SHRM Talent 2025 Sneak Peek: AI, RTO, and Other Recruiting Trends

Employers must adapt to stay competitive as hiring trends evolve. From AI’s expanding role in sourcing, screening, and engagement, to skills-based hiring and return-to-office policies shaping talent decisions, recruiting teams must understand what’s working, what’s not, and what’s about to change. 

Nicole Belyna, SHRM-SCP, director of talent acquisition and inclusion at SHRM, will lead a panel discussion with talent acquisition experts March 26 at SHRM Talent 2025 on the key recruiting trends of the year. The session is open to registered in-person attendees in Nashville and to registered remote attendees.  

Belyna briefly discussed her upcoming session with SHRM. 

SHRM: Where does the adoption of AI fit among the most pressing talent trends of 2025? 

Belyna: AI continues to be a hot topic, with organizations at various levels of engagement —some fully integrating AI-driven hiring tools, while others are still figuring out where to start. No matter where an organization falls on that spectrum, it’s clear AI is reshaping how we attract, assess, and engage talent. AI-powered tools are making recruitment faster, smarter, and more data-driven and helping our recruiters source top candidates, automate screening, and personalize candidate engagement. From predictive analytics that forecast hiring needs to chatbots that enhance communication, AI is streamlining hiring throughout the process. It’s also reducing administrative burdens, allowing talent acquisition professionals to focus more on relationship-building and strategic hiring initiatives. 

Realistically, we know AI isn’t a magic fix. Bias in AI models is a concern, and over-automation can make the process feel cold and impersonal. Another challenge is [that] many TA professionals aren’t fully equipped to leverage AI effectively. Upskilling in AI is critical, and recruiters need to understand how to use AI tools responsibly, interpret AI-driven insights, and ensure technology is enhancing, not replacing, the human aspect of hiring. Organizations investing in AI literacy for TA teams can build fairer, more inclusive, and more strategic hiring processes. AI is here to stay, but how we use it — and how well we train our people — will define its impact on the future of work.   

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 SHRM: How do return-to-office policies impact recruiting and retention? 

Belyna: Return-to-office (RTO) policies are evolving, and organizations and candidates need to find common ground. For many job seekers, remote and hybrid work are no longer perks — rather, they’re standard expectations. Companies viewing flexibility as optional are seeing the impact, as top talent moves toward employers aligning with their workplace preferences. Strict RTO mandates often result in disengagement, frustration, and higher turnover, particularly among high performers with opportunities elsewhere. 

That said, in-person collaboration still plays an important role, and the key is finding a balance that works for both businesses and employees. Organizations need to rethink their approach to RTO, aligning policies with business needs while still offering employees autonomy. Whether it’s structured hybrid models, core collaboration days, or outcome-based performance expectations, there are ways to maintain productivity without forcing a full return to the office. The companies listening, adapting, and offering flexibility are the ones keeping their teams engaged and competitive. 

SHRM: What can attendees expect to take away from your session? 

Belyna: This session is all about practical, real-world strategies you can apply immediately to improve your hiring approach in 2025. You’ll hear from fantastic TA professionals who live this work every day, sharing insights on what is actually working in today’s hiring landscape. We’ll discuss how AI is reshaping recruitment. We’ll explore how AI tools can improve productivity without sacrificing the human touch and what organizations are doing to strike the right balance.  

We’ll also tackle skills-based hiring and why companies are shifting away from traditional degree requirements and how this approach expands access to top talent. Many organizations recognize the benefits of hiring for competencies over credentials, but they’re still trying to figure out what that looks like in practice for both their hiring teams and candidates. We’ll discuss how companies are assessing essential skills, what challenges come with this shift, and how to build a more inclusive hiring process without sacrificing quality. And since RTO policies are still a hot topic, we’ll chat about how they’re impacting hiring and retention, plus strategies to balance flexibility with business needs while keeping employees engaged. 

Finally, we’ll take a hard look at candidate experience, specifically when it comes to hiring within HR. There’s this perception that we are not walking the walk, and we’ll talk about what needs to change. Expect candid conversation, actionable insights, and strategies you can take back to your team and implement immediately. Our discussion goes beyond theory — it’s about recruiting smarter to future-proof your hiring strategy.