9 spooky hiring trends employers should know

Navigating the current job market can feel like a haunted adventure. Though the landscape is evolving, there's still plenty of opportunity ahead, especially for informed employers. Let’s go over some of the most thrilling changes together.
 

1. Job seekers are fearful of assignments during the application process¹

While employers need a certain amount of proof to assess a candidate's readiness for a role, some job seekers have been taken advantage of and are likely to be wary of it happening again.

If you sense hesitancy on behalf of candidates whom you want to assign small assessment projects to, explain how the work will be used. After all, you should be using them for assessment only if they are unpaid. Reiterating that to your candidate may quell their worries.
 

2. Skills are becoming outdated, and new skills must be earned

"[Broadening digital access] trends are expected to have a divergent effect on jobs, driving both the fastest-growing and fastest-declining roles, and fueling demand for technology-related skills."²
 

Growth

Volume-wise, roles like Farmworkers, Delivery Drivers, Construction Workers, Salespersons and Food Processing Workers are growing the fastest. Other roles like Nursing Professionals, Social Work and Counselling Professionals, Personal Care Aides and Tertiary and Secondary Education Teachers are also rising.²
 

Skills

"On average, workers can expect that two-fifths (39%) of their existing skill sets will be transformed or become outdated over the 2025-2030 period."²

Upskilling and reskilling will be necessary for nearly everyone soon. While it's difficult to quantify, "Analytical thinking remains the most sought-after core skill among employers, with seven out of 10 companies considering it as essential in 2025."² Other in-demand soft skills are resilience, flexibility, agility, leadership and social influence.²
 

3. Time to hire and ambiguity are frustrating job seekers

Hiring mismatches due to foggy job descriptions and long processes are hurting talent acquisition.
 

Learning paths are not obvious

"73% of job seekers told Indeed they value learning and development opportunities when deciding whether to apply for a role, but 41% say they don’t learn about those opportunities until the interview stage."

That means learning opportunities aren't being written into job descriptions or being prominently displayed on company websites. The good news? Adding them in is an easy fix!
 

A bad experience 

The Society for Human Resource Management (SHRM) has noted that job seekers are experiencing poor communication, no feedback, an extensive hiring process and the salary offers they're receiving are not meeting their standards.¹

There's major stress involved in not hearing back, and it takes significant time to go through a hiring process, which not all candidates have a wealth of. Further, it's disheartening to find that the salary isn't on track with what they need after going through all that. As an employer, you can solve for this by being as transparent as possible.
 

4. Inflation and employee salary expectations do not mix

Regarding compensation, HR is in a tough spot, attempting to meet employee needs while keeping the ship afloat.

"SHRM pulse data found that in December 2024, close to half (46%) of U.S. workers expressed at least moderate concern about the impact of inflation on the value of their compensation. One-fourth of U.S. workers (25%) did not receive a cost-of-living adjustment in 2024, yet nearly all U.S. workers (98%) said they need a cost-of-living adjustment in 2025."³

So here you have employers trying to keep budgets lean and employees needing raises or certain salary levels. It's precarious.

To get more specific, the top three compensation and benefits challenges³ in the current market are:

• 38%: Salaries or pay not being competitive for the market
• 33%: An inability to offer flexible work arrangements
• 24%: Candidates rejecting the compensation packages

The solution is to share salary ranges up front when possible and offer flexible work situations if you can.
 

5. Labor is dwindling

While certain areas aren't hiring, others are navigating a supply problem! "Employers must figure out how to do more with less: The US will have to find a way to overcome the short and long-term impacts of a dwindling labor supply as the population ages and immigration returns to pre-pandemic trends."⁴

Employers will need to think strategically about how they recruit, train and utilize their workforce.
 

6. Wind and solar jobs are on the rise!

No matter how you feel about green or clean energy, jobs in that arena are increasing. "Going toward 2034, the fastest overall job title growth will be Wind Turbine Service Technicians (50%) and Solar Photovoltaic Installers (42%), followed by Nurse Practitioners, Data Scientists and Information Security Analysts at lesser, but significant percentages of growth, per the BLS."⁵

If you need talent in those areas, you'll have to make competitive offers.
 

7. Employer reputations are vital to new talent recruiting

Gen Z is considering employer reputations above much else, but they also care deeply about remote/hybrid schedules and medical benefits.⁶ These are their priorities and are some of the only ways to earn their attention.

As this generation becomes a more dominant percentage of the talent pool, employers may need to bend to their wishes.
 

8. White-collar jobs are going down, and blue-collar ones are going up

A specific recession is predicted for white collar jobs.⁷ The demand is very low in that area, while it is growing in the blue segment.

For years, white-collar roles were championed above the trades and now the trades are in demand! Is there a large blue-collar talent pool? Not necessarily. It may mean a fight for those workers.
 

9. Employers can't hire the right hires

SHRM has reported that "in 2025, nearly 7 in 10 organizations (69%) are still reporting difficulties recruiting for full-time regular positions."³

Top 3 Supply and Demand Challenges³

• 51%: A low number of applicants
• 50%: Competition from other employers
• 41%: An increase in candidate “ghosting”
   

Top 3 Skills Challenges³

• 39%: Candidates don’t have the needed work experience
• 33%: Candidates don’t have the right technical skills
• 19%: Candidates don’t have the needed credentials or certifications

As you can deduce, employers simply can't find the people or skills they seek.

–

Are you feeling a bit freaked out by all this new information? It's okay, Beacon Hill is the partner you need to feel calm again. We follow all the hiring trends and help you solve for them.
 

Sources and inspiration

1. Hiring Challenges in 2025: The Growing Disconnect Between Employers and Job Seekers
2. The Future of Jobs Report 2025
3. 2025 Talent Trends: Recruiting
4. Indeed’s 2025 US Jobs & Hiring Trends Report: What To Expect When You’re Expecting a Soft Landing
5. BLS Occupational Employment Projections 2024–34
6. Gen Z hiring trends for 2025
7. A ‘pivotal’ moment for HR departments: Balancing budget constraints and hiring challenges
    

Partner With Us