An ideal workplace varies based on professional preferences. While some prioritize high salaries, others seek supportive environments. Generation Z often faces criticism for job-hopping and not building long-term careers. Contrary to popular belief that salary is the main driver, learning and development opportunities are pivotal. According to Korn Ferry’s Talent Acquisition Trends 2025 survey, 67% of professionals would remain in a toxic workplace if provided with growth opportunities. This highlights the value of upskilling and lifelong learning. Management and HR must tailor learning programs to meet workforce needs and enhance retention, as L&D can no longer be an afterthought.
Korn Ferry’s Talent Acquisition Trends 2025 Survey Report: Key Insights
Here is a glimpse at the key findings of the Korn Ferry’s report, highlighting the evolving trends that will redefine the workspace and dominate in 2025. The survey includes insights from 40 Korn Ferry experts and over 400 talent acquisition professionals globally.
- Vital Role of L&D in Retention: 67% of employees stay for growth opportunities. VR, gamification, and microlearning are key for developing talent.
- AI in Talent Acquisition: AI boosts productivity but struggles with high-level tasks. 67% see AI as a key 2025 trend, though concerns about bias remain.
- Sharp Focus on Critical Skills: 24% of companies face challenges finding the right skills. Critical roles focus on driving transformation, with 45% prioritizing cultural fit in hiring.
- EVP as a Key to Attraction and Retention: A strong, authentic EVP is vital for attracting and retaining top talent by aligning with company culture.
- Hybrid 360—Flexibility Is the Future: 76% of companies use hybrid work models. 34% highlight personalized benefits and flexible schedules as key for 2025.
How upskilling programmes can attract and retain top talent
Upskilling programmes attract and retain top talent by offering continuous learning and professional growth, which today’s workforce highly values. Such programs demonstrate a company’s commitment to employee development, fostering loyalty and reducing turnover. By empowering employees with new skills, organizations enhance job satisfaction, boost morale, and maintain a competitive edge. Here are five ways upskilling initiatives make a difference in talent attraction and retention.
Aligns career growth with company vision: Structuring upskilling programmes in a way that they move parallelly with individual career aspirations and the company’s long-term goals will help in cultivating an ideal workforce. It will make employees feel more connected to the company’s values and mission.
Enhances employee engagement and job satisfaction: Learning opportunities increase job satisfaction by keeping employees engaged and motivated. Upskilling initiatives encourage employees to develop professionally, take on new challenges, and feel a greater sense of purpose in their roles. This engagement can directly lead to reduced turnover, as employees who feel engaged and valued are less likely to seek other opportunities. Reams of research show that companies offering robust development programmes enjoy higher employee satisfaction, leading to stronger retention rates.
Develops future leaders and promotes career advancement: Strategic upskilling initiatives identify and nurture future leaders within the organization. By offering leadership training, mentorship programmes, and skill-based development, companies help employees visualize a clear career path. This forward-thinking approach not only strengthens internal succession planning but also boosts employee morale by showing a genuine commitment to their professional growth. When employees see potential for upward mobility, they’re more likely to remain loyal to the organization.
