Recruiting strategies will change in 2025. Automation, data-based decisions, pay transparency, diversity, equity and inclusion (DEI), and workforce agility will impact hiring.
Knowing which recruiting strategies to watch for in 2025 helps companies stay competitive. The following are five trends to pay attention to.
What Recruiting Strategies Should You Watch For in 2025?
Automation of Recruitment Processes
According to LinkedIn’s The Future of Recruiting 2024 report, most of the recruiting professionals surveyed agreed that investing in better recruiting tools and technology was the best way to improve recruiter performance:
- 62% of respondents were optimistic about the impact of artificial intelligence (AI) on recruitment
- 27% reported actively using or experimenting with generative AI
- 30% of professionals planned to invest in AI-powered recruiting solutions in the next 24 months
Automation of the following recruitment processes in 2025 will free up additional time for recruiters to spend with candidates:
- Posting on job boards
- Reviewing resumes
- Managing candidate pipelines
- Engaging candidates throughout the hiring process
- Improving recruitment metrics such as time to submittal and time to hire
Data-Based Recruiting Strategies
Advanced technologies will help recruiters make more precise hiring decisions in 2025. Although tactical metrics such as time to fill, candidates per hire, and offer acceptance rate will remain important, strategic metrics that measure related business outcomes will be essential.
Emphasis on Pay Transparency
Closing the gender pay gap will be a priority in 2025. Therefore, recruiters must comply with current and future pay transparency laws when hiring.
Current legislative measures relevant to pay transparency include:
- Advertising salary information in job postings
- Prohibiting employers from requesting candidate or employee salary history
- Requiring companies to publish gender and pay information
- Allowing employees access to pay information
- Requiring employers to disclose individual pay information to employees
- Undertaking pay assessments
- Promoting equal pay discussions during collective bargaining
- Creating an independent body to provide equal pay certification
- Conducting regular audits on gender and pay
Prioritization of Diversity, Equity, and Inclusion
A 2023 Eagle Hill Consulting report on DEI found that:
- 53% of US workers focus on DEI when considering a company for employment.
- 77% of Gen Z and 63% of millennial respondents stated a company’s DEI initiatives were important to them.
Diverse workforces strengthen creativity, problem-solving, and innovation for greater profitability. As a result, 2025 will bring significant changes for DEI initiatives:
- More recruiters will use candidate evaluation tools that minimize bias.
- Metrics such as ethnicity and gender of candidates sourced, interviewed, or hired will be more common.
- Additional resources will be available to provide customized guidance and support for internal promotions of diverse employees.
- Employee resource groups (ERGs) and related resources will support feelings of belonging and value in the workplace.
Shift to Agile Workforces
More companies will blend temporary workers with permanent employees in 2025 to more effectively manage their staffing needs. Supplementing core team members with temporary workers helps businesses adapt to changing market conditions and maintain resilience. These factors save time and money on recruitment and support organizational longevity.
According to the LinkedIn report, 91% of recruiting professionals are focused on anticipating labor market changes and quickly pivoting to fill hiring needs. Staying nimble helps recruiters build talent pipelines and quickly scale hiring as needed.
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