Key Hiring Trends for 2025: Insights from Our Latest HR Roundtable

We recently brought together HR leaders and hiring managers from various industries to discuss the evolving talent landscape and the key hiring trends in 2025. This roundtable built on insights from our previous session in June, highlighting key hiring challenges and opportunities for the year ahead.

Below are the main takeaways from the discussion, along with practical steps for HR professionals.

Shifts in Skills and Competencies

HR leaders are seeing a shift in the skills required for communications and related roles. While technical expertise remains essential, adaptability, problem-solving, and strategic thinking are increasingly sought after. Despite expectations of higher job movement, fewer professionals are leaving roles than usual for this time of year.

What HR leaders can do:

• Prioritise upskilling initiatives to develop adaptability and problem-solving skills within teams.
• Identify internal talent with potential for strategic roles and offer tailored career progression opportunities.
• Assess hiring strategies to ensure they align with evolving skill demands rather than just traditional experience requirements.

Diversity, Equity, and Inclusion (DEI) Remains a Priority

Despite wider socio-political shifts, most organisations reported no decline in their DEI commitments. Many are actively investing in diverse talent pipelines, with some increasing their efforts to maintain progress. However, there are differences in approach between companies with US operations and those based solely in the UK or Europe.

What HR leaders can do:

• Regularly review and refine DEI hiring strategies to maintain momentum.
• Assess regional differences in DEI efforts and tailor strategies accordingly.
• Build long-term relationships with diverse talent communities to strengthen pipelines.

The Role of AI in Recruitment

AI tools such as ChatGPT, DeepThink, and CoPilot are being tested across business functions, but their role in recruitment remains limited. HR leaders agree that hiring decisions should remain human-led, though some organisations are investing in AI upskilling to ensure their teams are equipped to leverage new technologies effectively.

What HR leaders can do:

• Explore AI applications in recruitment, such as automating administrative tasks while keeping human oversight in assessments.
• Provide training to help HR teams understand and use AI tools responsibly.
• Establish clear policies on AI use in hiring and internal talent management.

Managing AI and Workplace Policies

Some organisations have introduced AI detection tools to monitor AI-generated content in job applications and client work. However, the accuracy of these tools is disputed. During the roundtable, more than one participant spoke about tools either identifying AI-generated work incorrectly or failing to identify it at all.

Additionally, some agencies are being asked to sign agreements prohibiting AI use in projects, raising questions about the future role of automation.

What HR leaders can do:

• Define company-wide policies on AI use in recruitment and workforce management.
• Engage in industry discussions to stay informed on evolving best practices.
• Ensure transparency with candidates and employees regarding AI-related policies.

Workforce Planning and AI’s Impact on Jobs

One participant highlighted that a major consultancy is planning to reduce headcount by 40% due to AI advancements. This prompted discussions on whether businesses should invest in AI-specific roles or focus on broader digital literacy across teams. While some companies are hiring Chief Innovation/AI Officers, we’ve noticed first hand that uptake of these roles remains lower than expected.

What HR leaders can do:

• Assess AI’s impact on workforce planning and identify roles most likely to be affected.
• Invest in training programmes to enhance employees’ digital skills and AI literacy.
• Evaluate whether hiring AI specialists aligns with the company’s long-term business strategy.

Hybrid and Remote Work Trends

Hybrid working remains the dominant model, with most companies opting for three days in-office and two remote. The HR leaders in attendance acknowledged that in-office time benefits junior employees, who gain from direct mentorship and exposure to senior leadership.

What HR leaders can do:

• Ensure hybrid models are structured to support learning and development, particularly for junior staff.
• Encourage leadership engagement with employees during in-office days.
• Regularly assess hybrid policies to maintain productivity and employee satisfaction.

International Hiring and Visa Challenges

With a growing focus on international hiring, particularly in the US, visa and sponsorship challenges are becoming a significant hurdle. Some agencies have partially funded visa applications to secure top talent, but many remain hesitant due to the costs and risks involved. Companies are prioritising candidates who do not require sponsorship, especially for senior-level hires with high salary expectations.

What HR leaders can do:

• Stay informed on changing visa and sponsorship regulations.
• Weigh the long-term benefits of hiring internationally versus local talent availability.
• Consider creative solutions, such as remote roles for international candidates in their home countries.

Salaries, Benefits, and Retention Strategies

Salary transparency remains a challenge, particularly as different industries and regions offer varying pay scales. HR leaders stressed that beyond salaries, career development opportunities and strong company culture are key to retaining talent. Competitive benefits and internal mobility options also play a significant role in employee satisfaction.

What HR leaders can do:

• Benchmark salaries to ensure competitiveness within relevant markets.
• Strengthen retention strategies by offering clear career pathways and professional development opportunities.
• Regularly review benefits packages to align with evolving employee expectations.

Looking Ahead to 2025

This roundtable discussion reinforced the complexity of the hiring landscape and the key hiring trends this year. As HR leaders plan for 2025, balancing innovation with human-centric hiring practices will be crucial. Technology should enhance, not replace, strategic decision-making.

Hanson Search and our sister company, The Work Crowd, both remain committed to supporting businesses in identifying top-tier talent and navigating the challenges of an evolving market. To find out how we can support you in the face of these challenges and opportunities, get in touch with Daisy Hughes or Peter Ferguson.