Duane Tursi, CEO, Ascension Group International.
Business owners and employees alike are living through a paradox. On one hand, we’re in the age of nearly unlimited intelligence. On the other hand, we’re operating with limited conviction. We have access to a vast set of tools that claim to make hiring easier, faster and more efficient—yet too many companies are falling short.
In a recent blog post, Microsoft shared some key highlights from its 2025 Work Trend Index. Their findings “reveal the emergence of a new kind of organization: the Frontier Firm—built around intelligence on tap, human-agent teams and a new role for everyone: agent boss.” For many, this transformation means leveraging AI agents to their fullest possible capacity sooner than anticipated.
Faced with AI overload, an uncertain economic climate and a shrinking talent pool, it’s no surprise that business leaders would opt to pause hiring rather than make the wrong decision. But I have found that this mindset can create bottlenecks and risks that are largely avoidable. To overcome hiring paralysis in the wake of massive economic and cultural shifts, I believe our focus needs to be on adaptability, flexibility and the conviction to bet on people, using AI as a tool to amplify human potential rather than as an excuse to sideline it.
Easing Employees’ AI Anxiety
Many managers view AI tools as an asset, but workers are uneasy about their implications. A Beautiful.ai survey of 3,000 managers demonstrates the disconnect: 64% of managers believe their employees fear that AI will diminish their value, and 58% worry that these tools could ultimately lead to job loss.
I believe that companies that focus only on AI’s capabilities while ignoring employee concerns are setting themselves up for failure. It’s time to address the elephant in the room: How can you ensure AI works for your team, not against them? The key is to integrate AI with transparency and upskilling, ensuring your employees feel empowered, not displaced.
Attracting The Right Talent In A Shrinking Pool
Despite ongoing disruptions, the talent market is showing signs of stabilization. Robert Half’s January survey found that just 29% of professionals expected to seek a new job in early 2025—a notable drop from 35% last year. Their reasons? Strong compensation, balanced workloads and positive culture—proof that, even amid AI transformation, the retention fundamentals haven’t changed.
While this may be a net positive for retaining your top talent, it can present a challenge for attracting new hires who can fill critical gaps. According to another Robert Half report, 91% of employers are already struggling to hire skilled professionals. And with fewer workers actively seeking new opportunities in 2025, the talent pool will likely be smaller and harder to access.
My recommendation to business leaders is to rethink how your organization attracts, hires and empowers talent in a rapidly changing market. I’ve found that the answer does not rely solely on AI adoption; instead, seek to balance AI innovation with strategic, human-centered hiring.
Nurturing Junior-Level Talent
The talent shortage isn’t just about fewer people actively looking for jobs; it’s also about the aging workforce. From 2024 to 2029, we will reach what is known as “peak 65,” when the largest number of Americans will reach retirement age.
This demographic shift is creating a double whammy for employers: Not only are fewer people seeking new opportunities, but a significant portion of the experienced workforce will soon exit the market. To secure the talent you need, don’t wait for resumes to roll in. Instead, act decisively, rethink your talent strategies and build up your junior-level talent to learn from and seamlessly take over for your seasoned employees who are preparing their exits.
Ditching The Traditional Resume
Speaking of resumes, I believe they no longer work (if they ever did). Candidates are using AI to create a facade of perfection, while recruiters are using the same tech to weed them out. This can create a pointless, time-wasting loop that leads nowhere and delivers even less. With AI able to churn out a polished two-page resume in seconds, many have become useless. What’s left to judge? In today’s AI-driven world, the resume is more and more becoming little more than a marketing document, not a true measure of talent.
I recommend instead focusing on what truly matters: how candidates think and solve problems. Use scenario-based interviews or situational assessments that push candidates to apply their knowledge to real challenges, not just repeat things they’ve done in the past. This can provide you with a clear picture of their critical thinking, adaptability and creativity without requiring excessive unpaid work upfront. You’ll be evaluating potential, not past performances, and that’s an important part of building a resilient team.
Keeping Remote Work On The Table
The demand for remote work isn’t disappearing despite many companies pulling back. However, while some organizations are retreating from flexible work models, highly skilled workers prioritize flexibility more than ever.
The number of remote job postings has declined, but this shift shouldn’t be seen as a signal to abandon what many knowledge workers value most. I believe those companies that understand the power of flexibility will continue to attract and retain the best talent. Offering remote work, or at least hybrid options, can be more than just a perk—it’s a competitive advantage.
Final Thoughts
While active job seekers may feel stuck in hiring limbo, employers are grappling with longer timelines of their own. Economic uncertainty is pushing many businesses to adopt a more selective approach, extending the hiring process even further. Yet, despite these factors, 63% of employers still planned to add permanent staff in the first half of 2025. By assessing the true aptitude, critical thinking and potential of candidates in your hiring processes, cutting through bureaucratic delays and outdated practices, you can secure top talent faster than your competitors. In a market where speed and precision matter, I have found that adopting these strategies can help companies stay ahead.
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