The year 2024 brought significant challenges for businesses worldwide, with the prevailing theme being the need to “do more with less.” HR professionals were particularly affected, balancing increasing demands with shrinking budgets and leaner teams. This pressure was most evident in recruitment, where efficiency goals often clashed with the need to maintain a high-quality candidate experience.
At a recent panel discussion, Hung Lee, Curator at Recruiting Brainfood; Eva-Maria Meyr, Global Director Employer Brand at Dynatrace; and Rudi Bauer, Managing Director at WeAreDevelopers, shared insights on the most important HR trends in 2024 and what’s ahead in 2025. Drawing from their discussion, along with observations from the WeAreDevelopers community, this article provides a recap of this year's HR challenges and opportunities.
You can watch here the panel discussion:
Now, let’s explore the trends shaping 2024 and the strategies that HR professionals can leverage to succeed in 2025.
Mental Health: HR’s Growing Priority in 2024
Hung Lee summed up this year’s HR trends really well: “2024 has been a year where everyone felt the pressure. The push to increase output while managing limited resources has left many in the industry stretched thin. This constant grind raises important questions about sustainability and mental health.”
One of the most significant HR trends of 2024 was the growing emphasis on mental health in the workplace. As burnout rates rise, companies are realizing the need for proactive measures.
Employee Well-Being is a Priority
One quote that resonated deeply came from our recent Cappuccino with HR episode, Leading with Care: Tackling Burnout and Mental Health. During the conversation between Rudi Bauer and Marie Chaproniere, Marie remarked, “Companies are just not ready for us to bring our full selves to work.”
There is a need for companies to take the first step in creating environments that support employees’ mental health and well-being. Instead of merely encouraging people to "be themselves" at work, organizations can implement tangible initiatives such as meeting-free days, regular health check-ins, and efforts to genuinely understand their teams. These measures can restore energy, improve focus, and empower employees to set boundaries—critical steps in preventing burnout. While it’s challenging to prioritize these efforts amidst growth and competing priorities, proactive measures are essential to foster long-term well-being.
So, how aware are companies of issues like mental health, burnout, and well-being in the workplace? And how is the work-life balance in the tech industry? We asked developers, how they perceived topics like mental health in the workplace.
According to the #Wanted and #Misunderstood: A Developer Survey 2024, the following results came out:
- Only 25% of companies prioritize mental health initiatives
- 45% of developers report mental health efforts in their organizations, though with mixed results.
- 19% feel mental health remains a low priority.
There is still much to explore in this area, but one thing is evident: the gap between recognition and meaningful action shows there is still significant work that remains to be done.
The Role of Leadership in Employee Wellbeing
The economic uncertainty of 2024, coupled with the relentless pressure to “do more with less,” has exacerbated stress and burnout across industries. While many companies have introduced mental health programs, their impact often varies, highlighting the need for a more consistent and effective approach.
Eva-Maria Meyr highlighted the role of leadership in addressing these challenges: “Leaders play a crucial role in addressing these challenges. When equipped to recognize and support mental health concerns, they can foster a more supportive environment.”
Yet, Hung Lee raised a concerning observation: “While the mental health crisis is clear, interest from companies and conference organizers in addressing it seems to be waning. The focus has shifted back to performance metrics, sometimes at the expense of employee well-being.”
Organizations need to go beyond surface-level initiatives. By embedding mental health into their culture and operations, companies can not only support their employees but also create resilient, thriving teams capable of navigating today’s challenges.
AI in HR: Key Trends from 2024
Artificial intelligence (AI) has been a dominant HR trend in 2024. From (HR) events to broader discussions on technology, business, leadership, and political strategies, AI’s impact has been a recurring theme this year. This was no different at the WeAreDevelopers World Congress 2024, including the HR Leaders Summit, where the role of AI in reshaping HR and the candidate experience was front and center.
Evolution of AI Tools in Recruitment
AI in recruitment has advanced far beyond basic applicant tracking systems and chatbots. Today’s tools leverage sophisticated predictive analytics to automate tasks such as resume screening and candidate sourcing. This evolution allows recruiters to dedicate more time to strategic decision-making and fostering personal connections.
Hung Lee pointed out the value of AI in addressing persistent recruitment challenges: “AI can address many persistent problems in the hiring process, particularly around communication and reducing the ‘black hole’ effect of job applications.”
The Value of the Human Touch
While AI brings efficiency, Eva-Maria reminded us that it shouldn’t replace the human element: “AI should free recruiters to focus on personalized, meaningful interactions with candidates.”
The consensus among industry leaders is clear: AI is a valuable tool for enhancing HR processes, but it cannot—and should not—replace the human element. By handling repetitive and time-intensive tasks, AI allows HR professionals to focus on what truly matters: building authentic relationships, fostering trust, and delivering an efficient and empathetic candidate experience.
Strategies for HR in 2025
As HR trends for 2025 take shape, the focus shifts to adaptability, experimentation, and fostering trust.
Hung emphasized the importance of decisive action: “In a fast-paced world, overanalyzing can lead to paralysis. Instead, HR professionals should focus on taking action—testing ideas, implementing initiatives, and learning as they go. The insights gained through action are far more valuable than overthinking.”
Eva-Maria supported this perspective, advocating for a trial-and-error approach to problem-solving: “HR needs to move away from building perfect solutions upfront. Instead, start small, experiment, and refine strategies based on real-world feedback.”
A Trial-and-Error Mindset
A major barrier to progress, however, is the persistent stigma around failure. Many organizations still shy away from experimentation, fearing the consequences of mistakes. This mindset needs to shift, particularly in areas where flexibility and adaptability are crucial. Take remote work as an example:
The push for employees to return to the office is a growing trend, but it doesn’t fit every company culture. Organizations with a strong pre-pandemic culture of collaboration may benefit from returning to shared spaces, potentially boosting teamwork and productivity. However, for companies that lacked this foundation, mandating a return to the office can lead to dissatisfaction and resistance, especially when changes are forced without employee input.
Flexibility in Work Models
The key lies in creating flexibility. Companies need to recognize that productivity thrives in environments where employees have the freedom to choose work arrangements that align with their preferences and lifestyles. By focusing on adaptable policies that cater to diverse needs, HR can foster a more engaged and motivated workforce.
Looking ahead to 2025, the strategies that resonate most are those that prioritize experimentation, adaptability, and a culture that values learning over perfection. By embracing these principles, organizations can build resilient teams capable of thriving in an ever-changing world.
Tech Recruiting: A Game of Hide and Seek
Tech recruitment in 2024 was shaped by economic uncertainty, layoffs, and hiring freezes. On top of these challenges, the rise of passive candidates has added complexity.
The Rise of Passive Candidates
One notable trend in tech recruiting is the rise of passive candidates—those who aren’t actively seeking new roles but remain open to opportunities.
These candidates now make up approximately 70% of tech professionals, while only 6% are actively job hunting. Traditional approaches, such as job boards and headhunting, are proving increasingly ineffective, especially when companies fail to provide salary transparency, clear growth opportunities, work location flexibility, and inclusivity in workplace culture. This is why companies should consider recruiting passive candidates.
Passive candidate sourcing can be a game-changer for your recruitment strategy. While the challenge lies in engaging with those not actively seeking new opportunities, the reward is accessing a broader, untapped talent pool.
The Employer Branding Imperative
The following quote perfectly captures the current state of tech recruiting: “It’s like recruiters are playing hide and seek with tech professionals.”
In an industry where talent is scarce and competition fierce, this is a very risky strategy. Failing to connect with tech professionals on their terms often leads to missed opportunities and long-term talent gaps.
To succeed, companies must rethink their strategies and focus on proactive, relationship-driven approaches to talent acquisition. Employer branding is no longer optional; it’s essential to standout in the marketplace. Companies must actively position themselves as leaders and employers of choice—not just through competitive salaries but through:
- Authentic storytelling
- Inclusivity and diversity
- Clear career growth opportunities
Building relationships with potential candidates before they are ready to make a move is critical. By creating meaningful touchpoints and establishing trust over time, organizations can stand out in a crowded market and attract top talent when the timing is right. The shift toward transparency, flexibility, and a people-first mindset will be key to overcoming the challenges of tech recruiting in 2025 and beyond.
Increasing Resilience, Adaptability, and Creativity
2024 has been a year of significant shifts in HR, shaped by economic uncertainty, rapid technological advancements, and a heightened focus on employee well-being. From leveraging AI to streamline processes, to addressing mental health with greater urgency, and rethinking strategies to engage tech talent, HR professionals have faced formidable challenges—but they’ve also uncovered new opportunities and valuable lessons.
One clear takeaway from this year is that resilience alone isn’t enough. To successfully navigate 2025, HR teams must combine resilience with bold, decisive action and a readiness to embrace change. Whether it’s experimenting with innovative recruitment strategies, building workplaces that prioritize mental health, or crafting employer brands that resonate in competitive talent markets, the emphasis must remain on delivering meaningful, measurable outcomes.
Looking ahead, the HR community has an opportunity to lead by example. By challenging outdated practices and setting new benchmarks for adaptability, inclusivity, and innovation, HR can shape the future of work—creating not only resilient organizations but also workplaces where employees and businesses thrive together.
.png)
