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What’s “In” and “Out” in 2025?

As we welcome this new year, the hiring landscape continues to evolve in response to shifting economic, political, and cultural dynamics. Staying ahead of the curve means adapting to new trends while leaving outdated practices behind. Navigating these changes requires not just awareness, but a willingness to rethink long-standing approaches to recruitment and employee engagement. Whether you’re a seasoned recruiter or a company venturing into the talent market for the first time, these “ins” and “outs” will help you stay competitive in your industry’s landscape.

Out: “DEI” Hiring

With changes in the political landscape, corporate diversity, equity, and inclusion programs are facing renewed scrutiny. Legislative shifts and the reduction of federal incentives for these initiatives are prompting many companies to reevaluate their priorities. In some cases, concerns about potential political or public backlash are influencing industries and individual companies to scale back efforts that once actively and openly emphasized workforce diversity. It’s expected that this shift will result in fewer resources allocated to DEI-focused hiring practices, so you can expect new methods to phase in. “DEI” expert and thought leader Bo Young Lee writes about how intentionally inclusive work can continue here.

In: Holistic Talent Strategies

While diversity hiring may wane, a broader concept of holistically acquiring talent is gaining traction. This approach emphasizes evaluating candidates as whole individuals, considering their unique backgrounds, life experiences, and perspectives, beyond just their resumes. This kind of hiring fosters a culture of understanding without focusing solely on metrics like quotas or demographics, but also not just the standard metrics of one’s resume. By prioritizing authentic connections and holistic assessments, companies can still cultivate adaptable teams that problem solve and create ideas in diverse ways.

Out: Rigid 9-to-5 Expectations

The post-pandemic workplace has already made “flexibility” a buzzword, but expecting employees to adhere strictly to a 9-to-5 schedule in 2025 may seem archaic. With remote and hybrid work becoming the norm, candidates are increasingly drawn to roles that accommodate different working styles and time zones. Asynchronous work options are particularly appealing, allowing employees to collaborate effectively while managing their unique personal and professional priorities. Employers who embrace this shift can access a broader talent pool, enhance productivity, and foster a more inclusive workplace by eliminating the constraints of traditional scheduling.

In: AI-Assisted Onboarding

Artificial intelligence is no longer just for sourcing candidates; it’s now revolutionizing onboarding processes in transformative ways. Personalized training modules tailored to individual learning styles enable employees to quickly gain the skills they need, while AI-driven mentorship pairings match new hires with experienced colleagues based on shared interests and goals. Instead of a traditional onboarding process that oftentimes leaves hires feeling lost in their transition into a company, AI can help with automatically generating personalized checklists, drafting training materials, and providing summaries of key info relevant to the new employee’s role.

Automated tools can also streamline administrative tasks, such as paperwork and compliance training, freeing up time for HR professionals to focus on building meaningful connections, which can make all the difference for a new employee. By integrating these technologies, companies not only make onboarding more efficient but also create a welcoming and engaging experience that sets the tone for long-term employee success.

Out: Overloaded Job Descriptions

In the past, companies have stuffed job descriptions with lengthy lists of qualifications, even for entry-level roles. This approach often overwhelms candidates, leading many — especially those from nontraditional backgrounds — to self-select out of the process due to perceived gaps in their credentials. Overly complex job postings can also create unnecessary barriers for highly capable individuals who possess transferable skills but may lack certain listed qualifications (another reason why empathy hiring goes beyond the resume). By focusing job descriptions on the core competencies truly required for success, employers can attract a more skillfully diverse and confident pool of applicants. Simplified and streamlined postings encourage applicants to highlight unique strengths rather than feel constrained by rigid criteria.

In: Creative Interview Questions

In 2025, asking about strengths and weaknesses is out. Instead, candidates should expect creative and unconventional questions like, “If you could redesign our office for maximum productivity, what would it look like?” or “If you could instantly master any skill, what would it be and how would you use it?” These types of questions encourage candidates to think critically and offer responses that go beyond rehearsed answers. By focusing on hypothetical scenarios or personal analogies, these questions uncover a candidate’s problem-solving abilities, core values, and personality traits – qualities that are increasingly vital in the modern workplace. Additionally, such innovative approaches to interviewing can make the process more engaging and reflective of a company’s culture, giving candidates a clearer sense of what it would be like to work there.


It’s clear that the future of recruitment will rely less on outdated methods and more on recognizing the full spectrum of skills, experiences, and personal qualities each individual brings to the table. This means moving beyond rigid criteria (like strict quotas or perfect resumes) and embracing a more holistic view of what makes someone a great fit for a role. By adapting to these changes, companies can build stronger, more dynamic teams and create a workplace where diverse talents are valued and able to thrive. Embracing this shift will lay the foundation for your most successful year yet.

By Daniela Valdes
Daniela Valdes