There will be a rise in new AI tools <\/strong><\/h2>\n\n\n\nPeople Managing People recently released a Workplace Trends Report<\/a> where they asked what would be a leading HR trend in 2025. It\u2019s no surprise that AI was a clear winner. <\/p>\n\n\n\nLinh Phan<\/a>, Head of People Ops at GoProfiles<\/a>, also thinks this will be a major tend in 2025. Here\u2019s what she has to say about generative AI for HR. <\/p>\n\n\n\n\u201cAI is reshaping HR in every way, from automating the recruitment process, to providing personalized employee experiences, and accelerating data-driven decision making. By automating routine tasks, such as resume screening and candidate matching, it’s freeing up HR professionals\u2019 time to focus on more human-centered and strategic work. <\/p>\n\n\n\n
When it comes to employees’ needs, AI can analyze learning styles, performance, and career goals to personalize training programs. And as companies grow, AI can also facilitate decision-making with predictive analytics in the areas of hiring forecasts, employee engagement, and retention. <\/p>\n\n\n\n
Here at GoProfiles, we\u2019ve definitely taken advantage of new AI technology. By integrating AI capabilities, our tool GoProfiles creates an environment where employees can connect and collaborate effortlessly, regardless of physical distance. It’s all about creating opportunities for meaningful interactions and building stronger bonds among team members, ultimately enhancing the overall employee experience and organizational culture.\u201d<\/p>\n\n\n\n
<\/div>\n\n\n\n![\"\"](\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/05\/17073044\/Linh-Phan.jpg\")
<\/figure><\/div>\n\n\n\n“AI is reshaping HR in every way, from automating the recruitment process, to providing personalized employee experiences, and accelerating data-driven decision making.”<\/p>\n\u2014 Linh Phan, Head of People Ops at GoProfiles <\/cite><\/blockquote>\n\n\n\n<\/div>\n\n\n\nCompanies will need to consider GenAI ethics <\/strong><\/h2>\n\n\n\nWhile HR leaders seem to agree that AI will be a big trend in 2025, they also agree that these technology advancements could be a problem. <\/p>\n\n\n\n
In fact, 19%<\/a> say the impact of AI and automation is a concern for the company. Why is this a concern? Human Resources Consultant, Bryan Driscoll<\/a>, believes that there are ethical issues. <\/p>\n\n\n\n\u201cThe use of AI in recruitment will intensify, but it will spark controversy over bias and privacy concerns, leading to increased employment lawsuits. Companies that fail to transparently address these issues will face backlash. DEI efforts will become either the norm or non-existent, depending on the leadership and location of the company. <\/p>\n\n\n\n
Where embraced, DEI will move beyond performative measures to genuine systemic changes, or companies risk losing talent to more progressive rivals. HR’s role will evolve from administrative to strategic, directly impacting company culture and bottom lines.\u201d <\/p>\n\n\n\n
<\/div>\n\n\n\n![\"\"](\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/05\/17073146\/Bryan-Driscoll.jpg\")
<\/figure><\/div>\n\n\n\n“The use of AI in recruitment will intensify, but it will spark controversy over bias and privacy concerns, leading to increased employment lawsuits.\u201d<\/p>\n\u2014 Bryan Driscoll, HR Consultant, Bryan J. Driscoll, JD, LLC <\/cite><\/blockquote>\n\n\n\n<\/div>\n\n\n\nRemote & hybrid work will be here to stay <\/strong><\/h2>\n\n\n\nIn 2023, there was definitely a shift back to in-office work. Some companies, like Google and Amazon, implemented return-to-office mandates, while other tech companies decided to go with a hybrid model. <\/p>\n\n\n\n
Despite hearing \u201cremote work is dead\u201d in 2025, it certainly is not dead in 2025. Ashish Gaur<\/a>, HR Consultant, shares his thoughts. <\/p>\n\n\n\n\u201cRemote work is going to stay, with hybrid models becoming increasingly prevalent as companies embrace flexibility and work-life balance. This shift necessitates a focus on virtual team-building, effective communication tools, and robust remote performance management systems.\u201d <\/p>\n\n\n\n
<\/div>\n\n\n\n![\"\"](\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/05\/17073228\/Ashish-Gaur.jpg\")
<\/figure><\/div>\n\n\n\n\u201cRemote work is going to stay, with hybrid models becoming increasingly prevalent as companies embrace flexibility and work-life balance.\u201d<\/p>\n\u2014 Ashish Gaur, HR Consultant<\/cite><\/blockquote>\n\n\n\n<\/div>\n\n\n\nCompanies will prioritize flexible work and mental health <\/strong><\/h2>\n\n\n\nEmployee well-being has been a trending topic with the rise of remote work. It\u2019s harder than ever to get away from work notifications and maintain a healthy work-life balance. Ana Alipat<\/a>, Recruitment Team Lead at Dayjob Recruitment<\/a>, shares how this topic will be a trend in 2025. <\/p>\n\n\n\n\u201cIn 2025, I anticipate seeing a stronger emphasis on flexible work arrangements continuing to dominate the tech industry, as companies strive to balance productivity with employee well-being. There will likely be an increased focus on mental health resources, recognizing the critical impact of mental wellness on employee performance and retention.<\/p>\n\n\n\n
Additionally, the gig economy’s influence on the tech sector might grow, with companies increasingly integrating freelancers and contractors into their core teams. This shift would necessitate innovative HR policies to manage a more fluid workforce effectively.\u201d<\/p>\n\n\n\n
<\/div>\n\n\n\n![\"\"](\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/05\/17073257\/Ana-Alipat.jpg\")
<\/figure><\/div>\n\n\n\n\u201cIn 2025, I anticipate seeing a stronger emphasis on flexible work arrangements continuing to dominate the tech industry, as companies strive to balance productivity with employee well-being.\u201d<\/p>\n\u2014 Ana Alipat, Recruitment Team Lead, Dayjob Recruitment<\/cite><\/blockquote>\n\n\n\n<\/div>\n\n\n\nUpskilling and reskilling will be a big focus <\/strong><\/h2>\n\n\n\n\u201cThe great resignation\u201d has officially been replaced with \u201cthe big stay\u201d, with employees settling into jobs for longer periods of time. This means that companies need to focus on further developing the workforce that they have and creating clear career paths.<\/p>\n\n\n\n
Cache Merrill<\/a>, Founder at Zibtek<\/a>, shares that one of the key HR trends his HR team anticipates will make a significant impact is upskilling and reskilling. <\/p>\n\n\n\n\u201cAs the tech industry continues to evolve at a breakneck pace, upskilling and reskilling initiatives are becoming indispensable. Companies are investing in continuous learning opportunities, providing employees with the resources to acquire new skills and adapt to changing technologies. This not only ensures the workforce remains competitive but also fosters a culture of growth and innovation.\u201d<\/p>\n\n\n\n
<\/div>\n\n\n\n![\"\"](\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/05\/17073353\/Cache-Merrill.jpg\")
<\/figure><\/div>\n\n\n\n\u201cAs the tech industry continues to evolve at a breakneck pace, upskilling and reskilling initiatives are becoming indispensable.\u201d<\/p>\n\u2014 Cache Merrill, Founder at Zibtek<\/cite><\/blockquote>\n\n\n\n<\/div>\n\n\n\nMatt Little<\/a>, Director and Entrepreneur at Festoon House<\/a>, also weighs in on upskilling. <\/p>\n\n\n\n\u201cTechnology evolves fast, and to stay competitive, tech companies need employees who can keep up. Instead of just hiring new external talent, I think we’ll see more investment in training existing employees to fill skill gaps and adapt to emerging technologies. This not only benefits the individual employees by enhancing their career prospects but also strengthens the company’s internal capabilities and fosters a culture of continuous learning and development.\u201d<\/p>\n\n\n\n
<\/div>\n\n\n\n![\"\"](\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/05\/17073426\/Matt-Little.jpg\")
<\/figure><\/div>\n\n\n\n\u201cInstead of just hiring new talent, I think we’ll see more investment in training existing employees to fill skill gaps and adapt to emerging technologies.\u201d<\/p>\n\u2014 Matt Little, Director and Entrepreneur, Festoon House<\/cite><\/blockquote>\n\n\n\n<\/div>\n\n\n\nWorkplace chatbot assistants will answer HR questions<\/h2>\n\n\n\n
How frequently are you answering employee questions or directing them to the right HR documentation? <\/p>\n\n\n\n
Sam Asato<\/a>, HR Generalist at GoSearch<\/a>, believes the rise of AI-powered workplace chatbots will change the game. These tools can integrate with your company apps and answer any workplace question. So you stop getting virtual taps on the shoulder for a link to an HR resource. <\/p>\n\n\n\n“With AI quickly weaving its way within our day-to-day processes, this is no different for HR! AI will help streamline the employee experience and reduce any perceived hesitation when it comes to seeking guidance. Any common HR questions can now easily be resolved with the immediate assistance of an AI chatbot. <\/p>\n\n\n\n
For example, AI chatbots that are trained on company data and HR documentation can easily provide support by directing employees to the resources they need, like HR guidelines. This technology can also provide AI summaries so employees get instant access to the info.” <\/p>\n\n\n\n
<\/div>\n\n\n\n![\"\"](\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/05\/17073532\/Sam-Asato.jpg\")
<\/figure><\/div>\n\n\n\n“AI will help streamline the employee experience and reduce any perceived hesitation when it comes to seeking guidance. Any common HR questions can now easily be resolved with the immediate assistance of an AI chatbot.”<\/p>\n\u2014 Sam Asato, HR Generalist at GoSearch <\/cite><\/blockquote>\n\n\n\n<\/div>\n\n\n\nOffboarding processes will improve <\/h2>\n\n\n\n
The rise of AI technology poses the opportunity to improve processes that have been long overlooked \u2014 like employee offboarding. John Franck<\/a>, Founder of 14Ninety<\/a>, shares his thoughts on this being an HR trend of 2025: <\/p>\n\n\n\n\u201cEmployee offboarding has long been overlooked, and every year Fortune 500 companies lose an estimated $31.5 billion<\/a> by failing to share knowledge. In recent years the average length of employment at companies has shrunk, creating even more of a need to have effective onboarding plans. <\/p>\n\n\n\nAn offboarding system helps the employee share their knowledge, set their team up for success, and train their future replacement. 2025 will see a rise in companies using AI to assist with capturing knowledge or using specific knowledge capture software for things like offboarding.\u201d <\/p>\n\n\n\n
<\/div>\n\n\n\n![\"\"](\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/05\/17073642\/John-Frank.jpg\")
<\/figure><\/div>\n\n\n\n\u201c2025 will see a rise in companies using AI to assist with capturing knowledge or using specific knowledge capture software for things like offboarding.\u201d<\/p>\n\u2014 John Franck, Founder at 14Ninety <\/cite><\/blockquote>\n\n\n\n<\/div>\n\n\n\nKeep ahead of HR trends with GoProfiles <\/h2>\n\n\n\n
Is AI top of mind for your team in 2025? <\/p>\n\n\n\n
GoProfiles<\/a> is the first AI-powered employee engagement platform \u2014 for employees working anywhere! This tool combines the best parts of employee directories and peer recognition to create a whole new type of platform.<\/p>\n\n\n\nSchedule a demo<\/a> to see it in action or try it yourself for free<\/a>. <\/p>\n\n\n\n
Linh Phan<\/a>, Head of People Ops at GoProfiles<\/a>, also thinks this will be a major tend in 2025. Here\u2019s what she has to say about generative AI for HR. <\/p>\n\n\n\n \u201cAI is reshaping HR in every way, from automating the recruitment process, to providing personalized employee experiences, and accelerating data-driven decision making. By automating routine tasks, such as resume screening and candidate matching, it’s freeing up HR professionals\u2019 time to focus on more human-centered and strategic work. <\/p>\n\n\n\n When it comes to employees’ needs, AI can analyze learning styles, performance, and career goals to personalize training programs. And as companies grow, AI can also facilitate decision-making with predictive analytics in the areas of hiring forecasts, employee engagement, and retention. <\/p>\n\n\n\n Here at GoProfiles, we\u2019ve definitely taken advantage of new AI technology. By integrating AI capabilities, our tool GoProfiles creates an environment where employees can connect and collaborate effortlessly, regardless of physical distance. It’s all about creating opportunities for meaningful interactions and building stronger bonds among team members, ultimately enhancing the overall employee experience and organizational culture.\u201d<\/p>\n\n\n\n “AI is reshaping HR in every way, from automating the recruitment process, to providing personalized employee experiences, and accelerating data-driven decision making.”<\/p>\n\u2014 Linh Phan, Head of People Ops at GoProfiles <\/cite><\/blockquote>\n\n\n\n While HR leaders seem to agree that AI will be a big trend in 2025, they also agree that these technology advancements could be a problem. <\/p>\n\n\n\n In fact, 19%<\/a> say the impact of AI and automation is a concern for the company. Why is this a concern? Human Resources Consultant, Bryan Driscoll<\/a>, believes that there are ethical issues. <\/p>\n\n\n\n \u201cThe use of AI in recruitment will intensify, but it will spark controversy over bias and privacy concerns, leading to increased employment lawsuits. Companies that fail to transparently address these issues will face backlash. DEI efforts will become either the norm or non-existent, depending on the leadership and location of the company. <\/p>\n\n\n\n Where embraced, DEI will move beyond performative measures to genuine systemic changes, or companies risk losing talent to more progressive rivals. HR’s role will evolve from administrative to strategic, directly impacting company culture and bottom lines.\u201d <\/p>\n\n\n\n “The use of AI in recruitment will intensify, but it will spark controversy over bias and privacy concerns, leading to increased employment lawsuits.\u201d<\/p>\n\u2014 Bryan Driscoll, HR Consultant, Bryan J. Driscoll, JD, LLC <\/cite><\/blockquote>\n\n\n\n In 2023, there was definitely a shift back to in-office work. Some companies, like Google and Amazon, implemented return-to-office mandates, while other tech companies decided to go with a hybrid model. <\/p>\n\n\n\n Despite hearing \u201cremote work is dead\u201d in 2025, it certainly is not dead in 2025. Ashish Gaur<\/a>, HR Consultant, shares his thoughts. <\/p>\n\n\n\n \u201cRemote work is going to stay, with hybrid models becoming increasingly prevalent as companies embrace flexibility and work-life balance. This shift necessitates a focus on virtual team-building, effective communication tools, and robust remote performance management systems.\u201d <\/p>\n\n\n\n \u201cRemote work is going to stay, with hybrid models becoming increasingly prevalent as companies embrace flexibility and work-life balance.\u201d<\/p>\n\u2014 Ashish Gaur, HR Consultant<\/cite><\/blockquote>\n\n\n\n Employee well-being has been a trending topic with the rise of remote work. It\u2019s harder than ever to get away from work notifications and maintain a healthy work-life balance. Ana Alipat<\/a>, Recruitment Team Lead at Dayjob Recruitment<\/a>, shares how this topic will be a trend in 2025. <\/p>\n\n\n\n \u201cIn 2025, I anticipate seeing a stronger emphasis on flexible work arrangements continuing to dominate the tech industry, as companies strive to balance productivity with employee well-being. There will likely be an increased focus on mental health resources, recognizing the critical impact of mental wellness on employee performance and retention.<\/p>\n\n\n\n Additionally, the gig economy’s influence on the tech sector might grow, with companies increasingly integrating freelancers and contractors into their core teams. This shift would necessitate innovative HR policies to manage a more fluid workforce effectively.\u201d<\/p>\n\n\n\n \u201cIn 2025, I anticipate seeing a stronger emphasis on flexible work arrangements continuing to dominate the tech industry, as companies strive to balance productivity with employee well-being.\u201d<\/p>\n\u2014 Ana Alipat, Recruitment Team Lead, Dayjob Recruitment<\/cite><\/blockquote>\n\n\n\n \u201cThe great resignation\u201d has officially been replaced with \u201cthe big stay\u201d, with employees settling into jobs for longer periods of time. This means that companies need to focus on further developing the workforce that they have and creating clear career paths.<\/p>\n\n\n\n Cache Merrill<\/a>, Founder at Zibtek<\/a>, shares that one of the key HR trends his HR team anticipates will make a significant impact is upskilling and reskilling. <\/p>\n\n\n\n \u201cAs the tech industry continues to evolve at a breakneck pace, upskilling and reskilling initiatives are becoming indispensable. Companies are investing in continuous learning opportunities, providing employees with the resources to acquire new skills and adapt to changing technologies. This not only ensures the workforce remains competitive but also fosters a culture of growth and innovation.\u201d<\/p>\n\n\n\n \u201cAs the tech industry continues to evolve at a breakneck pace, upskilling and reskilling initiatives are becoming indispensable.\u201d<\/p>\n\u2014 Cache Merrill, Founder at Zibtek<\/cite><\/blockquote>\n\n\n\n Matt Little<\/a>, Director and Entrepreneur at Festoon House<\/a>, also weighs in on upskilling. <\/p>\n\n\n\n \u201cTechnology evolves fast, and to stay competitive, tech companies need employees who can keep up. Instead of just hiring new external talent, I think we’ll see more investment in training existing employees to fill skill gaps and adapt to emerging technologies. This not only benefits the individual employees by enhancing their career prospects but also strengthens the company’s internal capabilities and fosters a culture of continuous learning and development.\u201d<\/p>\n\n\n\n \u201cInstead of just hiring new talent, I think we’ll see more investment in training existing employees to fill skill gaps and adapt to emerging technologies.\u201d<\/p>\n\u2014 Matt Little, Director and Entrepreneur, Festoon House<\/cite><\/blockquote>\n\n\n\n How frequently are you answering employee questions or directing them to the right HR documentation? <\/p>\n\n\n\n Sam Asato<\/a>, HR Generalist at GoSearch<\/a>, believes the rise of AI-powered workplace chatbots will change the game. These tools can integrate with your company apps and answer any workplace question. So you stop getting virtual taps on the shoulder for a link to an HR resource. <\/p>\n\n\n\n “With AI quickly weaving its way within our day-to-day processes, this is no different for HR! AI will help streamline the employee experience and reduce any perceived hesitation when it comes to seeking guidance. Any common HR questions can now easily be resolved with the immediate assistance of an AI chatbot. <\/p>\n\n\n\n For example, AI chatbots that are trained on company data and HR documentation can easily provide support by directing employees to the resources they need, like HR guidelines. This technology can also provide AI summaries so employees get instant access to the info.” <\/p>\n\n\n\n “AI will help streamline the employee experience and reduce any perceived hesitation when it comes to seeking guidance. Any common HR questions can now easily be resolved with the immediate assistance of an AI chatbot.”<\/p>\n\u2014 Sam Asato, HR Generalist at GoSearch <\/cite><\/blockquote>\n\n\n\n The rise of AI technology poses the opportunity to improve processes that have been long overlooked \u2014 like employee offboarding. John Franck<\/a>, Founder of 14Ninety<\/a>, shares his thoughts on this being an HR trend of 2025: <\/p>\n\n\n\n \u201cEmployee offboarding has long been overlooked, and every year Fortune 500 companies lose an estimated $31.5 billion<\/a> by failing to share knowledge. In recent years the average length of employment at companies has shrunk, creating even more of a need to have effective onboarding plans. <\/p>\n\n\n\n An offboarding system helps the employee share their knowledge, set their team up for success, and train their future replacement. 2025 will see a rise in companies using AI to assist with capturing knowledge or using specific knowledge capture software for things like offboarding.\u201d <\/p>\n\n\n\n \u201c2025 will see a rise in companies using AI to assist with capturing knowledge or using specific knowledge capture software for things like offboarding.\u201d<\/p>\n\u2014 John Franck, Founder at 14Ninety <\/cite><\/blockquote>\n\n\n\n Is AI top of mind for your team in 2025? <\/p>\n\n\n\n GoProfiles<\/a> is the first AI-powered employee engagement platform \u2014 for employees working anywhere! This tool combines the best parts of employee directories and peer recognition to create a whole new type of platform.<\/p>\n\n\n\n Schedule a demo<\/a> to see it in action or try it yourself for free<\/a>. <\/p>\n\n\n\n<\/figure><\/div>\n\n\n\n
Companies will need to consider GenAI ethics <\/strong><\/h2>\n\n\n\n
<\/figure><\/div>\n\n\n\n
Remote & hybrid work will be here to stay <\/strong><\/h2>\n\n\n\n
<\/figure><\/div>\n\n\n\n
Companies will prioritize flexible work and mental health <\/strong><\/h2>\n\n\n\n
<\/figure><\/div>\n\n\n\n
Upskilling and reskilling will be a big focus <\/strong><\/h2>\n\n\n\n
<\/figure><\/div>\n\n\n\n
<\/figure><\/div>\n\n\n\n
Workplace chatbot assistants will answer HR questions<\/h2>\n\n\n\n
<\/figure><\/div>\n\n\n\n
Offboarding processes will improve <\/h2>\n\n\n\n
<\/figure><\/div>\n\n\n\n
Keep ahead of HR trends with GoProfiles <\/h2>\n\n\n\n
![\"\"](\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/09\/25215748\/goprofiles_blog_footer_cta_2x_2x-1.webp\")
<\/figure>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"