2024 roundup and 2025 hiring predictions

‘Tis the season for wrapped-style content, and like companies from Aldi to Outside Magazine, we just can’t resist. But before we dive into the numbers and predictions, let’s celebrate some notable milestones from 2024 that underscore the incredible work of our team:

• HireVue’s innovative new assessment, Find My Fit™, was selected as one of the Top HR Products of the Year by Human Resources Executive®. 
• We received certification under the US Department of Commerce’s Data Privacy Framework (DPF), underscoring how data privacy is a top priority for us, and showcasing our ongoing efforts to meet or exceed global data protection standards.
• We joined the U.S. Artificial Intelligence Safety Institute Consortium, established by the National Institute of Standards and Technology (NIST), as part of its efforts to advance the creation of ethical artificial intelligence.

These milestones reflect not just our accomplishments but our dedication to leading the future of hiring with innovation and integrity. Now, let’s dig into the highlights of what we accomplished alongside our incredible customers:

2025 hiring trend predictions

Does making public predictions always feel this uncertain? Asking for a friend.

We’ve got big things planned for 2025, starting with understanding the landscape ahead. Here’s what I expect the year will bring:

A stable start to the year

The year-end JOLTS report was a bit of a dud, but on the jobs front, 2024 has been notably stable compared to post-pandemic hiring surges that started to feel normal. While 2025 will undoubtedly include surprises from the incoming presidential administration, my prediction is that the hiring picture shouldn’t change too dramatically in the first half of the year.

I’m heartened by reports like this one from Simon Rabinovitch and Henry Curr, which detail the ways America has unique advantages that create a strong economy. Those advantages include a vast, integrated market; strong financial systems; dominant universities; and innovation-friendly policies. Those foundational elements will likely keep hiring stable in the new year. 

Assessing AI tools for return on investment 

The adoption of AI continues to accelerate, but as budgets tighten, there will be greater demand to demonstrate ROI in every part of the HR tech stack. Tools that don’t deliver clear, demonstrable value will be left behind. The vendors that rise to the top (or maintain dominance) as AI leaders will do so because artificial intelligence is embedded across their platforms. AI won’t be in just one step of the process, it will be integrated into everything from optimizing hiring workflows, validating skills, and providing actionable insights.

At the same time that tools undergo more scrutiny of results, regulation is evolving rapidly. Regulators are starting to include mandates that early adopters like HireVue implemented years ago (e.g., data collection disclosures). Soon enough, we will see legislation eclipse what has been implemented, even by the most cutting-edge among us, and partnerships with vendors invested in ethics will be more critical than ever to ensure that compliance is within near-term reach. 

The death of the resume

I’ve said it before, but it bears repeating: time is up on resumes.

Resumes have never been very predictive, but they’re even less so now that almost every resume is generated by a large language model. In a paper published in Nature, researchers demonstrated what “model collapse” looks like when an AI is trained on its output. Researchers used drawn digits to demonstrate collapse, and the visuals were striking. While we’re not at a point of total resume collapse, the coverage should serve as a cautionary tale for hiring teams. 

Companies must validate skills in real-time and at scale to accurately predict successful hires.

This doesn’t mean companies should penalize candidates who use generative AI to write cover letters and resumes–they’re using what’s available to be efficient, present themselves in the best light, and help get the best opportunity. What companies need to do is implement skill assessments so candidates can demonstrate proficiency or competency in real-time.

Conclusion

The world feels unpredictable in countless ways, but one thing is clear: the death of the resume marks a pivotal moment in hiring. As companies shift from relying on outdated, static documents to real-time skill validation, those that adapt quickly will lead the way in hiring the best talent. Surrounding yourself with the right people—whether they’re your new hires, trusted vendors, or partners—is the most reliable way to navigate whatever comes next.

Stay safe, enjoy the holidays, and let’s make 2025 another year to remember.

— Jeremy Friedman