Finding employees who enrich your team and drive business success will require intentional effort in 2025. The evolving workforce, trends like AI and technological innovation, compliance requirements and evolving employee values are reshaping the hiring landscape. Staying competitive means adapting to these changes and strategically investing in talent.
With economic uncertainty still a factor, companies must balance flexibility with growth. The demand for skilled professionals in sectors like IT, creative and digital is rising, especially as organizations prioritize innovation, compliance and agility.
Creating a strong employer value proposition—through competitive compensation, clear growth paths and benefits like flexibility—is essential to attract top talent in today’s competitive labor market.
If you’re a hiring manager, now is the time to position your organization as a leader and attract the talent needed to succeed in this rapidly evolving environment.
Here are our 5 tips on how to do that:
Start with what you know (or need to know)
Two key questions should guide your initial planning:
- What roles need to be filled over the next six months to achieve your 2025 goals?
- What does your budget look like?
Clarity on hiring priorities and salary ranges is crucial before you begin the search. Additionally, assess your hiring process from end to end—interviews, HR paperwork and onboarding—to identify potential bottlenecks and improve efficiency.
While logistics may not feel inspiring, reflecting on your company’s unique appeal can reframe the process. Consider:
- What stood out during your interview process that might resonate with candidates?
- What makes your company culture a great fit for the roles you’re hiring for?
- How will this role align with both team goals and a candidate’s personal growth?
Be realistic about what you want
The competition for talent remains fierce, and flexibility is key. The perfect candidate often doesn’t exist—but a great one does.
Rather than searching for someone with every skill imaginable, focus on candidates who demonstrate valuable soft skills like agility, curiosity and adaptability. According to Korn Ferry’s 2024 talent acquisition trend report, prioritizing skills over experience allows you to tap into a more diverse, innovative talent pool.
Soft skills like communication and teamwork remain critical. “If you have someone that can communicate, is a good team player and can learn, you can develop their hard skills,” explain Horizontal recruiters Ali Provos and Rachel Thrune.
Investing in onboarding and development pays off. A candidate with strong soft skills and the right mindset can often be molded into a star employee with training.
Cast a wide net
To find the right candidate, expand your search both geographically and methodologically. In 2025, the preference for remote or hybrid work continues to be a significant factor in attracting top talent.
“The job seeker market is tapped depending on where you’re at, so going national can help big time,” says Jeff Seebinger, Horizontal Talent Regional Vice President. “Anyone mandating full-time in-office work is going to face challenges. Remote/hybrid options really open up your search.”
Leverage tools like LinkedIn, job boards and professional networks. For time-strapped managers, staffing companies can be invaluable partners, saving time by pre-vetting candidates and managing interview logistics and salary negotiations.
Show them the money—and more
In today’s market, salary remains a key factor in decision-making, but it’s not the only factor. A Deloitte survey found that 50% of Gen Z have rejected an assignment or project based on values, and 86/89% of Gen Z/millennials stated that having a purpose is very important to their well-being.
“Company culture and a path for growth are huge—especially these days,” Horizontal Talent Regional Vice President Kevin Erickson explains. “If candidates don’t see a future with your company, an extra $20k won’t hold them.”
Consider what makes your company unique:
- Are your core values, DEI initiatives or ESG commitments clear and compelling?
- What perks, benefits and flexibility can you offer to make your role stand out?
- How are you addressing the needs of Millennials and Gen Z, who will make up 75% of the workforce by the end of the year?
Tailor your approach
Candidates want to know they’ll be valued, and a one-size-fits-all management approach won’t cut it. During interviews, emphasize your company’s commitment to:
- Personalized development opportunities
- Regular conversations about upskilling
- Real-time communication and feedback
By offering a tailored experience, you’ll not only attract great talent but also ensure they stay for the long haul.
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