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Employer Priorities in 2025: Stay Ahead of the Competition

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Attracting and retaining top talent has always been a challenge, but 2025 is shaping up to be even more competitive. Candidates’ priorities are evolving, and businesses need to adapt quickly to stay relevant. Here are six areas where employers should focus in 2025 to secure the best talent and build a thriving workforce:

 

1. Flexible Working

The pandemic cemented flexible working as a non-negotiable for many employees, but it’s not just about remote vs. in-office anymore. In 2025, flexible working is about tailoring work arrangements to meet individual needs. This might include:

  • Compressed Workweeks: Allowing employees to work their full hours over fewer days.
  • Flexible Hours: Providing freedom to start and end the workday at times that suit employees’ personal commitments.
  • Hybrid Models 2.0: Moving beyond fixed hybrid schedules to true flexibility, where employees can choose how and where they work based on the task at hand.

💡 Tip: Regularly review your flexible working policies through employee surveys to ensure they’re meeting expectations and remain competitive in your sector.

2. Diversity and Inclusion (D&I)

Diversity and inclusion have moved from being buzzwords to business essentials. Candidates want to see genuine commitment to creating equitable workplaces where everyone can thrive. To make D&I a priority:

  • Audit Your Recruitment Processes: Are your job descriptions inclusive? Are you reaching diverse talent pools?
  • Implement Bias Training: Train your teams to recognise and combat unconscious bias.
  • Measure Progress: Set clear goals around representation and inclusion and share updates transparently with your teams.

💡 Tip: Highlight your D&I initiatives in job advertisements and during interviews. Candidates will want to know what you’re doing in this space. Take a look at our blog on Reducing unconscious bias in hiring for more help!

3. Skills Development and Career Growth

Investing in your employees’ growth is not just a retention strategy; it’s a way to future-proof your workforce. In 2025, employees are looking for opportunities to grow and evolve within their roles. Here’s how you can prioritise this:

  • Upskilling Programs: Offer training in emerging technologies and skills relevant to your industry.
  • Internal Career Pathways: Create clear and accessible paths for progression within your organisation.
  • Mentorship Opportunities: Pair employees with mentors to help them navigate their career development.

💡 Tip: Regularly communicate available learning and development opportunities to your employees and encourage participation.

4. Employee Wellbeing

Employee wellbeing has shifted from being a “nice to have” to a “must have”. Talented professionals are looking for employers who prioritise their mental, physical, and financial health. Key strategies include:

  • Mental Health Support: Offer access to counselling, mental health days, or mindfulness programs.
  • Financial Wellness Programs: Help employees navigate financial challenges with workshops, tools, and benefits like retirement planning.
  • Holistic Wellbeing: Think beyond perks and focus on creating a supportive culture where employees feel valued.

💡 Tip: Regularly check in with your employees through anonymous wellbeing surveys to identify pain points and areas for improvement.

5. Environmental, Social, and Governance (ESG) Practices

In 2025, candidates are increasingly seeking employers with strong ESG commitments. People want to work for companies that align with their values and contribute positively to society. Focus on:

  • Sustainability Initiatives: Implement eco-friendly policies and communicate your sustainability goals.
  • Community Engagement: Encourage employees to participate in volunteering programs or partner with charitable organisations.
  • Ethical Practices: Maintain transparency in operations and uphold ethical business standards.

💡 Tip: Share your ESG achievements through internal communications and on platforms like LinkedIn to attract like-minded talent.

6. Personalisation of Employee Experience

A one-size-fits-all approach to employee engagement is no longer effective. In 2025, personalisation is key to keeping employees satisfied and motivated. Consider:

  • Tailored Benefits Packages: Allow employees to choose perks that matter most to them, whether it’s extra time off, childcare support, or wellness programs.
  • Customised Career Development: Work with employees to create personalised growth plans.
  • Individualised Recognition: Celebrate employee achievements in ways that resonate with them, from public acknowledgement to private rewards.

💡 Tip: Use employee feedback tools to understand what matters most to your team and adjust accordingly.

Quick Action: Conduct an Internal Audit

To stay competitive in 2025, take a step back and evaluate where you stand. Ask yourself:

  • Are our policies meeting the expectations of today’s workforce?
  • How does our D&I strategy compare to industry leaders?
  • Are we offering meaningful opportunities for growth and development?
  • What more can we do to support employee wellbeing?
  • Are we demonstrating a genuine commitment to ESG values?
  • How personalised is our approach to employee engagement?

A proactive approach will not only help you attract top talent but also retain and nurture your existing workforce. The competition is fierce, but with the right focus, you can lead the pack in 2025.

If you are looking to attract and retain the best talent in 2025, let Devonshire support you with actionable insights, proven strategies, and access to a large pool of candidates. Stay ahead of the competition and reach out to us at [email protected]

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