1. What role does HR tech play in fostering continuous learning and reskilling in response to changing job market demands?
In the World Economic Forum’s 2023 Future of Jobs Report, employers estimate that 44% of workers’ skills will be disrupted in the next five years, and 6 in 10 workers will require training before 2027, but only half of workers are seen to have access to adequate training opportunities today. Combine this with what talent acquisition professionals already know about the high costs of finding new talent, and it’s clear: internal mobility must become a priority for organizations looking to stay competitive.
Assessments are a critical component of implementing effective reskilling and internal mobility programs. As my colleague Dr. Nathan Mondragon says, “Internal mobility is more than a passing fad. Well-designed internal mobility programs have a direct and positive impact on retention by providing skills maps and career blueprints for employees and leaders.” These programs empower organizations to build resilient workplaces today that can adapt to the inevitable changes and challenges of tomorrow.
Measuring both hard and soft skills is crucial for success, but organizations must also go beyond skills. At HireVue, we call this the “skills plus” approach—evaluating a candidate’s interests, motivations, and ability to grow. For instance, a candidate may possess all the right skills but lack the motivation or interest to excel in the role, which makes them a poor long-term fit. For early-career candidates, where traditional skills may not yet be fully developed, hiring technology can instead measure aptitude—the ability to learn and acquire skills that will become crucial later in their careers.
Ultimately, organizations need to ask not just “Can this person do the job today?” but also “Can they adapt, grow, and succeed in the roles of tomorrow—5, 10, or even 15 years down the line?” By leveraging HR technology to identify potential, measure adaptability, and foster continuous learning, organizations can build dynamic, future-ready workforces capable of thriving amid constant change.
2. What are the potential risks of over-reliance on HR tech, and how can companies strike the right balance?
You can’t “technology your way out” of a fundamentally bad process. In 2025 there will be much more emphasis on evaluating the ROI of HR technology stacks, and a part of that evaluation will need to include looking at the root cause of issues–which is often process-related.
3. How can HR tech solutions ensure data privacy and compliance with evolving labor laws and regulations?
In order to ensure data privacy and compliance, it must first and foremost be understood as a business priority at the highest level of an organization. Vendors can ensure they comply with the most current standards by staying engaged with regulatory bodies and joining professional associations and consortiums. For example, earlier this year HireVue achieved certification under the US Department of Commerce’s Data Privacy Framework (DPF) as a part of the company’s ongoing commitment to ensure the utmost security for its customers and their candidates’ data. The certification encompasses the EU-U.S. Data Privacy Framework (EU-U.S. DPF), the UK Extension to the EU-U.S. Data Privacy Framework (UK Extension to the EU-U.S. DPF), and the Swiss-U.S. Data Privacy Framework (Swiss-U.S. DPF).
Certification for something like DPF requires resource allocation and will be easier to achieve if you have a baseline of acceptance from leadership.
4. What innovative HR technologies are on the horizon, and how will they reshape the workplace?
I’m incredibly optimistic about the way AI can both improve hiring and the type of jobs available to people. I’m particularly interested in how generative AI can be used to help job seekers transition industries by helping them better understand how their skills are applicable in new roles and industries.
We’re going to see a complete and rapid change from a requisition-based approach in hiring to a multidimensional space of job discovery and opportunity matching where candidates own more of their profile and application data. One day we all look back in disbelief at the current approach that relies so heavily on job descriptions, resumes, and one-to-one applications. The revolution toward this new future is already underway with tools like Find My Fit that measure skills instead of focusing on past experience alone.
