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Everywhere I look, teams are being asked to hit hiring goals with fewer people, fewer tools, and tighter budgets. So I ran a poll to see what’s really getting squeezed. It gave me a peek into the hiring trends of 2025 so far. What’s shifting, what’s sticking, and what’s quietly slipping through the cracks.
This week in The JD Weekly, I sent out a quick 5-question pulse check to get the lay of the land. It was short, anonymous, and simple on purpose because I wanted to know the real story from real recruiters, hiring managers, and comp folks in the thick of it.
Here’s what I found (so far):
What’s most at risk when budgets get tight?
The first answer I got? “Something else.” That alone says a lot.
It confirms what I suspected: the pain isn’t in just one place. Every org is cutting in its own way—some are slashing agency spend, others are pulling back on job boards or delaying hiring altogether. But that mysterious “something else” category? That’s where the messy stuff lives: DEI programs, internal mobility efforts, employer branding…things that aren’t line-item obvious but matter big time in the long run.
What initiatives are still full-speed ahead?
Even when budgets are frozen, some projects still move. The response? System integration.
It makes sense. If you’re stuck doing more with less, streamlining your tools becomes non-negotiable. Connecting systems and making data flow saves time and gives leaders the visibility they want. Integration isn’t sexy, but it’s survival. And when you’re in survival mode, tools that eliminate duplication or reduce manual work are worth every penny.
Where’s the time & money pressure hitting hardest?
No surprise here: screening, interview scheduling, and communicating with candidates are the biggest pain points.
Translation? Admin h*ll. These are the parts of hiring that feel the most broken, and ironically, they’re also the most visible to candidates. So not only do they drain internal resources, but they also hurt the experience you’re trying to deliver externally.
If you could automate one thing today, what would it be?
One respondent said it best: “Disposition of candidate status.”
That one line sums up a problem I hear constantly: candidates ghosted after applying, not knowing where they stand. And recruiters are burning hours triaging inboxes, trying to keep up. Automating status updates doesn’t just save time; it improves your brand. It says you respect people’s time, even when they’re not the right fit. But make sure they are still personal, not too robotic!
Job descriptions: What’s working, and what’s a headache?
The answer: “Effective screening criteria.”
This hit home. Most people don’t struggle with writing the job title or posting the JD to their career site (although some still do). The real issue is making sure the content helps filter the right people before they hit the ATS. That means criteria that’s clear, measurable, and aligned with what the hiring team actually needs—not just recycled buzzwords or outdated checklists.
👉 Want to be part of the next round of insight on hiring trends 2025? Take the poll here, it’s super quick. And if you haven’t already, subscribe to The JD Weekly. It’s where I share all the good stuff.
Why I Wrote This
This isn’t just a poll recap. It’s a reality check. When I see responses like “system integration” and “automate candidate status,” I know folks aren’t looking for shiny new trends; they just want hiring to work better.
That’s where Ongig comes in. We help hiring teams simplify job description workflows, integrate tools, and improve candidate experience (without needing to add more people to your team).
If you’re under pressure to hit goals with fewer resources, request a demo to see how Ongig can help.
FAQs
What are companies cutting first when budgets shrink?
Agency spend, job boards, and some HR initiatives like DEI or branding often get trimmed quickly. But responses vary widely.
What HR tools survive budget cuts?
Tools related to system integration and automation usually stick around—they’re seen as cost-savers in the long run.
Why is automating candidate status updates important?
It saves recruiters time and ensures a respectful candidate experience, even for those who don’t move forward.
What’s the biggest job description challenge right now?
Aligning the JD with accurate, effective screening criteria so only qualified candidates apply.
How can Ongig help when resources are tight?
We simplify JD creation, improve workflows, and help your team move faster with fewer headaches—all from one platform.
