The 2025 talent landscape is a complex one. External influences and technological advancements are making their presence felt across all sectors and industries, impacting talent acquisition strategies as organisations redefine the skill sets they need to remain competitive.
In October 2024, 51% of employers reporting difficulties filling vacancies, according to Jobs and Skills Australia. Most commonly, identifying ‘suitable candidates’ was the issue, which, in the context of rapid technological advancement and the increasing need to combine specific technical skills with self management skills, is understandable. Finding the right people to suit a changing environment is both critical and challenging.
High Stakes Skill Acquisition
The biggest challenge that many CEOs, both in Australia and globally, are grappling with this year is digital transformation* (*KPMGs 2025 Keeping Us Up at Night Report). One of the biggest obstacles to transformation, outlined by a recent survey by the World Economic Forum, is the skills gap.
The acquisition of new and emerging skills is on the minds of our customers on both sides of the interview table. Hiring managers need to identify the right people to drive strategic change; candidates need to acquire and showcase the right skills and demonstrate the resilience and adaptability needed to add value in today’s workplace.
According to the WEF, today’s top 3 fastest growing skills are:
However, technical skills should not be looked at in silo in an environment where skills are changing at pace. The desire for lifelong learning, continual growth and ability to pivot and flex with the needs of a rapidly changing market, are essential for an organisation’s future.
Technical skills alone no longer cut it
Whilst the fastest growing skills are heavy on the technical side, they don’t stand up on their own. Soft skills and tech skills are now equally weighted, as the symbiosis between them is where innovation sits. It’s no longer enough to have the software knowledge if you don’t have the creative thinking to spark novel deployment. It’s fine to have the skills the business need today, but you also need the curiosity and motivation to learn the skills of tomorrow.
The 2025 top ten core skills, as cited by the WEF, emphasise the rising demand for cognitive, relationship, and self-management skills:
Search & Selection processes, interview techniques, and a creative approach to talent pools, are critical to unearthing unique combinations of technical and soft skills. A good search partner will underline these elements with a deep understanding of your organisation, your medium-term strategy, and your shorter-term goals and projects, to help you hire talent that will position you competitively moving forwards.
And this is not just about acquisition. Your recruitment partner should also be looking at your plans to upskill, reskill and develop the right existing team members, so that your new hires compliment your existing cohort and fill the skill gaps that are likely emerging.
Candidates need reassurance that new roles and career pathways are being future-proofed, and their current needs are being met.
Cost of living is either driving movement, as people chase increases in remuneration to meet their needs, or it is creating hesitation for fear of rising redundancies. Either way, candidates need reassurance that they are making the right move, as well as seeing the right initiatives in place that will attract them to your organisation.
Whether we like it or not, the flexible work debate continues, with hybrid models still opening up wider pools of talent as people priorities work/life balance. As the demographic make-up of the working age population continues to shift, the expectations of workers is also shifting, with the growing GenZ cohort seeking organisational alignment with their values and favouring businesses with purpose, not just profit, front and centre. A clear Employee Value Proposition is critical, including clear communication on career pathways, L&D opportunities and wellness in order for candidates to envisage a future with a new organisation.
Having the right people in your corner is essential
Reo Group’s evidence based recruitment methodology and its focus on detail and a deep understanding of customer needs, coupled with highly experienced, specialised teams who understand their changing markets, means we are well placed to partner with you and help you navigate finding the right people to take you into the future.
We work as one interconnected team, sharing deep networks and knowledge across the business to deliver quality shortlists of candidates you need to meet. We put candidates at the heart of our business, supporting them every step of the way in understanding the opportunities available and how they will shape their future. Overall, we operate with the vision of leading change for people, through people at the heart of every customer interaction.
Reo Group specialise in Executive Search, Finance & Accounting, Technology, Business Support, Financial Services & Insurance, Supply Chain & Operations, Marketing, and Human Resources. Reach out to us today to start a conversation about your current and future needs and how we can help.