As you look toward 2025, the “People Strategy” that you put in place and invest in will drive your business. Strategically investing in your people, from hiring to training to the culture, will provide the organization with the foundation to drive its business outcomes.
Here are four trends that will impact hiring and training in 2025:
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AI will continue to restructure the hiring process.
Artificial intelligence (AI) has been gaining momentum during the past year, and this trend will continue. Using Google Trends, “AI” as a search term had an Interest Rating of 66 one year ago and is now at an Interest Rating of 100. Note that according to Google Trends, “Numbers represent search interest relative to the highest point on the chart for the given region and time. A value of 100 is the peak popularity for the term.” This makes it safe to draw the conclusion that “AI” is on everyone’s minds, but what implications does this have for the workplace?
First, the increase in automation is resulting in some positives, such as candidates’ ability to have AI generate their resumes. According to Addison Group’s 2025 Workforce Planning Guide, there’s been an influx of AI-generated resumes, which are helping candidates get hired quicker at higher wages. However, consequently, AI scams impact businesses and candidates alike. That means all involved in hiring must be vigilant to watch for scams and ensure that candidate information is validated to protect both parties.
Second, AI is creating new jobs and careers, which is creating a demand for roles such as data scientists, machine learning engineers, and AI engineers.
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The focus remains on skills-based hiring and upskilling.
Skills-based hiring is quickly gaining traction, which means shifting the focus from traditional credentials to specific competencies. This approach helps employers fill roles requiring specialized skills by considering candidates’ experience and abilities over their formal education.
As companies face rapid innovation, adaptable employees who are eager to learn and move flexibly between roles are invaluable. Reevaluating current employees to determine if they have a learning mindset also can be beneficial. A skills-based recruitment method requires that employers are able to assess whether a candidate has the needed skills to perform the job, regardless of their level of academic degree.
Currently, 92 percent of jobs require digital and data skills; however, according to the National Skills Coalition, one-third of today’s workforce lacks these competencies.
To effectively implement a skills-based hiring approach, organizations must invest in their Learning and Development (L&D) and training departments that will need to adapt to and prioritize equipping employees with essential analytical and digital skills and enhancing technical skills. Companies that invest in skills development and encourage continuous learning are likely to lead in the future of work, building a workforce ready to take on evolving challenges.
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It is critical to infuse your company culture into recruitment for retention.
By infusing a company’s culture into the hiring process, hiring managers can attract candidates who resonate with the organization’s values for a more significant contribution to a positive and productive work environment. Companies should clearly communicate their core values, beliefs, and behaviors to current and potential employees. Designing the interview process to provide potential candidates with a glimpse into the organization’s culture can help foster a sense of connection. This is true for both organizations and candidates.
For organizations, it is imperative to hire the right person from a skills perspective, but also to ensure the person will adapt well to the organization’s culture. Building transparency into the hiring process will help in finding candidates who will be excited and passionate about joining your organization. According to Addison Group’s 2025 Workforce Planning Guide, 71 percent of employees said they would start looking for a new opportunity if there is not a culture fit.
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Adaptability, flexibility, and change will be the new normal.
As many organizations welcome employees back into the office, doing so with flexible options such as a hybrid work schedule or flexible working hours is best. In a study conducted by ResumeBuilder, 90 percent of companies say they will return to the office this year, but the five-day commute is dead for the most part. Building a culture of flexibility emphasizes the community-building aspects of work and allows for higher job satisfaction and retention.
To thrive amidst change, cultivate a mindset of continuous learning; stay adaptable; and be open to various approaches to hiring, promotions, training, and how work gets completed, including work arrangements. Organizations that adapt and adjust to changing market forces, candidate needs, and employee growth desires likely will be more competitive in the future.
