HR lessons from 2024 that can shape your success in 2025

As we approach 2025, the landscape of human resources and talent management continues to evolve at an unprecedented pace. AI, large language learning models (LLMs), and the tension between returning to the office and maintaining flexibility are just a few of the seismic shifts that have influenced the way we work.

To help HR leaders stay ahead of the curve and ensure their organisations remain competitive in attracting, retaining, and developing top talent, we’ve compiled the biggest lessons from 2024 and highlighted how they can be leveraged in 2025.

The rise of AI-powered recruitment

AI has moved from a novelty to a necessity in the recruitment process. It is expected that by 2025, AI will be deeply integrated into every aspect of talent acquisition. Generative AI (GenAI)which is creates human like content, has changed how recruiters work, from writing compelling job descriptions to sourcing candidates and personalising outreach.

GenAI not only streamlines time-consuming tasks but also enhances the quality of hires by reducing bias and improving candidate matching. As AI handles more routine tasks, recruiters will have more time to focus on strategic initiatives and building meaningful relationships with candidates.

To prepare for this shift, HR leaders should:

1. Work with recruitment partners that have invested in AI-powered recruitment tools to streamline processes and improve efficiency.
2. Provide comprehensive training for their teams to effectively leverage these new technologies.
3. Maintain a balance between AI efficiency and the human touch in recruitment to ensure a positive candidate experience.

Skills-based hiring is the new paradigm

Skills-based hiring focuses on a candidate’s actual abilities rather than traditional credentials like degrees or job titles. Globally, the shift towards skills-based hiring is driven by the rapid evolution of job skills (it’s estimated that by 2030, up to 65% of job skills may be different from what they are today), but in South Africa, this is good news for a slightly different reason. It opens opportunities to hire and upskill talent based on many factors over and above degrees.

Employers believe that 44% of workers’ skills will be disrupted by 2030 and six in ten workers will require additional training before 2027 . Solving the skills gap starts with skills-based hiring.

To implement skills-based hiring effectively, HR leaders should:

1. Work with recruitment professionals that understand their business needs and the specific skills required to achieve business outcomes.
2. Work closely with other departments to identify evolving skill needs and adapt job requirements accordingly.
3. Review and revise job descriptions to focus on skills and competencies rather than formal qualifications.

The upskilling imperative

As the skills gap widens, particularly in critical areas like AI and data analytics, upskilling and reskilling initiatives will become a top priority for HR leaders in 2025. This is not just about addressing skills shortages; it’s a powerful strategy for employee retention and engagement. Remember, the rapid pace of change has made many people fearful for their jobs, which means it’s an ideal time to reiterate the value your organisation places on the human touch.

Upskilling is also reshaping the skills landscape by creating a more adaptable and resilient workforce. It allows organisations to build the capabilities they need in-house, rather than constantly seeking new talent in a competitive market.

To capitalise on upskilling, HR leaders should:

1. Hire individuals with a growth mindset who want to continue upskilling and growing with your organisation and leverage temporary staffing to close gaps while you upskill internally.
2. Partner closely with learning and development teams to create comprehensive upskilling programs.
3. Promote a culture of continuous learning and make upskilling opportunities a key part of your employee value proposition.

The evolution of workplace flexibility

Workplace flexibility has become an expectation. The pandemic has permanently altered work arrangements, and organisations that fail to offer flexibility will struggle to attract and retain top talent. However, as we know, many companies have implemented return-to-work policies. We believe it’s therefore the perfect time to discuss flexibility within the confines of working from the office.

For example, employees are placing a premium on self-management, digital collaboration, and adaptability. These can all be achieved within an office environment.

To address this expectation, HR leaders should:

1. Introduce varied start and end times, compressed workweeks, or core hours with flexible margins. This allows employees to manage their work-life balance while maintaining an in-office presence.
2. Design office layouts that support different work styles and tasks, including quiet zones for focused work, collaborative areas for team projects, and comfortable spaces for informal meetings or breaks.
3. Empower employees with more control over their work processes and schedules within the office setting. Focus on outcomes rather than rigid adherence to traditional work hours, encouraging self-management and productivity.

Quality of hire has become a North Star metric

Every department today is required to do more with less, and HR and recruitment is no different. As a result, we’ve seen a shift from quantity-focused recruiting to quality-focused hiring. This is not just about filling positions but ensuring that new hires contribute meaningfully to the organisation’s success.

Quality of hire as a metric is reshaping the skills landscape by encouraging a more holistic view of candidates. It’s not just about technical skills, but also about soft skills, cultural fit, and alignment with the organisation’s values and mission.

To improve quality of hire, HR leaders should:

1. Develop comprehensive metrics that go beyond traditional measures to include factors like job performance, team fit, and retention.
2. Work with recruitment specialists adept at assessing both hard and soft skills.
3. Use data analytics to continuously refine and improve upskilling processes to maximise quality of hire.

How Quest can help

For over five decades, Quest has been ahead of permanent and temporary staffing solutions and trends in South Africa. With our unwavering commitment to excellence, we have honed our expertise as a specialist in rapid, personalised recruitment for the placement of sales, service, and administrative staff.

Our mission is to consistently deliver the right talent to the right job at the right time. If you’re serious about making the most of your recruitment and talent strategies in 2025, make us your preferred staffing and career partner.