Onboarding Securely in 2025: What Today’s Employers Are Up Against—and How to Move Forward

Hiring in 2025 looks a little different—and a lot more complicated. Employers across industries are navigating an increasingly complex environment: fewer qualified candidates, changing expectations, and faster turnaround demands. And once an offer is made, onboarding securely must now balance safety, clarity, and speed—without losing sight of the human element.

Opening our new blog series on Hiring & Onboarding Practices, we highlight the most common concerns we’re seeing—and recently asked one of our clients for their perspective on today’s hiring challenges. Their responses helped shape the insights in this piece. From AI integration to data protection, the goal is simple: make smarter hires, bring them on securely, and keep them engaged.

How Has Hiring Changed in 2025?

Hiring strategies that worked five years ago are now falling short. For many employers, hiring is now driven by the pace and unpredictability of incoming client projects, making it more reactive and variable. Companies are seeing fewer qualified applicants, and even when they do find the right fit, keeping that candidate engaged through the full process can be tough. This shift is being driven by a mix of tighter labor supply, rising employee expectations, and a more competitive offer landscape. Employers have to adjust not only where they find candidates—but how they present themselves and how fast they act.

• 77% of employers say they’re struggling to find candidates with the right mix of experience and skills. 
• 65% of CHROs say their current hiring strategy is less effective now compared to pre-2020.
• 52% of candidates say they’re applying to fewer roles and being more selective.

Where Are the Right Candidates?

Across industries, employers report that while applications may still come in, they’re not always aligned with what the role truly needs. Specialized roles—especially in HR, finance, compliance, and digital operations—are proving harder to fill. The labor market remains tight for certain niche skill sets—though less so in areas like government-related roles, which many employers have phased out or deprioritized in their hiring strategy. Meanwhile, soft skills like leadership, adaptability, and strategic thinking have become just as valuable, but are less evident on paper.

• 48% of hiring managers report a mismatch between the roles they need and the candidates applying.
• 1 in 3 employers say that leadership and communication are now harder to assess and find than technical skills.
• 60% of employers expect mid-level hiring (supervisors to department leads) to be their biggest challenge this year. 

Why Candidates Are Dropping Off

Even when qualified candidates enter the pipeline, many don’t finish the process. Some drop out because of long gaps between interviews, unclear role details, or better offers elsewhere. Others feel disconnected when there’s too much automation and not enough human interaction. Employers who can shorten timelines, simplify communication, and add more personal touch points see stronger engagement throughout.

• 44% of job seekers abandon the hiring process due to lack of communication or updates. 
• 65% prefer a hiring process that takes under two weeks from application to offer. 
• 56% of employers using AI tools say they’ve improved screening speed, but caution that overuse can hurt candidate experience. 

Onboarding Can’t Be an Afterthought

Onboarding today is more than welcome emails and HR paperwork—it’s the moment where culture, clarity, compliance, and cybersecurity intersect. The rise of hybrid work has created both flexibility and challenges. Employers now allow staff to work from home part of the week, which employees appreciate—but sustaining company culture in this setup remains a work in progress. Disorganized onboarding leads to confusion, delayed productivity, and even legal or data risks. Employers need to ensure that new hires are brought into the company in a way that’s secure, structured, and human.

• The average cost of a data breach reached $4.45 million in 2024—with employee onboarding cited as a vulnerable phase.
• 21% of breaches were tied to human error, often related to poor onboarding protocols. 
• 33% of new hires say they’ve experienced disorganized onboarding that made them second-guess the company.

The Role of AI—Supportive, But Not a Replacement

AI is playing a growing role in recruitment, from resume parsing to skill-matching. But for many employers, the concern isn’t whether to use AI—it’s how to use it responsibly. Some hiring teams are intentionally avoiding job boards or AI-driven outreach tools altogether, finding that they often generate too many unqualified candidates. Instead, they’re relying more heavily on vetted channels and direct partnerships with firms such as M&B Search Group who have industry expertise they can rely on. AI can enhance efficiency and reduce early-stage workload, but it shouldn’t be left to make final hiring decisions or create a faceless process. Employers are advised to use AI with transparency, compliance, and oversight.

• 72% of employers report using AI to improve hiring speed and reduce bias—but only 40% have internal policies governing its use.
• 60% of CHROs worry about AI’s lack of transparency, especially in screening and evaluation.
• 49% of job seekers want to know if AI is being used in their hiring process. 

What Employers Wish They Could Fix

If employers could wave a magic wand, they’d often choose to make hiring and onboarding faster, more secure, and more aligned with team needs. The good news? Many of these improvements are within reach—with a mix of structured systems, trusted partnerships, and the right tools.

• 70% of employers say their biggest hiring need is a more efficient process.
• 68% of growing teams say they lack the systems to scale hiring without risk. 
• 59% say they’re planning to hire—but need outside support to do it right.

Working with recruitment partners has been a key solution. Employers report greater success when partnering with firms that bring industry-specific expertise and keep them informed on current trends, such as compensation expectations.

Stronger Systems, Safer Starts

The hiring process doesn’t stop at the offer letter. It continues into how people are welcomed, equipped, and empowered to contribute—securely and confidently. While new hiring tools and platforms continue to evolve, many employers are realizing that success comes down to how well the basics are executed. The goal isn’t to overcomplicate—it’s to simplify and strengthen the hiring experience for both the employer and the candidate. In 2025, the companies seeing the most success are those focused on four core areas:

1. Streamlining your interview and feedback loop

Delays in scheduling interviews, collecting team feedback, or making final decisions are major reasons candidates drop off. Simplifying the process has become increasingly important for teams balancing fast-moving client projects and hiring timelines. A streamlined process doesn’t just move faster—it also signals that your organization is decisive and respectful of people’s time. Employers should aim for consistent interview frameworks, timely follow-ups, and clear communication channels.

• Use shared interview scorecards to evaluate candidates fairly and consistently.
• Set internal SLAs (service-level agreements), like responding to candidates within 48 hours.
• Assign a dedicated point person to move candidates through each stage efficiently.

2. Clarifying expectations earlier in the process

Candidates want to know what they’re walking into—both in terms of responsibilities and work culture. Vague job descriptions and shifting role definitions create confusion and increase the chance of early turnover. Setting the right expectations up front improves alignment, engagement, and retention.

• Write job descriptions that reflect actual day-to-day responsibilities, not generic lists.
• Be transparent about work setup (remote, hybrid, on-site), team dynamics, and performance metrics.
• Address career development and future growth paths early in the conversation.

Flexibility remains one of the most sought-after job features, with hybrid arrangements viewed as a standard expectation. Employees value the autonomy it provides, even if it requires more intentionality to preserve team cohesion.

3. Using secure platforms for onboarding and training

First-day logistics shouldn’t expose your company—or your new hire—to risk. From tax documents to device access, onboarding requires secure systems and a plan. Whether your team is remote or on-site, secure onboarding platforms reduce human error, protect sensitive information, and create a consistent experience.

• Avoid sharing sensitive files through email or spreadsheets.
• Use CRM tools to manage onboarding securely.
• Provide cybersecurity and compliance training as part of the Day 1 experience.

4. Maintaining a human-centered process, even with tech in the mix

Technology can make things faster—but if it strips away the human touch, candidates may disengage. While AI can support resume screening or calendar scheduling, it shouldn’t replace genuine conversations. A thoughtful hiring process still depends on human connection, trust, and relationship-building.

• Use automation for repetitive admin tasks, but ensure candidates meet real people early.
• Personalize communications (even automated ones) with names and relevant context.
• Involve hiring managers and team members—not just recruiters—in key touchpoints.

Whether you’re scaling your team, improving retention, or refining internal workflows, now is the time to examine your onboarding process, assess your hiring tools, and make the changes that lead to better hires and safer beginnings.

Follow M&B Search Group for more tips, industry updates, and strategies to build a stronger workforce. @mbsearchgroup