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Les HR trends are in constant evolution. To remain effective in your role, it is necessary to learn about what to do and what not to do in human resources currently. In recent years, between the changing expectations of job seekers and increased competition for top talent, businesses have been forced to improve and modernize their recruitment strategies.
At the same time, the rise of social networks has allowed these businesses to attract and convert talent through various processes.
Companies that have adopted recruitment marketing have been able to optimize and facilitate their recruitments with convincing results. It therefore seems essential for businesses to get started. But it's not necessarily easy.
To help you optimize and facilitate your talent acquisition strategy, Seeqle - specialist in programmatic recruitment - analyzes current HR trends.
The 7 recruitment trends 2025:
1. Display the salary on your job offers.
2. LinkedIn is more than just a professional network.
4. Generation Z is (finally) entering the workforce.
5. There are more passive candidates than ever.
6. HR marketing is causing a stir.
7. Authenticity comes first: make way for EGC (Employee Generated Content).
1. Display the salary on your job offers
In March 2021, Show the salary on your job offer was already bringing in 80% more clicks, but above all 20% more applications. In 2022, big names in recruitment, such as Indeed, push companies to highlight the salaries offered on each offer.
Now, in 2025, candidates are directly looking for job offers by filtering by salary, with the impact of simply making you disappear from search results if it is not displayed.
That's why if you don't have the reputation or the attraction of giants like Google or Apple, get a head start and directly post the salaries offered to make a difference.
2. LinkedIn is more than just a professional network
In 2025, LinkedIn has more than 25 million members in France and more than 875 million in the world. Its objective is clear and - a prima facie - achievable: to conquer more than 3 billion. But what are the reasons for such success?
When the recruitment on social networks started to gain momentum, LinkedIn was quickly considered the reference platform by both recruiters and candidates. Considered to be the professional social network par excellence, LinkedIn stands out against competitors such as Facebook or Twitter thanks to its content. Indeed, initially a simple networking site, LinkedIn quickly transformed into a content platform where more than 100,000 new articles are published every week.
For your recruitment teams, this is an opportunity to improve your employer brand and attract candidates to your career site or space. Today, a content strategy is therefore essential in order not to lose the best talents in the face of increased competition on the various digital channels.
3. Story formats
The rise of Instagram and TikTok over the last few years has surely been the biggest social recruitment opportunity in a long time. The story format is now a vital component for your employer brand.
According to Dubdub, the brands present in The Stories of Instagram receive 35% more visits than brands present in Stories Snapchat. If you want to enhance your employer brand and optimize your recruitments, do not hesitate to seize this opportunity now, otherwise you risk losing followers, and — more importantly — missing out on top talent.
4. Generation Z is (finally) entering the workforce
Just yesterday, Human Resources Managers, and particularly recruitment managers, adopted all their processes to deal with the arrival of Millennials - or Generation Y - (born between 1978 and 1994) in business. But already today, these processes must be adjusted again for Generation Z — or Gen Z — (born between 1995 and 2012) who is arriving like a tsunami, ready to break the codes and disrupt the traditional business world.
First, it is crucial to understand Gen Z's expectations when it comes to finding jobs and internships, in order to optimize your recruitment process now. Raised in an almost 100% digital world, Gen Z's expectations in this area exceed anything companies and recruiters have experienced so far.
Gen Z is particularly present on social media and expects the same from their host company. So, by not staying up to date with the latest social media updates (or worse, not having a social media presence at all), employers risk completely missing out on this key demographic.
On the agenda therefore: reorganization of all recruitment processes, because the conquest of Gen Z - who now occupy a large part of the job market - is crucial. To go further, discover our article on 3 tips for recruiting Generation Z.
5. There are more passive candidates than ever
The conquest of “passive candidates” is a concept that has been gaining in popularity in recent years. Les passive candidates they are these professionals currently in office, not necessarily looking for a new job, but listening to the opportunities that will be offered to them. And today, nearly 80% of candidates are considered passive candidates.
To reach these candidates, social networks remain the best weapon. Indeed, they allow companies to enhance their employer brand and to familiarize these passive candidates with their brand by providing useful and educational content.
So, to attract passive candidates, create educational content and share it on social media. Over time, you will establish a special relationship with a talent pool, especially passive talent. Once attracted, it will be a question of actively engaging them in the application through your LinkedIn page and your career site. A well-deployed employer brand will allow you to build a positive relationship with passive candidates, and give you a head start in convincing them to leave their current position.
But beware, without a recruitment strategy, this task will be extremely difficult.
6. HR marketing is a sensation
Social recruiting can be defined simply as the process of attracting, sourcing, and hiring talent through the use of marketing.
Recruiting is initially exploited among people you know and this networking is the very foundation of social networks. But because recruiting is an inherent social function and the extent of the use of these platforms has gone far beyond simple networking, you're likely to find your next hire through social media.
By adding the HR marketing to your talent acquisition strategy, you reach quality candidates faster and easier than ever. Find out in This article 4 tips for your HR marketing.
7. Authenticity comes first: make way for EGC (Employee Generated Content)
Many brands and businesses have taken social networks by storm and inundated them with marketing content of all kinds. But very often, all of this content can sound empty, and lack meaning and authenticity. In search of authenticity, social media users and job candidates respond better to a video content and to authentic images than to a perfectly adapted medium that is obviously too “commercial”.
How can we take advantage of this trend? Instead of posting a bland job description on LinkedIn and other recruiting sites, why not add a simple, honest video about the job? Briefly explain the position you are hiring for and describe some of the things your employees love about the company or department, as explained in part 4 of this article.
In the absence of a HR marketing strategy, you could be missing out on a huge talent pool. To be ready, focus already on what you can easily accomplish, and you'll be well on your way to a more effective recruitment strategy in 2025.
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