From “ghost jobs” to “personality hires” there’s a fresh term for every HR trends. As the industry evolves, so does its language, and it can be easy to feel overwhelmed. To keep things straightforward, we’ve rounded up a list of 10 essential buzzwords and trends that are currently shaping HR practices—helping you stay informed without the clutter!
1. New-collar jobs
As skills-based hiring rises, the age-old requirement for a college degree is being questioned. An unnecessary focus on credentials limits employers’ access to diverse talent, particularly among marginalized groups.
Forbes highlights that the 2021 U.S. Census data reveals that around 65% of Americans over 25 lack a bachelor’s degree, with even higher percentages among Black (72%), Indigenous (80%), and Hispanic or Latinx (79%) communities.
IBM took a proactive approach, launching its SkillsFirst initiative back in 2012 to expand its talent pipeline by focusing on skill over degrees. Similarly, after retention challenges during the pandemic, Delta invested in diversifying their workforce through initiatives such as apprenticeship programs, and offering on-the-job training.
With this shift, more companies are embracing a “skills-first” culture, opening doors to new-collar roles and a broader, more inclusive workforce.
2. AI Microlearning
Microlearning is a modern training approach that delivers information in bite-sized, easily digestible segments, enabling employees to quickly absorb and retain new skills and knowledge. The idea is to keep each module short, typically lasting just a few minutes up to 20 minutes.
For example, Slack implemented a 10-minute-per-day AI microlearning program for its employees, resulting in increased confidence, enjoyment, and productivity in using AI at work.
This method aligns perfectly with today’s fast-paced work environments, where time is limited, resources are abundant, and traditional long-form training may not always be feasible. This has also led to an increase in microlearning AI platforms such as Centrical, Talent Cards, 5minsAI, and Shiken.ai
3. Employee Listening Tour
Employee listening tours represent a shift in how leaders approach feedback by enabling them to hear directly from a diverse range of employees. A continuous employee listening strategy puts this concept into action, with leaders engaging in regular meetings and discussions to capture unfiltered insights on employees’ concerns, ideas, and frustrations.
This proactive approach addresses the limitations of traditional feedback systems often seen in organizations today. By fostering a safe space for open dialogue, leaders can leverage these insights to refine company strategies, resolve workplace issues, and make decisions that genuinely reflect their workforce’s needs.
4. Voice of the Employee (VoE)
As HR places greater emphasis on retention and feedback initiatives, a Voice of the Employee (VoE) program emerges as a powerful tool to capture employee perspectives. This initiative allows employees to share their insights and feedback directly with the organization, enabling leaders to act on these inputs to enhance workplace culture and align improvements with business objectives.
Different ways to address VoE:
- Pulse Surveys: Regular, brief surveys to gauge employee sentiment and identify emerging issues.
- Suggestion Box: An open channel for employees to share ideas and concerns anonymously.
- Employee Listening Tours: Leadership-led discussions with diverse employee groups to gather candid, unfiltered feedback.
Through these VoE channels, organizations can build a more responsive, employee-centric environment that supports both retention and strategic goals.
5. Neuroleadership
Neuroleadership is a fascinating and evolving area of research with significant implications for HR. In essence, Neuroleadership combines neuroscience and leadership practices, examining how the brain impacts leaders and their teams.
So, why should HR professionals pay attention?
Understanding Neuroleadership allows HR to design leadership development programs that align with the latest insights into brain function. With this knowledge, leaders can be better equipped to inspire, motivate, and manage their teams more effectively, making it a valuable tool for fostering strong, responsive leadership in today’s workplaces.
6. Ghost jobs
Ghost jobs are job postings that companies don’t intend to fill immediately. These listings may stay live even after a role is filled, be posted in anticipation of future needs, or not exist at all. Notably, a survey of 649 hiring managers revealed that nearly 40% admitted to posting ghost jobs this year, spanning roles from entry-level to executive.
Companies often maintain these listings to build a talent pool, allowing them to quickly fill roles when needed.
It’s important to note that even though ghost jobs might initially seem innocent, for job seekers, ghost jobs can be extremmely discouraging, as applying without any response leads to job search fatigue.
7. Personality Hire
A personality hire is an individual brought on primarily for their charm and interpersonal skills, often seen as a strong cultural fit despite limited experience or technical abilities.
This HR trends has stirred debate: does prioritizing “vibe” over hard skills risk undermining role suitability? Some argue that while skills can be taught, cultural fit is harder to instill. On the flip side, Monster’s poll reveals concerns—32% worry personality hires lack skills needed for promotion, while 39% feel they may advance based on personality alone, potentially breeding resentment among colleagues.
The challenge for personality hires lies in navigating career growth, as they may either face limitations due to skill gaps or friction from teammates if they advance without merit. It’s a delicate balance, and HR leaders need to tread lightly to ensure fairness.
8. Office peacocking
“Office peacocking” refers to companies enhancing their physical workspaces to attract employees back to the office (much like a peacock flaunting its feathers to capture attention.) The goal is to make the office a place that employees actually want to visit, aiming to counterbalance the appeal of remote work. With increasing resistance to RTO mandates, this HR trends may continue to grow as companies double down on their in-office policies despite pushback from employees.
Examples of office peacocking include:
- Decor: Stylish decor, biophilic design touches, and natural light
- Amenities: Recreational spaces, comfortable lounges, game rooms, and nap pods
- Workplace Design: Ergonomic and visually appealing furniture
- Food: Healthy, gourmet meal options available on-site
- Technology: Advanced tech tools and seamless connectivity
- Wellness: On-site wellness facilities like yoga and meditation sessions
As long as RTO remains a priority, companies may find themselves leaning further into office peacocking to create a more enticing, engaging workplace experience.
9. Shadow Policies
“Shadow policies” refer to informal arrangements where managers permit employees to work remotely, even when the company’s official policy mandates in-office presence. These unspoken agreements, often crafted to retain talent and foster loyalty, operate outside the formal rulebook but can be key to employee satisfaction.
According to a Boston Consulting Group report, employees who feel manager support are four times less likely to look for jobs elsewhere—demonstrating how these quiet accommodations can help HR leaders improve retention by embedding trust and flexibility into the workplace.
10. Fractional work
As 25% of U.S. businesses have adopted fractional hiring—with predictions of reaching 35% by 2025
Fractional work provides companies with flexible, specialized support, allowing them to access high-level expertise without the need for full-time commitments. Startups and smaller firms often lead the way in this approach, bringing in fractional executives for critical roles, from HR to finance to operations.
As organizations bring in more independent contributors, the expectations on permanent employees evolve. For HR leaders, integrating fractional roles into a cohesive talent strategy is essential for balancing the contributions of both fractional and full-time team members effectively. Adapting to these changes can create a more dynamic workforce, but it also requires a redefined approach to employee engagement, retention, and knowledge sharing.
