the great resignation 2.0: why it’s time to rethink hiring strategies in 2025.

In 2025, employers are facing a new wave of challenges that could reshape the talent landscape. Dubbed the “Great Resignation 2.0,” this next phase of workforce upheaval is driven by shifting employee priorities and new opportunities for career growth.

While the current employer’s market may offer a sense of stability, workforce dynamics are changing quickly. 56% of workers are considering a career change, and 27% are actively seeking new roles. Although rising inflation has made employees hesitant to leave their roles, a stabilizing economy will create opportunities for these employees to make career moves.

The lessons of the 2021 Great Resignation are clear: organizations that fail to adapt risk losing their most valuable asset – their talent. In 2025, the question is not whether the workforce will change, but how to adjust talent strategies to stay ahead of the curve.

meeting expectations in the next great resignation.

Employees now value work-life balance as much as salary, challenging employers to rethink compensation packages. Many employers are mandating in-office work, and salaries are stagnating – which may backfire over the long term as workers gain more mobility.

The trends shaping 2025 suggest that today’s advantage could quickly shift, making it critical for employers to think ahead. As workers enter a market of new possibilities, here’s what they’ll be looking for in 2025.

flexible and remote work

Among employees considering a career change, our 2025 Workmonitor survey found that employees across Canada and the US think work-life balance is just as important as salary. 80% of US respondents and 88% of Canadian respondents said that work-life balance was important, while the importance of pay ranked 78% and 87% respectively. 37% of US workers and 26% of Canadian workers also said they had quit jobs that didn’t provide enough flexibility. In operational sectors where remote work isn’t an option, flexible schedules are in high demand.

temporary and gig opportunities

The size of the gig economy is expected to triple by 2032. Candidates with a strong desire for flexible work may seek gig, contract, and temporary work that taps into their strongest skill sets. Temporary opportunities can also help candidates explore lateral career moves in new industries and niches as market demands change.

professional development opportunities

Many employees have committed to ongoing skills development, taking on new responsibilities as AI and automation reshapes their roles. in our Workmonitor survey, 72% of US workers and 64% of Canadian workers said their employer is helping them develop future-proof skills for their career. Yet less than half of workers in both white and blue collar occupations are satisfied with the training opportunities at their workplace.

In 2025, employees will be looking for jobs that offer training and support as roles continue to evolve: 47% of US workers and 37% of Canadian workers would quit if their employers didn’t offer them learning and development opportunities.

better compensation packages

62% of chief economists at the World Economic Forum expect wages to increase in the US in 2025. As salaries rise, top talent will expect competitive compensation packages that align with market trends. However, employees will be looking for more than just higher salaries. Flexibility, health benefits, and workplace culture are essential considerations for improving your offer.

In a year marked by economic uncertainty, employers who prioritize the needs of their employees will be better equipped to thrive. Understanding what top candidates are looking for will help you stay one step ahead of the competition for in-demand roles.

As your partner for talent, Randstad is committed to finding the talent strategies that work for your business. Below, we’ll cover some strategies that can improve your hiring success this year.

building a recruitment strategy for a workforce on the move.

This year, flexibility will be key for hiring – whether it’s revisiting salary structures, enhancing benefits, or exploring innovative ways to support employee well-being and productivity. Roles and candidate pools may change more quickly this year, and employers should be prepared to pivot to new strategies to adapt.

build a compensation package that meets expectations

Building a better compensation package starts with a competitive salary, but it doesn’t end there. Start with salary benchmarks to align your offer with the market. Then, consider how you can offer the flexibility and professional development opportunities employees will be looking for. This could include education stipends, mentorship opportunities, hybrid work, or flexible shifts.

consider temporary and gig opportunities

The growth of the gig economy doesn’t just offer candidates more flexibility – it also allows employers to scale workforces up and down more easily. Employers with seasonal demands and one-time needs can create gig and temporary opportunities to stay agile in uncertain markets. Temporary and gig work can also help employers evaluate candidate skills on the job.

align your employer brand with your work culture

To attract candidates, your employer brand needs to showcase the best parts of your culture. But to engage and retain top talent, it needs to be authentic. Our Workmonitor data shows that 51% of US workers and 43% of Canadian workers would quit if they didn't agree with the viewpoints of leadership at their organization. To prevent future turnover, it's imperative to be up front about what those viewpoints are. When you write job descriptions, think about what your workplace truly offers. Start with employee feedback to get a sense of how your messaging aligns with your culture for a more authentic brand strategy.

practice skills-based hiring

As more candidates consider lateral career moves, skills-based hiring will become even more important in 2025. Rather than relying on experience and qualifications as a proxy for talent, skills assessments can help employers pinpoint the talent they need. Consider what experience and certifications the role actually requires, and what skills you can test for.

embrace technology and AI

Data-driven recruitment strategies can go far beyond applicant tracking systems. Your data can help you decide what workflows you can automate and where the real skills gaps are in your organization. Strategic AI implementations can boost productivity by 35%, engaging your existing workforce and unlocking new opportunities for skilled workers.

invest in employee recognition

As more opportunities open up in the market, retaining top talent will be more critical than ever. Employees will increasingly prioritize workplaces where their contributions are valued and acknowledged. Investing in employee recognition can help reduce turnover and strengthen loyalty, ensuring valued employees remain engaged and committed to your organization’s success.

create growth opportunities

63% of employees prefer organizations that offer growth opportunities. Upskilling opportunities, educational stipends, and mentorship programs can help employees build skills that give them a greater sense of purpose at work. Developing employee skill sets can also help employers identify internal candidates for promotions and career moves within the organization.

As much as these strategies matter, it’s important not to overlook your talent pipeline. In many industries, how you find candidates matters just as much as what you offer them.

rethinking talent pipelines for the Great Resignation 2.0

Your talent pipeline should do more than just attract candidates: it should also build the relationships that embed your organization into your community. That means going beyond standard job boards and considering strategies such as:

Partnering with schools and universities to identify and nurture emerging talent. This creates a steady influx of skilled talent aligned with your organization’s goals.

Leveraging specialized job boards that target highly skilled professionals with niche expertise to help you fill critical roles more efficiently.

Active networking at industry events to maintain relationships with passive candidates and industry leaders, keeping your organization top-of-mind when new opportunities arise.

Getting creative with how you source talent can help you build a more robust, sustainable talent pipeline. When you do, you’ll be able to better withstand market fluctuations that can make hiring and retention more challenging.

talent strategies that adapt to industry demands

As the Great Resignation 2.0 looms, it’s clear that the strategies employers adopt will need to be as dynamic as the talent they seek to hire. In this landscape, it’s important to remember that the best strategies will depend on your industry.

For tech and knowledge-based sectors, remote work and professional development may be key to attracting top talent, while operational and service industries might prioritize flexible schedules and competitive compensation. Across industries, staying flexible and adaptable will be key to navigating the market shifts of 2025 and beyond.