C&C Search Hiring Trends & Salary Survey: Our Predictions for 2025

The recruitment industry continues to change and evolve due to various factors such as economic dynamics, social shifts and technology evolving.

1. Hiring for Capability and Potential

The shift in recruitment strategy continues to emphasise hiring for performance and potential rather than solely relying on traditional metrics like grades or prior work experience. Businesses are increasingly valuing candidates’ ability to add tangible value and adapt to dynamic environments.

This is particularly crucial for early career hiring, with Gen Z steadily entering the workforce. Recruitment strategies must reflect their preferences, which include agility, purpose-driven roles and opportunities for growth.

2. The Skills Shortage Continues

Skills shortages remain a critical challenge for UK employers.

94% of employers reported experiencing skills shortages in 2024, up from 92% the previous year. Employers must invest in upskilling and internal mobility to bridge gaps.
The main hiring challenge for 42% of employers in 2025 is expected to be the lack of skilled candidates, particularly in technology, healthcare and green energy sectors.

3. Diversity, Equity and Inclusion (DEI)

DEI remains a top priority for both businesses and candidates. Research shows that younger generations are 70% more likely to scrutinise a company’s DEI commitments when evaluating job opportunities. Companies that fail to embed DEI into their culture risk losing access to top talent.

Bias elimination technology and structured hiring processes will be integral for advancing DEI in 2025.

4. Automation in Recruitment

Automation and AI tools will further revolutionise recruitment processes in 2025. These technologies will help reduce administrative tasks, speed up processes and improve candidate matching.

LinkedIn reports that job postings seeking AI expertise increased 24 times between January 2023 and December 2024.
However, 69% of hiring managers express concerns about AI potentially creating challenges in identifying high-quality candidates, leading to inefficiencies in screening and interviewing.

5. Growing Focus on Corporate Responsibility (CSR)

Companies will intensify their efforts in CSR and sustainability, not just as a business imperative but as a key driver for recruitment and brand loyalty.

Investments in community engagement, ethical practices and sustainability initiatives will become a key differentiator for businesses seeking to attract talent and clients alike.

6. The Skills Gap in Leadership

A critical area of concern in 2025 will be bridging the skills gap for line managers. Many organisations report that managers still lack effective interviewing, assessment and negotiation skills.

7. Balancing the Employer-Employee Power Dynamic

After years of a candidate-driven market, 2025 is likely to see a more balanced dynamic,with employers regaining some control due to global economic uncertainty.

However, to attract and retain top talent, employers must strengthen their value propositions, focusing on: