Recruitment Trends 2025: The New Rules of Hiring

Global Overview

The hiring landscape in 2025 is shaped by rapid technological change, shifting worker expectations, and macro economic uncertainty. Some of the key global signals:

• Despite the buzz about AI and automation, around 70 % of organisations still report challenges in recruiting full-time positions. WeCP+3SHRM+3Matchr+3

• The rise of AI in recruitment is more about augmenting processes (screening, matching, scheduling) than replacing humans. Forbes+2Matchr+2

• Skills‐based hiring (rather than purely credentials) continues to grow. Employers are prioritising adaptability, digital literacy and soft skills. InCorp Global+1

• Candidate experience, employer branding, and flexibility (remote/hybrid work) are no longer “nice-to-haves” but major differentiators. Matchr+2Talent MSH+2

• Cost and time-to-hire remain pressurised: for example, data shows global median time to hire ~38 days; average time to fill ~42 days in some markets. Playroll

• There is some regional divergence: while some markets show hiring caution due to economic pressures, others (with strong digital transformation) show resilience. wilsonhr.com+1

  
  

Implication for employers: In a global context where talent is increasingly mobile and expectations are evolving, businesses must shift from simply posting vacancies to proactively building talent pipelines, incorporating digital recruitment tools, and promoting their culture and flexibility as attractors.

Asia - Pacific (APAC) & Regional Dynamics

Zooming in to APAC and adjacent regions, the picture has both similarity to and divergence from the global trends. Key points:

• For the Asia-Pacific & Middle East (APME) region: the “Net Employment Outlook” for Q3 2025 was +28%, unchanged from Q2, and up 7 points vs Q3 2024. manpower.com.ph+1

• Within that region, some sectors have especially strong outlooks: IT at +38%, Financials & Real Estate +31%, Industrials & Materials +29%. manpower.com.ph+1

• According to a recent Asia-hiring-trends article: 77% of APAC employers report difficulty filling key roles. InCorp Global

• Key drivers in the region: skill shortages, digital transformation, rising employee expectations for work-life balance, remote/hybrid work models, and increasing regional differentiation. InCorp Global

  
  

Takeaway for APAC: Employers in APAC need to anticipate that competition for talent will continue to intensify — especially for tech-enabled, digital or specialist roles. Investment in automation and digital recruitment is also more pronounced. Organisations that treat “just fill the role” as enough will likely lose out.

Philippines Market

Specifically for the Philippines, the recruitment and talent-market story in 2025 has several distinctive features:

• Hiring activity in April 2025 saw a 20% year-on-year increase (vs April 2024) according to the foundit Insights Tracker. foundit

• The Philippine “Talent Trends 2025” report (by Michael Page) for 708 professionals shows that workforce expectations are shifting: clarity on pay, flexibility, inclusion and AI will matter. Michael Page Philippines+1

• The “State of Recruitment and Hiring in the Philippines in 2025” article highlights the rise of digital platforms, remote/hybrid models, and the need for companies to adapt their hiring processes accordingly. 9cv9 Career Blog

• According to Manpower (Philippines) insights: the region shows strength despite global uncertainty. manpower.com.ph+1

  
  

Key themes for PH employers:

• A more candidate-centric market: job seekers expect flexibility, clarity, growth opportunities.

• Skills remain at a premium: the demand is not only for staff but for talent with digital, analytical or remote-capable capabilities.

• Compliance, remote hiring logistics, and employer branding matter more than ever — especially in a market where global firms hire locally.

• While hiring momentum is good, there is a strategic shift: companies are evaluating roles, investing in “right skills” rather than indiscriminate expansion.

  
  

Cebu / Visayas Local View

Within the Philippines, the city/region level (especially hubs like Cebu) shows additional context:

• According to the Cebu City / Visayas region: the IT-BPM sector is a major driver. As of end-2024, Visayas accounted for 34 % of the national IT-BPM workforce; Cebu alone contributed ~15 %. Manila Times

• The local job market in Cebu is described as “hotter than ever” in 2025 for many roles (BPO, IT support, remote work options). JobYoda

• The expansion of remote/hybrid working, new service types (beyond traditional call-centres) in the BPO/IT-BPM space in Cebu suggest that talent demand is evolving in both volume and skill-type. TTEC Jobs

  
  

What this means for hiring in Cebu:

• Employers locating or hiring from Cebu need to treat it as a vibrant and competitive talent market — not just a cost-centre.

• Because talent is increasingly remote-capable, they may need to emphasise culture, growth path, training and remote/hybrid flexibility.

• Given the role of the Philippines (and Cebu) in global outsourcing and remote-services, recruiters should anticipate candidates who have global-client expectations, and therefore higher standards for hiring and engagement.

  
  

Summary of Key Statistics to Highlight

• Global median time-to-hire ~38 days; average time to fill ~42 days. Playroll

• Asia-Pacific Net Employment Outlook for Q3 2025: +28%. manpower.com.ph

• Philippines hiring activity: Up ~20% YOY in April 2025. foundit

• Skill-shortage in APAC: ~77 % of employers report difficulty filling key roles. InCorp Global

• Cebu/Visayas contribution: Cebu represents ~15 % of Philippines IT-BPM workforce as of end-2024.