In 2025, good talent is still going to be hard to find, and that hunt is being shaped by technology.

HR professionals and recruiters can use AI to help overcome those challenges. But, at the same time, job seekers are using AI tools as well, sometimes to less successful — and more inbox clogging — ends.

Here’s what two experts predict.

The war for talent isn’t over — but it might be slower

Despite inflation concerns and a potentially softening economy, recruitment can still be challenging, said Adrian Shackelford, director of HR advisory services at McLean & Co. Still, there are ways to stay ahead of the curve.

From a sourcing perspective, employers may have a prime opportunity to hire from within this year. Workers are seeking leadership opportunities, Shackelford explained, and employers can improve retention by prioritizing internal advancement rather than hiring from outside.

“How do you drive your internal marketplace? Balancing that is going to be key to making sure that you execute effectively,” she said.

But leadership development may also be one reason hiring processes are taking longer, she added. Notably, hiring remains slow, but “not necessarily to the point that it’s because there’s a lack of talent,” she added.

Ben Eubanks, chief research officer at Lighthouse Research & Advisory, reports an uptick in job postings for recruiters themselves, signaling more hiring may be on the way — but perhaps with some moderation.

“Companies are posting more jobs looking for more people, but it still feels like they’re in this holding pattern,” he said. The U.S. election might have played a factor in that pause, he added, saying he expects processes to move forward in the new year.

Job candidates are using — and misusing — AI

AI has become a buzzword in HR circles, often pitched as a way to make hiring easier. But it has also become a way for potential job candidates to apply to many jobs at the same time.

Programs like LazyApply and LoopCV allow people to automatically apply for hundreds of jobs at the same time without that candidate doing any real work into tailoring their resume or even searching for companies they want to work for.

This is making recruiting “exponentially more difficult,” Eubanks said. Going through 20 applications may already be taxing but “when you have 200, you can’t do it…If they’re using these tools, it creates all kinds of problems.”

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