The hiring landscape is shifting fast. While the job market is flooded with candidates, organizations are struggling to find the right talent. AI is transforming recruiting, but human decision-making is more important than ever. And with economic uncertainty lingering, organizations need leaders who can secure funding and drive long-term success.
The truth is, after more than 15 years of working in talent, I can tell you that the talent market is always changing. Sometimes it’s an employer’s market and sometimes it’s a job seeker’s. It’s important to understand where the talent market is at, however, no one operates in a vacuum.
That’s why, here at WorkTogether, we’re keeping a close eye on the talent trends shaping this year. Here are five key shifts we’re seeing:
1. The Need for Stronger Boards with Fundraising Capabilities
Nonprofits and school boards are looking for board members who bring more than just strategic guidance. With tightening budgets and increased competition for resources, fundraising experience (or at minimum a willingness to roll up your sleeves and tap your network) is becoming a must-have skillset for board roles. Organizations need board members who can secure grants, build donor relationships, and drive financial stability.
Quick Tip: If your board has never fundraised before, start with education and expectation-setting. A board agreement outlining fundraising commitments can help clarify roles. Provide training, pair hesitant members with experienced fundraisers, and celebrate small wins to build momentum.
2. An Overabundance of Job Seekers, but a Challenge in Finding the Right Ones
With layoffs across tech, education, and other industries, there are more job seekers than ever. But that doesn’t mean hiring is easy. The challenge now is sifting through high volumes of applications to find candidates with the right mix of skills, experience, and cultural fit. Organizations that refine their screening processes, whether through better assessment tools or more targeted job descriptions, will have the edge.
Quick Tip: Develop a Candidate Scorecard. Use this scorecard as a tool to evaluate candidates across the must-have and nice-to-have attributes of candidates using a scoring and weight system. This will help you quickly move through the candidate pool in a consistent manner without bias.
3. AI is Changing Recruiting, but Not Replacing It
AI-powered tools are making the hiring process faster and more efficient. From resume screening to automated interview scheduling, technology is streamlining workflows. But AI isn’t perfect, it can overlook strong candidates who don’t use the right keywords or fail to capture the nuances of soft skills. The best recruiters are using AI as a tool, not a replacement, combining technology with human insight to make smarter hiring decisions.
Quick Tip: Use AI to handle high-volume tasks like resume screening, but always review final candidates manually. Look for ways to complement AI with human judgment, ensuring strong candidates aren’t overlooked due to keyword mismatches.
4. Organizations Must Market Their Jobs Just Like They Market Their Missions
Job seekers have more options, and they’re being selective. That means organizations need to sell themselves better. A well-written job posting isn’t enough anymore. Employers need to showcase their culture, values, and growth opportunities. The organizations that invest in employer branding, from social media presence to employee testimonials, will attract the best talent.
Quick Tip: Treat job postings like marketing campaigns. Highlight your culture, mission, and impact through employee testimonials, videos, and social media. Job seekers want to see the real experience of working at your organization.
5. A Shift Toward Skills-Based Hiring
Traditional degree requirements are losing ground to skills-based hiring. More organizations are prioritizing what candidates can do over where they went to school. Certifications, work experience, and hands-on skills are carrying more weight, especially in industries like tech, healthcare, and education. This shift is opening doors for diverse talent pools and making hiring more inclusive.
Quick Tip: Reevaluate job descriptions to focus on skills rather than credentials. Directly assess skills through work samples, case studies, or other hands-on projects as part of the hiring process rather than relying on proxies, such as a college degree. Bottom line: You shouldn’t make a nice-to-have attribute a must-have. Otherwise, you’ll significantly reduce your candidate pool and miss out on great talent.
Final Thoughts
Recruiting in 2025 is about balance. This includes using AI but not relying on it, attracting talent while filtering effectively, and ensuring leadership teams have the right skills for long-term success. Organizations that adapt to these trends will build stronger teams, and candidates who understand them will position themselves as top contenders in the market.
Want to talk strategy? At WorkTogether, we help organizations navigate these shifts and find the right talent, whether for full-time or board member opportunities. Let’s connect.
