By Jenice Bartee, Jen Chelini, and Carlene Fish

The future of hiring is evolving faster than ever—are you keeping up with the trends set to transform recruitment in 2025? Let’s explore the key recruitment trends every employer should be prepared for this year.

Candidate Experience is King: Set clear expectations from the very beginning, allowing candidates an understanding and a sense of control of the overall process, reducing uncertainty and anxiety while building their confidence. A personal touch through gratitude makes the candidate feel valued, even if not chosen for the role—sending a thank-you note via email, phone call, text, or a handwritten card, is a great way to add a personal touch and show appreciation for their interest and time. And remember to keep in touch with candidates who are not chosen. This is a crucial opportunity to build your pipeline for prospects.

Employer Benefits—Mental Health Focused: Many prospective employees are actively looking for employers that offer robust mental health programs and consider it an important factor when deciding where to work. Wellness programs help equip employees to better handle stress and mental health challenges. Workplace mental health trainings help everyone recognize signs of mental health, equipping individuals with tools and resources to support one another, and creating a culture of understanding and openness around mental health.

Silent Hiring: Silent hiring refers to the practice of filling critical roles or skill gaps without formally hiring new employees. Examples of this are internal reassignment, increased workloads, contracting, and temporary assignments. Silent hiring can be a successful option for a cost-effective, temporary issue or challenge by filling skill gaps. Be certain to conduct a cost-benefit analysis as this approach can lead to burnout, decreased employee satisfaction, and jeopardized retention if not used strategically.

Employer Brand Prioritization: Create a stronger company culture. A clear brand and mission will strengthen the overall culture by attracting top talent, which in turn, improves employee engagement, production, and retention. When an employee feels connected to the organization’s brand and mission, they will be proud to say who they work for.

Catering to the needs of Gen Z: To attract the next generation of talent, employers need to be strategic in their recruitment efforts to align with the values and expectations of Gen Z. One important observation about this generation is their comfort with technology. Growing up in a digital world, they expect a fast-hiring process that includes mobile-friendly applications and virtual interviews. They also place a strong emphasis on working for companies that share their values, so it’s crucial to influence them by highlighting your organization’s mission, diversity, and social impact. Gen Z wants more than just a paycheck; they seek growth opportunities, flexibility, and a healthy work-life balance. Being transparent and authentic in your communication with Gen Z, along with defining a clear path for
advancement, will significantly enhance your ability to attract this next generation of talent.

Flexibility with the Workforce: Flexibility in the workplace has become a key expectation for today’s employees. As remote work and flexible schedules have become more common, many employees now value the ability to decide when and where they work. This flexibility not only helps individuals balance their personal and professional lives better but also boosts overall productivity, as they can create work environments that fit their needs. Companies that provide flexible arrangements display trust in their employees, which can lead to higher job satisfaction and better retention rates. As organizations adjust to these changes, fostering a culture of flexibility will be essential for attracting and keeping top talent in a competitive job market. One caveat to consider in the flexibility area is what other organizations are offering to their candidates. While remote work has been well-established, the trendlines are tilting toward less remote work and even requiring employees to be back in the office (Amazon’s recent policy change comes to mind).

Mastering Social Recruitment: Mastering social recruitment is not just an option, it’s a necessity for organizations aiming to attract top talent. Social media platforms provide a unique opportunity to engage with potential candidates in a more authentic and personal way. By effectively utilizing these platforms, employers can showcase their company culture, share employee testimonials, and highlight job openings in a visually appealing manner. Additionally, social recruitment allows for targeted outreach, enabling recruiters to connect with specific demographics and skill sets that align with their hiring needs. Engaging with candidates through social media fosters two-way communication, allowing employers to build relationships and respond to inquiries in real-time. As social media continues to evolve, mastering social recruitment will be key for companies looking to attract top talent.

Purposeful Work: Candidates will increasingly seek jobs that align with their values and purpose, such as social or environmental missions. The pandemic and subsequent economic and political volatility have forced many to examine their choices about how they spend their time, energy, and social capital. Employees seek to gain more value from their jobs by making deeper connections and feeling understood through family and community connections, not just work relationships. Employees want to feel autonomous in all aspects of work—not just when and where it gets done—and want to feel valued through growth as a person, not just as a professional. Equally as important is feeling invested in the organization by taking concrete action on purpose, not just through corporate statements.

Three steps employers can take to create purposeful work include:

• Making work interesting while also creating a positive work environment and culture—provide opportunities for employees to take on new challenges and responsibilities that align with their interests and strengths.
• Helping employees understand the company’s mission and how their work contributes to achieving it and creating community in the workplace—employees are more likely to feel a sense of purpose and fulfillment if they feel their job is connected to the overall mission and values of the company.
• Building learning into work—a key aspect of creating purposeful work is providing continuous learning that contributes to employees’ personal and professional growth and development. You can do this by providing training and development, mentoring and coaching, project work, and new responsibilities.

If you make these investments in your employees, you will begin to see increased motivation and commitment.

The Rise of Skills-Based Hiring: Traditional hiring practices, which focus heavily on academic degrees and big-name employers, are being replaced by a skills-based approach which allows employers to focus on a candidate’s actual competencies and potential. Relying on degree requirements often limits access to talent, contributing to the skills gap. The “degree reset” is a response to this, where employers no longer see degrees as the primary qualification for many roles. Skills-based hiring expands access to a broader, more diverse talent pool and is a great tool for predicting performance as it focuses on skills, reduces unconscious bias that often stems from prioritizing educational or employment pedigrees, and speeds up the hiring process by eliminating the rigid degree requirements. It is shown that employees hired based on skills are more likely to stay longer, as they feel their talents are recognized and valued.

These are just a handful of the recruitment marketing strategies and trends that are anticipated to affect the labor market through 2025. Companies and candidates should adjust to changing times and trends to be competitive. The Leap Solutions Recruitment Team is here to help you navigate these changes and ensure you attract and retain top talent in an increasingly competitive job market.

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Leap Solutions, a division of George Petersen Insurance Agency, is a diverse group of highly skilled management, organizational development, executive search and recruitment, and human resources professionals who have spent decades doing what we feel passionate about: helping you feel passionate about what you do. We are available to work with you to develop practical solutions and smart planning decisions for your organization’s immediate, near, and long-term needs.

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