2025 promises to be a pivotal year of transformation in the world of talent acquisition and workforce development. As we navigate the dynamics of employment in the new year, organizations, job seekers and human resources (HR) professionals can expect to see shifts in traditional hiring practices, workforce demographics and workplace dynamics.
Here are five trends I’m following:
The work environment is experiencing a shift in preference regarding remote work. A recent survey by my organization, Geographic Solutions, of 500 active job seekers revealed a noticeable decline in the desire for fully remote roles, which has been one of the defining trends of the last few years.
Instead, there is now a strong pull toward hybrid work models across all age groups. Job seekers value flexibility, not only in where they work but in how they work. Gallup reports that 55% of employees prefer hybrid work arrangements, as it enables them to work more efficiently and maintain a better work-life balance.
For HR leaders, the challenge lies in creating policies, strategies and workplaces that focus on flexibility and productivity. Hybrid work models are no longer just an option; they are at times a competitive advantage in attracting and retaining top talent. According to Robert Half’s 2025 U.S. Hiring Outlook, “Workplace flexibility has become a paramount candidate expectation. Firms that prioritize hybrid work and flexible schedules may have more success in wooing the skilled professionals they need.”
In 2024, our survey indicated that organizations are expected to shift from one-size-fits-all recruitment strategies to personalized hiring experiences. By recognizing, for example, that Millennials and Gen-X prioritize salary insights on job search platforms, employers can tailor their hiring efforts to speak directly to what matters most to each group.
A Gallup report revealed that candidates who had a positive recruitment experience are 3.2 times more likely to feel connected to their organization’s culture. And, these candidates are three times more likely to report high levels of satisfaction with their work.
Addressing the generational stress points in the job search process is also crucial for improving the hiring experience. Geographic Solutions’ survey revealed that Gen-Z often experiences anxiety over the limited number of job opportunities, while Gen-X tends to feel the most stress from the lack of communication with employers. Acknowledging these viewpoints can enhance the candidate’s experience and increase the chances of attracting top talent.
Artificial intelligence (AI) is poised to transform the hiring process for HR executives, recruiters, workforce agency staff members and job seekers in 2025. As AI continues to interweave its way into our personal and professional lives, businesses and job seekers alike are exploring new ways to leverage AI-powered tools for talent acquisition and finding quality employment.
According to our survey, nearly 82% of respondents across all age groups are open to using AI to help build out their résumés and cover letters. On the employer side, the Society for Human Resource Management (SHRM) reports that 65% of HR professionals are using AI to help generate job descriptions, customize job postings and review and/or screen applicant résumés.
Reentry hiring is a growing trend expected to gain even more momentum in 2025. Graduates of prison education and work programs represent an overlooked source of skilled individuals who desire to establish stability in their lives after release. Each year, roughly half a million people are released from prison. Of those individuals, 93% are actively working or looking for quality employment.
With so many industries facing skill and labor shortages, companies are now recognizing the potential of this viable workforce population. Research shows that 85% of HR leaders and 75% of employers believe that second-chance hires perform the same or better than other employees.
In February 2024, the U.S. Department of Labor announced an investment in grant funding to organizations offering pre-release job training and services to incarcerated individuals. This initiative aims to reduce recidivism, increase the number of skilled workers in the job market and offer new pathways for justice-involved individuals. (Note: This decision may be subject to change as of January 20, 2025.)
Apprenticeship programs have gained significant momentum this past year and are expected to continue growing in 2025. The number of active apprenticeships grew by 6.5% in 2024, adding nearly 42,000 opportunities across the nation. California, Texas, Ohio, Illinois and Washington led the way in apprenticeship programs.
As employers face an aging workforce and an ongoing skilled labor shortage, they are looking toward alternative hiring strategies to cultivate their workforce. By implementing apprenticeship programs, organizations can create flexible training options that ensure workers develop the right skills, ultimately resulting in more competent and dedicated employees.
Looking ahead, these trends reflect how organizations are shifting their approach toward talent acquisition and workforce development. It’s clear the hiring landscape will be shaped by a blend of innovation, flexibility and inclusivity. Companies that are willing to think outside the box in terms of traditional recruitment and explore new opportunities will not only meet the ever-evolving expectations and needs of job seekers but also ensure their competitiveness in the labor market.
