Early Career Recruiting is constantly evolving, and 2025 brings a new wave of change. Over the past year, teams have navigated generative AI, shrinking budgets, and a cooling job market. And, just as they’ve started to find their footing, new political and economic shifts are adding fresh layers of complexity.

At Veris Insights, we understand how challenging it can be to anticipate what’s next while managing the demands of today. That’s why my research team has been closely tracking the forces shaping the industry. In a recent webinar, I shared our latest findings on the biggest trends in Early Career Recruiting—insights designed to help University Recruiting leaders make informed, strategic decisions this year.

So, here are the four key trends to watch in 2025—and what they mean for you.

 

1. AI, Auto-Apply, and the Application Avalanche

AI tools like ChatGPT are transforming how students approach job applications. About half of students now use AI to craft resumes, write cover letters, and prep for interviews. While this can help candidates better articulate their experiences, it also poses new challenges for recruiters.

One of the biggest? The Application Avalanche—AI enables students to apply to dozens (or even hundreds) of jobs at once.

“I applied to 100 jobs in under an hour using an auto-apply bot.” – Student participant in Veris Insights research

For candidates, this efficiency feels like a win. But for recruiting teams, it means sorting through an overwhelming volume of applications, many of which look increasingly similar as AI-generated content becomes the norm.

If this is a challenge your team is facing, download our 8 Tactics for Managing the Application Avalanche for expert strategies on navigating this shift.

 

2. The Great Reset: A New Efficiency Mandate for UR

The push for efficiency has become a defining theme in Early Career Recruiting. Teams are operating with tighter budgets, smaller teams, and higher expectations. In fact:

• 68% of University Recruiting teams reported budget challenges in 2024.
• 38% faced hiring freezes.
• 20% experienced layoffs within their teams.

While budget constraints aren’t new, we’re seeing a broader shift in University Recruiting—one that prioritizes measurable returns over holistic program quality. We call this shift the Great Reset. I explain it in more detail below.

At its core, the Great Reset reflects a new reality: recruiting teams are under pressure to do more with less. Some are focused on cutting costs while maintaining competitiveness, while others are proactively rethinking their strategies to maximize ROI. However they approach it, efficiency is no longer optional—it’s a necessity.

Download: How University Recruiting Leaders Adapt to ROI Mandates

 

3. Political Shifts Are Reshaping DEI Priorities

Many key factors that directly impact University and Early Career Recruiting have been or will be directly influenced by U.S. politics over the coming year—from higher education policies to immigration regulations and more. This has significant implications for access to talent in 2025.

One of the areas that will be post impacted, though, is diversity, equity, and inclusion (DEI). Over the past few months, companies have begun retooling their DEI commitments in the wake of lawsuits, public pressure from online influencers, and evolving legislative policies.

As a result, although DEI remains a top-three priority for University Recruiting leaders overall, the percentage who identify it as a top priority has dropped significantly, from 94% in 2023 to 50% for 2025. Still, some organizations are doubling down on their DEI efforts, adopting new strategies like partnering with underrepresented student organizations to maintain their commitment to inclusivity.

This is an area that will continue to evolve as the new administration has already signaled anti-DEI sentiments. We’ll be tracking these shifts closely, starting with our webinar: The Changing Landscape of DEI: What’s Next for Employers.

 

4. A Labor Market in Transition

While the U.S. job market remained steady in 2024, early career hiring continues to evolve in unexpected ways. Recent graduates are facing more difficulty securing jobs than in previous years, narrowing the employment gap between those with and without bachelor’s degrees.

At the same time, hiring trends are diverging across industries—sectors like aerospace, manufacturing, and finance are expanding, while consulting and accounting firms are cutting back.

Notably, higher education enrollment is finally rebounding after years of decline, with the strongest growth in public two-year institutions and increasing diversity among students.

Overall, these shifts highlight a talent pipeline in transition, requiring employers to adapt their strategies to stay competitive in 2025.

 

A Final Note

2025 is shaping up to be a challenging year—one defined by significant change. That’s why I want to end with a reminder: the work you do as University Recruiting professionals is incredibly important.

You are often a candidate’s first introduction to the professional world, setting the tone for their careers. You are the gateway to organizations for a diverse, talented, and motivated generation of workers.

When challenges arise this year—and they will—I hope you hold onto that. And know that as an organization, we’re here to support you every step of the way.