Future-Proofing Work: The Talent Trends Shaping 2025

HONG KONG SAR – Media OutReach Newswire – 23 April 2025 – In the face of economic uncertainty, companies are adopting more cost-conscious approaches by tightening their hiring budgets and focusing on retaining top talent. Prolonged recruitment processes are becoming more common, while greater importance is now being placed on non-monetary strategies, such as workforce transformation, which are vital for attracting and retaining the right candidates.

To empower businesses in navigating this dynamic landscape, Robert Walters has unveiled its Talent Trend 2025 report. The report provides actionable insights into the revolutionary shifts transforming hiring, leadership, and workplace culture.

According to Robert Walters’ latest research, 40% of professionals identify external trends—’what other companies do’—as the primary driver of change in their workplaces. Other influencing factors include the company’s financial position, the broader economy, and employee expectations. “Leading companies are prioritising adaptability, leveraging digital transformation, and adopting human-first approaches to maintain a competitive edge,” says John Mullally, managing director of Robert Walters Hong Kong.

1. AI in recruitment
2. Human-centric leadership
3. Treat your candidates like customers
4. Rethinking remote working
5. Window working
6. Career lattice vs ladder
7. Un-retiring
8. Preparing your people for the jobs of tomorrow

Expectation gap in flexible work arrangement – Work-life balance & human-centric leadership should remain the keys to attracting and retaining talent

The Robert Walters 2025 Salary Survey finds that professionals in Hong Kong prioritise three key factors when considering job opportunities, “Bonus scheme” (80%), “Private health insurance” (73%), “Flexi/remote working” (62%). This reflects a growing demand for work-life balance and flexibility among job seekers.

However, the “return-to-office” movement driven by businesses in 2024 has clashed with employee expectations. According to the Robert Walters Talent Trends 2025 report, organisations that prioritise a people-first leadership approach—centred on inclusivity, empathy, and employee well-being—are more successful in attracting and retaining top talent. Companies that foster flexibility, psychological safety, and a well-being-focused workplace gain a competitive edge in employee engagement and retention. As a result, innovative hybrid work models, such as the “four-day work week” and “window working” continue to gain traction.

As a rising flexible work model, “window working” allows employees to structure their work schedules around peak productivity hours rather than adhering to traditional fixed hours. This enhances efficiency and job satisfaction while enabling employees to balance professional and personal commitments.

From rigid career ladders to dynamic career lattices – 94% of employees stay longer with companies that prioritise career development

The latest Robert Walters research reveals that 94% of employees are more likely to stay with companies that invest in career development. This underscores the importance of learning & development (L&D) programmes in talent retention strategies.

In Hong Kong, nearly 40% of employers are investing and focusing on improving their L&D programs to upskill employees in 2025 as a strategic move to attracting and retaining talent by aligning with employees’ values and aspirations.

Furthermore, traditional career progression models are evolving. Instead of the rigid career ladder, professionals now favour a career lattice model, where lateral moves, cross-functional experience, and skills-based growth take precedence over hierarchical promotions.

AI in recruitment accelerates hiring but human touch remains irreplaceable