What our customers are saying: Talent acquisition in 2025

The end of every year is a time for reflection, review, and of course, resolutions. It’s a chance to look back on what went right, what went wrong, and how to prepare for the 365 days ahead.

Talent leaders, many of whom are feeling cautious optimism after a rather tumultuous year, are certainly doing the same. While nearly 80% felt insecure about their jobs in 2024, 7 out of 10 are actually positive about the future of talent acquisition.

These findings, pulled from our latest trends report in collaboration with Recruiter.com, align with what we’re hearing from customers. We recently held our first customer roundtable with an intimate group of innovative, trailblazing leaders and covered a wide range of topics, from data and automation to change management and transformation.

As part of our continued efforts to provide day-zero value to our customers, it’s critical for us to listen to their needs, meet them where they are, and surface valuable insights that can drive further transformation. Here are the key takeaways from our first session, including customer predictions — and tips for success — for talent acquisition in 2025 and beyond.

Talent acquisition will evolve from a reactive support function to a strategic partner

“True transformation is not swapping tools, but moving from being order-takers to advisors.”

One thing was clear from our discussion: talent acquisition needs to level up. It’s not just about filling roles — it’s about becoming a true business partner that helps shape outcomes for the business. This shift requires closer collaboration with company priorities and a better grasp of workforce trends.

• Collaborate with workforce planning teams: Work closely with internal planning functions to anticipate talent needs and align recruiting strategies with long-term business goals.
• Use data for strategic decisions: Leverage internal and external data to guide critical decisions, such as identifying ideal locations for new development centers or pinpointing emerging talent markets.‍
• Adopt a consultative approach: Collaborate with leadership to help them understand the strategic value of talent acquisition.

Prioritize change management to overcome resistance

“The biggest barrier is that tools aren’t perfect yet, and change management is key for adoption.”

We all know change can be tough, and our customers agreed on three main barriers to adoption: disruption, gaps in functionality, and fear of losing control. But they also agreed that thoughtful change management can make all the difference. By taking small steps, providing training, and keeping everyone in the loop, teams can ease into new processes without a hitch.

• Phased rollouts: Introduce new tools incrementally, starting with pilot groups to identify and address issues early.
• Structured training programs: Provide ongoing education to help recruiters and hiring managers adapt to new processes and see the value of the changes.‍
• Transparent communication: Clearly articulate how new tools and technologies solve specific pain points, ensuring all stakeholders understand the benefits.

Build loyalty by improving the candidate and hiring manager experience

“Nurturing a group of human beings who are deeply engaged with our brand allows us to fast-forward the hiring process when the time comes.”

Making life easier for candidates and hiring managers isn’t just nice — it’s strategic. Our customers said it best: when people feel engaged and supported, they’re more likely to stick around and recommend your company. That’s why personalization, streamlined tools, and proactive engagement with top talent can set you apart.

• Personalize candidate journeys: Tailor communication and touchpoints to create meaningful interactions that build brand loyalty.
• Simplify processes for hiring managers: Provide intuitive tools and clear workflows that empower hiring managers to make faster, data-informed decisions.‍
• Proactively nurture talent pools: Maintain engagement with potential candidates, even when roles aren’t open, ensuring you have ready-to-hire talent when needed. Use metrics to prioritize high-potential candidates within these pipelines.

Drive smarter, more strategic hiring decisions with the right data

“There’s a future where we can use metrics from successful hires to inform our pipeline strategy, creating a full-circle feedback loop.”

Data is the secret to smarter hiring. Imagine this: you use metrics from past hiring wins to guide future strategies, creating a feedback loop that keeps getting better. That’s exactly what our customers are doing — linking recruiting efforts to business goals and continuously improving based on real-world results.

• Align recruiting and performance metrics: Use data from performance management systems to refine sourcing strategies and ensure hires align with long-term business needs.
• Track quality-of-hire metrics: Measure the impact of recruiting efforts on retention, productivity, and other business outcomes to demonstrate the value of talent acquisition.‍
• Create continuous feedback loops: Regularly analyze the success of hires and use these insights to optimize sourcing and recruitment strategies.

How can you prepare for transformation in 2025?

The message from our customers was loud and clear: be bold. Step up as a strategic partner, embrace change, put people first, and let data guide you. This isn’t just about new tools — it’s about rethinking talent acquisition’s role entirely. 

As the field evolves, Findem remains committed to partnering with our customers to shape the future of hiring.