Deepanshu Anand
Regional Head- TA Ops GSSC- Americas & EMEA(Europe, Middle East & Africa) , EricssonDeepanshu Anand, as a Regional Head- TA Ops GSSC- Americas & EMEA(Europe, Middle East & Africa) is recognised for redefining talent acquisition by investing in upskilling and reskilling, using AI to handle repetitive tasks but keep human judgment at the core and for building an authentic employer brand that resonates with Gen Z.
The recruitment landscape of 2025 is a battlefield of complexity and opportunity. Rapid technological advancements, shifting economic conditions, and evolving workforce expectations are challenging talent acquisition (TA) leaders. With 19 years of experience, I know 2025 demands a new level of vision and agility.
The Skills Gap: A Business Imperative
The skills gap is a major hurdle. Research shows 87% of companies struggle to fill roles in high-demand fields like AI and cybersecurity. This isn’t just a hiring problem; it’s a threat to business growth.Â
Leadership Lesson: Redefine talent acquisition by investing in upskilling and reskilling.Â
 Hiring for skills is five times more predictive of job performance. Proactive workforce planning is no longer optional; it’s a strategic necessity.
AI: A Tool, Not a Takeover
AI continues to revolutionize recruitment, with tools that can reduce time-to-hire by up to 40%. However, 40% of talent specialists worry that AI makes the process impersonal, risking top candidates being overlooked.
Leadership Lesson: Use AI to handle repetitive tasks but keep human judgment at the core.
Transparent, fair AI systems, combined with personal engagement, ensure a balanced approach. Technology should enhance, not replace, the human touch.Â
Engaging Generation Z
Gen Z, now a quarter of the global workforce, values flexibility, purpose, and continuous learning. A 2024 survey found 57% of recruiting professionals expect increased investment in employer branding to attract this cohort.
Leadership Lesson: Build an authentic employer brand that resonates with Gen Z.Â
Showcase commitments to diversity, sustainability, and work-life balance through actions, not just words. Authenticity is the currency of trust in 2025.
Navigating Economic Uncertainty
Economic uncertainty in 2025 is making businesses cautious, with 57% of executives anticipating reduced hiring. Yet, the demand for skilled talent remains high. Flexible hiring models, such as contract or remote work, are gaining traction.Â
Leadership Lesson: Agility is the antidote to uncertainty. Embrace skills-based hiring and flexible work arrangements. Flexibility isn’t a perk, it’s a strategic imperative.
The Candidate Experience: Make or Break
A poor candidate experience can tarnish a company’s reputation. Research shows 44% of businesses fail to respond to candidates promptly. In a candidate-led market, transparency and empathy are non-negotiable.
Leadership Lesson: Prioritise streamlined, respectful hiring processes. Use data-driven tools to improve candidate matching, but balance them with personalized communication. A great candidate experience builds trust and loyalty.
The challenges of 2025 demand visionary leadership. By investing in skills, balancing technology with human insight, crafting authentic employer brands, staying agile, and prioritizing candidate experience, we can turn obstacles into opportunities. Let’s lead with vision and innovate with purpose!
