SHRM Foundation
SHRM sits at the center of talent and workplace development — supporting HR professionals, employers, and employees alike — while the SHRM Foundation drives action to shape a better future of work.
At the SHRM Foundation, we envision a future of opportunity where skills-first talent strategies are the norm, creating new pathways for all workers — regardless of background. These strategies help employers access untapped pools of talent and build more inclusive, resilient workforces.
SHRM Untapped Talent
Employers continue to face persistent job vacancies and skills mismatches, even as many workers from overlooked talent pools are already in the workforce but excluded by traditional recruitment methods and perceived demographic barriers:
- Nearly 1 in 3 U.S. adults has a criminal record.
- 25% of adults have a disability.
- The U.S. has 18 million military veterans and 1 million military spouses and caregivers.
- Over 12% of youth ages 16 to 24 are neither in school nor working.
- The population of adults ages 60 and older grew by 34% from 2008 to 2018.
“Awareness is the first step in transforming the education-to-employment pipeline. Too many talented people are overlooked simply because traditional systems haven’t evolved. To build a resilient workforce, we must recognize potential wherever it exists and reimagine pathways that prioritize people, skills, and well-being.”
Wendi Safstrom
President of the SHRM Foundation
Talent Trends 2025
Building on SHRM’s foundational research, the 2025 Talent Trends report reveals troubling insights about today’s hiring landscape. Recruiting and hiring for full-time roles remains difficult: too few applicants, intense competition from other employers, and applicant “ghosting” (i.e., candidates suddenly cutting off communication without explanation) are leaving critical positions unfilled.
When vacancies persist, the impact is far-reaching. Organizations experience declines in efficiency and productivity, which increase operational costs. Skills gaps limit capacity for innovation and strategic growth.
Discover how organizations are adapting to a changing workforce, balancing immediate needs with long-term strategies, and equipping HR professionals with the insights needed to drive sustainable growth by reading the full report.
Key Findings
- 69% of organizations reported ongoing difficulty filling roles, matching 2016’s level after a peak in 2022.
- 28% of employers now require new skills for full-time positions, while 47% have updated existing roles to include new competencies. This reflects a broader shift: staying competitive in a tech-driven economy demands evolving skill sets.
- 43% of employers hiring for roles with new skills requirements cited increased pace of work or productivity as a key driver, up 6 percentage points from 2024.
The solution to overcoming recruiting challenges is not one-size-fits-all. Industries may face similar difficulties in recruiting for their open positions, but the extent to which those difficulties present themselves varies.
SHRM E2 Debuts at SHRM25
At SHRM25, more than 20,000 participants — including over 800 global attendees from more than 80 countries — came together to explore workforce transformation, policy innovation, and HR leadership.
During a Main Stage address, Emily M. Dickens, chief of staff, head of government affairs, and corporate secretary at SHRM, announced the official launch of SHRM’s Education-to-Employment (E²) Initiative.
Exploring the issue in-depth, the session “Strengthening the Education-to-Employment Pipeline: Together, We Can Align Education, Skills, and Workforce Needs” provided a platform for experts to explore how HR can lead the way in aligning education with evolving workforce demands. Key topics included:
- Embedding skills-based learning into academic programs.
- Expanding access to apprenticeships, certifications, and career and technical education.
- Mobilizing HR and public policy to future-proof the U.S. workforce.
Attendees walked away with practical strategies to advance skills-based hiring and champion policies that broaden career opportunities for all.
Are you supporting your workers who are early in their careers?
Released on March 26, 2024, a joint report from SHRM and Handshake examined the skills that emerging professionals need, how employers assess them, and what these professionals seek in an employer.
The report found that people in the early stages of their career tend to be well prepared for the workforce, but there are still opportunities where these emerging professionals can improve and where employers can make concerted efforts to reach them.
“Because talent is everywhere — but opportunity must be intentional.”
Emily M. Dickens
Chief of Staff, Head of Government Affairs, and Corporate Secretary at SHRM
SHRM’s 2025 Talent Trends: Learning & Development Programs found that filling hard-to-hire roles requires moving beyond traditional recruitment. Talent shortages won’t be solved by hiring alone — they demand strategic investments in learning, development, and internal mobility.
Among organizations offering apprenticeships, internships, and mentorship programs, 82%, 78%, and 81% respectively reported them as somewhat or very effective in addressing talent shortages. This data reflects the critical need to expand access to the “-ships”:
- Internships.
- Apprenticeships.
- Fellowships.
- Externships.
- Leadership and service opportunities.
These experiences do more than fill resumes — they help students test career interests, build confidence, and form relationships that often lead to jobs.
Tell Us Your Story!
Share how you’re raising awareness and helping to repair the U.S.’s broken, leaky, and outdated education-to-employment pipeline.
Interested in a career in HR? Did you know that SHRM has career resources for students and emerging professionals to help you own your future career in HR? Explore career paths within HR, prepare for a successful job search, and get the latest news in this rapidly evolving field.