Graham Keegan, Auxilion's Head of Resourcing, discusses some of the key considerations for resource planning ahead of 2025
As we begin to close out 2024, many organisations will be completing their roadmaps for the year ahead. This will include hiring and resourcing plans. Here, we’ll discuss some of the important considerations for the year ahead in an era of rapid change, both domestically and globally.
Artificial Intelligence & Emerging Technologies
As AI adoption accelerates, demand for specialists in areas like machine learning, AI auditing, and prompt engineering will surge. Employers are faced with the choice of hedging their bets by upskilling existing staff in emerging areas or hiring externally for ready made talent. It is a challenge to develop a strategy with so many unknowns in a rapidly evolving market, but having a clear plan in place will offer advantages in automating business processes, driving customer engagement, and implementing data insight tooling. Considering the complexity often involved in implementing new solutions across your business, hiring external, readymade talent can mitigate risks.
Remote & Hybrid Working Models
In 2024, we have seen something of a drive back towards predominantly office-based work in some sectors. Having a clear policy around remote and hybrid work is essential moving forward. Employee hiring across the technology sector is still predominantly candidate-driven. Aside from financial motivators, the biggest ask from jobseekers remains flexible work arrangements. Companies such as Amazon, Disney, and X have performed a U-turn from remote work, offering “comply or leave” ultimatums to staff. However, many organisations plan to maintain the hybrid or remote working arrangements demanded by current and prospective employees. Having a clear, solid policy holds real value when engaging the talent market. Offering flexible working arrangements also offers access to a pool of high-skill workers currently faced with these Return to Office mandates.
Skills-Based Hiring
One of the biggest shifts we have seen this year in employer behaviour is a move away from traditional “degree-based hiring.” Practical experience and technical skill has dominated, particularly for contract hires. The adoption of a skills-based approach to hiring widens the talent pool significantly. Interestingly, this has also been proven to improve gender balance. Identifying skill gaps, defining a learning and development strategy, and increasing cross-functional opportunity can empower your employees in a way that perhaps traditional degree-based hiring cannot.
Contract vs. Permanent Hires
An old topic that has been covered extensively! Given the global uncertainties facing us in 2025 and beyond, hiring contractors offers a scalable and flexible solution for upcoming work without a lasting commitment. Contractors have the skills and experience to hit the ground running, meaning that they can often deliver results faster than a new hire who needs training and onboarding. Their insight can also offer valuable experience to your business, providing a competitive edge.
Cybersecurity
Another crucial focus for the year ahead is cybersecurity. The need to protect your business against cyberattack and other risks is paramount. Conducting risk assessments, regular software updates, consistent training, and operating a zero-trust model are some preventative measures your business can take. It is also important to consider whether your business has the relevant skillset to prevent potential problems among existing employees. Hiring in external experts is a great option to protect your business in the most comprehensive way possible.
If you would like to discuss your resourcing strategy for 2025 with our experts, contact hello@auxilion.com.
