearly four in ten (37%) TA pros say they’re currently experimenting with GAI or actively integrating it into their hiring process. Those who have taken the plunge report saving an average of 20% of their workweek — that’s a full workday saved every week that can be spent on more strategic efforts. 

But as we alluded to earlier, efficiency is just one part of the story. As AI helps automate routine tasks, human skills are becoming more crucial than ever. Comparing 2024 with 2023, employers are 54x more likely to list “relationship development” as a required skill for recruiters. 

In short, AI is enabling recruiting teams to be more human, not less. And as we’ll see in the next sections, it also allows them to be more strategic, focusing on high-impact efforts like improving quality of hire and instilling skills-based hiring. 

Read the full report for data on the top challenges of integrating GAI into hiring, along with tips and advice on how to do so from leading companies. 

Quality of hire takes center stage

As many as 89% of TA pros agree that measuring quality of hire will become increasingly important. Yet only 25% feel highly confident in their organization’s ability to do so effectively. 

The good news? Some 61% believe AI can help improve how they measure this crucial metric. 

Of course, measuring quality of hire is just the first step. The real goal is improving it. Here, too, early data is promising: Companies using LinkedIn’s AI-Assisted Messaging the most are 9% more likely to make a quality hire, compared with those using it least.

Beyond AI, employer branding plays a crucial role. Companies known for offering opportunities to work on innovative projects are 11% more likely to make a quality hire — suggesting that a strong employer brand doesn’t just attract more candidates, it attracts better ones.

Read the full report for data on what other employer values propositions are associated with quality hires, plus quotes from companies like Uber on how they measure quality of hire. 

Skills-based hiring becomes essential

When you hire someone, you care about what they can do more than where they’ve been. That’s the basic idea behind skills-based hiring. 

Over nine out of ten (93%) TA pros believe accurately assessing a candidate’s skills is crucial for improving quality of hire. 

LinkedIn’s platform data validates this belief: Companies with the most skills-based searches are 12% more likely to make a quality hire.

Of course, that’s easier said than done — it takes extra time and attention that recruiters may not have had before. Happily, the time saved by AI is often redirected to better candidate assessments: Among the TA pros already integrating or experimenting with GAI, 35% say the time saved goes toward candidate screening, while 26% say they use the time saved to focus on skill assessments. 

Read the full report for data on how degree requirements are falling out of favor, along with what leading companies are doing to get more rigorous about skills assessments. 

Acknowledgments 

This report was informed by insightful interviews with numerous recruiting leaders around the world, to whom we owe our sincere thanks, including: Jessica Aguilar at Zurich Insurance; Laurent Blanchard at PageGroup; Noel Brown at HSBC; Glen Cathey at Randstad; Jackye Clayton at Textio (now at PeoplePuzzles); Fabien Desmangles at Dassault Systèmes; Eric Dozier at Eli Lilly; James Edwards at Greene King; Jude James at UST; Nathalie Jaoui at Groupe CRIT; Hélène Jonquoy at The Adecco Group; Sandesh Kumar at Wipro; Hung Lee at Recruiting Brainfood; David Luyet at Swisscom; Piyush Mehta at Genpact; Hamish Nisbet at Diageo; Venkatesh Raja at Shoppers Stop; Salma Rashad at Siemens; Ana Recio at Uber; Erin Scruggs at LinkedIn; Jennifer Shappley at LinkedIn; John Vlastelica at Recruiting Toolbox; and Kerstin Wagner at Deutsche Bahn. 

Methodology

LinkedIn Research surveyed 1,271 recruiting professionals in management seniority roles or higher (1,019 corporate recruiting pros, 252 search and staffing pros). Survey‬ respondents are LinkedIn members who were selected to participate based on information in their LinkedIn profile and qualified based on survey responses. This survey‬ ‭ was conducted in four languages across 23 countries in September 2024.‬ ‭

Platform insights for this report were derived from the billions of data points generated by the 1 billion members in over 200 countries on LinkedIn today. For the complete methodology, see the full report here.

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