Recruiting Headaches to Avoid in 2025

In a competitive talent landscape, many recruiters and hiring managers find it hard to find an edge. From keeping up with new regulatory requirements to figuring out where you fit in with the latest HR trends, recruiting can be tricky. Fortunately, it doesn’t have to be headache-inducing.

Discover what’s on the recruiting horizon in 2025 and learn how you can be ready for whatever comes your way.

Artificial Intelligence Compliance Issues

Artificial intelligence has already been put to good use in the world of human resources. AI tools can automate many repetitive recruiting tasks, including resume screening, candidate matching, pre-employment assessments, and recruiting analytics.

As the technology evolves, many expect it will soon be able to answer candidate questions, conduct interviews, and even assist with hiring decisions by predicting candidate success and retention rates.

Still, with this new technology comes new regulations. Many states have passed hiring-related AI laws in the last few years. For example, Maryland’s HB1202 introduced restrictions on facial recognition software during interviews. New York City’s Local Law 144 requires employers to regularly assess bias in AI-driven employment decision tools.

As laws continue to evolve around this emerging technology, you’ll need to stay up to date on regulatory developments. You may also need to connect with a compliance expert to understand how they apply specifically to your workplace. This will help you reduce your compliance risk while building a reputation for fair and efficient recruiting and hiring practices.

Increasing Time-to-Hire Rates

It’s taking much longer these days to find and hire talent. Because of labor shortages and fierce competition, average time-to-hire rates have increased to a high of 44 days.

If you take the traditional route to hiring, you could be waiting two months or longer to fill critical positions. Unfortunately, this can cost you dearly in terms of productivity and overall employee morale.

The best way to get ahead is to start building your talent pipeline today. This can give you an edge over all of your competitors who are trying to recruit the same candidates.

To reduce time-to-hire for your company, focus on:

Developing leaders in your organization
Keeping external candidates engaged
Networking with passive candidates who may be interested in working for your company under the right conditions

With these strategies, you can keep your candidate pool filled with a steady stream of professionals who have the passion and skills to thrive in your company.

Navigating Skills-Based Hiring

One-third of companies say they no longer list educational requirements in job descriptions. Among other advantages, this move can benefit organizations by widening the talent pool to include the 62% of Americans who don’t have college degrees.

Still, in moving toward skills-based hiring, you must consider how you will validate a candidate’s abilities. Many companies implement skills assessments as part of the recruiting and hiring process. Others take inventory of the skills needed for the role and retool job descriptions and salary schedules accordingly.

If you choose to participate in this trend, you must approach it strategically. Analyze the strengths and weaknesses of your current workforce and decide what skill set you are looking for from external candidates. Then, adopt a standardized method for assessing what candidates are capable of and determining who is most likely to be successful in a particular role.

Partner With the Experts to Overcome Your Hiring Challenges

Research shows that 83% of HR leaders are expected to do more now than ever. Avoiding recruiting headaches in 2025 requires taking a proactive stance to hiring.

This might look like developing strategic responses to regulatory changes, building and maintaining your talent pipeline, and determining where your company and HR department fit in with trends. That’s a big undertaking, but fortunately, help is available.

AssetHR offers a robust suite of recruiting, compliance, and human capital management services to help you source, hire, and retain top talent. When you choose our consulting services, we’ll work together to develop a strategic plan for filling talent gaps.