Reflecting on 2024: Lessons learned and the people trends shaping 2025
We had a chat with our Associate Director for HR Richard Walton about his thoughts on the past year and upcoming people trends. “2024 hasn’t been easy for talent acquisition. Between two elections in the UK, companies tightening budgets by focusing on internal hiring, and economic uncertainties, this year has tested all of us. Yet, as challenging as it’s been, the landscape is shifting—and there’s plenty to be optimistic about as we head into 2025.”
Here’s what’s been on my radar:
1. Soft Skills Are Now Business-Critical
According to a recent LinkedIn survey, 9 out of 10 global executives agree that soft skills—or as I like to call them, “human skills”—are more important than ever. Communication, for example, has earned the No. 1 spot on LinkedIn’s list of the most in-demand skills for 2024.
Why? Because technical expertise only gets you so far. It’s the ability to collaborate, adapt, and lead that builds resilient teams—and it’s these “durable skills” that businesses are prioritising as they look to retain and grow their talent.
We’ve also seen a huge increase in demand for strategic HR roles, like Talent Acquisition Managers, Heads of Recruitment, and L&D leaders, over the past 4–6 weeks. Companies are no longer just hiring to fill gaps; they’re actively looking for leaders who can create long-term strategies to develop and retain talent.
2. Europe’s HR Tech Market Is Thriving
On a global scale, the HR technology market is booming—and Europe is stealing the spotlight. According to recent insights, Europe is expected to see remarkable growth in this space, fuelled by innovation and investment.
Take Pack, for example—a rising HR tech company that raised a massive $529.3 million in October 2023. Their focus? Expanding across European markets, including Spain, Greece, and Portugal. These kinds of investments are a clear sign that Europe is positioning itself as a leader in the HR tech revolution.
It’s not just Europe, though. HR tech is a global movement, with companies like India’s Workruit announcing their expansion into the U.S. market at the same time. The takeaway? HR is becoming more innovative, and businesses across the globe are using tech to reimagine their approach to talent acquisition.
3. The Push for Strategic HR Partnerships
Over the past year, many companies leaned heavily on internal hiring to save costs, particularly for generalist roles. But as businesses have gotten busier, they’re once again looking externally—especially for those harder-to-fill, strategic positions.
This is where I believe agencies like ours can make a real difference. Internal teams excel at handling general recruitment, but when it comes to specialised roles that require deep expertise, we’re seeing more companies partner with agencies to tap into networks and find the right fit.
Looking ahead to 2025, there’s a stronger focus on long-term planning. Businesses aren’t just asking, “Who do we need today?” They’re asking:
- How do we retain and grow our existing talent?
- What skills do we need in 3–5 years?
- How can we align our talent strategy with our business goals?
4. Why Learning & Development Is Essential
Another major trend this year has been the rise of Learning & Development (L&D). As companies focus on upskilling and reskilling their teams, we’re seeing senior L&D roles (like Directors and Heads of Learning) become some of the most in-demand positions.
This isn’t just happening in traditional industries. After a rocky year for big tech, smaller fintech companies are thriving and driving innovation in workforce development. HR tech solutions are playing a key role here—helping businesses identify skills gaps, provide personalised learning opportunities, and retain their top talent.
5. The Future of Talent Acquisition Is Strategic
The biggest lesson from 2024? Hiring is no longer just about filling vacancies. It’s about building sustainable teams. Whether it’s investing in L&D, adopting HR technology, or partnering with agencies for strategic roles, companies are recognising the need to think beyond the short term.
For me, the focus going into 2025 is clear:
- Supporting organisations in balancing internal talent pipelines with external expertise.
- Partnering with clients to understand their long-term goals.
- Helping businesses prioritise durable skills like communication and adaptability.
Richard Walton | Associate Director
richard.walton@consumerexec.com | 07980 077 731
Source: https://www.linkedin.com/business/talent/blog/talent-strategy/linkedin-most-in-demand-hard-and-soft-skills