2025年人才趨勢(shì)報(bào)告：進(jìn)步勝于完美（英文版）-光輝國(guó)際

TALENT

TRENDS2025:

PROGRESSOVERPERFECTION

REPORT

Afterlastyear’sAIboomandtheshifttoskills-basedhiring,manyglobalenterpriseswerecaughtinendlessplanning.Now’sthetime

tostopoverthinkingandstartactingwithpurpose.

Wegetit—makingthewrongmovecanbescary.Butifyou’restuckinanalysisparalysis,focusonprogress,notperfection.

Afterall,thebusinessworldisconstantlychanging,withnewtoolsandtrendsemergingovernight.Leadersare

putinanawkwardposition—doyoukeepupwithreactivetacticsorriskfallingbehindcompetitors?Thiscanleadtooverthinking,whichcandelayactionandcostyoulater.

Lookingahead,employersneedtocombinesmart

planningwithcalculatedrisksandtakeimperfectbut

intentionalaction—maketheleaponyournextproduct

orofferingandembraceanysetbacksasvaluablelessons.

So,howwillglobalcompaniesdrivebusinessimpactthroughtalentacquisitionin2025?Tofindout,we

interviewedover40KornFerryexpertsandsurveyedmorethan400talentprofessionalsworldwide.

Thetakeawayfor2025?Beintentionalandbrave.

Predictingthefutureisn’tanexactscience,butexpert

insightscombinedwithcomprehensivedataprovide

aclearviewofrecruitmenttrendsforthenext12months.OurannualTalentAcquisitionTrendsreportisyour

chancetoseewhat’scomingandhowtostayahead.

Herearethefivehiringtrendsyouneedtoknowfor2025.

SurveyMethodology:Wesurveyednearly400talentprofessionals,fromentry-leveltoCEO,acrossNorthAmerica,LatinAmerica,EMEA,andAPAC,representing

over13industries.Theirinsights,alongwiththeknowledgeof40KornFerryexperts,provideaglobalsnapshotofwhattoexpectfortalentacquisitiontrendsin2025.

2|REPORT|2025TATrends

Trend#1

AI’sGrowingPains:

RealityKicksInp4

Trend#2

Razor-SharpFocus

onCriticalSkillsp8

Contents

Trend#3

L&D’sWake-UpCallp12

Trend#4

EVPIsFinallyaVIPp16

Trend#5

BeyondtheOffice:

Hybrid360p20

3|REPORT|2025TATrends

AI’s

GrowingPains:Reality

KicksIn

AI’spotentialisgreat,butitstillhassome

#1

maturingtodo.

4|REPORT|2025TATrends

ThehypearoundAI’spotentialtoincreaseefficiencyandcutcosts

drovecompaniestoadoptthetechnologyforrecruitment—andmostexpectedtoseeinstantresults.Yet,asmoreemployersintegrated

AIintorecruiting,itsoonbecameclearthatitwasn’tthe“quickfix”C-suiteshadhopedfor.

Withtherighttoolsandexpertise,AIcansuperchargeproductivityandelevatethehiringprocess.ManycompaniesarealreadyusinggenerativeAItohandlerecruitingtaskslikejobpostings,interviewscheduling,andcandidatesourcing.

Butasleadershavefound,today’sAIisn’tcapableofmanaging

high-levelTAstrategyneeds,suchasidentifyingtalentgapsand

spottingpotentialwhenaresumedoesn’ttellthewholestory.

Thiscouldchangeinthefuture,asAImightsupporthiringdecisionsbyanalyzingemotionalintelligenceandnon-verbalcuesliketone

andfacialexpressions.

Talentleadersarelearningthat

AIcan’thandlehiringchallenges

alone—itneedshumanoversightforrealimpact.In2025,expectamoreselectiveandbalancedapproach

toAIintalentacquisition.

5|REPORT|2025TATrends

We’reseeingincreasedscrutinyofAI’s

returnoninvestment,withleadersrecognizingthattraditionalmetricsfailtocaptureitsfull

impact.Asrealitysetsin,companiesfacetoughquestions,including:

nWhichAIrecruitingtoolscanwetrustforaccuracy?

nHowdowegaugetheirsuccess?

nHowcanweaddressalgorithmicbias?

nHowmuchshouldweinvestintechthatisimperfectorunproven?

Despitethesechallenges,AIwillplayamajorroleinacquiringandmanagingtalent—frominterviewcoachingtopreboardingchatbots.Morethantwo-thirds(67%)ofoursurvey

respondentsbelievethatincreasedAIusagewillbe2025’stoptalenttrend,followedbydataanalyticsat53%.

Evenifitfeelsdaunting,companiesshould

explorediscussionsaboutAIintalentacquisition.Theycanofferinsightintorecruitmenttoolsandfeaturesfor

broadertechimprovements.

6|REPORT|2025TATrends

AI’sROI

TheHumanTouch

EmployerswhothoughtAIwouldbea

gamechangerarenowconcernedaboutitsinaccuraciesandtheimpactofautomation.

Infact,40%oftalentspecialistswesurveyedworrythattoomuchAIinrecruitmentcouldmaketheprocessimpersonal,causingthemtomissoutontopcandidates.Anotherquarterareconcernedaboutalgorithmicbias—wherebiasedtrainingdataleadstounfairoutcomes.

Ifmismanaged,AIandothertechcould

underminethehiringprocess,butwhenusedstrategicallyandappropriately,

theycanadd

realvaluetotheexperience

—forcandidates,recruiters,andhiringmanagers.

Thetopthreewaysemployersplanto

innovatetalentacquisitionnextyearare:

nUsingAItobettersearchforandvetcandidates(27%)

nIncreasingpeopleanalyticsinhiring(26%)

nUsingautomationtoolstomanagecandidaterelationships(21%)

BeyondAutomation

In2025,moreemployerswilluseAItoimprovetheentirecandidatejourney—notjusttoautomatehiring.

Besidesdraftingjobdescriptionsand

screeningresumes,AIcansendpersonalizedmessagestocandidates,offertailored

interviewfeedback,andmatchskillsandpreferencesmoreprecisely.Morethanathird(39%)ofourrespondentsplanto

usetechforsmootherhiringinteractions.

Itstartswiththoughtful,holistic

planning—fittingAIintocurrentworkflows,

handlinghowrecruitmenttoolsare

distributed,managingpotentialrisks,andfocusingonchangemanagementandincrementalprogress.

RatherthanjumpinginwithoutanAIhiring

strategy,employersshouldaligntechnologywiththeirbroaderbusinessandtalentgoals.Moreimportantly,theyshouldprovidetrainingandresourcesforeffectiveAIusagetomake

talentacquisitionsmarterandmoreefficientovertime.

WaystoWin:

AskYourself…

Howareweusingcurrent

AItools,includingin-app

features,andhowdowestayupdatedonAIdevelopmentsthatcouldhelpourbusiness?

Howareweproviding

AItraining,tutorials,and

webinarsforeffectiveAIuse?

HowareweleadingchangewithasolidAIstrategy,

backedbytherightsupportandresources?

Howdowetrackprogresswithfeedbackfrom

candidates,recruiters,andhiringmanagerstouncoverAI’srealimpact?

7|REPORT|2025TATrends

Razor-Sharp

FocusonCritical

Skills

#2

Prioritizecriticalrolestoacquiretheright

skillsforsuccess.

8|REPORT|2025TATrends

Whichskillswillbemostcriticalfor

yourorganizationin2025?

Leaderswanttohireforskills,butmanydon’tknowwheretostart.There’snoneedfora

completeoverhaul.Instead,focusonthecriticalskillsthatwilldrivebusinessimpact.

skills

C

skills

skills

\

58%

Problem-solving skills

9|REPORT|2025TATrends

Manycompaniesplantoprioritizeskilled

talentforcriticalrolesinareaslikeAI,supplychain,andmanufacturing—fieldspromisingbothimmediatebenefitsandfuturegrowth.Nearly24%ofoursurveyrespondentssee

findingtherightskillsasatoptwochallengefor2025.

Lastyear,skills-basedhiringseemedlike

thego-tostrategy,butnow,it’scleartherearesomechallengesfortalentacquisition.Though39%believeitwillbeakeytrendin2025,only20%ofemployershavealreadyadoptedthisapproach,andjust17%plan

toswitchnextyear.About43%arestillonthefence.

Mostseethebenefitsofskills-based

hiring,andsomearetestingthewaters

byprioritizingtheirmostcriticalroles.Thetrickypart?Manyaren’tsurehowtodefine“criticalskills,”whichisoftenthefirststepawayfromtraditionalhiringmethods.

TheFirstStep

Inmostcases,criticalskillsarewhathelp

abusinessinnovateandgrow.Companies

can’tthriveinavacuum.Theyneedamixofcapabilitiestosucceed.Whenhiringforskills,startwiththerolesthatcandrivethegreatesttransformationandidentifywhichskillstheserolesneed.Onceemployersspotthegaps,

theycaneitherupskillcurrentemployeesorbringinnewhireswiththerightskills.

BetterSynergy

Toeasethetransition,educateandtrain

recruitersandhiringmanagersonskills-

basedhiring,andpromoteastrongskills-

basedemployeevalueproposition(EVP)

towinsupport.Updatetalentsystemsand

onboardingprogramstobetterconnecthiringwithperformancemanagementandupskilling.

In2025,morecompanieswillintegratetalentacquisitionwithtalentmanagementforbetterresults.Whentheseteamscollaborate,hiringforcriticalskillscanboostdevelopment,fill

gaps,andencouragecareergrowth.Oursurveyfoundthat31%ofrespondents

expecttalentacquisitiontoalignmorecloselywithbusinessandtransformationgoalsinthenextfiveyears,whileover

30%seeitbecomingmorestrategicanddata-driven.

Thegoalistocreateacohesiveprocesswhererecruiting,onboarding,and

developmentallworktogether,focusingontheskillsneededforbusinesssuccess.

morecompanies

willintegratetalentacquisitionwith

talentmanagementforbetterresults.

10|REPORT|2025TATrends

WaystoWin:

AskYourself…

Howdowealignour

searchforcriticalskillswithbusinessgoalsandemployeedevelopmentneeds?

Howdowegiveourteam—

fromrecruiterstoexecutives—therighttrainingtounderstandandpromoteskills-basedhiring?

Howcanweassesscandidatesbasedontheiractualskills,

andwhichtoolsandinterview

techniquesdoweuseandneed?

Howdowediversifyour

recruitmentstrategytofind

asteadypipelineofskilled

candidates—eitherbybuilding,buying,orborrowing—ready

tojumpintocriticalroles?

11|REPORT|2025TATrends

L&D’sWake-

UpCall

#3

L&Disnolongera

boxtotick—it’scrucialforretention.

12|REPORT|2025TATrends

Fortoolong,LearningandDevelopment(L&D)hasbeentreatedlikeacheckboxitem.In2025,tofindandkeepthebesttalent,

itneedstobeacoreelementofyourtalentstrategy.

KornFerry’slatest

WorkforceSurvey

foundthat67%ofemployeeswouldstickwithacompanyifofferedupskillingandadvancementopportunities—eveniftheyhatedtheirjob.Conversely,alackof

careergrowthisthesecondbiggestreasonpeoplesaidtheywouldleavetheirrole.

L&D,inotherwords,drivestalentattractionandretention.Peoplewanttojoincompaniesthatinvestintheirfuture.

TraditionalL&Dapproacheswon’tcutitanymorewhenitcomestoattractingtalent.

In2025,it’sallaboutcreatingacultureofcontinuous

upskillingandreskilling.

13|REPORT|2025TATrends

AWin-WinforEveryone

Somecompaniesarecatchingon—32%

ofoursurveyrespondentsplantofocusonupskillingcurrentemployeestoaddressskillsgaps,and30%willworkoncreatingcareerpathsforlong-termgrowth.

Toattractearlycareertalent,61%willofferinternshipsandapprenticeships,32%willprovideentry-leveltrainingprograms,and24%plantopartnerwithhighschoolsforearlycareerdevelopmentprograms.

ButtraditionalL&Dbenefitslikestandardizedtraining,in-personworkshops,andonline

coursesarenolongerenough.In2025,

moreemployerswillexperimentwithnew

approachesandinvestininnovativemethods,suchasvirtualreality(VR),gamification,

and

AI-enabledcoaching

,tohelpemployeesadapttoevolvingneeds.

PrioritizeLearning

Tomakeitwork,companiesneedtobuildaculturethatputslearningfirst.

Afewwaystostart:fillrolesinternallyto

promotecontinuousdevelopment,setup

reversementorshipswhereseasonedstaff

learnfromnewcomers,andofferpersonalizedtrainingthatmatchesprofessionalgoalswithbusinessgrowth.Addingthesetacticsto

anL&Dstrategy

canincreaseengagement,

retention,andoverallagility.

32%ofoursurveyrespondentsplantofocusonupskilling

currentemployeestoaddressskillsgaps,and30%willworkoncreatingcareerpathsforlong-termgrowth.

InternshipsandApprenticeships

Entry-level

trainingprograms

Partnerwithhighschools

>

Developmentprograms

14|REPORT|2025TATrends

WaystoWin:

AskYourself…

HowdowepromoteourL&Dprogramsandcareergrowthopportunitiesinjobpostings,interviews,andotherpointsofthehiringprocess?

Howdowecollaboratewiththerightpeopletocreate

effectiveskillsassessmentsandusetheirfeedback

torefineourhiringanddevelopmentstrategies?

Whatareourgrowthand

otherbusinessgoals,whatskillsdoweneedtoachievethem,anddoesourL&D

strategysupportthis?

Howdoesouronboarding

processprovidenewhires

withthetoolsandinformationtheyneedtohelpwiththeir

L&Dpath?

15|REPORT|2025TATrends

EVPisFinallya

VIP

Saywhatyoumean.Meanwhatyousay.

16|REPORT|2025TATrends

#4

Onceuponatime,companiescouldattracttoptalentwithenticingEVPsthatpromisedalotbutoftenfellshortafterhiring.Today,candidatesarewisetothisgame.

WalktheTalk

Foryears,employershavetoutedtheirEVPduringrecruitment,

butmanynewhiresweresoondisappointedtofinditwasjusttalk.

Peoplecareaboutwhatemployersdeliver,notjustwhattheyoffer.

CompaniesneedanauthenticEVPthattheylive—everyday—tofindandkeepthebesttalent.

Wordofmouth,socialmedia,onlinereviews,andnewsreportshaveexposedcompaniesthatdon’tdeliverontheirpromises—andtalentisfedupwiththisdisconnect.They’reresearchingemployersand

askingmorequestionsduringthehiringprocess.

That’swhy45%ofHRprofessionalswesurveyedsaidthatintegratingculturalvaluesiskeytotalentattractionin2025.

Yet,ifastrongcultureisnotpartoftheemployeeexperience,

itcanhurtretention.KornFerry’songoinganalysisoftalent

managementinvestmentsfoundcompaniesthatpubliclypromotetheirculturebutdon’tputitintopracticewiththeirworkforce

seehigherturnoverrates.

17|REPORT|2025TATrends

UniquelyHuman

In2025,uniquehumanexperienceswill

standoutinaneraofautomationand

standardization.Employerscangetaheadbyunderstandingdifferentaudiences

andtheirneedswithinnovative,inclusive

strategies.Bycreatingdetailedprofilesforeachtalentgroup—suchasbylocation,

generation,interests,oridentity—theycantailortheEVPtoimproverecruitingefforts.

TocreateanauthenticEVP,employerscanstartbydefiningtheircorevalues,andthenweavingthemintohiringmessagesand

benefits.Showcasingemployeestoriesandcompanycultureduringrecruitmentand

onboardingcanleaveastrongimpression.

Forthistowork,hiringandtalent

managementhavetogohandinhand.UsingtalentdatacanboosttheEVPandcreateaseamlessexperienceforeveryone.

What’s

more,onboardingshouldgobeyondaquick

introandcover

bothemotionalandpracticalneedstoengagenewhires.

18|REPORT|2025TATrends

Show

yourcommitmenttotalent—don’tjusttellthem.

WaystoWin:

AskYourself…

HowisourEVPperceived

andactualizedateachstageofthetalentjourney,from

candidatetoemployee?

Howdoweusedatato

makesurethecandidate

experiencematchesupwiththeemployeeexperience?

HowcanweimproveourEVPwithflexibleworkoptions,personalizedcareergrowth,andexperiencesthatresonate?Whatelsecanwedoto

connectemployeeswithourbrandandvalues?

HowdoesouronboardingshownewhiresourcultureandEVPthroughmeetups,mentorships,andreal-lifeexamples?

19|REPORT|2025TATrends

Beyond

theOffice:Hybrid

360

#5

It’snolongerjustaboutwhereyourpeoplework.

20|REPORT|2025TATrends

There’snoone-size-fits-allapproachtotalentacquisition,

butin2025,offeringfull-circleflexibilityiskey.We’recallingthistrendHybrid360—arguablyoneofthemostimportanttoyourTAstrategy.

Atitscore,Hybrid360isaboutinclusionandflexibility—

lettingpeopleworkinwaysthatsuitthembesttounleash

theirfullpotentia

l.Companiesthatsticktotraditionalways

ofworkingwilllikelystruggletoattractandretainpeople.Themoreflexibilityanorganizationoffers,thebetteritschancesofbuildinganengaged,motivated,andloyalworkforce.

Hybridworkingisn’tjustabout

balancinghomeandoffice.Fromteamsetupstoflexiblecultures,

it’sshapinguptobethenewidealforpeopleandorganizations.

21|REPORT|2025TATrends

Inoneformoranother,remoteworkis

heretostayformostofficeworkers.About76%ofoursurveyrespondentssaidtheiremployershaveadoptedhybridworking,

offeringfullyorpartiallyremoteworkingoptions.

ButHybrid360isn’tjustaboutwherepeoplework—it’salsoabouthowjobs,rewards,andsystemsarestructured.Thinkopenschedulesthatofferautonomyandflexiblebenefitstomeetdifferentemployeeneeds.About34%ofoursurveyrespondentsseethelatteras

atoptrendfor2025.

Goingforward,moreemployerswilladopthybridmodelstobalancebusinessneedswithemployees’desireforflexibility.KornFerry’slatest

WorkforceSurvey

showsthatflexibilityisatoppriorityandabigreasonpeoplestickaround—orleaveiftheydon’thaveenoughofit.

22|REPORT|2025TATrends

TheHybridEra

FlexibilityMatters

In2025,moreemployerswilluseinclusive

designtocreateculturesthatkeepeveryone

connected,evenwhenthey’renotallinthesameroom.

Thismeanstrainingleaderstomanagehybridandvirtualteams,updatingremotehiring

processes,andusingtheright