Intercontinental Executive Search

Currently, 87% of companies use AI in recruitment, citing time-saving and faster hiring processes as key benefits.

However, applicants globally are reporting frustration at how difficult it is to be noticed in a growing automatic hiring market.

Moving forward, companies need to find a well-thought out balance that ensures human-hands are going over applications. This way they can double check work done by AI – the technology is not fool-proof yet!

Such a wonderful article, . It's one thing to be prepared for the coming year, but with the rate of change we face, we need to be willing to make predictions far into the future or risk losing touch with employees.

Predictions are out – 2025 is officially upon us. So, what trends have already started to leave their mark on the new year?

We suggest checking out this quick video from Michele McGovern, but here's a quick overview:

1️⃣AI – while we can't get overwhelmed by technology, we need to take advantage of it where we can.
2️⃣Less volatility - People are tired of the stress, they want a smooth experience when they come into work! But it's up to HR departments to foster this environment.

CEO turnover in 2024 was unprecedented, with 1,991 CEOs announcing their departures by November, surpassing the previous record of 1,914 in 2023.

Very few of these companies had reliable succession plans in place, leading to increased scrutiny from their boards, less employee engagement, and a lapse in company values.

Having a successor doesn't have to mean you have a firm end-date in mind; think of it as having the time to train who comes after, this way they're ready for the task of leadership.

Do you know how to accommodate your neurodivergent employees?

Fostering inclusivity is a wonderful way to bring new perspectives into your workforce. This means new talent, new opportunities, and new benefits.

But first, you have to make your team a comfortable place for everyone. This starts by setting clear expectations and offering the same privileges to everyone.

Fostering inclusivity is an excellent way to bring new perspectives into your workforce. This means new talent, new opportunities, and new benefits.

What defines the future of ? More hybrid opportunities, more AI, and more skills-based hiring, to start. Check out this article from to find out more. #2025

We no longer live in a world where the trade off needs to be “our time, more money.”

Instead, we all have choices. When companies align with these desires, this is when they'll see people come together and work to achieve goals with peak performance.

The key is understanding how to approach such a variety of desires and put them together into a culture that is designed for everyone.

Research from the Pew research center shows that 47% of U.S. women between 25-to-34-years-old have a bachelor’s degree—up 22 points from 1995. But only 37 percent of men in the same age range hold the same degree, up just 12 points from 1995.

This could have several different impacts on hiring trends as a whole.

While many businesses are moving away from degree based hiring, certain industries might be missing out on qualified talent if they don't consider this talent pool. On the other hand, this is an ample opportunity to include more women in upper management and specialized positions, bringing more diversity into our economic market.

Check out the rest of the research here: https://www.inc.com/kit-eaton/how-the-college-education-gap-between-men-and-women-may-affect-hiring-trends/91021072

Treating someone with dignity costs nothing.

In fact, as companies navigate multiple new challenges, having a heart to heart with your employees is necessary. Tensions can run high and it's important to show that, as a leader, you are capable of being transparent and patient when need be.

What if leadership was more than just a means to power?

When you agree to taking a higher position, no matter what it may be, your job function becomes more than simply meeting a quota or a specific goal. Instead, the mindset should become: how can I entirely reshape the business model to improve the overall patient/customer/guest outcome?

Take healthcare for example: by embracing enterprise leadership and focusing on long-term patient impact, practitioners have the opportunity to do more than simply achieve basic functional outcomes.