In 2024, recruitment has undergone significant transformations, but the challenges of attracting top talent remain. You’re navigating an increasingly competitive market marked by a severe shortage of candidates and specialists, coupled with their growing expectations. Studies reveal that nearly 70% of employers report difficulties finding qualified candidates (Forbes, 2024), while 60% of HR professionals struggle to keep up with technological changes (LinkedIn, 2024).
In this context, what will recruitment look like in 2025? What changes should you make, and which initiatives from 2024 should you continue? Explore trends to stay competitive and attract top talent.
1. From Embracing AI to Aligning with Human Expectations
By 2025, over 60% of companies are projected to use AI for CV screening, according to a Deloitte report. Recruitment chatbots, predictive analytics for employee performance, and AI-assisted video interviews will become standard in many organizations.
One notable example is the use of AI algorithms to eliminate biases in hiring processes. Companies like Unilever and Pymetrics already use AI to evaluate candidates based on skills rather than personal history, promoting workforce diversity.
However, AI-assisted recruitment also poses challenges. Algorithms can perpetuate biases, and employees often resist purely digital interactions. Thus, 2025 will require balancing technological efficiency with human empathy, ensuring a greater focus on meeting people’s expectations.
What You Can Do:
Encourage experimentation and training to leverage AI benefits:
AI significantly boosts employee productivity, with studies showing a 40% increase in work quality using tools like ChatGPT. Create an environment that fosters experimentation, empowering employees to explore AI’s potential without fear of failure.
Often, reluctance to adopt AI stems not from disinterest but from a lack of readiness. Providing training not only enhances skills but also reassures employees that AI is there to augment their efficiency, not replace them.
Develop an AI strategy addressing employee concerns:
While 79% of leaders agree that adopting AI is crucial for competitiveness, 60% admit their organization lacks a clear vision for its implementation. Many employees already use AI independently—78% use tools without official guidance, increasing risks of bias, security vulnerabilities, and data misuse.
Collaborate with company leaders to create a clear AI integration strategy aligned with organizational goals, addressing associated risks and employee anxieties. Transparent communication about AI’s role, potential, and impact, paired with a strong focus on reskilling, can reduce fears and position AI as a growth enabler rather than a threat.
2. Managing the Skills Gap
As new technologies emerge, workplace skills requirements shift rapidly, creating a growing mismatch between employees’ current capabilities and future demands. Companies struggle to identify and anticipate needed skills while proactively addressing skill shortages.
Employers estimate that 44% of employees’ skills will become obsolete by 2030, and six out of ten employees will require additional training by 2027. Addressing the skills gap is crucial, as 70% of business leaders believe it negatively impacts organizational performance.
How to Close the Skills Gap:
Collaborate with team leaders to identify essential skills and address gaps, considering industry trends and technological advancements.
Prioritize training investments in areas that yield the fastest results, particularly in AI.
Adopt a personalized approach, identifying key competencies for each role and crafting strategies to attract and develop talent.
3. Reskilling and Upskilling: A Priority for Employees and Companies
How do you keep pace as technology evolves and employees lack the necessary skills to adapt? Invest in continuous employee development. According to the World Economic Forum, 50% of employees will require reskilling by 2025. Technologies like virtual and augmented reality (VR/AR) will integrate into training programs, offering interactive and engaging experiences.
Additionally, companies are increasingly partnering with e-learning platforms like Coursera and LinkedIn Learning to provide accessible, tailored courses. This focus on learning enhances employee skills and loyalty.
What You Can Do:
Identify professional development needs:
Collaborate with HR teams and department managers to analyze employees’ skill gaps. Use assessments, surveys, or direct feedback to identify areas for improvement.
Monitor industry and job market trends to understand the competencies required, from technology (AI, Big Data, Cloud Computing) to soft skills (leadership, collaboration).
Promote learning opportunities:
- Partner with training platforms like Coursera, Udemy, or LinkedIn Learning to offer continuous development programs.
- Provide customized training tailored to job specifics.
- Encourage mentorship and coaching, engaging leaders in mentoring programs for direct learning opportunities.
- Create a culture of continuous learning. Foster an organizational culture emphasizing growth and ongoing education, whether through formal training or experiential learning. Promote the idea that every employee should own their career development.
- Recognize and reward progress: Celebrate successes in skill enhancement and acquisition with promotions, awards, or public recognition.
4. Candidate Experience is Increasingly Important: What Gen Z Expects
According to a 2024 Glassdoor study, 70% of candidates state that a negative experience during the recruitment process would discourage them from applying again in the future or even accepting a job offer.
What You Can Do to Create a Positive Candidate Experience:
Simplify the Application Process: Design an application process that is as straightforward and quick as possible to attract interested candidates without deterring them with complicated forms or lengthy recruitment steps.
Personalize Candidate Communication: Invest in recruitment platforms that allow personalized messaging and provide fast, efficient responses to candidates’ questions.
Provide Constant and Transparent Feedback: Candidates appreciate prompt feedback, regardless of the final outcome. This can improve their perception of the company and build a positive reputation.
How to Optimize the Experience for Generation Z Candidates
By 2025, Generation Z will account for 27% of the workforce. Digital technologies and diversity are essential for this generation, which seeks purpose and a strong organizational culture. However, their expectations demand a shift in recruitment strategies, especially as over 50% of young people are dissatisfied with the lack of development opportunities, and nearly half are seeking new jobs.
Recommendations for Attracting and Retaining Gen Z Talent:
Tell Your Story: Gen Z wants to see authentic values, such as sustainability and diversity. A coherent brand story is persuasive.
Prioritize Learning and Development: Offer clear training opportunities, a decisive factor for future leaders.
Personalize the Experience: Adapt processes and benefits to meet the diverse needs of candidates.
Maintain Active Communication: 64% of candidates want a prompt response. Consistent and transparent communication reduces dropout rates during the recruitment process.
5. A NEW DIRECTION IN MANAGER DEVELOPMENT
75% of HR leaders report that managers are overwhelmed by the expansion of their responsibilities.
70% of HR leaders believe current leaders and managers are not adequately prepared to effectively develop other leaders (according to the 2024 Gartner Leadership Bench Strength and Leader Learning HR Leader Survey & 2025 Gartner HR Priorities Survey).
Although 76% of organizations are significantly updating their leadership programs and planning to increase budgets, the outcomes remain unsatisfactory.
Only 36% of HR leaders believe their organization’s current leadership development programs effectively prepare leaders for future challenges.
The new direction in leadership? Developing leaders through repeated connections during training sessions and social gatherings. Spend less time in traditional courses and more time in networking events and team-building activities, which positively impact both the organization and leadership capabilities.
How can this be achieved?
Take inspiration from OCBC, which adopts an embedded learning approach that combines training with leader engagement. Over 70% of their learning program is learner-driven, focusing on strengthening interpersonal relationships. Time between learning sessions and social events allows leaders to apply knowledge in their teams and identify challenges. Leaders then reconvene to provide mutual support in addressing these challenges.
6. CREATING A HEALTHY WORK ENVIRONMENT WITH A CONCRETE PLAN
A report by the World Health Organization estimates that mental health disorders will cost the global economy over $6 trillion by 2030. In this context, how can you create a healthy environment for your team?
One of the most important aspects of a healthy work environment is reducing stress. According to a study by the American Psychological Association, 65% of employees state that their workplace is the primary source of stress. This stress can lead to burnout, decreased productivity, and even physical and mental health problems. You can address this by implementing strategies such as stress management programs, mindfulness sessions, and encouraging regular breaks for relaxation.
Another critical factor in promoting mental health is social support. Research shows that employees who benefit from supportive team relationships are less susceptible to burnout. Creating an environment that fosters open communication and collaboration can help reduce feelings of isolation and improve overall well-being. Additionally, an empathetic leader who understands employee needs and supports their personal and professional development can transform the workplace into a healthier space.
Flexibility is another essential element. Studies indicate that flexible work schedules and remote work options can significantly reduce stress levels and improve employee satisfaction. In 2025, allowing colleagues to manage their time effectively will become increasingly important, contributing to a better work-life balance.
Invest in benefits that promote employees’ physical health, such as relaxation areas, healthy food options, and gym facilities. A Gallup study revealed that employees with access to facilities promoting physical activity are more motivated and productive. Moreover, promoting a healthy lifestyle within organizations can help prevent severe conditions like cardiovascular diseases or diabetes.
In conclusion, in 2025, focus on:
- Personalized wellness programs
- Counseling sessions
- Days dedicated to emotional recovery.
7. ESG (ENVIRONMENTAL, SOCIAL, AND GOVERNANCE): A NEW PRIORITY FOR EMPLOYERS
Social responsibility and sustainability are becoming central elements of organizational culture. Generation Z chooses companies that reflect its ethical values. A study by Glassdoor shows that 75% of candidates evaluate a company’s social reputation before applying.
By 2025, HR will play a crucial role in integrating ESG strategies, from carbon footprint reduction initiatives to programs that support local communities. This approach not only attracts talent but also enhances the company’s market image.
Here are some strategies to address this challenge in recruitment and retention:
- Update job postings:
Start by including clear information about the company’s ESG commitment in job postings. Highlight environmental initiatives, social policies, and transparency efforts. - Select candidates with shared values:
During interviews, ask questions that reveal the candidate’s understanding of and commitment to ESG. Look for individuals who can contribute to developing a responsible and sustainable organizational culture. - Educate candidates and employees:
Demonstrate the importance of ESG within the company, promoting transparency and social responsibility.
8. GIG ECONOMY 2.0: FROM “A JOB FOR LIFE” TO A FLEXIBLE CAREER
The gig economy is continuously evolving, surpassing ride-sharing and delivery services. By 2025, more professionals are expected to embrace this model, drawn by autonomy and diverse opportunities. The “job for life” concept is fading, replaced by a growing desire for flexible and challenging work. This trend will be particularly prominent in skill-shortage fields such as healthcare, artificial intelligence, and cybersecurity. Adapting to this shift requires a focus on creating project-based opportunities to attract and retain top talent.
How to adapt to these changes:
- Leverage online platforms:
The gig economy thrives on platforms like Upwork, Fiverr, or Toptal. To attract talent, create an appealing profile on these sites, with clear descriptions of available projects. - Promote flexibility:
Gig economy candidates value flexibility. Offer remote work options, flexible schedules, and well-defined tasks. - Focus on skills, not degrees:
Each job can be a project with specific requirements. Reassess the selection process, emphasizing practical skills over formal qualifications.
9. HYBRID IS THE NEW NORMAL
Companies like Amazon have declared: “It’s time to return to the office five days a week.” Globally, 83% of CEOs predict a complete return to office life within the next three years.
Despite these efforts, attempts in 2024 to persuade employees to give up the freedom of working from home have largely failed. While one company issues an ultimatum demanding employees return to the office, another realizes that offering flexibility is the key to attracting top talent. Visionary employers in 2025 enhance work-life balance while maintaining strong connections with colleagues and company culture.
Understand Your Team’s Needs
By 2025, hybrid work is no longer just a trend—it’s a necessity. Start by asking your team about their preferences. Some colleagues may want more time in the office for collaboration, while others will value the flexibility of working from home. Listen to their needs and tailor your approach accordingly!
Promote Trust and Flexibility
Give your colleagues the freedom to manage their schedules! By showing trust in your team, you create an environment where performance and satisfaction go hand in hand. This is how you’ll attract and retain top talent.
10. WHAT BENEFITS LOOK LIKE IN 2025
Lifestyle-related benefits are becoming increasingly important, which means HR leaders will need to understand employees’ lives and needs more deeply. However, salary remains a priority for respondents, according to PwC’s report The Way We Work – in 2025 and Beyond. On the one hand, lifestyle benefits allow employees to meet individual preferences, while salary offers stability and security. 89% of respondents in the PwC study believe that benefits such as working from home, flexible schedules or additional vacation days are becoming more important.
Key Benefits to Focus on in 2025
- A Personalized Compensation System
- Benefits Tailored to the Needs and Expectations of New Generations of Employees
(flexible work, job sharing, increased emphasis on lifestyle-related benefits). - Salary and Bonuses Based on Team and Business Performance
- Encouraging Entrepreneurial Behavior Among Employees
- A Well-Communicated, Clear, and Ethical Reward Strategy
rooted in the company’s vision and values.
People expect not just benefits but also fairness and recognition. The need for clear, transparent, and ethical reward strategies, such as pay equity, will become increasingly important as companies transition from hierarchical models to more flexible career frameworks.
RELY ON A RECRUITMENT AGENCY TO KEEP UP WITH TRENDS!
The BIA Human Capital Solutions team has over 31 years of experience in recruitment and can support your business. We aim to give you more time for your team and always strive to find the best solutions to attract new colleagues, even for more challenging roles or industries.
Advantages of Recruiting Through BIA HCS
- 90% of projects are completed through direct search and headhunting.
- Reduced recruitment time—some roles have been filled in less than 5 working days from the project’s start.
- Integration of the job profile into the company’s culture and defining a candidate search strategy.
- Support in candidate offers and negotiations.
- Experience in recruiting across various industries:
accounting, construction, retail, medical, pharma, automotive, and architecture.
Tell us about your business and recruitment needs at biaoffice@bia.ro.
The future of recruitment and human resources depends on our ability to adapt, leverage technology, and prioritize people. Create jobs that are not only more efficient and flexible but also meaningful and aligned with the evolving needs of both individuals and organizations!
Sources:
https://www.forbes.com/sites/bernardmarr/2024/10/07/8-workplace-trends-that-will-define-2025/
https://emt.gartnerweb.com/ngw/globalassets/en/human-resources/documents/trends/top-5-priorities-for-hr-leaders-in-2025.pdf
https://www.aihr.com/blog/hr-trends/
https://www.haystalentsolutions.com/-/how-to-optimise-your-candidate-experience-for-generation-z
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