A business’s hiring practices directly impact the caliber of talent it’s able to attract and retain. With many businesses competing for the same pool of candidates, it’s critical to determine which actions may be scaring away top talent.
To help, 20 Forbes Business Council members share hiring practices they believe companies should avoid in 2025. Read on to learn more about what they suggest instead to hire employees that will truly fit in your organization.
1. Upholding Dated Ideas Of Work
What people want from their work has changed. Money is no longer the primary incentive for some, and they value their quality of life. Many people now consider 30 hours a week to be full-time work. Embrace the concept of team-based work by finding two or more people to fill what used to be one full-time role. Look for any opportunities that provide for finding talent. – Jennifer C. Wolfe, Esq., APR, Whisper Creek Spa
2. Neglecting To Update Role Definitions
One hiring practice to avoid is relying on outdated role definitions that ignore the impact of AI. Many job descriptions still focus on tasks that are better suited to automation, missing the shift toward skills like critical thinking, adaptability and collaboration with AI. Instead, reframe roles around outcomes and the ability to leverage AI tools. Hire for learning agility, not just past experience. – Mark Emond, Demand Spring
3. Using Only AI To Screen Candidates
In 2025, companies utilizing AI screening should avoid relying solely on this modern technology. AI screening for potential employment candidates can overlook nuanced human strengths and abilities. Instead, companies should focus on a balanced approach that streamlines the human approach while utilizing such tools. – Ruth Fernandez, 1031 Crowdfunding
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4. Asking For Too Specific Qualifications
Stop asking for 10+ years of experience or a specific college degree like it’s the only way to succeed. It’s exclusionary and lazy, filtering out brilliant, diverse talent that doesn’t fit in the narrow box you’ve created. Focus instead on their soft skills, potential and ability to learn. Hire candidates for who they are, not for where they’ve been. – Lissele Pratt, Capitalixe
5. Posting Job Listings Without Pay Rates
Companies should avoid posting job listings without including pay rates. It wastes time, erodes trust and can deter top talent. In 2025, transparency is key, as candidates expect clarity and fairness. Instead, list a realistic pay range upfront to attract qualified applicants and build a more honest hiring process. – Chris Coldwell, Quicksilver Software Development Inc.
6. Relying Solely On Traditional Resumes
Avoid relying solely on traditional resumes, which often fail to capture soft skills and real-world problem-solving abilities. You can’t tell if someone is a cultural fit from a piece of paper. Also, break away from the traditional office interview. Consider a lunch or coffee meeting instead to see how the candidate interacts in a more relaxed environment. This approach helps identify how they think, adapt and collaborate. – Deron Brown, PCL Construction
7. Prioritizing Achievements Over Potential
I am more interested in potential over achievements. Achievements are clearly important, but I am looking for signs of engagement, passion and growth opportunities with an open mindset in hiring discussions. As such, I think we should start giving people a voice and replacing CVs with a two-minute elevator pitch message. This will allow candidates to add emotions to their application. – Michael Wegmüller, Artifact SA
8. Unnecessarily Requiring Degrees
Stop requiring college degrees for roles that don’t truly need one. Requiring a degree in these cases isn’t just outdated — it’s exclusionary. Many brilliant creatives and marketers are building careers without formal education and are still becoming leaders in their fields. Instead of screening for degrees, assess candidates based on their skills and the impact they can offer based on case studies. – Kelly Rocklein, UGC Pro
9. Overly Depending On Resume Filters Or ATS Systems
In 2025, companies should avoid over-relying on keyword-based resume filters or ATS systems that prioritize credentials over capability. These tools often overlook high-potential talent from unconventional backgrounds. Instead, adopt AI-native, skills-first hiring systems that assess adaptability, intent and real-world problem-solving. – Gangesh Pathak, OWOW
10. Looking Beyond Local Talent
Hiring trends are shifting back toward in-office work as more employers find fully remote employees to be less productive and engaged. If you have the real estate or desk space, consider prioritizing in-house hires who can commit to a regular office presence. Hiring locally can also help strengthen your community and local economy more than remote work. – Nathan Miller, Rentec Direct
11. Interviewing Every Applicant Who Applies
Companies should avoid interviewing every applicant who applies. Instead, implement screening steps, such as a short video response to key questions or a personality assessment. These initial filters help save valuable time by weeding out candidates who aren’t truly committed. Those who genuinely want the job will take the extra steps to stand out. – Jesse Sasomsup, Earnest Homes
12. Interviewing A Single Candidate
Companies should interview at least three qualified candidates to maintain hiring standards. More options prevent the company from settling on a candidate who is not the best fit. You should also always have employees help interview potential candidates, as this allows them to be invested in the success of the selected candidate. – John Abusaid, Halbert Hargrove
13. Banning AI Use For Interview Tasks
When hiring engineers, companies should avoid banning the use of AI tools during interview tasks. For example, engineers will likely use these tools in their actual work, so it makes sense to allow them during assessments. Instead, focus on how candidates make decisions, structure their codebase and debug. – Vazghen Nikolian, Wimble AI
14. Trusting Without Proof
CVs, references and assessments can give you a picture of the candidate, but don’t hire them unless they show you how they can add value in the role they are applying for. For example, if you’re hiring a copywriter, have them write direct response emails and show you how they would improve your landing page to get better leads. Those skills are just as important as titles and references. – Margarita Pasos, Pasos al Exito
15. Underestimating Young Talent
Avoid underestimating young talent! Automatic age and experience filters can make companies miss out on fresh next-generation candidates with needed skill sets in a changing workforce. Take a chance on training junior talent, as their outlook may be exactly what your team is missing. – Illana Raia, Être
16. Failing To Consider Older Candidates
Most organizations are missing a chance to fill skills gaps and drive innovation by not actively recruiting older workers. By 2028, workers 55+ will make up over 25% of our labor force, yet only 4% of companies have programs to integrate them. To stay competitive, businesses must rethink hiring and partner with workforce experts to connect with experienced talent, boosting retention and growth. – Gary A. Officer, CWI Labs/CWI Works
17. Hiring For Cultural Fit
Hire for culture add, not culture fit. It sounds great in theory to find someone who blends seamlessly into the existing team, but that’s precisely the problem. Instead, ask, “What do they bring that we don’t already have?” Culture isn’t about preserving what exists — it’s about evolving, expanding and bringing in different perspectives. Culture is also not just about what we do but also what we can do better. – Anuradha Gupta, Vows for Eternity
18. Forcing Employees To Relocate
For the love of all things profitable, stop forcing your magnificent talent to relocate like displaced penguins! Remote work isn’t a pandemic hangover — it’s your golden ticket to poaching brilliant minds from competitors who demand daily office attendance. The best people aren’t defined by their zip code but by the magic they create from their kitchen tables! – David Zybin, MarketMagnetix Media Group
19. Creating Unclear Onboarding Processes
The biggest mistake many companies make is hiring someone without a clear system to immerse them in the company culture. Provide the training they will need from the get-go. Have a specific 30- or 60-day onboarding plan in place to get the most out of your investment in new employees. – Jason Richmond, Ideal Outcomes, Inc.
20. Failing To First Consider AI Or Automation
Something we think about before hiring for a role is whether it can or should be done with automation or AI first. This helps us avoid overhiring for roles we may later eliminate and ensures we’re improving operations in the process. Then, if we do end up opening a role, it’s now better defined and more impactful. – Sara Mauskopf, Winnie
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