So, what’s new? And how do we roll with it? Let’s dive in.
Imagine shutting down all “values-driven” Diversity & Inclusion programs in just one month and seamlessly pivoting to “profit over everything.” Even though I believe these initiatives have run their course, the sheer speed and cynicism of this shift are still shocking.
But if we’re going to change the approach, let’s at least address the real issue.
Diversity Hiring is No Longer About Race — It’s About Financial Access.
There is a serious barrier to social mobility in the U.S. that affects people of all races. Today, landing a job at a top company isn’t about where you come from—it’s about whether you can afford to compete.
📌 What’s keeping talented candidates out of the job market?
– Unpaid internships. They were once a career entry point—but only for those who could afford to work for free.
– Relocation costs. No savings? No chance of moving for a new job.
– Elite education. Some of the best professionals never attended expensive universities.
So maybe it wasn’t a bad idea to ditch the old concept of diversity hiring. The real question is—will it be replaced with something that actually works, or is this just another rebrand for the sake of profit?
The employment sector in 2025 is not merely competitive — it’s cutthroat. Layoffs are occurring left and right, corporations are tightfisted with their money, and job seekers? They’re thinking about one thing above all else: money.
So, in 2024, we saw a lot of tech, finance, and other industry layoffs because companies were attempting to save money, automate positions, and reduce their staff. Fast forward to 2025, and it’s the same energy: companies are wanting to save money any way they can.
Here’s what’s happening:
– Companies are cutting costs, but job candidates are demanding higher salaries. Companies are firing employees, automating positions, and cutting benefits to be cost-efficient, but at the same time, the skilled workforce knows its worth and is bargaining for larger salaries.
– Job security’s pretty wobbly, so folks are all about the salary rather than the perks. People aren’t really into those long-term benefits (you know, like retirement plans or chances to grow) since it’s a total mystery how long they’ll actually stick around.
Here’s what I’m noticing close up:
✔️ Less job security: Corporations readily lay off workers when profits fall.
✔️ More pay, but fewer good things: Some companies pay you more but take away things like flexible working.
✔️ Short-term thinking: Most workers are jumping from job to job more quickly than ever, grabbing the highest pay, and then quitting.
In 2025, landing a job isn’t so much about dazzling the boss these days. You must first persuade an AI that you are worth their time.
Most companies today use AI-driven hiring methodologies, so your first several interactions with a company will be with a robot and not a human.
So, here’s the thing:
1️⃣ AI filters your resume before it is ever seen by a person.
2️⃣ AI video interviews are taking the place of recruiter calls — candidates answer pre-recorded questions as a system analyzes their speech, tone, and even facial expressions.
3️⃣ Only after passing AI screening candidates finally get to speak to a real person.
AI lowers recruiting expenses, expedites the recruiting process, and ensures consistency in assessments. Some firms now make hires within weeks instead of months, courtesy of those AI-powered tests.
But this is the reality: AI is occasionally the first (and even final) caller on applicants, and it isn’t always correct. It turns away some excellent candidates far too early simply because they don’t “score well” according to some algorithm.
AI can’t always measure things like creativity, problem-solving, or emotional intelligence in individuals. And I’ve already seen plenty of fantastic candidates get eliminated simply because they were a little nervous on set or didn’t fit some systemic idea of what the “perfect” candidate was. But when a recruiter finally took a look at their application, it was clear they were absolutely right for the position.
Hiring in 2025 is not so much about being the most qualified, but rather who can game the system.
Just as companies are leveraging AI to simplify hiring, applicants are leveraging AI to game the system and gain an advantage.
– AI-generated resumes? Check.
– Software programmed to submit applications for dozens of jobs at once? Already occurring.
– AI program that answers pre-screening interview questions for you? Welcome to the future.
I’ve seen people apply to over a thousand jobs in a single day using AI robots and receive hundreds of interviews without ever having applied themselves.
How the candidates are “hacking” the hiring game:
– AI resume rewriters: Applicants use software that rephrases their resumes for every job opening — making them a precise keyword match for Applicant Tracking Systems (ATS).
– Autofill bots: These bots can auto-submit job applications in seconds, letting candidates apply to hundreds (or even thousands) of jobs overnight.
– AI-powered interviews: AI-driven software listens to interview questions in real-time and provides “smart” answers to make candidates sound more professional. Some even train candidates on facial expressions and tone to “score” higher on video interviews.
And honestly? We cannot say we blame them. Companies are automating their side of the hiring process, so why not leverage AI by job seekers to improve their chances? It’s a game of automation on both ends.
For the next few years, we’re living in an era of raw capitalism. Hiring decisions will be driven by cost efficiency, automation, and short-term financial wins. Companies will do whatever it takes to save money, and candidates will fight harder than ever to secure not just jobs, but salaries that make working actually worth it.
In high-cost labor markets, personal connections still matter. If companies truly want to hire the best talent not just those who “beat the AI” they’ll have to invest time in real human interactions. AI may be fast, but it still can’t replace a conversation when it comes to judging potential, creativity, and long-term fit.
