1. Social Recruiting: the new norm.

Did you know that 73% of millennials Found their last position directly through a social media platform? Or that 86% of Gen Z uses social media when searching for jobs?

The statistics are self-explanatory.

At the same time, recruiters worldwide are facing a major challenge: attracting and retaining Generation Z. By 2025, this generation will make up more than a quarter of the global workforce. Och Linkedin Future of Recruiting report, many recruiters are still unsure of how to attract and engage this young talent pool effectively.

It's a shift that's raising a lot of new questions. After all, we've been talking about a “candidate's market” for a while now, but as this new generation enters the workforce, it's more important than ever to understand the journey they take, and what it means for building a sustainable talent pipeline.

Key takeaways: Don't neglect the power of recruitment marketing via social media..

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2. Prioritizing Positive Candidate Experiences

A good candidate experience has never been more critical. Candidates today expect smooth, transparent, and engaging hiring processes. Even if they don't land the job, their interaction with your company should leave a lasting positive impression.

“The goal should be to treat candidates like customers, ensuring they leave as brand advocates even if they don't land the job.”

Key Takeaways:

• Simplify the application process.
• Communicate clearly and provide timely feedback.
• Showcase company culture throughout the hiring journey.

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3. Employee Branding: Your Workforce as Brand Ambassadors

What do your employees say about your workplace? How do they perceive you as an employer? These are crucial questions to consider. In 2025, employee advocacy will be more critical than ever, as prospective candidates trust employee testimonials over corporate messaging.

Think about it: If a company's CEO claims, “We're a fantastic employer,” it might not resonate as much as hearing the same from Anna, a maintenance technician who genuinely loves her job. In fact, one of the top five reasons candidates apply for jobs is the presence of authentic employee stories.

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4. The Rise of Authentic Content in Recruitment Marketing

Recruitment marketing content in 2025 will be dominated by authentic, employee-driven narratives. Candidates are tired of generic stock images and overly polished corporate messaging. They want to see real people, real experiences, and genuine insights into company culture before making career decisions.

Video content will be a major driver in recruitment marketing. Short, engaging videos featuring employees sharing their experiences, behind-the-scenes workplace footage, and “day in the life” vlogs will resonate strongly with job seekers. Companies investing in dynamic video storytelling will have a competitive edge in attracting top talent.

Remember: The content doesn't need to be perfect—it just needs to be real. What you showcase about your workplace will set the expectations for incoming talent.

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5. Pay Transparency: Preparing for the 2026 EU Legislation

Even though the EU pay transparency directive won't be in effect until 2026, companies should start embracing salary transparency now. Many job seekers already expect upfront salary information, and businesses that lead in this area will have a competitive hiring advantage.

Why It Matters:

• 70% of jobseekers say salary is a key factor when applying for jobs.
• 60% want to see salary details in job ads to quickly determine if a role aligns with their expectations.

Companies that proactively implement salary transparency will gain a competitive advantage in attracting talent.

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Are you looking to refine your recruitment marketing strategy for 2025? Our expert advisors are here to help—reach out today for a free consultation!

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