2024 was another watershed year for the world of work and talent…and 2025 promises to be another transformational period in business history. Ardent Partners and the Future of Work Exchange are excited to unveil a series of predictions over the next few weeks from industry thought leaders.
“In 2025, mid-market companies will increasingly rely on their external workforce to achieve their objectives. This will be the catalyst for staffing’s rebound, with these organizations embracing technology to automate and streamline their processes. For these mid-market companies, speed-to-value is paramount, driving them toward comprehensive technology solutions that offer modern, user-friendly interfaces, and simplified implementation.”
– David Barthel, SVP, Global Sales, Beeline
“We’re going to see a demand increase in skilled labor in the early part of 2025. Industries like manufacturing, LI, and similar verticals are going to peak shortly (some have already have due to seasonal attributes). For IT, engineering, and professional skills, we may not see demand increase until the dust settles on a new presidential administration…possibly in Q3 2025.
In addition, I expect (and we’re already starting to experience) a surge in enterprise RPO activity. Businesses expect an economic rebound and are beginning to put those recruitment pieces in place to prepare for increased hiring next year.”
– Tammy Browning, SVP and President, KellyOCG
“In 2025, businesses will increasingly prioritize workforce agility and compliance as hybrid work models and gig-based talent strategies become the norm. We will continue to see advanced AI-driven analytics playing a pivotal role in helping organizations adapt quickly to evolving workforce dynamics while ensuring cost-efficiency and risk mitigation”
– Kristen McArdle, Senior Vice President, HireGenics
“In 2025, direct sourcing will solidify its position as a critical strategy for workforce management, driven by advancements in technology and shifting workforce dynamics. AI and predictive analytics will enhance the precision of talent matching, while hyper-personalized engagement will improve candidate retention and conversion. As organizations integrate direct sourcing into their workforce planning, branded talent communities will evolve to support contingent and permanent hiring strategies. The global nature of work will also expand these communities across geographies, enabling access to diverse and highly-skilled talent pools while addressing ongoing labor shortages.
Additionally, direct sourcing will play a pivotal role in achieving diversity, equity, and inclusion (DE&I) goals, fostering diverse talent pipelines, and mitigating hiring biases. As the model scales globally, compliance features within sourcing platforms will ensure adherence to complex labor laws and data privacy regulations. Cost optimization pressures will further accelerate adoption as companies look to reduce dependency on traditional staffing models. By leveraging direct sourcing to enhance employer branding, enterprises will create stronger connections with candidates, reinforcing their talent strategies and positioning the model as a critical element of their workforce strategy.”
– Katie Bussey, Direct Sourcing Thought Leader
