The arrival of a new year symbolises the start of new beginnings too – a chance to identify, chase and achieve new aspirations, goals and objectives.
Within the recruitment landscape in particular, a new year presents an opportunity – for companies and candidates alike – to consider what they would like to achieve in the next 12 months, as well as what to expect in a job market that’s constantly changing and evolving at pace, and how to prepare, react and adapt.
With this in mind, as we kickstart another year of potential change and progress, it is time to look ahead to what could be some of the top recruitment trends in 2025; trends that may have a vital role in shaping successful recruitment strategies and happy, prosperous and productive workforces for this year and beyond!
Actively Engaging Passive Candidates
The search for the right people, with the right skills, expertise and experience required, must go beyond the traditional routes in 2025. Simply posting a job listing and waiting for applications to roll in or reaching out to those with an ‘Open to Work’ tag on LinkedIn might not cut it.
Actively engaging with passive candidates – i.e people who may already be in employment or are simply not actively seeking a new role – is set to be one of the most impactful ways of finding and hiring talent that has what it takes to make an impact.
Targeting such individuals may not be an easy task; it is likely that recruiters will have to devise and deliver creative strategies to appeal to these candidates, but the rewards – for both employer and employee – could be huge. Companies will access the very best talent out there, meanwhile said talent could be introduced to new, exciting opportunities that they had not even considered before. It’s a potential ‘win-win’ all round.
Salary Transparency
Competitive pay and benefits have of course always been a major reason for top talent to consider quitting their current role and finding another job in which they can make the earnings they feel they – and their skillset – deserve.
In 2025, perhaps unsurprisingly considering the global economic challenges and pressures we are facing, salary is likely to play an even more important role in a person’s decision to consider new opportunities – especially for millennials and Gen Z, many of whom are likely to not even spend time on a job listing that doesn’t display its potential salary.
Therefore, it is imperative that employers and recruiters adapt to the expectations of potential candidates where possible, divert away from the outdated approach of keeping salary offerings secret until at least interview stage, and simply be upfront and transparent about what is on offer.
This’ll help companies find the talent that’s right for them, their strategies and what they need, and candidates can make informed decisions about whether a role and organisation is suited to their needs and goals – all whilst trust is being built between organisations and job-hunters alike.
The Role of AI and Automation
This is a big one. Artificial Intelligence and automation are already having a huge influence on our day-to-day lives and shaping the way that many – if not all – industries operate, or will do in the not too distant future.
Recruitment and talent acquisition is already experiencing an AI-driven revolution; one that’s only set to grow larger and become even more powerful in 2025.
For recruiters and candidates alike, Artificial Intelligence and automation tools have many benefits thanks to their abilities to process information quickly and help humans make informed, reliable and quicker decisions. They are used for a variety of tasks, from scheduling and shortlisting to predicting candidate fit for specific roles, and helping to craft that perfect CV and accompanying cover letter.
But whilst the power and usage of AI grows, it is important to be careful and not get carried away. Recruiters and candidates are already experiencing pushbacks on their potential use of Artificial Intelligence; some companies discount applications that have been overly automated, whilst job seekers are already seeking clarity from companies using AI to screen applications.
Fair, effective and honest use of AI and automation will be key to making the most of it – and to helping build relationships between employers and employees in an increasingly less relationship-based world.
Flexible Working and Work-Life Balance
In recent years, and since the COVID pandemic in particular, flexible working models and work-life balance have become key factors for people looking to take the next step in their career; one that’ll better suit their wants, needs and aspirations in and outside of work.
It is likely that this will remain one of the top recruitment trends in 2025.
Fully remote and hybrid working models – which offer a combination of office-based and remote working – are ideally suited to many people, allowing them flexibility to balance their working and personal lives in a way that suits them, and their employer. And in many cases, the offer of such models can be a deciding factor in whether someone will consider even applying for a role, nevermind accepting it.
As such, much like the importance of salary transparency, it may pay for companies and their recruiters to be open about the potential for this flexibility – whether it is available, could at least be discussed, or simply isn’t on offer.
It won’t work for all organisations and people of course, so careful planning is required, but by embracing hybrid and remote working, there is great potential for creating flexible, supportive and productive working environments.
Addressing Skill Gaps… with Skills!
Skill gaps remain across industries, companies and their workforces. As does the drive to try and narrow these skill gaps through various initiatives and strategies.
Qualifications and awards listed on a CV have long been a determining factor when deciding if a candidate is right for a role. However, it is the skills and traits a person has and displays that matter – these are what enable a person to thrive in their position, and what a company expects and needs from them.
Therefore, in 2025, taking a skill-based approach to finding, hiring and developing the talent required to fill skill gaps could prove to be the way forward. This approach promotes the idea of providing opportunities to candidates who may not have a degree or other qualifications but have the skills – or at least the potential to learn the skills – required.
And it’s not all about hiring either; developing and promoting existing talent is vital to building a stronger workforce, creating new employment opportunities and narrowing skill gaps – whilst also showcasing an organisation as one that’s a great place for people to work and grow too.
