Recruitment phrases and concepts you need to know in 2025

As we approach 2025, the recruitment landscape is evolving rapidly, bringing with it a host of terms and concepts that are reshaping how we attract and retain talent. To keep you ahead of the curve, we've compiled a list of some recruitment concepts that are set to solidify their place in 2025.

AI-powered recruitment

The idea of AI in recruitment is nothing new. But making sure you know what to use and how to use it is going to be the key to super-charging your recruitment in 2025. In a 2024 survey by Korn Ferry, 67% of respondents said they saw increased AI usage as a top talent acquisition trend for 2025. Whether you're just starting out on your AI journey, or if it's already a well-trodden path, make sure you're always researching the best methods and technology for you, and check you're using it to its maximum capabilities.

Skills-based hiring

Skills-based hiring involves shifting the focus from traditional qualifications, such as degrees or specific past job titles, to assessing candidates based on their actual abilities and competencies. Skills-based hiring has seen a rapid rise in recent years; since 2022, organisations using this methodology have increased from 56% to 81% in 2024. There's only one way this is going and that's up. Despite what appears to be growing interest, there are rumblings that not all organisations are getting it right. The Burning Institute's 2024 report highlighted that "the increased opportunity promised by Skills-Based Hiring was borne out in not even 1 in 700 hires last year."

Organisations should clearly define the skills needed for roles and align these with the overarching organisation's objectives. Use tools like structured interviews, practical assessments, and skill-based tests to measure candidates' capabilities objectively. Also, ensure hiring managers and HR teams are up to date on how to effectively assess skills to create a more inclusive and talent-focused approach to recruitment.

Personality hire

A personality hire focuses on selecting candidates primarily for their interpersonal skills, values and cultural fit rather than solely on their technical abilities or experience (similar to how our client, NHS Property Services, recruits - see how they do it here). Why hire for personality? It's an approach that's all about boosting team spirit and harmony by welcoming like-minded people who vibe with the company's values and culture. While you can always teach technical skills, having the right personality can be like a secret ingredient for creating a happy and positive workplace.

Quiet hiring

Quiet hiring is a strategy where organisations fill roles by reallocating existing employees to new roles or responsibilities without making external hires. This approach recognises existing employees' growing skills. It can also be a cost-effective way to address immediate talent needs and provide employees with opportunities for growth and development within the company.

"If implemented well, quiet hiring can lead to increased employee engagement and job satisfaction as “employees often appreciate being recognised for their potential and given opportunities for career growth” (Ambitions Personnel).

Where to start? Start by evaluating current employees' skill sets and potential for development and offer upskilling or reskilling opportunities where needed. Consider using temporary or project-based assignments to fully maximise internal talent. Communication is also key - make sure employees understand the value of quiet hiring and how it supports both the organisation's goals and personal career growth.

Authentic EVP (Employee Value Proposition)

EVP has been commonplace in organisations for years. Many organisations put a lot of effort into their EVP, selling the dream of a brilliant workplace, fantastic benefits and wholesome values. But often this dream isn't a reality when new hires have started - and candidates are getting wise to it. They won't always take an enticing EVP from an employer as gospel. More and more, they are looking to other sources - from word of mouth, social media, online reviews, Glassdoor and news stories to support their feelings and views about an organisation. The answer here is - don't sell a dream that isn't true, candidates want honesty and to know what they're walking into. For more insights on this topic, watch our webinar with Maureen Brown from MI-Say on decoding employee motivations - why they join and why they leave. Maureen and her MI-Say team are the go-to experts on how to listen to your employees.

Candidate nurturing

Candidate nurturing has long been a strategy in marketing and sometimes talked about in recruitment - it’s set to become a differentiator in 2025. Candidate nurturing involves maintaining relationships with potential hires, even if they aren’t an immediate fit for a role. As Matt Garner from our client, Voyage Care, said during a webinar, "get to know your candidates as people. We implemented a business-wide plan to make sure there are enough touchpoints."

By keeping in touch, sharing updates and offering resources, organisations can build a “warm pipeline” of engaged candidates ready for future opportunities. Taking a proactive approach like this ensures that when the right role does come up, recruiters have a pool of candidates who are already familiar with the brand and primed to apply.

Data-driven decision-making

Using data to make educated decisions in recruitment is as important as ever and will continue to be so in 2025. Often called Talent Intelligence, using data in recruitment is what every TA leader and recruiter should be doing already, in 2025 and beyond.

Use data and analytics to inform recruitment strategies, analyse trends, skills availability and market demands. It helps organisations make informed decisions about where to source talent and how to attract the right candidates. It also helps organisations anticipate future hiring needs and stay competitive in the talent market. Interested in learning how to use recruitment data more effectively? Read here about our Talent Intelligence services and audits.

Upskilling ecosystem

For many organisations, retaining talent is a key priority to stay on top of rapidly changing skill demands. That's why an upskilling ecosystem is becoming more and more talked about. It refers to a structured, multi-layered system of continuous learning within an organisation, including mentorship, cross-departmental collaboration, formal training and access to online courses. The goal is to give employees a holistic development experience rather than just offering one-off training sessions. Recruiters are even now selling candidates based on the available upskilling ecosystem, showing it as a valuable benefit in a time when learning and growth are paramount.