Robert Half Research Reveals Key Hiring Challenges for Small and Midsize Businesses Heading Into 2025
Robert Half's latest research reveals major hiring challenges for small and midsize businesses (SMBs) heading into 2025. Based on a survey of 1,700+ hiring managers, the top concerns include: meeting salary expectations (cited by nearly half of respondents), finding skilled talent (over 40%), and losing candidates due to slow hiring processes. Nearly half of SMBs report higher turnover rates due to extended hiring cycles, while over 40% struggle to find candidates matching their company culture. To address these challenges, Robert Half recommends strategies including promoting company strengths beyond salary, accelerating hiring decisions, being flexible with requirements, and partnering with specialized recruiters.
La recente ricerca di Robert Half rivela importanti sfide occupazionali per le piccole e medie imprese (PMI) in vista del 2025. Basata su un sondaggio di oltre 1.700 manager assuntivi, le principali preoccupazioni includono: soddisfare le aspettative salariali (citato da quasi la metà degli intervistati), trovare talenti qualificati (oltre il 40%) e perdere candidati a causa di processi di assunzione lenti. Quasi la metà delle PMI riporta tassi di turnover più elevati a causa dei cicli di assunzione prolungati, mentre oltre il 40% fatica a trovare candidati che corrispondano alla loro cultura aziendale. Per affrontare queste sfide, Robert Half raccomanda strategie che includono la promozione dei punti di forza dell'azienda oltre al salario, l'accelerazione delle decisioni di assunzione, la flessibilità nei requisiti e la collaborazione con reclutatori specializzati.
La última investigación de Robert Half revela importantes desafíos de contratación para las pequeñas y medianas empresas (PYMES) de cara a 2025. Basada en una encuesta a más de 1,700 gerentes de contratación, las principales preocupaciones incluyen: cumplir con las expectativas salariales (mencionado por casi la mitad de los encuestados), encontrar talento calificado (más del 40%) y perder candidatos debido a procesos de contratación lentos. Casi la mitad de las PYMES reportan mayores tasas de rotación debido a prolongados ciclos de contratación, mientras que más del 40% lucha por encontrar candidatos que se ajusten a su cultura empresarial. Para abordar estos desafíos, Robert Half recomienda estrategias que incluyen promover las fortalezas de la empresa más allá del salario, acelerar las decisiones de contratación, ser flexible con los requisitos y asociarse con reclutadores especializados.
로버트 하프의 최신 연구는 2025년 진입을 앞둔 중소기업(SMB)의 주요 채용 도전 과제를 밝혀냅니다. 1,700명 이상의 채용 관리자를 대상으로 한 설문 조사에 따르면, 주요 우려 사항은 다음과 같습니다: 급여 기대치를 충족하는 것(응답자의 거의 절반이 언급), 숙련된 인재를 찾는 것(40% 이상), 느린 채용 과정으로 인해 후보자를 잃는 것입니다. 중소기업의 거의 절반이 연장된 채용 주기로 인해 더 높은 이직률을 보고하며, 40% 이상은 기업 문화에 맞는 후보자를 찾는 것에 어려움을 겪고 있습니다. 이러한 도전 과제를 해결하기 위해 로버트 하프는 급여 이상으로 회사의 강점을 홍보하고, 채용 결정을 신속하게 하고, 요구사항에 유연성을 가지며, 전문 모집자와 협력하는 등의 전략을 권장합니다.
La dernière recherche de Robert Half révèle de grands défis de recrutement pour les petites et moyennes entreprises (PME) à l'approche de 2025. Basée sur une enquête auprès de plus de 1 700 responsables des recrutements, les principales préoccupations incluent : répondre aux attentes salariales (mentionnées par presque la moitié des répondants), trouver des talents qualifiés (plus de 40%) et perdre des candidats à cause de processus de recrutement lents. Près de la moitié des PME signalent des taux de rotation plus élevés en raison de cycles de recrutement prolongés, tandis que plus de 40% ont du mal à trouver des candidats correspondant à leur culture d'entreprise. Pour faire face à ces défis, Robert Half recommande des stratégies comprenant la promotion des atouts de l'entreprise au-delà du salaire, l'accélération des décisions de recrutement, la flexibilité des exigences et le partenariat avec des recruteurs spécialisés.
Die neuesten Forschungen von Robert Half zeigen erhebliche Einstellungsherausforderungen für kleine und mittelständische Unternehmen (KMU) im Hinblick auf 2025. Basierend auf einer Umfrage unter über 1.700 Personalverantwortlichen beinhalten die größten Bedenken: die Erfüllung der Gehaltsvorstellungen (von fast der Hälfte der Befragten angeführt), die Suche nach qualifiziertem Personal (über 40%) und der Verlust von Kandidaten aufgrund langsamer Einstellungsprozesse. Fast die Hälfte der KMU berichtet von höheren Fluktuationsraten aufgrund verlängerter Einstellungszyklen, während über 40% Schwierigkeiten haben, Kandidaten zu finden, die zu ihrer Unternehmenskultur passen. Um diesen Herausforderungen zu begegnen, empfiehlt Robert Half Strategien wie die Förderung der Unternehmensstärken über das Gehalt hinaus, die Beschleunigung von Einstellungsentscheidungen, Flexibilität bei den Anforderungen und die Zusammenarbeit mit spezialisierten Recruitern.
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Insights
This research reveals significant hiring challenges for SMBs that could impact Robert Half's business model and market position. Nearly 50% of SMB hiring managers struggling with salary expectations indicates potential revenue pressure for RHI's recruitment services. The widespread talent shortage affecting over 40% of managers could drive increased demand for RHI's specialized recruitment services, but may also lengthen placement cycles and affect commission revenues.
The report's timing and focus on 2025 projections suggests RHI is positioning itself as a strategic solution provider for SMBs, which could strengthen its market share in this segment. However, the highlighted hiring delays and turnover issues may signal broader market challenges that could affect RHI's ability to maintain its placement rates and service margins.
Meeting salary demands, talent shortages and extended hiring cycles are top concerns among SMBs.
According to a survey of more than 1,700 hiring managers at small (20-99 employees) and midsize (100-999 employees) companies, the greatest hiring challenges facing SMBs include:
- Salary pressure: When asked to rank their greatest hiring challenges between now and the end of 2025, nearly half of SMB hiring managers cited meeting candidates' salary expectations. The newly-released 2025 Robert Half Salary Guide can help managers research and better align on salaries for open roles.
- A skilled talent shortage: While many SMBs will be looking to add talent to their teams, more than 4 in 10 managers surveyed named finding candidates with the required skills among their top hiring challenges between now and the end of next year.
- Costly hiring delays: Nearly 4 in 10 hiring managers at SMBs said that losing a top candidate to a competitor due to a slow hiring process was a primary concern. Prolonged hiring cycles can also lead to heavier workloads, burnout and turnover of existing staff. In fact, nearly half of SMB hiring managers are experiencing higher rates of turnover because of how long it takes to hire for open positions.
- Finding the right workplace culture match: Of the managers surveyed, more than 4 in 10 anticipate struggling to find candidates who align with their company culture.
"Small and midsize businesses face unique challenges when it comes to attracting and retaining top talent," said Dawn Fay, operational president of Robert Half. "In today's market where workers are being selective about their next opportunity, these employers need to be creative, agile and efficient in their hiring practices to compete effectively and build strong, resilient teams."
Robert Half outlines four strategies for SMBs to successfully navigate today's hiring market:
- Take inventory — and think beyond salary. Promote your company's strengths and differentiators — such as corporate culture and values, flexible work options, a generous paid time off policy, and career advancement opportunities — on your website, within job descriptions and on social media.
- Hire quickly. Since SMBs typically have fewer stakeholders involved in the hiring process and face less red tape than larger companies, you can often make decisions and extend offers more quickly.
- Be willing to bend on requirements. Consider options to train and upskill high-potential candidates, even if they don't possess the ideal years of experience or exact qualifications. Additionally, leverage contract workers to help bridge skills gaps on your team.
- Partner with a recruiter. A specialized recruiter can market your company to job seekers and help identify the right candidate for the job.
For more information about how Robert Half can assist your business in navigating the hiring landscape, visit www.roberthalf.com.
About the Survey Research
The survey was developed by Robert Half and conducted by an independent research firm in June 2024. It includes online survey responses from more than 1,700 managers with hiring responsibilities in finance and accounting, technology, marketing and creative, legal, administrative and customer support, and human resources at companies with 20 or more employees in
About Robert Half
Robert Half (NYSE: RHI) is the world's first and largest specialized talent solutions and business consulting firm, connecting highly skilled job seekers with rewarding opportunities at great companies. We offer contract talent and permanent placement solutions in the fields of finance and accounting, technology, marketing and creative, legal, and administrative and customer support, and we also provide executive search services. Robert Half is the parent company of Protiviti®, a global consulting firm that delivers internal audit, risk, business and technology consulting solutions. In the past 12 months, Robert Half, including Protiviti, has been named one of the Fortune® Most Admired Companies™ and 100 Best Companies to Work For and a Forbes Best Employer for Diversity. Explore talent solutions, research and insights at roberthalf.com.
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SOURCE Robert Half
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