8 Recruitment Trends for 2025

With changes in technology, employment law and what is important to employees, it’s no surprise that organisations are having to rethink their recruitment strategies for 2025 and beyond.

In this blog, we explore eight current trends for recruitment to help you make the most of an increasingly competitive job market.

It’s not just about the pay anymore

Gone are the days when candidates were only concerned by remuneration for a role. Workplace culture, work-life balance, wellbeing strategies and learning and development opportunities are now big priorities for job seekers, so transparency about your brand and the opportunities you offer from the start of your recruitment campaign are key to attracting talent to your organisation.

Job applicants are increasingly looking for evidence of an organisation’s approach to employee wellbeing through wellbeing strategies, Employee Assistance Programmes, Mental Health First Aiders, policies on hot topics such as menopause, men’s health, free sanitary products, Occupational Health support, or health cash plans and benefits that can be flexible to suit all employees. Stand out from the crowd by demonstrating to candidates that you are proactively committed to employee wellbeing.

Hybrid working models are also here to stay since the pandemic, and we continuously see candidates refusing job offers based on the lack of hybrid working options. Businesses have a competitive advantage if you are able to offer more attractive hybrid working arrangements than your competitors.

But pay transparency is still important…

Candidates crave clarity on compensation and benefits offered by organisations. In a recent LinkedIn poll, 64% of respondents said they would be less likely to apply for a job being advertised without a salary or the old chestnut ‘competitive pay’.

Pay transparency not only enables self-de-selection for roles that simply do not match salary expectations, but also helps to foster a culture of trust, openness and transparency.

Communication is key

It is not unusual to see candidates calling out employers on social media for poor communication during a recruitment process, and this can severely affect your employer brand. But communicating with applicants doesn’t have to be a time-consuming task.

The use of an Applicant Tracking System (ATS) in recruitment is becoming more common to improve the candidate experience and reduce the administrative burden by helping you respond to candidates and provide them with timely updates on their application.

Standardised responses can see rejections and shortlisting completed at the click of a button, ensuring that all applicants receive a response to their application and regular updates on the process.

Skills over qualifications

Listing qualifications as essential criteria limits your pool of candidates and potentially discriminates against suitable applicants for your role. Earlier this year, Lidl were ordered by an employment tribunal to pay £51,000 to an employee with 23 years of service for not considering him for a role due to him not having a degree they required as ‘essential’. He successfully argued that his age group was less likely to have a degree compared to younger candidates, and as a result experienced age discrimination.

By prioritising skills, capability and actual abilities over qualifications, you will broaden your talent pool and be more likely to fill skills gaps in the workplace.

The right to request flexible working from day one

The right to request flexible working is now a day one right for employees and organisations are seeing a rise in the number of requests for flexibility in working patterns. The opportunity to raise this from day one means that flexible working discussions have become part of the recruitment process. It’s worth considering what level of flexibility you can offer so you can anticipate any requests you may receive.

Equality, diversity, inclusion and belonging

Equity of opportunities has been a legal requirement for some time, but inclusivity and belonging are hot topics, with EDI emerging as a key factor for candidates when making job applications. Being able to showcase that you not only have the correct policies in place, but that you embrace and implement EDI in every part of your organisation can attract a wider candidate base. You can do this by reviewing your processes, ensure that they are up to date and by training staff on equity, inclusivity, unconscious bias and the culture you want to build, not just to attract job applicants, but to run through the induction, probation, and day to day process such as training and development, promotion and remuneration processes within the organisation. Bringing your whole self to work is an emerging theme when discussing workplace culture.

Artificial Intelligence can’t be ignored

AI has found a significant role in recruitment processes, not only for employers but also for candidates during the application process.

As an employer, AI can be a very effective tool in ensuring your recruitment language and process is free of bias to attract a wider candidate base, including neurodiverse applicants who may have been disadvantaged by your previous recruitment wording or process.

It can save time and money in connecting, screening and filtering candidates. Using AI to screen for specific words in applications, in tray exercise responses, assessment centre notes can all save huge amounts of time.

AI can also be utilised to eliminate bias in shortlisting, using natural language processing to deliver the best applicants in record time.

Ethical organisations stand out to applicants

An organisation’s Corporate Social Responsibility activities influence candidates when choosing between competing job offers.  Many employers making a positive contribution to the local community: achieving net zero and supporting local charities and community groups help to build a strong employer brand. If you haven’t yet thought about documenting your Corporate Social Responsibility and environmental efforts, think again – it can place your organisation in prime position when applicants are considering their options.

Conclusion

Incorporating the latest trends in your recruitment strategy can give you a competitive advantage and have a positive impact on your current and future employees, and ultimately your bottom line.

Need some help with your next recruitment campaign? Find out more about “Astute Recruit”, our fixed-fee recruitment services on our website or by calling 01793 311937.

Frequently Asked Questions:

1. What do candidates look for in a job besides salary in 2025? 

In 2025, job seekers are prioritising more than just pay. Key factors influencing their decisions include workplace culture, flexible or hybrid working options, mental health and wellbeing strategies, career development opportunities, and an organisation’s ethical stance. Employers that are transparent about their values and benefits from the outset – including mental health support, Employee Assistance Programmes, and learning pathways – are more likely to attract and retain top talent.

2. How can small businesses compete for talent in a competitive job market?

Small businesses can stand out in a competitive recruitment landscape by embracing flexible working options, promoting a strong and inclusive company culture, and being transparent about pay and benefits. Embracing skills-based hiring over formal qualifications can also open a wider talent pool. Demonstrating your commitment to ethical practices, employee wellbeing, and diversity and inclusion can give you an edge over larger competitors.

3. What are the benefits of using AI in recruitment?

Suggested Answer: Artificial Intelligence (AI) streamlines recruitment by reducing bias, speeding up shortlisting, and enhancing the candidate experience. Employers are using AI to analyse CVs, identify keywords, and remove unconscious bias from job descriptions and assessments. AI tools can help improve diversity in hiring and allow recruiters to focus on meaningful engagement rather than administrative tasks.

Check out other Blogs in our series:

What UK Small Businesses Need to Know to Stay Legally Compliant as They Grow

AI in the Workplace: A Real Opportunity for Small Businesses

An Employer’s Responsibility to Consult on Change

The content of our blogs is intended for general information and not to replace legal or other professional advice. Andy Byron CEO HR Coldplay Andy Byron CEO HR Coldplay

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