7 Recruiting Trends for 2025
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7 Recruiting Trends for 2025

Analytics, the role of AI, work wellbeing, DEI: these are just some of the 7 trends that will be important for recruiting in 2025. Let’s find out in this article.

Like every year, 2025 will be a particularly challenging time for recruiting. As we know, since 2020, HR recruiters and professionals have witnessed many changes.

Work environments have changed with the spread of smart working. Artificial Intelligence has come onto the stage and steadily gained ground. Companies have committed to improving their role in the market not only by enhancing products and services, but also by focusing on their attractiveness in terms of jobs. And they are still doing this, in a world where people are increasingly aware of their resources.

If this is the landscape we have “inherited” from 2024, what can we expect in 2025? Here are 7 trends we’ve spotted when it comes to recruiting.

SUMMARY

1. Artificial Intelligence (AI)-led recruiting

First, we had to include the much-heralded Artificial Intelligence, which is also becoming ever present in HR. In 2025, this technology can be expected to progress further. AI-based recruiting tools will, in fact, be able to examine many more applications more thoroughly than in the past, which will significantly reduce the time and effort in recruitment processes.

AI is therefore transforming the selection process, automating repetitive tasks such as CV screening, identifying the best candidates through advanced algorithms, and improving the candidate experience. This allows recruiters to focus on strategic tasks, reducing hiring times and costs.

Artificial Intelligence is also set to improve  interview scheduling. By learning from past data, these tools will make scheduling smoother and more well-structured.

Among AI solutions, INDA (INtelligent Data Analysis) is an example of how artificial intelligence helps automate and accelerate processes, supporting recruiters in carrying out daily tasks. Saving time, reducing bias, and being more precise in selecting candidates are just some of the benefits it brings with it.

2. Diversity, Equity, and Inclusion (DEI) as a priority

Companies are recognizing the importance of diversity to encourage innovation and better reflect the global market. Recruiters in 2025 will implement targeted strategies to attract candidates from different backgrounds, adopting metrics to track progress.

It will therefore be critical to ensure that hiring processes are fair and open, so that all people have a real chance of success within the company. This starts with job advertisements in which gender differences must be eliminated, promoting far more inclusive writing. Which does not mean, for example, that neutralise gender-specific nouns have to be neutralised, but instead the use of phrases and terms that avoid gender identifications should be preferred. 

Hiring talented staff with different experiences and backgrounds is only the first step, we must then try to promote their retention. How? For example, by trying to hold regular interviews, arranging mentoring programmes and ensuring, including through internal communities, live or other types of opportunities, so that everyone’s voice is heard.

3. Greater focus on candidate experience

People are increasingly important: this is what most companies say. In 2025 it will be even more essential to put what you say into practice by really listening to people, even those who do not yet know you but have shown an interest in being part of your company.

People looking for work, nowadays, are much more aware of their own means, their resources and above all they look a lot at what companies declare on their channels.

So job seekers want to feel treated well, both by the people making the selection and by technology.

In the first case, a greater focus on the candidate experience requires recruiters to give answers to all candidates – and software such as Inrecruiting can help with this – and that they are also willing to hold the first remote cognitive interview. As for technology, it is important to offer applicants an experience within the company website that is simple and immediate: it is important to allow people who want to apply to be able to do so quickly, with very few clicks.

The candidate experience does not end when the person applies. Communication with candidates, as we said before, interview scheduling and follow-up, will all be important aspects that in 2025 no recruiter can afford to neglect. 

4. More and more space for analytics 

It was one of the trends of 2024 and continues to be so: let’s look at the application of analytics to Talent Acquisition processes that can help identify areas for improvement, optimize decision-making and reduce acquisition costs.

In 2025, predictive analysis will probably help recruiters predict future trends. Or at least it is hoped that more and more recruiters will realize this. This is also because analytics can provide metrics that give information on the most suitable channels for recruitment, time to hire, cost per hire, and how long on average it takes an ad before it is closed.
Plus, thanks to analytics you can know how soon job offers are seen, how many candidates come from different contexts, how much a vacant position costs and so on. 

5. Strengthening social recruiting

Platforms such as LinkedIn, Instagram and TikTok are becoming essential channels for recruiting, especially to attract young talent. In 2025, companies will invest in visual content and storytelling to present themselves as dynamic and attractive workplaces. Social media will serve not only to recruit candidates and improve employer branding, but also to reduce turnover and improve employee engagement. 

Companies will continue to invest in their employer branding through strategies such as employee testimonials and success stories, which are always current. 

6. New skills and competences

Instead of just looking at qualifications or roles held in the past, the world of recruiting is increasingly focusing on candidates’ soft skills.
This has been on the radar, for a while, to be honest, but it has also become evident from the fact that different recruiting software programmes often include in their systems the evaluation of interpersonal skills, aspirations and motivations.
In interviews, in addition to highlighting technical skills, we will also try to highlight those key skills to work in a team, to manage heavy workloads and to know how to deal with difficult situations.
In 2025, it will become increasingly clear that it is not important to “fill” a vacant position, but to look for the right person, to avoid a frequent turnover.  

7. Employee wellbeing will be centric

Employee wellbeing will be an even more crucial factor in attracting and retaining people. People increasingly evaluate a job offer not only on the basis of salary, but also considering the benefits related to:

  • mental health and psychological support programmes;
  • flexible hours to promote a work-life balance;
  • access to gyms, mindfulness classes or health care benefits, etc.

These are all aspects that also affect the people who already work in your company and who want a balance between their private life and work to be guaranteed as much as possible. This not only attracts talent, but contributes to greater employee retention and reduced turnover.