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55% believe that positive change in the workplace is “hindered” by the company’s financial position.
The race for attracting and retaining talent will turn up a notch this year – however many companies stand to fall due to constrained budgets.
RELATED: Rising Talent Exodus: Why Nigerian finance professionals are leaving and how firms can retain them
In a recent survey – from global talent solutions business Robert Walters – 55% of professionals stated that ‘financial position/budgets’ is the leading factor preventing change in their workplace – followed by the wider economy.
Samantha-Jane Gravett– Managing Director of Robert Walters Africa:
“The war for talent is heating up, and businesses can no longer afford to stand still. The most forward-thinking companies are already doubling down on adaptability, digital transformation, and a human-first approach to stay ahead. In an era where workplace change is being shaped by external competition more than ever, the ability to pivot quickly, foster innovation, and create a culture where top talent thrives will define the winners and losers of this evolving landscape.”
As businesses brace for the workforce of tomorrow, the latest Talent Trends 2025 report from Robert Walters reveals the game-changing shifts redefining hiring, leadership, and workplace culture.
From AI-powered recruitment to ‘window working’ and human-centric leadership, here’s what’s shaping the future of talent:
- AI in Hiring – 3 in 10 companies are integrating AI, but while automation accelerates hiring, the human touch remains irreplaceable. Smart businesses will balance tech with human judgment.
- People-First Leadership – Organisations that embrace empathy, flexibility, and purpose-driven leadership are 2.6x more likely to achieve business success.
- Candidate Experience is Everything – 83% of professionals say a poor interview experience can change their perception of a business. Companies must treat applicants like valued customers.
- Hybrid Work Reimagined – As the quest for flexible work continues, a variety of concepts will be trialled and tested from the 4-day week to ‘window working’ – offering structured flexibility to maintain engagement and productivity.
- Climbing the Career ‘Lattice’ – The traditional career ladder is out. Employees are opting for lateral moves, cross-functional growth, and skills-based progression over rigid hierarchies.
- Future Skills Are Key – 39% of job market skills will change by 2030, with businesses needing to upskill employees in both tech and soft skills to stay ahead.
