Talent Acquisition Trends Report 2025

    Talent Acquisition Trends Report 2025

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    TALENT 
TRENDS 2025:
PROGRESS OVER 
PERFECTION
REPORT
    1/24
    After last year’s AI boom and the
shift to skills-based hiring, many
global enterprises were caught in
endless planning. Now’s the time 
to stop overthinking and start 
acting with purpose.
We get it—making the wrong move can be scary. 
But if you’re stuck in analysis paralysis, focus on 
progress, not perfection.
After all, the business world is constantly changing, with 
new tools and trends emerging overnight. Leaders are 
put in an awkward position—do you keep up with reactive 
tactics or risk falling behind competitors? This can lead to 
overthinking, which can delay action and cost you later.
Looking ahead, employers need to combine smart 
planning with calculated risks and take imperfect but 
intentional action—make the leap on your next product 
or offering and embrace any setbacks as valuable lessons.
So, how will global companies drive business impact 
through talent acquisition in 2025? To find out, we 
interviewed over 40 Korn Ferry experts and surveyed 
more than 400 talent professionals worldwide.
The takeaway for 2025? 
Be intentional and brave. 
Predicting the future isn’t an exact science, but expert 
insights combined with comprehensive data provide
a clear view of recruitment trends for the next 12 months. 
Our annual Talent Acquisition Trends report is your 
chance to see what’s coming and how to stay ahead.
Here are the five hiring trends 
you need to know for 2025.
Survey Methodology: We surveyed nearly 400 talent professionals, from entry-level to CEO, across North America, Latin America, EMEA, and APAC, representing 
over 13 industries. Their insights, along with the knowledge of 40 Korn Ferry experts, provide a global snapshot of what to expect for talent acquisition trends in 2025. 
2 | REPORT | 2025 TA Trends
    2/24
    Contents
Trend #1
AI’s Growing Pains: 
Reality Kicks In p4
Trend #2
Razor-Sharp Focus 
on Critical Skills p8
Trend #3
L&D’s Wake-Up Call p12
Trend #4
EVP Is Finally a VIP p16
Trend #5
Beyond the Office: 
Hybrid 360 p20
3 | REPORT | 2025 TA Trends
    3/24
    AI’s
Growing Pains:
Reality
Kicks In
AI’s potential is great, 
but it still has some 
maturing to do.
4 | REPORT | 2025 TA Trends #1
    4/24
    Talent leaders are learning that
AI can’t handle hiring challenges
alone—it needs human oversight for
real impact. In 2025, expect a more
selective and balanced approach
to AI in talent acquisition.
The hype around AI’s potential to increase efficiency and cut costs 
drove companies to adopt the technology for recruitment—and most 
expected to see instant results. Yet, as more employers integrated 
AI into recruiting, it soon became clear that it wasn’t the “quick fix” 
C-suites had hoped for. 
With the right tools and expertise, AI can supercharge productivity 
and elevate the hiring process. Many companies are already using 
generative AI to handle recruiting tasks like job postings, interview 
scheduling, and candidate sourcing. 
But as leaders have found, today’s AI isn’t capable of managing 
high-level TA strategy needs, such as identifying talent gaps and 
spotting potential when a resume doesn’t tell the whole story. 
This could change in the future, as AI might support hiring decisions 
by analyzing emotional intelligence and non-verbal cues like tone 
and facial expressions. 
5 | REPORT | 2025 TA Trends
    5/24
    AI’s ROI
We’re seeing increased scrutiny of AI’s 
return on investment, with leaders recognizing 
that traditional metrics fail to capture its full 
impact. As reality sets in, companies face 
tough questions, including: 
„ Which AI recruiting tools can we trust 
for accuracy? 
„ How do we gauge their success?
„ How can we address algorithmic bias? 
„ How much should we invest in tech that 
is imperfect or unproven?
Despite these challenges, AI will play a major 
role in acquiring and managing talent—from 
interview coaching to preboarding chatbots. 
More than two-thirds (67%) of our survey 
respondents believe that increased AI usage 
will be 2025’s top talent trend, followed by 
data analytics at 53%. 
Even if it feels daunting, companies should 
explore discussions about AI in talent 
acquisition. They can offer insight into 
recruitment tools and features for 
broader tech improvements. 
The Human Touch
Employers who thought AI would be a 
game changer are now concerned about its 
inaccuracies and the impact of automation. 
In fact, 40% of talent specialists we surveyed 
worry that too much AI in recruitment could 
make the process impersonal, causing them to 
miss out on top candidates. Another quarter 
are concerned about algorithmic bias—where 
biased training data leads to unfair outcomes.
If mismanaged, AI and other tech could 
undermine the hiring process, but when used 
strategically and appropriately, they can add 
real value to the experience—for candidates, 
recruiters, and hiring managers. 
The top three ways employers plan to 
innovate talent acquisition next year are:
„ Using AI to better search for and vet 
candidates (27%)
„ Increasing people analytics in hiring (26%)
„ Using automation tools to manage 
candidate relationships (21%)
Beyond Automation
In 2025, more employers will use AI to 
improve the entire candidate journey—
not just to automate hiring. 
Besides drafting job descriptions and 
screening resumes, AI can send personalized 
messages to candidates, offer tailored 
interview feedback, and match skills and 
preferences more precisely. More than a 
third (39%) of our respondents plan to 
use tech for smoother hiring interactions.
It starts with thoughtful, holistic 
planning—fitting AI into current workflows, 
handling how recruitment tools are 
distributed, managing potential risks, 
and focusing on change management 
and incremental progress. 
Rather than jumping in without an AI hiring 
strategy, employers should align technology 
with their broader business and talent goals. 
More importantly, they should provide training 
and resources for effective AI usage to make 
talent acquisition smarter and 
more efficient over time.
6 | REPORT | 2025 TA Trends
    6/24
    How are we using current 
AI tools, including in-app 
features, and how do we stay 
updated on AI developments 
that could help our business?
How are we leading change 
with a solid AI strategy, 
backed by the right support 
and resources?
How are we providing 
AI training, tutorials, and 
webinars for effective AI use?
How do we track progress 
with feedback from 
candidates, recruiters, and 
hiring managers to uncover 
AI’s real impact?
Ways to Win: 
Ask Yourself…
7 | REPORT | 2025 TA Trends
    7/24
    #2#2
Razor-Sharp
Focus on 
Critical
Skills
Prioritize critical roles 
to acquire the right 
skills for success.
8 | REPORT | 2025 TA Trends
    8/24
    Leaders want to hire for skills, 
but many don’t know where to 
start. There’s no need for a 
complete overhaul. Instead, 
focus on the critical skills that 
will drive business impact.
Which skills will be most critical for 
your organization in 2025?
Communication
58%
skills
69%
Leadership 
skills
Problem-solving 
58%
skills
59%
Technical 
skills
9 | REPORT | 2025 TA Trends
    9/24
    Many companies plan to prioritize skilled 
talent for critical roles in areas like AI, supply 
chain, and manufacturing—fields promising 
both immediate benefits and future growth. 
Nearly 24% of our survey respondents see 
finding the right skills as a top two 
challenge for 2025.
The First Step 
Last year, skills-based hiring seemed like 
the go-to strategy, but now, it’s clear there 
are some challenges for talent acquisition. 
Though 39% believe it will be a key trend in 
2025, only 20% of employers have already 
adopted this approach, and just 17% plan 
to switch next year. About 43% are still 
on the fence.
Most see the benefits of skills-based 
hiring, and some are testing the waters 
by prioritizing their most critical roles. The 
tricky part? Many aren’t sure how to define 
“critical skills,” which is often the first step 
away from traditional hiring methods.
In most cases, critical skills are what help 
a business innovate and grow. Companies 
can’t thrive in a vacuum. They need a mix of 
capabilities to succeed. When hiring for skills, 
start with the roles that can drive the greatest 
transformation and identify which skills these 
roles need. Once employers spot the gaps, 
they can either upskill current employees or 
bring in new hires with the right skills. 
Better Synergy
To ease the transition, educate and train 
recruiters and hiring managers on skillsbased hiring, and promote a strong skillsbased employee value proposition (EVP) 
to win support. Update talent systems and 
onboarding programs to better connect hiring 
with performance management and upskilling. 
In 2025, more companies will integrate talent 
acquisition with talent management for better 
results. When these teams collaborate, hiring 
for critical skills can boost development, fill 
gaps, and encourage career growth. Our 
survey found that 31% of respondents 
expect talent acquisition to align more 
closely with business and transformation 
goals in the next five years, while over 
30% see it becoming more strategic 
and data-driven. 
The goal is to create a cohesive process 
where recruiting, onboarding, and 
development all work together, focusing 
on the skills needed for business success.
In 2025,
more companies 
will integrate talent
acquisition with 
talent management 
for better results.
10 | REPORT | 2025 TA Trends
    10/24
    How do we align our 
search for critical skills with 
business goals and employee 
development needs?
How can we assess candidates 
based on their actual skills, 
and which tools and interview 
techniques do we use 
and need?
How do we give our team—
from recruiters to executives—
the right training to understand 
and promote skills-based hiring?
How do we diversify our 
recruitment strategy to find 
a steady pipeline of skilled 
candidates—either by building, 
buying, or borrowing—ready 
to jump into critical roles? 
Ways to Win: 
Ask Yourself…
11 | REPORT | 2025 TA Trends
    11/24
    #3#3#3
L&D’s
WakeUp
L&D is no longer a 
box to tick—it’s crucial 
for retention.
 Call
12 | REPORT | 2025 TA Trends
    12/24
    Traditional L&D approaches 
won’t cut it anymore when it
comes to attracting talent. 
In 2025, it’s all about creating 
a culture of continuous 
upskilling and reskilling.
For too long, Learning and Development (L&D) has been treated 
like a checkbox item. In 2025, to find and keep the best talent, 
it needs to be a core element of your talent strategy.
Korn Ferry’s latest Workforce Survey found that 67% of employees 
would stick with a company if offered upskilling and advancement 
opportunities—even if they hated their job. Conversely, a lack of 
career growth is the second biggest reason people said they 
would leave their role.
L&D, in other words, drives talent attraction and retention. 
People want to join companies that invest in their future. 
13 | REPORT | 2025 TA Trends
    13/24
    A Win-Win for Everyone
Some companies are catching on—32% 
of our survey respondents plan to focus on 
upskilling current employees to address skills 
gaps, and 30% will work on creating career 
paths for long-term growth. 
To attract early career talent, 61% will offer 
internships and apprenticeships, 32% will 
provide entry-level training programs, and 
24% plan to partner with high schools for 
early career development programs.
But traditional L&D benefits like standardized 
training, in-person workshops, and online 
courses are no longer enough. In 2025, 
more employers will experiment with new 
approaches and invest in innovative methods, 
such as virtual reality (VR), gamification, 
and AI-enabled coaching, to help employees 
adapt to evolving needs. 
Prioritize Learning
To make it work, companies need to build 
a culture that puts learning first. 
A few ways to start: fill roles internally to 
promote continuous development, set up 
reverse mentorships where seasoned staff 
learn from newcomers, and offer personalized 
training that matches professional goals with 
business growth. Adding these tactics to 
an L&D strategy can increase engagement, 
retention, and overall agility. 
32% of our survey respondents
plan to focus on upskilling
current employees to address
skills gaps, and 30% will work 
on creating career paths for
long-term growth.
Internships and 
Apprenticeships
Partner with 
high schools
Development
programs
Entry-level
training programs
14 | REPORT | 2025 TA Trends
    14/24
    Ways to Win: 
Ask Yourself…
How do we promote our L&D 
programs and career growth 
opportunities in job postings, 
interviews, and other points 
of the hiring process? 
What are our growth and 
other business goals, what 
skills do we need to achieve 
them, and does our L&D 
strategy support this? 
How do we collaborate with 
the right people to create 
effective skills assessments 
and use their feedback 
to refine our hiring and 
development strategies?
How does our onboarding 
process provide new hires 
with the tools and information 
they need to help with their 
L&D path?
15 | REPORT | 2025 TA Trends
    15/24
    #4#4#4
EVP is 
Finally a
VIP
Say what you mean. 
Mean what you say.
16 | REPORT | 2025 TA Trends
    16/24
    People care about what employers
deliver, not just what they offer.
Companies need an authentic EVP 
that they live—every day—to find 
and keep the best talent.
Once upon a time, companies could attract top talent with 
enticing EVPs that promised a lot but often fell short after 
hiring. Today, candidates are wise to this game. 
Walk the Talk 
For years, employers have touted their EVP during recruitment, 
but many new hires were soon disappointed to find it was just talk. 
Word of mouth, social media, online reviews, and news reports have 
exposed companies that don’t deliver on their promises—and talent 
is fed up with this disconnect. They’re researching employers and 
asking more questions during the hiring process. 
That’s why 45% of HR professionals we surveyed said that 
integrating cultural values is key to talent attraction in 2025. 
Yet, if a strong culture is not part of the employee experience, 
it can hurt retention. Korn Ferry’s ongoing analysis of talent 
management investments found companies that publicly promote 
their culture but don’t put it into practice with their workforce 
see higher turnover rates.
17 | REPORT | 2025 TA Trends
    17/24
    Uniquely Human
In 2025, unique human experiences will 
stand out in an era of automation and 
standardization. Employers can get ahead 
by understanding different audiences 
and their needs with innovative, inclusive 
strategies. By creating detailed profiles for 
each talent group—such as by location, 
generation, interests, or identity—they can 
tailor the EVP to improve recruiting efforts. 
To create an authentic EVP, employers can 
start by defining their core values, and then 
weaving them into hiring messages and 
benefits. Showcasing employee stories and 
company culture during recruitment and 
onboarding can leave a strong impression.
For this to work, hiring and talent 
management have to go hand in hand. Using 
talent data can boost the EVP and create a 
seamless experience for everyone. What’s 
more, onboarding should go beyond a quick 
intro and cover both emotional and practical 
needs to engage new hires. 
Show 
your commitment
to talent—don’t 
just tell them.
18 | REPORT | 2025 TA Trends
    18/24
    How is our EVP perceived 
and actualized at each stage 
of the talent journey, from 
candidate to employee?
How do we use data to 
make sure the candidate 
experience matches up with 
the employee experience?
How can we improve our EVP with 
flexible work options, personalized 
career growth, and experiences that 
resonate? What else can we do to 
connect employees with our brand 
and values?
How does our onboarding show 
new hires our culture and EVP 
through meetups, mentorships, 
and real-life examples?
Ways to Win: 
Ask Yourself…
19 | REPORT | 2025 TA Trends
    19/24
    #5
Beyond
the Office:
Hybrid
360
It’s no longer just about where 
your people work. 
20 | REPORT | 2025 TA Trends
    20/24
    Hybrid working isn’t just about
balancing home and office. From 
team setups to flexible cultures, 
it’s shaping up to be the new ideal 
for people and organizations.
There’s no one-size-fits-all approach to talent acquisition, 
but in 2025, offering full-circle flexibility is key. We’re calling 
this trend Hybrid 360—arguably one of the most important 
to your TA strategy.
At its core, Hybrid 360 is about inclusion and flexibility—
letting people work in ways that suit them best to unleash 
their full potential. Companies that stick to traditional ways 
of working will likely struggle to attract and retain people. The 
more flexibility an organization offers, the better its chances 
of building an engaged, motivated, and loyal workforce.
21 | REPORT | 2025 TA Trends
    21/24
    The Hybrid Era
In one form or another, remote work is 
here to stay for most office workers. About 
76% of our survey respondents said their 
employers have adopted hybrid working, 
offering fully or partially remote 
working options. 
But Hybrid 360 isn’t just about where people 
work—it’s also about how jobs, rewards, and 
systems are structured. Think open schedules 
that offer autonomy and flexible benefits to 
meet different employee needs. About 34% 
of our survey respondents see the latter as 
a top trend for 2025.
Going forward, more employers will adopt 
hybrid models to balance business needs 
with employees’ desire for flexibility. Korn 
Ferry’s latest Workforce Survey shows that 
flexibility is a top priority and a big reason 
people stick around—or leave if they don’t 
have enough of it. 
Flexibility Matters
In 2025, more employers will use inclusive 
design to create cultures that keep everyone 
connected, even when they’re not all in the 
same room. 
This means training leaders to manage hybrid 
and virtual teams, updating remote hiring 
processes, and using the right tools for easy 
communication and collaboration.
On the other hand, companies with rigid 
working policies—like strict 9-to-5 schedules 
or close monitoring of computer activity—
could lose talent to more flexible competitors.
In fact, 48% of employers we surveyed said 
managing expectations for work-life balance 
will be a major challenge in hiring early 
career talent next year. After all, hybrid isn’t 
a passing trend—it’s the new standard for 
inclusive hiring.
Flexibility means different 
things to different people:
Control over
schedules
Choosing a 
home base
Customizing 
perks
Working nontraditional hours
22 | REPORT | 2025 TA Trends
    22/24
    How sustainable is our 
current working model, 
and have we limited future 
opportunities by being 
rigid in our approach?
Which collaboration and 
communication tools do we 
need to manage and support 
remote and hybrid employees?
How do we provide the 
mechanisms to keep people 
engaged and connected, 
even when they’re not in 
the same room?
How do we prepare our 
leaders to manage hybrid 
and remote teams and 
encourage peer learning 
to share best practices?
Ways to Win: 
Ask Yourself…
23 | REPORT | 2025 TA Trends
    23/24
    © 2024 Korn Ferry. All Rights Reserved.
Business advisors.
Career makers.
Korn Ferry is a global organizational 
consulting firm. We work with our 
clients to design optimal organization 
structures, roles, and responsibilities. 
We help them hire the right people 
and advise them on how to reward 
and motivate their workforce while 
developing professionals as they 
navigate and advance their careers.
AUTHORS
Annamarya Scaccia
Chloe Carr
Cathy Conway
David Ellis
These trends are just the tip of the iceberg. There’s 
much more change on the horizon, and it’s an exciting 
time for talent leaders to make bold moves and futureproof their organizations. 
Curious about how we can help 
shape your 2025 talent strategy? 
Want to hear more about these trends 
from our talent experts and clients?
CONTACT US TODAY 
REGISTER FOR OUR 
GLOBAL WEBINAR NOW
    24/24

    Talent Acquisition Trends Report 2025

    • 1. TALENT TRENDS 2025: PROGRESS OVER PERFECTION REPORT
    • 2. After last year’s AI boom and the shift to skills-based hiring, many global enterprises were caught in endless planning. Now’s the time to stop overthinking and start acting with purpose. We get it—making the wrong move can be scary. But if you’re stuck in analysis paralysis, focus on progress, not perfection. After all, the business world is constantly changing, with new tools and trends emerging overnight. Leaders are put in an awkward position—do you keep up with reactive tactics or risk falling behind competitors? This can lead to overthinking, which can delay action and cost you later. Looking ahead, employers need to combine smart planning with calculated risks and take imperfect but intentional action—make the leap on your next product or offering and embrace any setbacks as valuable lessons. So, how will global companies drive business impact through talent acquisition in 2025? To find out, we interviewed over 40 Korn Ferry experts and surveyed more than 400 talent professionals worldwide. The takeaway for 2025? Be intentional and brave. Predicting the future isn’t an exact science, but expert insights combined with comprehensive data provide a clear view of recruitment trends for the next 12 months. Our annual Talent Acquisition Trends report is your chance to see what’s coming and how to stay ahead. Here are the five hiring trends you need to know for 2025. Survey Methodology: We surveyed nearly 400 talent professionals, from entry-level to CEO, across North America, Latin America, EMEA, and APAC, representing over 13 industries. Their insights, along with the knowledge of 40 Korn Ferry experts, provide a global snapshot of what to expect for talent acquisition trends in 2025. 2 | REPORT | 2025 TA Trends
    • 3. Contents Trend #1 AI’s Growing Pains: Reality Kicks In p4 Trend #2 Razor-Sharp Focus on Critical Skills p8 Trend #3 L&D’s Wake-Up Call p12 Trend #4 EVP Is Finally a VIP p16 Trend #5 Beyond the Office: Hybrid 360 p20 3 | REPORT | 2025 TA Trends
    • 4. AI’s Growing Pains: Reality Kicks In AI’s potential is great, but it still has some maturing to do. 4 | REPORT | 2025 TA Trends #1
    • 5. Talent leaders are learning that AI can’t handle hiring challenges alone—it needs human oversight for real impact. In 2025, expect a more selective and balanced approach to AI in talent acquisition. The hype around AI’s potential to increase efficiency and cut costs drove companies to adopt the technology for recruitment—and most expected to see instant results. Yet, as more employers integrated AI into recruiting, it soon became clear that it wasn’t the “quick fix” C-suites had hoped for. With the right tools and expertise, AI can supercharge productivity and elevate the hiring process. Many companies are already using generative AI to handle recruiting tasks like job postings, interview scheduling, and candidate sourcing. But as leaders have found, today’s AI isn’t capable of managing high-level TA strategy needs, such as identifying talent gaps and spotting potential when a resume doesn’t tell the whole story. This could change in the future, as AI might support hiring decisions by analyzing emotional intelligence and non-verbal cues like tone and facial expressions. 5 | REPORT | 2025 TA Trends
    • 6. AI’s ROI We’re seeing increased scrutiny of AI’s return on investment, with leaders recognizing that traditional metrics fail to capture its full impact. As reality sets in, companies face tough questions, including: „ Which AI recruiting tools can we trust for accuracy? „ How do we gauge their success? „ How can we address algorithmic bias? „ How much should we invest in tech that is imperfect or unproven? Despite these challenges, AI will play a major role in acquiring and managing talent—from interview coaching to preboarding chatbots. More than two-thirds (67%) of our survey respondents believe that increased AI usage will be 2025’s top talent trend, followed by data analytics at 53%. Even if it feels daunting, companies should explore discussions about AI in talent acquisition. They can offer insight into recruitment tools and features for broader tech improvements. The Human Touch Employers who thought AI would be a game changer are now concerned about its inaccuracies and the impact of automation. In fact, 40% of talent specialists we surveyed worry that too much AI in recruitment could make the process impersonal, causing them to miss out on top candidates. Another quarter are concerned about algorithmic bias—where biased training data leads to unfair outcomes. If mismanaged, AI and other tech could undermine the hiring process, but when used strategically and appropriately, they can add real value to the experience—for candidates, recruiters, and hiring managers. The top three ways employers plan to innovate talent acquisition next year are: „ Using AI to better search for and vet candidates (27%) „ Increasing people analytics in hiring (26%) „ Using automation tools to manage candidate relationships (21%) Beyond Automation In 2025, more employers will use AI to improve the entire candidate journey— not just to automate hiring. Besides drafting job descriptions and screening resumes, AI can send personalized messages to candidates, offer tailored interview feedback, and match skills and preferences more precisely. More than a third (39%) of our respondents plan to use tech for smoother hiring interactions. It starts with thoughtful, holistic planning—fitting AI into current workflows, handling how recruitment tools are distributed, managing potential risks, and focusing on change management and incremental progress. Rather than jumping in without an AI hiring strategy, employers should align technology with their broader business and talent goals. More importantly, they should provide training and resources for effective AI usage to make talent acquisition smarter and more efficient over time. 6 | REPORT | 2025 TA Trends
    • 7. How are we using current AI tools, including in-app features, and how do we stay updated on AI developments that could help our business? How are we leading change with a solid AI strategy, backed by the right support and resources? How are we providing AI training, tutorials, and webinars for effective AI use? How do we track progress with feedback from candidates, recruiters, and hiring managers to uncover AI’s real impact? Ways to Win: Ask Yourself… 7 | REPORT | 2025 TA Trends
    • 8. #2#2 Razor-Sharp Focus on Critical Skills Prioritize critical roles to acquire the right skills for success. 8 | REPORT | 2025 TA Trends
    • 9. Leaders want to hire for skills, but many don’t know where to start. There’s no need for a complete overhaul. Instead, focus on the critical skills that will drive business impact. Which skills will be most critical for your organization in 2025? Communication 58% skills 69% Leadership skills Problem-solving 58% skills 59% Technical skills 9 | REPORT | 2025 TA Trends
    • 10. Many companies plan to prioritize skilled talent for critical roles in areas like AI, supply chain, and manufacturing—fields promising both immediate benefits and future growth. Nearly 24% of our survey respondents see finding the right skills as a top two challenge for 2025. The First Step Last year, skills-based hiring seemed like the go-to strategy, but now, it’s clear there are some challenges for talent acquisition. Though 39% believe it will be a key trend in 2025, only 20% of employers have already adopted this approach, and just 17% plan to switch next year. About 43% are still on the fence. Most see the benefits of skills-based hiring, and some are testing the waters by prioritizing their most critical roles. The tricky part? Many aren’t sure how to define “critical skills,” which is often the first step away from traditional hiring methods. In most cases, critical skills are what help a business innovate and grow. Companies can’t thrive in a vacuum. They need a mix of capabilities to succeed. When hiring for skills, start with the roles that can drive the greatest transformation and identify which skills these roles need. Once employers spot the gaps, they can either upskill current employees or bring in new hires with the right skills. Better Synergy To ease the transition, educate and train recruiters and hiring managers on skillsbased hiring, and promote a strong skillsbased employee value proposition (EVP) to win support. Update talent systems and onboarding programs to better connect hiring with performance management and upskilling. In 2025, more companies will integrate talent acquisition with talent management for better results. When these teams collaborate, hiring for critical skills can boost development, fill gaps, and encourage career growth. Our survey found that 31% of respondents expect talent acquisition to align more closely with business and transformation goals in the next five years, while over 30% see it becoming more strategic and data-driven. The goal is to create a cohesive process where recruiting, onboarding, and development all work together, focusing on the skills needed for business success. In 2025, more companies will integrate talent acquisition with talent management for better results. 10 | REPORT | 2025 TA Trends
    • 11. How do we align our search for critical skills with business goals and employee development needs? How can we assess candidates based on their actual skills, and which tools and interview techniques do we use and need? How do we give our team— from recruiters to executives— the right training to understand and promote skills-based hiring? How do we diversify our recruitment strategy to find a steady pipeline of skilled candidates—either by building, buying, or borrowing—ready to jump into critical roles? Ways to Win: Ask Yourself… 11 | REPORT | 2025 TA Trends
    • 12. #3#3#3 L&D’s WakeUp L&D is no longer a box to tick—it’s crucial for retention. Call 12 | REPORT | 2025 TA Trends
    • 13. Traditional L&D approaches won’t cut it anymore when it comes to attracting talent. In 2025, it’s all about creating a culture of continuous upskilling and reskilling. For too long, Learning and Development (L&D) has been treated like a checkbox item. In 2025, to find and keep the best talent, it needs to be a core element of your talent strategy. Korn Ferry’s latest Workforce Survey found that 67% of employees would stick with a company if offered upskilling and advancement opportunities—even if they hated their job. Conversely, a lack of career growth is the second biggest reason people said they would leave their role. L&D, in other words, drives talent attraction and retention. People want to join companies that invest in their future. 13 | REPORT | 2025 TA Trends
    • 14. A Win-Win for Everyone Some companies are catching on—32% of our survey respondents plan to focus on upskilling current employees to address skills gaps, and 30% will work on creating career paths for long-term growth. To attract early career talent, 61% will offer internships and apprenticeships, 32% will provide entry-level training programs, and 24% plan to partner with high schools for early career development programs. But traditional L&D benefits like standardized training, in-person workshops, and online courses are no longer enough. In 2025, more employers will experiment with new approaches and invest in innovative methods, such as virtual reality (VR), gamification, and AI-enabled coaching, to help employees adapt to evolving needs. Prioritize Learning To make it work, companies need to build a culture that puts learning first. A few ways to start: fill roles internally to promote continuous development, set up reverse mentorships where seasoned staff learn from newcomers, and offer personalized training that matches professional goals with business growth. Adding these tactics to an L&D strategy can increase engagement, retention, and overall agility. 32% of our survey respondents plan to focus on upskilling current employees to address skills gaps, and 30% will work on creating career paths for long-term growth. Internships and Apprenticeships Partner with high schools Development programs Entry-level training programs 14 | REPORT | 2025 TA Trends
    • 15. Ways to Win: Ask Yourself… How do we promote our L&D programs and career growth opportunities in job postings, interviews, and other points of the hiring process? What are our growth and other business goals, what skills do we need to achieve them, and does our L&D strategy support this? How do we collaborate with the right people to create effective skills assessments and use their feedback to refine our hiring and development strategies? How does our onboarding process provide new hires with the tools and information they need to help with their L&D path? 15 | REPORT | 2025 TA Trends
    • 16. #4#4#4 EVP is Finally a VIP Say what you mean. Mean what you say. 16 | REPORT | 2025 TA Trends
    • 17. People care about what employers deliver, not just what they offer. Companies need an authentic EVP that they live—every day—to find and keep the best talent. Once upon a time, companies could attract top talent with enticing EVPs that promised a lot but often fell short after hiring. Today, candidates are wise to this game. Walk the Talk For years, employers have touted their EVP during recruitment, but many new hires were soon disappointed to find it was just talk. Word of mouth, social media, online reviews, and news reports have exposed companies that don’t deliver on their promises—and talent is fed up with this disconnect. They’re researching employers and asking more questions during the hiring process. That’s why 45% of HR professionals we surveyed said that integrating cultural values is key to talent attraction in 2025. Yet, if a strong culture is not part of the employee experience, it can hurt retention. Korn Ferry’s ongoing analysis of talent management investments found companies that publicly promote their culture but don’t put it into practice with their workforce see higher turnover rates. 17 | REPORT | 2025 TA Trends
    • 18. Uniquely Human In 2025, unique human experiences will stand out in an era of automation and standardization. Employers can get ahead by understanding different audiences and their needs with innovative, inclusive strategies. By creating detailed profiles for each talent group—such as by location, generation, interests, or identity—they can tailor the EVP to improve recruiting efforts. To create an authentic EVP, employers can start by defining their core values, and then weaving them into hiring messages and benefits. Showcasing employee stories and company culture during recruitment and onboarding can leave a strong impression. For this to work, hiring and talent management have to go hand in hand. Using talent data can boost the EVP and create a seamless experience for everyone. What’s more, onboarding should go beyond a quick intro and cover both emotional and practical needs to engage new hires. Show your commitment to talent—don’t just tell them. 18 | REPORT | 2025 TA Trends
    • 19. How is our EVP perceived and actualized at each stage of the talent journey, from candidate to employee? How do we use data to make sure the candidate experience matches up with the employee experience? How can we improve our EVP with flexible work options, personalized career growth, and experiences that resonate? What else can we do to connect employees with our brand and values? How does our onboarding show new hires our culture and EVP through meetups, mentorships, and real-life examples? Ways to Win: Ask Yourself… 19 | REPORT | 2025 TA Trends
    • 20. #5 Beyond the Office: Hybrid 360 It’s no longer just about where your people work. 20 | REPORT | 2025 TA Trends
    • 21. Hybrid working isn’t just about balancing home and office. From team setups to flexible cultures, it’s shaping up to be the new ideal for people and organizations. There’s no one-size-fits-all approach to talent acquisition, but in 2025, offering full-circle flexibility is key. We’re calling this trend Hybrid 360—arguably one of the most important to your TA strategy. At its core, Hybrid 360 is about inclusion and flexibility— letting people work in ways that suit them best to unleash their full potential. Companies that stick to traditional ways of working will likely struggle to attract and retain people. The more flexibility an organization offers, the better its chances of building an engaged, motivated, and loyal workforce. 21 | REPORT | 2025 TA Trends
    • 22. The Hybrid Era In one form or another, remote work is here to stay for most office workers. About 76% of our survey respondents said their employers have adopted hybrid working, offering fully or partially remote working options. But Hybrid 360 isn’t just about where people work—it’s also about how jobs, rewards, and systems are structured. Think open schedules that offer autonomy and flexible benefits to meet different employee needs. About 34% of our survey respondents see the latter as a top trend for 2025. Going forward, more employers will adopt hybrid models to balance business needs with employees’ desire for flexibility. Korn Ferry’s latest Workforce Survey shows that flexibility is a top priority and a big reason people stick around—or leave if they don’t have enough of it. Flexibility Matters In 2025, more employers will use inclusive design to create cultures that keep everyone connected, even when they’re not all in the same room. This means training leaders to manage hybrid and virtual teams, updating remote hiring processes, and using the right tools for easy communication and collaboration. On the other hand, companies with rigid working policies—like strict 9-to-5 schedules or close monitoring of computer activity— could lose talent to more flexible competitors. In fact, 48% of employers we surveyed said managing expectations for work-life balance will be a major challenge in hiring early career talent next year. After all, hybrid isn’t a passing trend—it’s the new standard for inclusive hiring. Flexibility means different things to different people: Control over schedules Choosing a home base Customizing perks Working nontraditional hours 22 | REPORT | 2025 TA Trends
    • 23. How sustainable is our current working model, and have we limited future opportunities by being rigid in our approach? Which collaboration and communication tools do we need to manage and support remote and hybrid employees? How do we provide the mechanisms to keep people engaged and connected, even when they’re not in the same room? How do we prepare our leaders to manage hybrid and remote teams and encourage peer learning to share best practices? Ways to Win: Ask Yourself… 23 | REPORT | 2025 TA Trends
    • 24. © 2024 Korn Ferry. All Rights Reserved. Business advisors. Career makers. Korn Ferry is a global organizational consulting firm. We work with our clients to design optimal organization structures, roles, and responsibilities. We help them hire the right people and advise them on how to reward and motivate their workforce while developing professionals as they navigate and advance their careers. AUTHORS Annamarya Scaccia Chloe Carr Cathy Conway David Ellis These trends are just the tip of the iceberg. There’s much more change on the horizon, and it’s an exciting time for talent leaders to make bold moves and futureproof their organizations. Curious about how we can help shape your 2025 talent strategy? Want to hear more about these trends from our talent experts and clients? CONTACT US TODAY REGISTER FOR OUR GLOBAL WEBINAR NOW


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