Hiring in 2025: What to Know and How to Prepare
The past few years in recruiting have been a rollercoaster, with dramatic shifts in the workforce and how companies approach hiring. With such significant changes to the landscape, here's what you need to know as we look ahead to hiring in 2025—and beyond.
The myth about employer control.
There has been a lot of talk about return-to-office mandates and changing work arrangements lately, with an underlying message that employers are "taking control" again. But the reality is that employers don’t have control over top talent. The best candidates always have options and the ability to seek new opportunities if they feel undervalued or constrained. This is especially true in fields like finance and accounting, where there is a significant shortage of skilled professionals. Driven by an aging workforce and fewer accounting grads, there are 340,000 fewer accountants today compared to five years ago, according to a Bloomberg analysis of Bureau of Labor Statistics data.
Instead of trying to impose rigid policies, the companies that focus on creating an employee-centric atmosphere will retain their best talent. Employees today are looking for workplaces that complement their lives, not control them. While compensation is still important, flexibility, benefits, and company culture are close contenders.
Culture matters.
Maintaining a positive workplace culture is crucial for attracting and retaining top talent. Candidates today are more informed than ever, frequently consulting platforms like Glassdoor to gauge a company’s culture before applying or accepting a job offer. According to a survey by Jobvite, 70% of job seekers consider company culture a significant factor when deciding whether to take a job.
Organizations must actively monitor and respond to reviews on relevant sites, demonstrating a commitment to transparency and continuous improvement. Engaging not only boosts the company's image but also shows potential hires that their feedback is valued and that the company is dedicated to creating a supportive workplace.
Salary transparency is alive and well.
Another key shift in the workplace has been the increasing transparency around compensation. Employees are openly sharing their salaries both online and with colleagues, a trend that is pushing salary transparency and equity to the forefront of hiring conversations. Right now, over 20 states prohibit employers from asking about current salaries, and many require salary ranges to be included in job postings. The aim here is to pay employees fairly for their job function and not just offer an incremental increase based on someone’s previous salary.
Put on your sales hat.
Interviews aren’t just about assessing candidates—they’re also a chance to sell your company. Every hiring manager needs to approach interviews with the same energy and focus as they would when closing a deal. Show genuine excitement about your company and the role. Talk about the culture, the growth opportunities, and the impact the candidate can make—sell them on why this is the right move for their career.
To do this effectively, hiring managers must be fully present: turn off distractions, give candidates your undivided attention, and be timely and attentive throughout the process. Remember, the best candidates have options, and a poorly run interview or slow feedback can cost you top talent.
The skills gap continues to widen.
According to a Deloitte study, a significant 87% of hiring managers in finance and accounting struggle to find skilled talent. This challenge isn't limited to finance; fields like engineering, technology, manufacturing, and healthcare are also grappling with a shortage of qualified workers. By 2030, the global skills gap could reach over 85 million workers, as projected by Korn Ferry.
To address this growing crisis, companies must adopt more creative and flexible strategies. One effective approach is establishing an internship program that provides valuable experience to students and cultivates a pipeline of future talent. Investing time and resources into training programs can ensure that tomorrow’s workforce is prepared to meet the evolving needs of your industry.
A move towards smaller companies.
In the wake of large layoffs this past year, there’s been an evident trend of professionals gravitating toward smaller companies. These candidates are seeking more meaningful roles in which they feel connected to the mission and less like a cog in the machine.
For small and mid-sized companies, this presents a golden opportunity. By emphasizing their unique value proposition—such as meaningful work, close-knit teams, and the ability to make a tangible impact—these businesses can offer a sense of autonomy and purpose that may outweigh the decision to stay with a larger organization. Recruiters play a key role here, strategically positioning small companies to reach skilled professionals who are often passive candidates already employed but open to more purpose-driven roles.
Get to know a strong recruiting partner.
Job postings aren’t a reliable enough tool to bring in the top talent you need. A large portion of the best candidates are passive—globally, around 70% of the workforce falls into this category, meaning they aren’t actively looking for new jobs but are open to opportunities. The talent you’re seeking isn’t necessarily coming to you—it’s up to you to find them, and that’s where recruiters are vital. Having a strong recruiting partner can help you stay competitive in this market. At Turning Point, we are known for providing strategic guidance in a complex landscape and equipping you with the resources you need to attract and retain quality candidates for long-term success.
As the competition for top talent intensifies, businesses that prioritize a strong, employee-centric culture, transparent compensation practices, and adaptable hiring strategies will stand out. The most successful companies recognize that their financial health is closely linked to the skillsets and satisfaction of their employees. Those who pay attention to what truly matters—their people—will see the greatest returns on their investment in 2025 and beyond.
