“In business, the only viable strategy is to recruit good people, develop them, and retain as many of the stars as possible.” — Apple Founder Steve Jobs
The nature of work is altering. After the Great Resignation across industries post-pandemic and the Great Tech Reset of 2024, talent and organizations are both warily navigating the choppy waters of employment, with suspicion rife on both sides.
According to Global Talent Trends 2024, workers are highly disillusioned with the entire concept of work. Two in five workers believe that work is fundamentally “broken”, and one in four wishes “they didn’t have to work at all.” However, the benefits of financial security and peace of mind are something workers still highly value in a world of unexpected upheavals.
Executives on the other hand are grappling with challenges of their own. Inflation, the rise of AI, managing a remote workforce, and trying to close the Capability Chasm are some of the top issues they are seeking to solve. Yet 89% of managers say that an engaged workforce is key to improving company value.
Bearing all these factors in mind let’s take a look at some of the top trends likely to emerge in talent management that will impact the workforce in 2025.
5 Top Trends Talent Management Will Witness In 2025
Trend #1: AI, AI Everywhere, How Will Organizations Fare?
54% of executives believe that they will have to embrace AI at scale by 2030 just to survive. So what does that mean for workers? C-suite executives seem divided on this point.
Some suggest that the new dynamic of work must include cohesion between AI tools and human resources. They suggest making jobs redundant, not people, which ultimately points to the undertaking of massive learning and development programs to reskill existing talent. Others believe workflows and business models need to change to accommodate the Gen AI technological breakthrough.
AI is also going to impact talent management services. It will help talent acquisition teams in their decision-making processes, aid in streamlining their hiring processes, and help HR drive organizational performance through data-backed suggestions.
Trend #2: The EVP And EX Balancing Act
Talent management teams acknowledge that they have to provide a lucrative EVP to attract and retain top talent. It happens to be on the agenda for 50% of HR leaders across the globe.
Meanwhile, employees across the world are seeking just the bare minimum in terms of employee value proposition. They prefer companies that offer minimum health and well-being benefits for all workers, though only one-third of organizations actually provide this. They would also prefer investment options in retirement plans and a living wage for all.
Other issues like the accountability of senior management/leadership for sustainability outcomes and reducing environmental impact because of business operations are some of the other points employees look at. This trend clearly puts the onus on employers to create a suitable EVP that encourages employees to respond with a positive EX.
Trend #3: Physical and Mental Health Well-being Initiatives
Yep, health this is going to be a big trend in 2025. Employers need only open their LinkedIn profiles and scroll for a minute to discover that mental and physical health is a huge priority for employees. The clamor around work-life balance is at an all-time high.
With the rising prevalence of mental health challenges and non-communicable diseases (NCDs) resulting in extended absences, presenteeism, increased healthcare expenses, and risks to business continuity, preventive action has become a top priority for Talent Management teams.
Apparently, workers spend around 6 hours of their work time worrying about their personal finances which contributes to burnout. They are worried about their financial health, a lack of affordable housing, diminishing savings, and living a comfortable life post-retirement given that life expectancy is going to rise post-pandemic.
Talent management solutions need to address the mental health and physical health issues faced by employees. Vaccination and screening drives as well as incorporating AI to help employees make better health decisions are some initiatives that are likely to be taken.
Trend #4: Building A Skill-Powered Organization
Organizations are moving away from the “churn and burn” cycle of layoffs and hiring sprees. Instead, they’re focusing on reskilling and redeploying their employees, with skills taking center stage over traditional job roles.
By using talent intelligence, leading companies are matching people to work based on their skills, helping solve today’s shortages and keeping their workforce ready for the future.
Companies that prioritize skills development, embrace flexible talent strategies, and adopt agile practices are already seeing the benefits. By focusing on growing talent from within, businesses can tackle the skills crunch and prepare for what’s next.
Trend #5: Remote, Hybrid, Onsite—Which Do You Prefer?
Flexible working continues to prove its value, especially when it comes to boosting productivity. While many companies have already rolled out their post-pandemic work policies, 41% are planning further changes this year. Interestingly, the conversation has shifted from simply “where” people work to other forms of flexibility.
For some organizations, particularly in tech, moving back to onsite work is about learning corporate behaviors and addressing cyber risks. However, the majority are doubling down on flexible working because it delivers results. In fact, 64% of workers say they’re more productive when working remotely, and companies are noticing increased employee engagement and a stronger workplace culture.
While 62% of workers in 2021 demanded remote options to stay in a job, that number has dropped to 41%. People now seem to value “together time,” with 46% preferring to work onsite most or all of the time, and 27% leaning towards a balanced hybrid setup.
Flexibility isn’t just about location—it’s about rethinking when, how, and even why we work. For industries like manufacturing, retail, or healthcare, where location flexibility isn’t always possible, companies can still explore options like schedule changes or role adjustments. Ultimately, flexible work is about balance—between productivity, social connection, and personal needs.
Wrapping Up
The workforce is evolving thanks primarily to Gen AI and secondarily to other global factors like inflation, cyber risks, climate change, and political unrest across the world. Talent management services will need to work out how humans and AI can coexist in the workplace and how that will impact organizations in the upcoming years.
This is an exciting time for those creating and enforcing talent management solutions as organizations seek to reskill existing talent and identify the roles that are vital while re-evaluating the ones AI can take over.
However, one thing’s for sure, it’s time for employers and employees to seriously think about what “work” means to them given that so many deeper questions are going to arise with the growth of AI.
It’s their answers that are going to guide the workforce into the next decade.
