8 Talent Acquisition Trends for Better Hires in 2025

As automation and mass layoffs are gaining ground, recruiters need to be ready to work with new profiles coming to the job market. Identifying non-automatable skills that sets candidates apart from their peers will be essential.

Technical skills are increasingly important, especially when it comes to artificial intelligence, cybersecurity and data analysis. However, technological breakthroughs can be difficult to follow for current workers and job seekers.

In order to fill newly created roles, employers and recruiters need to dig deep. They also have to offer proper training and tech bootcamps to new hires. Furthermore, Applicant Tracking Systems are great tools to evaluate hard skills in a matter of seconds. Their matchmaking features can help you quickly spot the best candidate among a vast talent pool.

Putting a stronger focus on hard skills doesn’t mean that you should forego soft skills entirely. 92% of companies consider that soft skills matter as much or more than hard skills in the workplace. After all, soft skills can’t be automated! 

In 2025, emotional intelligence, resilience and problem solving capabilities will be key qualities to look for in candidates. As the way we work is evolving, your hires should be able to withstand shifts in their processes and role while remaining productive.

To support employees throughout these changes, you need to hire the best leaders you can find. They should obviously possess great communication skills, but also have an ethical influence on their team. Innovation and empathy will be essential assets on which to build your teams in the coming years.

67% of large companies use recruitment software solutions, and 78% of businesses say that they have made their recruiting process more efficient. There’s simply no denying that technology and IA should guide and shape the way we hire.

However, organizations now face new challenges linked to the use of artificial intelligence and automation tools, namely ethical issues and a lack of personalization that can negatively impact their employer branding and their candidate experience.

To solve these problems, recruiters should focus their energy on the recruitment steps that require their human touch. Be mindful of the regulations in place in your country when you use recruiting tools. Furthermore, you should make sure that your company culture shines throughout your recruitment process, even if it is partially or fully automated.

Technology is more accessible and widespread than ever. This means that you no longer have excuses to skip on your recruitment strategy!

Each recruitment plan should be built on reliable data and insights you have previously gathered. This will not only help you find the best talent more quickly, but also ensure that you reduce your cost-per-hire and avoid time-consuming mistakes. You will also be able to quickly identify the recruitment channels that are the most profitable for your company.

Tapping into the hidden workforce ensures that you have a large talent pool and diversifies the profiles you can work with:

• Senior workers or retirees who go back to work part-time can fill skill gaps and bring useful soft skills and experience.
• Freelancers and part-time workers can support your teams when you are not ready to open a full-time position.
• Neurodivergent and disabled workers can bring fresh perspectives and experience to your company.

These are examples of hidden workers you should not overlook if you want to diversify the profiles working in your organization.

65% of companies want to reinforce their internal mobility initiatives. For good reason: this strategy helps fill skill gaps and improves employee retention. If you are struggling to find a specific profile, now might be the time to search the right fit among your current employees!

Internal mobility is a great way to identify and make the most out of the skills already present your organization. It helps alleviate feelings of stagnation, reward great performers, and fill job vacancies. Remember to train and support your employees to ensure their success in their new roles!

The recent and widespread return-to-office policies have proven that old work models are experiencing changes. While employees are not ready to give up on remote work, their main expectations lie in general workplace flexibility.

On top of hybrid work options for office workers, you should offer flexibility when possible. This means letting your teams handle their schedules as they wish, prioritizing work-life balance, and why not, letting them work abroad!

Keep your organizational reality in mind and offer perks and benefits that will attract the best talent. These initiatives will make you stand out from your competitors and increase satisfaction rates throughout the company.

Generation Z now makes up about 27% of the available workforce and will soon surpass Boomers in numbers. In 2025, recruiters need to focus their efforts on attracting this new generation of job seekers. Employer branding is obviously crucial here, but there are specific aspects you should consider when trying to attract Gen Z workers:

• You should offer purpose beyond salary: Gen Z workers want to contribute to projects that align with their values. Environmental-friendly policies, strong company values and attractive employee benefits will make you stand out from the crowd.
• Focus on tech and flexibility: This generation seeks hybrid work environments where technology and flexibility go hand in hand.
• Highlight development opportunities: Young workers want to be able to grow in their role, learn new skills and explore career paths.
• Avoid empty promises: Gen Z is more active on social media than previous generations of workers. If you don’t walk the talk, they will find out; and they will spread the word. Be upfront about your company values and the work environment you provide.

The way we hire is evolving rapidly, and staying ahead of these talent acquisition trends is essential to making better hires in 2025. From skill-based recruitment to ethical automation and the rise of Gen Z in the workforce, the recruitment landscape is shifting towards a more data-driven, flexible, and inclusive approach.

To keep up, recruiters need more than just intuition—they need the right tools. An Applicant Tracking System (ATS) is no longer a nice-to-have; it’s a game-changer. By leveraging automation, data insights, and AI-powered matchmaking, an ATS helps you navigate these trends efficiently, ensuring you attract, engage, and retain the best talent.

Are you ready to future-proof your hiring process? Start optimizing your recruitment strategy today with the right ATS and make every hire count!