Seven top recruitment trends you won't want to miss in 2025
Recruitment in 2025 is shaping up to be a little different from what we’ve seen in recent years. For membership organisations, finding and keeping great talent has always been a juggling act. But as expectations shift, technology evolves, and workplaces continue to adapt, the stakes feel higher than ever.
If you're responsible for building or managing a team in a membership-focused organisation, here are the big trends and latest updates you need to know - and how they might affect the way you hire:
1. Skills, not just CVs
We’ve all seen job descriptions listing a dozen requirements, from specific qualifications to years of experience. But in 2025, what people can do will matter more than their official credentials. Employers are increasingly focusing on skills that deliver real results - whether that's the ability to connect with diverse stakeholders, manage complex projects, or adapt quickly to change.
For membership organisations, this shift is a good fit. Many of the roles you may be hiring for, like membership managers or policy advisors, depend on soft skills like communication and problem-solving. When you’re writing your next job description, think less about ticking boxes and more about the specific outcomes you need someone to achieve.
Some of the top skills in demand for membership organisations include:
- Stakeholder engagement and relationship management
- Strategic thinking and adaptability
- Clear, effective communication across teams and members
- Problem-solving and decision-making under pressure
2. Hybrid work is sticking around
Remote work isn’t a new shiny thing anymore - it’s just how things are done. According to research by CIPD, over three-quarters of employers offer hybrid working arrangements in 2024. But lately there’s been a lot of talk about how to make hybrid work, work. Some employers want staff in the office a certain number of days a week. Others are leaving it up to the team.
For membership organisations, where collaboration is highly important, the challenge is finding the right balance. You might need your events team in person for planning meetings, but a policy lead could work just as well from their home office. The trick is being clear about what’s flexible and why, so everyone knows what to expect.
Flexibility is also a powerful tool for retaining top talent. According to one survey by EY, 54% of workers worldwide say they would consider leaving their current jobs if they were not offered some flexibility in where they work.
3. Pay and perks still matter
It’s no secret that salaries have been a sticking point for many employers. And while pay will always be a top factor for candidates, it’s not the only one. People want to feel valued in other ways too. Benefits like flexible hours, training opportunities, and wellbeing support can make a huge difference. According to Totaljobs, the top 5 benefits workers in the UK want are:
- Flexible hours
- Pension contributions above the legal requirement
- Bonuses
- Paid holiday allowance above legal requirement
- Private health insurance
For membership organisations specifically, aligning perks with your mission and values can be a great way to stand out. Supporting professional development - e.g. through funding courses or attendance at industry events - can signal to your team that you’re invested in their growth.
Additionally, offering flexible working arrangements or wellbeing initiatives reflects the community-focused ethos many membership organisations champion. These tailored benefits not only help you attract great talent but also build loyalty within your team.
4. Diversity is still a top focus (and rightly so)
Most organisations say they’re committed to diversity, equity, and inclusion (DEI). But in 2025, jobseekers will be looking for proof. In fact, 67% of candidates say diversity is an important factor when considering a potential employer.
This could mean showing how you’ve created an inclusive culture or being upfront about diversity in your leadership team, and membership organisations can lead the way here. By championing DEI within your teams, you’re setting an example for the industries and professions you represent. It’s about being proactive - whether that’s rethinking how you advertise roles or making your workplace genuinely accessible to everyone.
5. AI can help – if you use it right
Artificial intelligence is everywhere right now, and chances are you’ve heard plenty about it. Workable’s AI in Hiring & Work survey from late 2023 revealed that 62.5% of organisations used AI in their hiring processes last year. For leaders in membership organisations, this raises a key question: how can you use AI to support your hiring efforts without losing what makes your organisation unique?
AI tools can take on tasks like scheduling interviews and streamlining workflows, and many do report reclaiming hours each week by integrating AI into their processes. But there’s a catch: technology isn’t perfect. It can miss the human side of hiring.
In membership organisations, where relationships are so important, AI should be a tool - not the entire process. Use it to save time on admin, but keep the personal touch when you’re engaging with people. Concerns remain over-reliance on AI, some say it risks creating a process that feels impersonal, and up to 40% of talent leaders worry about AI tools introducing bias into decision-making.
“With the transformative power of generative AI poised to redefine the employee experience of work and the very essence of work itself, the need for organisations to lead with empathy and foresight has never been more urgent.” - Oliver Wyman Forum | How Generative AI is Transforming Business and Society
6. Training is the new retention strategy
Keeping your best people has always been a challenge, especially in membership organisations where workloads can vary and burnout is a risk. One of the best ways to keep employees engaged is to invest in their development.
It’s no surprise that nearly 94% of workers say they’re more likely to stay with a company that prioritises learning and development. Plus, 92% of employees believe that access to training positively impacts their engagement at work. Beyond retention, the benefits extend to overall business performance: organisations that focus on training see productivity increase by as much as 37%!
In 2025, this doesn’t have to mean expensive qualifications. Short courses, mentoring schemes, or even opportunities to take on new responsibilities can all help your team grow - and show them you’re invested in their future.
7. Employer branding matters more than ever (EVP)
In 2025, candidates aren’t just searching for a job: they’re looking for a workplace that aligns with their values and supports their ambitions. In fact, up to 75% of jobseekers will research your employer brand before they even consider applying.
It’s no surprise that 72% of talent leaders say employer branding significantly impacts hiring. For membership organisations, this is your chance to showcase what makes your organisation unique. Are you mission-driven? Do you offer opportunities to work on meaningful projects that create real impact? Perhaps it’s your culture, your commitment to professional growth, or the way you support your team’s wellbeing.
Whatever sets your organisation apart, make sure potential candidates can see it. Share your story through your website, social media, and even your job descriptions. It’s the first step in attracting the right people to your team.
The bottom line
Recruitment in 2025 isn’t about keeping up with trends for the sake of it. It’s about understanding what people want and need - both in the roles you’re hiring for and the culture you’re creating. Membership organisations are in a unique position to lead by example, showing how purpose-driven work and supportive workplaces can go hand in hand.
It’s not about being perfect. It’s about making thoughtful changes that help you build stronger teams and, ultimately, deliver more for your members. And that’s a goal worth striving for.