That’s why we go straight to the source. For our 2025 Job Seeker Nation Report, we surveyed more than 1,500 US workers to uncover how they feel throughout the hiring process, why they’re considering new opportunities, and what makes them say yes to a role.  

From candidate motivations to AI perceptions, this year’s report reveals key shifts across the entire hiring journey. But in this blog, we’re breaking down one big theme: how job seekers are navigating today’s market conditions—and what that means for talent teams.  

Responding to Market Uncertainty  

The job market in 2025 is tough to read. On paper, employment is up—but job seekers are still uneasy. High-profile layoffs, especially in the public and tech sectors, have rattled confidence. And talks of a “white-collar recession” only fuel anxiety about where the market is headed next.  

That tension shows up clearly in this year’s report: 82% of respondents say the market feels stagnant, and confidence in landing a role has dipped year over year. Only 44% believe it’s easy to find a job (down from 50% last year) and just over half think they could land something within three months. 

But despite all that, candidates aren’t giving up. They’re responding to market uncertainty by investing in their future through upskilling. In this year’s survey, 89% of respondents said that addressing skills gaps could improve their chances of landing a new role, and 81% believe training in emerging tech (like AI) is essential to staying competitive. 

This trend is a signal to employers: Candidates are prioritizing development—and they expect companies to do the same with real tools and support. They are also looking for a clear path to utilize those new skills, and it’s up to hiring teams to give them one. 

TA Takeaway: Use your employer brand and candidate touchpoints to highlight how you support skill-building—whether through learning stipends, mentorship, or on-the-job development. Plus, bring a skills-based approach into your hiring process with clear job descriptions and behavioral-based interviews that validate skills and paint a clearer picture of success in the role. Candidates are investing in themselves, and they want to work for companies that recognize that investment and match it.  

Supporting Growth from Within  

While its clear today’s candidates are craving growth, that doesn’t always mean landing a new role. Fifty-eight percent of job seekers have looked for a new opportunity within their current company—a sign that internal mobility is top of mind.  

And if growth opportunities aren’t available, your talent won’t wait around. Career development was one of the top reasons respondents said they’d exit a role, even if they were otherwise satisfied. Today’s employees aren’t just looking to build skills—they want to apply them somewhere that matters. 

This puts pressure on TA and HR teams to create visible, structured paths for internal movement. It also means treating internal talent like the high-potential candidates they are—because if you don’t, someone else will. 

TA Takeaway: Support internal mobility by making it easy for employees to find open roles, flagging internal applicants in your ATS, and giving recruiters clear guidance on how to engage them. Make career development part of the process—not just a perk. 

Reconsidering What Candidates Want

Internal growth may be a priority, but many candidates are still keeping an eye on what’s next. While 83% say they’re satisfied in their current role, 85% are open to new opportunities—and nearly half say they’re very open. 

So, what’s fueling that openness?  

It’s not just compensation. While pay still matters, candidates cite career advancement and flexibility as top motivators, followed closely by stronger leadership, better culture, and confidence in their company’s future. Job seekers are evaluating more than just roles—they’re evaluating the environment, the people, and the long-term fit.  

This broader set of expectations means candidates are raising the bar. They’re not just looking for the next step, they’re looking for the right step. Even those actively exploring new roles are moving with intention—evaluating whether employers can offer long-term opportunity and stability, not just short-term perks. 

TA Takeaway: Candidates are ready to move—but only if it’s worth the leap. Show them exactly how your company invests in growth, champions flexibility, and builds a culture people want to rally behind. It’s not just about the role; it’s about the whole package.   

Reducing Burnout for Better Engagement  

Today’s job seekers aren’t just selective—they’re exhausted. Sixty-six percent say they’re feeling burned out by the job search, and it’s easy to see why. Clunky applications, vague timelines, endless interviews, and ghosting all chip away at candidate confidence—and patience. 

And that fatigue doesn’t just affect job seekers. Burnout leads to real fallout for recruiters, too. Candidates are more likely to abandon applications, disengage in-process, or drop out after the offer. Worse, a frustrating experience doesn’t stay quiet—it sticks. It shapes how candidates view your brand long after the process ends. 

But there’s good news: Burnout isn’t inevitable—it’s fixable. When you put candidate experience first—with simple applications, clear communication, and structured interviews—you help candidates feel respected, supported, and more likely to stay engaged.  

TA Takeaway: A modern ATS doesn’t just track candidates—it helps you create a faster and more transparent experience. Use automation to eliminate manual steps, custom workflows to keep candidates moving, and AI interview tech to improve consistency and collaboration across teams. The smoother the experience, the more likely candidates are to stay engaged—and the faster your team can hire.  

Prioritizing Clarity, Trust, and Stability 

Today’s job seekers are navigating a complex landscape. Layoffs, economic uncertainty, and fears of a white-collar recession have made them more cautious about what comes next. But that doesn’t mean they’re standing still. Candidates are open to new roles—they’re just more selective, more intentional, and more focused on finding long-term stability. 

At the same time, the process of getting hired has become a source of stress. Job search burnout is high, and candidates won’t waste energy on experiences that feel drawn out, unclear, or impersonal. 

For TA and HR teams, this moment is a chance to step up. That means going beyond filling roles—and focusing on what makes your company the right next step. Lead with transparency, simplify processes, and create a journey that feels human from start to finish.  

Want more insights like these? Download the full 2025 Job Seeker Nation Report to explore what today’s candidates expect—and how your hiring strategy can rise to meet them. 

The post Cautious but Curious: How Candidates View the Job Market first appeared on Jobvite.

To explore how TA and HR teams are navigating this new landscape, we partnered with GoCo, Verified First, and Lighthouse Research & Advisory to host a panel of today’s top industry experts. The conversation covered everything from AI, tech, and automation to internal mobility and workplace autonomy.  

In this blog, we break down the top takeaways and what they mean for teams building more people-first workplaces. Because no matter how much technology changes the way we work, people are still at the heart of every great employee experience. 

Meet the Experts 

Moderated by Ginny Drinker, SVP of Partnerships at Employ, the discussion featured 

• Dorothy Enriquez, Founder and Principal Consultant, The Ellevate Collective  

• Ben Eubanks, Chief Research Officer, Lighthouse Research & Advisory 

• Mike Rockwell, VP of Account Management, Verified First 

AI is Here to Enhance Human Connection 

AI can feel overwhelming—but our panelists agreed: it’s not here to replace people. It’s about giving TA and HR teams the tools to work more efficiently and focus on what matters most.  

Dorothy shared how organizations are beginning to embrace AI for tasks like content generation and performance feedback—using tech to create space for more strategic, people-focused work. “AI is a tool,” she said. “It’s not the end-all-be-all, but it’s something we can couple with our capabilities and confidence to execute with brilliance.” 

Ben pointed to lesser-known use cases like workforce scheduling, safety monitoring, and even “robot coaches” that guide employees through personalized development plans. These tools help HR teams support employees more proactively—anticipating needs, improving safety, and enabling growth without adding headcount at the same pace. 

Mike emphasized that AI is already shaping the candidate experience, from resume creation to interview prep. With job seekers moving fast, TA teams must be ready to meet them where they are—and rethink how they evaluate skills and potential. 

Key takeaway: Thoughtfully implemented tech can improve both efficiency and empathy—allowing HR teams to better serve employees at scale. 

What are robot coaches? Watch the clip!

Onboarding for an Evolving Workforce 

Onboarding sets the tone for the employee experience. But with teams now split between in-person, remote, and hybrid work, creating consistency is a growing challenge. 

As Dorothy pointed out, many companies confuse orientation with onboarding—focusing on logistics rather than culture and connection. True onboarding is a longer-term process focused on helping people feel supported, aligned, and confident in their role. 

Mike shared that he invites current employees to get involved in the hiring and onboarding process. “I don’t hire anyone until they talk to the people they’ll be working with,” he said. “It gives them a feel for what they’re walking into—what we do, how we work, and who we are.” That early connection helps build trust and clarity from day one. 

The panel encouraged HR leaders to build onboarding experiences that reflect how people actually work today. That means offering both synchronous and asynchronous learning, creating opportunities for team connection, and setting expectations around flexibility and inclusion. 

Key Takeaway: Strong onboarding blends technology with culture, helping new hires feel like part of the team—no matter where they work. 

Want Dorothy’s onboarding tips? Watch the clip!

Career Development: Employee-Led, Tech-Supported 

In a competitive hiring market, developing internal talent is more important than ever. Reskilling, upskilling, and internal mobility aren’t just nice-to-haves—they’re key to long-term success. 

Ben shared that investing in internal development is not only more cost-effective but also strengthens retention and engagement. He pointed to Chipotle as an example, “They put their money where their mouth is—literally. Managers who develop internal talent were offered bonuses when those people succeeded. It cut their turnover in half.”  

Mike added that leaning into employees’ skills can help them thrive. His team uses tools like StrengthsFinder to guide career conversations and match employees with roles where they’re most likely to succeed. This strengths-based approach not only boosts individual performance but also helps leaders find untapped potential across the organization. 

Dorothy highlighted the difference between mentorship and sponsorship—explaining that while mentors offer guidance, sponsors actively advocate for employees’ growth. Leaders who sponsor others play a crucial role in shaping inclusive, opportunity-driven cultures. That advocacy can open doors that might otherwise remain closed, especially for underrepresented groups seeking visibility and advancement. 

Key takeaway: Investing in career development shows your team there’s a future for them at your organization—and gives them the tools to get there. 

How does StrengthsFinder work? Watch the clip!

Flexibility is More Than Remote Work 

While flexible work arrangements are now the norm, the panelists emphasized that real flexibility goes beyond location. It’s about giving employees autonomy in how they work, learn, and grow. 

Ben gave examples of companies offering flexible hours, asynchronous work, and opportunities for employees to pitch new ideas. He emphasized the importance of creating space for innovation, sharing, “If someone has a good idea, let them raise their hand—you never know where it could lead.” He added, “We had an engineer share an idea, and leadership listened. That idea became a multimillion-dollar line of business. All because we created a culture that allowed people to speak up.” 

Mike pointed out a growing trend: employees are drawing hard lines about what they want. Some won’t consider office-only jobs, while others need in-person interaction to thrive. Trying to force one model for everyone simply won’t work. When employees feel trusted to manage their own time and environment, they’re more likely to stay engaged and committed. 

Key takeaway: The best employee experiences are the ones that feel personal. Flexibility, autonomy, and trust aren’t perks—they’re expectations. 

Want to hear Ben’s story? Watch the clip!

The Future of Work is People First 

TA and HR leaders are balancing more than ever—emerging technologies, shifting workforce expectations, and the pressure to do more with less. 

But success doesn’t come from choosing between efficiency and empathy. It comes from combining both—using the right tools to streamline processes while staying deeply focused on what people need to thrive. 

For even more insights from our all-star panel, check out our full session here. 

The post What’s Next in TA & HR: Insights from Our Expert Panel first appeared on Jobvite.

Here are video clips showcasing the top three takeaways from the insightful discussion:  

1. Alleviate the pressure put on HR and TA teams today by using a multi-pronged approach, measuring effectiveness, and adjusting your focus as needed.

How can we alleviate the pressure put on HR and TA teams?   

Jason Pistulka, AVP of Talent Acquisition, HCA Healthcare discusses their approach. 

Employ Recruiter Nation Report insight: The challenges and stressors for talent acquisition teams identified in the report mirror each other and illustrate the challenge talent acquisition professionals face in finding quality candidates, which is the reason 48% of TA professionals we surveyed have increased stress today.   

2. Use AI to process candidates more quickly and allow TA teams more time to interact with the best candidates.

How does AI help efforts to build human connections? 

Terry Terhark, Founder and CEO, NXTThing RPO

Employ Recruiter Nation Report insight: AI has been talked about for years, but we are really seeing more adoption of AI recently. Of those surveyed, 63% already use some form of AI and 39% saw decreased stress due to investment in AI-powered recruiting technologies.  

3. Start leveraging analytics tools to get the data you need to answer your questions. 

What opportunities do you see for data to play a larger role in talent acquisition reporting and budgeting? 

George LaRocque, Founder and Chief Analyst, WorkTech

Employ Recruiter Nation Report insight: Recruiting technology can help give hours back in TA teams’ weeks by making pulling reports easier and serving up insights quickly. With 71% of survey respondents pulling reports bi-weekly or weekly and 87% of people surveyed who use analytics still using spreadsheets, there is an opportunity for increased adoption of data built directly into talent acquisition technology. 

View the webinar to hear the full discussion, including thoughts on the impact of speed and flexibility in recruiting, anticipated work model changes, and recommendations to consider when implementing a people-first recruitment strategy in 2025.

The post 3 Key Takeaways from our Shaping the Future of Work Webinar first appeared on Jobvite.

With all the headwinds recruiting teams have seen in recent years, how do they perceive the coming year and what investments will they make going into 2024? The good news is that HR decision makers and recruiters are both realistic and optimistic for the future of recruiting.

Recruiting outlook

Based on data from the 2023 Employ Recruiter Nation Report, more than half of talent professionals (57%) believe within the next 12 months, hiring new employees will be at least somewhat challenging, mostly because there are not enough quality candidates (58%), because of competition from other employers (46%), fewer recruiters or recruiting resources (43%), and more employees leaving the organization (41%).

The challenge of not enough quality candidates is anticipated more within SMBs (63%) than at large enterprises (48%); however, more than 4 in 10 recruiters from enterprise companies believe they will have more open roles to fill (42%) versus 23% at SMBs.

Recruiting volatility

When it comes to fluctuations in the coming year, recruiters have mixed opinions. While one in three recruiters do not believe the next 12 months will be volatile in recruiting, half of all talent acquisition professionals do think hiring will be turbulent into 2024.

The future of recruiting

At the same time, HR decision makers are extremely optimistic about the future of recruiting. An incredible 86% of talent practitioners shared that they are positive about what the future of talent acquisition holds, while only 8% are not. So, while volatility is expected, optimism remains.

Where talent teams plan to invest in 2024

Investment outlook

One important consideration for talent acquisition teams is the ongoing investment made to their function. The good news: investment in recruiting will likely increase or remain stable in the coming year.

Over the next 6 to 12 months, an overwhelming majority of talent acquisition professionals expect to either increase (61%) or keep their recruiting spend the same (29%). Spending increases are more likely expected in medium-sized companies (70%) versus 58% at enterprises and 47% in small businesses.

Talent teams that plan to increase their recruiting spend will most often do so by increasing their budgets for new recruitment technology purchases (50%), expanding existing recruitment technology stack (47%), new recruiting team role hires (47%) and job advertising (47%), investing in additional team training (46%) and investing in recruitment process outsourcing (RPO) (43%).

Technology investments

From a technology perspective, more than half (59%) of the budget increase will come from AI-powered recruiting tools, followed by diversity, equity, and inclusion (DEI) initiatives (50%), candidate relationship management (CRM) (48%), applicant tracking systems (ATS) (47%), career site (39%), sourcing technologies (36%), job boards (34%), and offers and onboarding (30%).

No matter where each organization falls, continued investment should be a priority to help recruiters feel more supported in their roles. Business and talent acquisition leaders must support recruiters in reducing manual tasks through recruiting AI and automation technology, so recruiters can do what they do best — focus on the human aspects of recruiting.

Diversity, equity, and inclusion (DEI) initiatives

Candidates today are emboldened more than ever to seek out roles and companies that match their own values. They want a supportive and inclusive workplace culture that affords equal opportunities to each team member and makes people feel included in the success of the business. In a competitive hiring environment, companies must clearly communicate their commitment to DEI and demonstrate program effectiveness to attract top talent.

And when it comes to investment for 2024 hiring initiatives, three quarters (75%) of HR decision makers reported that their organization will place more emphasis on diversity hiring.

Recruiters who have been successful in attracting talent indicate they focus on the diversity, equity, and inclusion (DEI) efforts of their organization. This enables recruiters to connect with candidates who recognize the value of these initiatives in the workplace.

Specific areas for improving diversity hiring

Looking to 2024, talent teams report that the top three areas their company has specific goals to improve in diversity recruiting are race/ethnicity (47%), gender (44%), age (36%), and LGBTQ+ (26%). But there still is a long way to go. With nearly one-third of talent teams indicating they have no specific goals, it will take continued focus and consistent efforts to improve DEI for the long-term.

Businesses that have a wide diversity of representation in employee ability, gender identity, ethnicity, neurodiversity, familial status, and personal beliefs are more likely to succeed in their industries compared to others that don’t.

It’s become a key metric for success that it’s now an evaluation category for the Fortune 500 list, reminding companies just how important it is  to consistently improve their organizational  DEI — and proving that the best lead by example.

Recruitment process outsourcing

Recruitment process outsourcing (RPO) provides a different approach to recruiting. RPO is when an organization outsources or transfers some or all of its recruitment process to an external partner.

An RPO provider acts as an extension of an organization’s talent acquisition team and offers scalable resources to fill open roles quickly and efficiently. The RPO team works directly with the internal HR team, hiring managers, and the business to define recruitment success and executes against agreed upon objectives to achieve successful outcomes, including time to fill and quality of hire.

According to Employ data, 55% of HR decision makers are considering outsourcing recruitment in 2024. And while RPO is not for everyone, a growing number of companies are looking to RPO to ensure they stay competitive in an unsteady job market.

One of the main benefits of working with an RPO provider is that it frees up internal resources so that the business can focus on other strategic talent acquisition priorities. RPO teams also ensure internal talent teams have real-time information and data on requisition health, and other key performance metrics, including time to hire, quality of hire, recruiting efficiency, source yield, and daily activity to keep the business in the know and able to report on recruiting effectiveness.

Move forward with confidence

Talent teams have tackled unimaginable challenges caused by global events, labor market changes, and economic conditions. Looking forward, the opportunity for talent acquisition is limitless. And it’s why talent acquisition professionals remain optimistic for the future.

As your team forges ahead, leverage the latest in industry research and insights to do so with confidence. Download the 2023 Employ Recruiter Nation Report: Moving Forward in Uncertainty.

The post The Future of Recruiting: Priorities and Investments for 2024 first appeared on Jobvite.

There are certainly many “evergreen” HR trends (an oxymoron, but bear with us) your human resources team and C-suite are already well aware of and have taken action on. These likely include:

• Implementing a more human-centric approach to building a strong company culture
• Prioritizing employees’ mental health and their work-life balance in a disruptive period
• Boosting employee retention by training and promoting top performers company-wide
• Offering flexible working hours, particularly for those working remotely/in hybrid roles
• Ensuring the employee experience is a positive one by improving the work environment

And these 2023 HR trends will certainly remain a top focal point for HR leaders in 2024.

That said, there are certainly a growing number of other, more recent (and urgent) workforce-related events, patterns, and shifts that will impact your human resources function’s efforts to empower your workforce to thrive in the workplace (virtual and/or in-person) in the year ahead.

7 HR trends to know about in 2024

Here are some of the top HR trends today — more specifically, ones from the latest edition of Employ’s Recruiter Nation Report, which features in-depth recruiting and hiring data as well as expert “people” insights for CHROs and their teams — you should know heading into 2024.

1) Talent acquisition will continue to adapt to ongoing uncertainty

What better way to kick off our HR trends list than to share one from a fellow Employster?

Employ SVP People & Talent Corey Berkey detailed how all companies — from SMBs to enterprises — will continue to evolve their talent acquisition processes and priorities in 2024.

That’s mainly due to lingering concerns about a recession and further tightening budgets.

Two specific ways in which Corey envision’s TA teams altering their approaches in the year ahead?

“As businesses have adjusted hiring plans in reaction to economic conditions, talent acquisition teams have felt the impact,” said Corey. “Navigating a full requisition load with less tools or … resources forces teams to change their approach.” (Translation: Find ways to work smarter.)

Corey added how employers of all sizes and across industries are now “seeking ways to flex their recruiting practices and zero-in on high quality candidates, working to drive higher initial candidate quality.” These are efforts that “will shape talent acquisition … into 2024.”

2) The “do-more-with-less” hiring approach will (mostly) stick

No business division — whether it’s human resources, marketing, sales, or support — wants to have to do their jobs with limited budget and resources. And yet, in today’s business climate, that’s what ongoing economic uncertainty requires most (if not all) teams to do.

“Whether companies are growing or slowing, talent acquisition teams are being asked to do more with less based on the current economic uncertainty” WorkTech Founder and Principal Analyst George LaRocque shared for our 2023 Employ Recruiter Nation Report.

“Yet, while the economy may have been cooling … the available talent and required skills remain more complicated to find than ever,” George added. “Today’s recruiting challenges are the same as those previously associated with competition during times of strong economic growth.”

3) Orgs of all sizes will renew their focus on diversity recruiting

H3 HR Advisors Cofounder Steve Boese and CEO and Principal Analyst Trish Steed insisted employers will spend their time, resources, and energy on diversity, equity, and inclusion (DEI) initiatives in 2024 and the years ahead. Specifically, with a concerted focus on diversity hiring.

“Making increased commitments to diversity hiring is an important first step,” the duo noted.

Updating impact descriptions and career sites with messaging that relays your efforts around DEI certainly go a long way in proving your dedicated to making progress, Steve and Trish added.

However, proactive efforts to make ongoing strides with DEI — including with diversity hiring (e.g., implementing a skills-based TA approach to hire a broader array of underrepresented talent) is what will show your company truly cares about creating a more diverse, fair, and welcoming workplace.

4) Differentiation from other employers becomes a focal point

The Great Resignation led to a scarcity of talent actively looking for new work during the global pandemic. But, the market has since shifted. (And drastically, to say the least.)

Now, there’s a surplus of professionals aiming to join new companies. And yet, many job seekers remain selective regarding which employers they consider speaking with and joining.

Guidewire Software VP and Global Head of Talent Attraction Ian Creamer noted how, despite a sizable number of active candidates exploring new career opportunities, HR/TA teams must still ensure their open roles (and employer brand at large) stand out from other orgs looking to hire.

“The expectation of hiring managers and leaders is that the tide of layoffs should equal much easier access to talent, and that’s not always the case,” Ian added. “We hire in the technology space, and truly top talent remains as hard to hire as ever.”

Ian added that “candidates are still showing up with multiple offers already in hand,” making it difficult to convince top-tier talent his company engages for open roles to accept their offers.

5) The use of artificial intelligence in TA continues to grow

Notice that the “AI-is-a-trend-crowd” has grown increasingly silent since early 2023? That’s because artificial intelligence is, in fact, here to stay. And it’s an “HR trend” all talent teams should investigate further, as there are undoubtedly several AI use cases for leveraging the advanced tech.

Restaurant Clicks CEO Brian Nagele remarked how arguably the top initial use case for TA teams is to leverage AI’s bias-reduction capabilities. (Ideally, by onboarding a leading recruitment platform that already has AI recruiting functionality baked in to help make bias-free hiring decisions.)

“Many human resource departments are becoming aware of the (sometimes) unintentional biases which occur during the hiring process,” said Brian.

Brian added how leading AI tech used by HR professionals today “focuses on recognizing candidate qualifications to filter through top talent.” This, in turn, can help reduce potential hiring biases and ensure HR functions solely consider talent based on their skills, expertise, and other qualifications.

6) Companies will prioritize candidate experience improvements

Despite not having as many recruiting resources as they’d like for 2024, NXTThing RPO Founder Terry Terhark said CHROs will ensure their teams will stay focused on the work at hand.

But, that doesn’t solely mean refining and streamlining TA processes. It also entails making sure each job seeker their recruiters engage for openings have a strong candidate experience.

“Companies still need to pay attention to the candidate experience, their employment brand, and the speed of their recruitment process” to outcompete other orgs for top talent, per Terry.

Of all the latest HR trends featured here, improving the CX is really a perpetual task for TA teams. However, as Terry can attest, job seekers are becoming increasingly “picky” with employers.

Provide a consistently enjoyable hiring experience, and you’ll “win” more top talent.

7) Analytics will continue to play a pivotal role for hiring teams

Given data is now an indispensable asset for all HR/TA teams, HRU Technical Resources Talent Acquisition & HR Analyst Tim Sackett said it shouldn’t be a shock that using analytics to drive recruiting and hiring decision-making will remain a strategic imperative for employers.

“Organizations with world-class recruiting functions are measuring the funnel,” per Tim.

Lighthouse Research & Advisory Chief Research Officer Ben Eubanks also believes actionable talent analytics is something employers of all types and across sectors must utilize daily.

“Recruiting has seen some massive swings in recent years,” Ben declared.

“The one thing that we consistently see … is that employers prefer hiring practices that deliver predictability. Anything we can do to streamline talent acquisition activities, take a more proactive approach, and make data-informed decisions is going to deliver a higher degree of predictability.”

Download the new Employ Recruiter Nation Report today to discover more data and insights that can help you plan, execute, and optimize your talent acquisition strategy in 2024.

The post 2024 HR Trends: Expert Insights for All Employers first appeared on Jobvite.