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1、GET STARTED2025Work WatchReportOver the past few years,the workplacehas undergone significant shifts,alteringhow employees and employers collaborateand adapt to new realities.Through ourongoing polls and the annual Future ofWork study,Monster has gained valuableinsights into the latest workplacedyna

2、mics.Together,these findings informthe latest edition of the Monster WorkWatch Report,providing a comprehensiveoverview of key trends shaping theworkforce.IntroductionAn election year always brings a referendum to the way we work andhow industries grow.2025 looks to be a year of unprecedented change

3、across most sectors.If weve learned anything from last year that we cantake to the next,its that adaptability is key for thriving during times ofrapid evolution.Weve seen this play out in the workplace with theadoption and normalization of emerging technology like AI,thestandardization of hybrid/rem

4、ote work models,and the calculated hiringdecisions industries made to succeed amidst fears of possiblerecession.2024 was a year of gradual growth and resilience for workers and job-seekers as a thundering storm of uncertainty loomed in the distance.Notto mention,it was an unusually newsworthy year w

5、ith multiple ongoingglobal conflicts,natural disasters,and escalating potential trade wars.Slight upticks of longer unemployment periods and the ever-growing costof living brought stress for families trying to afford healthy and happylives.Even though most traditional indications point to a softer l

6、andingahead rather than a typical recession,the average person is not feelingthe stability they hope for.Beyond all of the metrics we normally use tomeasure the job market,people are feeling overworked and underpaidwhile employers struggle to meet wage expectations.Our polling datayear-over-year cle

7、arly illustrates the growing frustrations of employeesand job seekers demanding sustainable income and job security.A Message From Our CEOAny hindrance to growth can feel like a setback,but this year has shownhow rewarding strength can come from weathering those uncertainstorms.67%of employers antic

8、ipate continuing to hire/fill roles in thenew year according to our new polling data,which is slightly higher than2023 responses.Job openings are still relatively high showing sustaineddemand for workers and stabilization of turnover compared to The GreatResignation of 2021.2025 comes to us as a cro

9、ssroads of both challenges and opportunities.Although many may be feeling the worst effects from global economicuncertainty,what is certain is the job market has defied expectations andheld steady this year as we hope this trend continues.While the landscape may be evolving,so are we.Well be rolling

10、 out newfeatures and digital tools this year to further optimize the job searchexperience.We cant wait to make many more connections betweenemployees and employers in the year ahead.The Monster Work WatchTeam is proud to present the 2025 edition of our report to provide adeeper look into workforce t

11、rends that might inform even better careerconnections in the future.Jeff FurmanCEO ofCareerBuilder+MonsterKey TakeawaysBridging the Gap:How Different Generations Shape the WorkplaceMillennials are the most popular generation in the workforce as 38%of workers prefer to work withMillennial colleagues

12、over other generations.On the contrary,Gen Z was the least preferred generationas only 11%of workers felt they were the best to work with.AI at Work:Embracing the Future or Facing the Fear?44%of workers have never used an AI generator before,while 62%of employers plan to integrate AI tostreamline an

13、d automate the recruitment process.Which Jobs Are Workers Walking Towards and Away FromThe leading reasons workers reported pulling out of the job application process were due to the interviewersattitude or behavior(51%)and poor communication about the application from the company(50%).Where Work Ha

14、ppens:The Rise of Hybrid and Remote ModelsWhile more than half(53%)of workers would still apply to a job regardless of the in-office or remote requirement,33%would refrain from applying to a job that requires a fully in-person(5 days a week)presence.Paying the Price:How Inflation is Shaping Salary E

15、xpectationsWorkers are split on salary expectations for 2025 as 48%expect the same salary as the previous year while 46%expect a higher salary.Conversely,30%of employers said these expectations from workers are putting strain ontheir bottom line.Workers Set Sights on New Opportunities in 202593%of w

16、orkers are looking for or plan to look for a new job in 2025.The Talent Shortage and the Skills Employers Need MostEmployers have recognized that there is a skills gap within the workforce.In fact,one third of employers feel thatthere are noticeable gaps in essential skills that affect some areas of

17、 their business.Beyond the Paycheck:The Benefits That Keep Workers Happy and HealthyWorkers feel that more flexible work hours are the most important benefit for their work well-being(28%),followed bymore remote work flexibility(22%)and fitness,mental health and learning opportunities or allowance(2

18、2%).Generational DivideFostering a healthy work-life balance is a priority for 72%of Gen Zworkers.However,non-Gen Z workers are skeptical as 56%think findingshortcuts to do work,even if it sacrifices quality,is Gen Zs true top priority.1Both Gen Z(48%)and non-Gen Z workers(44%)identified a hybridwor

19、king model as the most ideal work structure to them.36%of non-Gen Z workers prefer a fully remote work model andanother 21%think fully in-office is ideal.1Millennials are the most well-liked generation in the workforce as 38%ofworkers prefer to work with Millennial colleagues over other generations.

20、Onthe contrary,Gen Z was the least preferred generation as only 11%of workersfelt they were the best to work with.About half of Gen Z(45%),Millennials(64%),Gen X(55%)and BabyBoomers(49%)all say they would prefer to work at a company thatprioritizes work-life balance over hustle culture.2The majority

21、 of Gen Z(60%),Millennials(80%),Gen X(69%)and BabyBoomers(54%)think hustle culture leads to burnout or health issues.2 WORKERSAs workers prioritize work-life balance and flexibility,employers face challenges in managing the diverse expectations ofa multi-generational workforce.To retain talent,many

22、are focusing on offering flexible hours,remote work options,andtailored benefits to meet the varying needs of their employees.“The four working generations areequally vital to the workplace asthey all contribute unique strengthsand perspectives for a well-roundedworkforce;employers should offerclear

23、 career paths and trainingopportunities for each generationand individual to hone their skills.Employers should focus on whatconnects generations rather thanwhat divides us.According toMonster data,the majority of eachgeneration(Gen Z,Millennials,GenX and Baby Boomers)believe thathustle culture lead

24、s to burnout orhealth issues.”-Vicki Salemi,Monster CareerExpertWork ethics and values(78%)Communication preferences(72%)Career progression e.g.conflicting expectations(71%)Technological proficiency(66%)For employers,managing a multi-generational workforce presents several challenges to creating a h

25、armonious workenvironment.The leading challenges that employers work to navigate are:EMPLOYERSSource:All data in this report comes from the Monster 2025 Future of Work Survey,conducted among US workers and HR professionals in November 2024,unless otherwise indicated.Sourced data comesfrom Monsters b

26、i-weekly polls of US workers,conducted among workers in 2024-25:1)Gen Z in The Workplace,April 2024.2)Hustle Culture at Work,September 2024.Accommodating the work preferences of a multi-generational workforceis crucial for maintaining employee satisfaction and retention.Asignificant 75%of employers

27、recognize the importance of offeringflexible working hours,while 61%see the value in providing remotework options.Additionally,57%emphasize the need for tailored benefits packages,and 71%prioritize offering diverse training and developmentprograms to meet the unique needs of each generation in thewo

28、rkforce.2024 saw AI continue to reshape the workplace,with 62%of workers voicing concerns aboutthe potential for AI to replace their roles,while 83%support regulatory measures to limit its use.Despite these anxieties,37%of employers report successfully leveraging AI to streamline thehiring process,s

29、ignaling a growing acceptance of AIs ability to improve efficiency.As companiesincreasingly integrate AI into operations,the critical challenge lies in balancing technologicalinnovation with employee apprehensions about job security.-Giacomo Santangelo,Monster EconomistAI at Work44%have never used a

30、n AI generator before28%have used AI just for fun27%have used AI for basic work tasks such as email andscheduling18%have used AI during the job application process17%have used AI for creative purposes such as graphicsand campaign plansAI continues to make its way into the workplace,and workers aredi

31、vided on its impact,with many expressing fears about the newtechnology.Meanwhile,employers are embracing AI for its efficiency,particularly in recruitment,using it to streamline processes andimprove the candidate experience.WORKERSSource:All data in this report comes from the Monster 2025 Future of

32、Work Survey,conducted among US workers and HR professionals in November 2024,unless otherwise indicated.Sourced data comesfrom Monsters bi-weekly polls of US workers,conducted among workers in 2024-25:1)AI Fears In The Workplace,September 2024.The rise of AI in the workforce is showing no signs of s

33、lowing down and workers are split on its usage,use cases and furtherintegration into everyday professional life.24%of workers expressed a neutral perception of AIs impact on their job,while13%are very concerned about its potential impact on their job.In terms of how workers and AI are getting along

34、in the workforce:62%of workers are worried(31%)or very worried(31%)about ChatGPT or a different AI generator replacing theirrole at work,or eliminating their position.183%of workers are in favor of laws or policies that regulateor limit AIs usage in specific industries and careers.114%of workers are

35、 afraid of there being insufficientregulations governing AI systems.1EMPLOYERSWhile AI might cause fear for some,employers are embracing theefficiencies it brings to the overall hiring process.For example,using AI helped 37%of employers streamline the searchprocess by identifying candidates with the

36、 right skills,at a fasterrate.36%of employers said AI helped them write more compellingjob descriptions and another 35%of employers said that AIallowed them to take back more time to focus on the humanelement of recruiting.To improve the candidate experience,employers plan to integrateAI to streamli

37、ne and automate the recruitment process(62%).Workers on the MoveIn 2025,93%of workers are looking for or plan to look for a new job.1With many workers on the job hunt for the right opportunity,employers should remain cautious of the reasons acandidate may drop out of the recruitment process.The lead

38、ing reasons workers reported pulling out of anapplication are:Interviewer attitude/behavior(51%)Poor communication about the application from the company(50%)Recruiter attitude/behavior(49%)Interview and assessment process expected to jump through hoops(42%)Being required to write a long presentatio

39、n(39%)92%rarely(59%)or never(33%)hear back from employers after submitting applications.The most exhausting part of the application process,according to workers?Submitting applications and waitingfor responses(33%)and coping with rejection or a lack of feedback(25%).2 WORKERSWorkers are increasingly

40、 frustrated with the job application process,citing poor communication and negativeinterviewer behavior as key reasons for dropping out.In response,employers are focusing on retaining talent,emphasizing skills over experience,and investing in their brand to attract top talent.Vicki Salemi,Monster Ca

41、reer Expert,breaks down why workers may be seeking newemployment:Its interesting to highlight that workers arent necessarily walking towards or away fromspecific jobs,but rather toxic or healthy employers.They believe that work well-being isa priority along with flexibility,so they are making mental

42、 health a priority when pursuingemployers over others.According to Monster data,two out of three workers said theyfeel they work in a toxic environment company culture is a top factor in employmentthat workers evaluate as to whether or not to stay with an employer and also whenpursuing new ones.Desp

43、ite economic uncertainties in recent years,alongsideinflation,67%of employers anticipate continuing tohire/fill roles as expected,while only 1%project layoffs.Recruiting priorities for employers in the coming calendaryear include:Improve success rate on hard-to-fill roles(85%)Grow talent pipeline(79

44、%)Reduce the time to hire/fill(77%)EMPLOYERSSource:All data in this report comes from the Monster 2025 Future of Work Survey,conducted among US workers and HR professionals in November 2024,unless otherwise indicated.Sourced data comesfrom Monsters bi-weekly polls of US workers,conducted among worke

45、rs in 2024-25:1)Job Search Fatigue,November 2024-25:1)New Year,New Career,January 2025.2)Job Search Fatigue,November2024.51%of employers will also be shifting their focus toemployee retention rather than acquisition and 44%will beinvesting more heavily in their brand to help them standout from the c

46、ompetition.To improve the candidate experience throughout therecruiting process,employers plan to:Integrate AI to streamline and automate the recruitmentprocess(62%)Focus more on a candidates skills rather than theirdegree or experience level(66%)Include salary and company benefits in the jobdescrip

47、tion(61%)Flexibility is key:overall,Monster data shows that workers are walking towardshybrid work models as the new normal.Although nearly half of workers arecurrently required to work fully in-person and only 15%of workers are fullyremote,one-third said on-site is preferred for productivity,one-th

48、ird said remotework is preferred and one-third said a hybrid model is preferred.The most important thing to remember:employees will pursue new hybrid orfully remote roles if they are required to return to the office full-time.-Vicki Salemi,Monster Career ExpertWork ModelsWorkers have varying prefere

49、nces for work models,with many expressing a strong desire for flexibility,while othersremain open to in-office settings.Employers are responding by embracing hybrid schedules and other flexible optionsto retain talent and stay competitive in the evolving job market.Currently,nearly half(45%)of worke

50、rs are required to work fully in-person,while only 15%(a 3%increase YoY)of workers arefully remote.But which format inspires the most productivity?Workers are split:37%say working in-office/on-site is preferred for productivity 33%say working remotely is preferred for productivity30%say a hybrid mod

51、el of remote and in-office/on-site is preferred for productivity Notably,the vast majority(82%)of workers are willing to seek new roles if required to return full-time.1 From a generationalstandpoint,Millennials showed the least interest in applying for jobs that require full-time in-person attendan

52、ce,with 37%indicatingthey would not apply for such positions.Another factor for workers in the application process is what work model the organization follows.While more than half(53%)ofworkers would still apply to a job regardless of the in-office or remote requirement,33%would refrain from applyin

53、g to a job thatrequires a fully in-person(5 days a week)presence.WORKERSEmployers shared their opinions on flexible work options,revealing that it helpsthem retain talent(45%)and gives them a recruiting advantage(41%).Lookingahead to the workforce industry in the coming years,35%of recruiters feel t

54、hathybrid work schedules are the way of the future and another 30%think thatfour-day work weeks are on the horizon.EMPLOYERSSource:All data in this report comes from the Monster 2025 Future of Work Survey,conducted among US workers and HR professionals in November 2024,unless otherwise indicated.Sou

55、rced data comesfrom Monsters bi-weekly polls of US workers,conducted among workers in 2024-25:1)Return To Office,October 2024.Inflation continues to drive up the cost of living,with 85%of workers expecting increasing salariesto offset these pressures;however,only 11%have received raises commensurate

56、 with inflation,so far,creating a significant gap.This financial strain is evident,with 82%of workers tapping intotheir savings to manage day-to-day expenses and employers struggling with the dual pressures ofmeeting rising wage expectations.In fact,42%of employers acknowledge potential difficulties

57、 inrecruiting talent due to the escalating compensation demands.-Giacomo Santangelo,Monster EconomistSalary&WagesWorkers are split on salary expectations for 2025 as 48%expect the same salary as theprevious year while 46%expect a higher salary.Conversely,30%of employers said thatthese higher expecta

58、tions are putting strain on their bottom line.Workers are continuing to grapple with rising living costs,with many feeling that their wages are not keepingpace with inflation,while employers face increasing pressure to meet these higher demands.WORKERSDespite having higher salary aspirations,only 32

59、%of workers have made professional skill advancements in the pastyear.The leading reasons workers expect to earn more are due to:Increased cost of living(85%)Taking on more responsibility(44%)Their skills are in demand so they can ask for more money(36%)The financial impact on workers has been extre

60、me:82%have needed to utilize their savings to stay afloat.1 An additional 8%anticipate needing to dip into their savings in the near future.1 69%have cut back on non-essential expenses.1 43%have had to rely more heavily on credit or loans.1 41%have had to cut back on retirement savings.1 In the past

61、 year,workers also:Did not receive an expected bonus(36%).2 Did not receive a promotion they thought was deserved(31%).2 Had a salary reduction(15%).295%of workers say their current wages have not kept up with the rising cost of living.1 Only about one in ten(11%)workers have received a raise or sal

62、ary adjustment to account for inflation.1 As inflation continues rise,its impact on workers varies:44%have had to start looking for a higher paying job while 38%of workers report inflation has not had any impact on theircareer.17%of workers have had to pick up a second job or seek out additional par

63、t-time work.To improve the candidate experience throughout the recruiting process,employers plan to include salary and companybenefits in the job description(61%).42%of employers feel meeting workers salary expectations is one of the challengesthey anticipate facing during the recruiting process.EMP

64、LOYERSSource:All data in this report comes from the Monster 2025 Future of Work Survey,conducted among US workers and HR professionals in November 2024,unless otherwise indicated.Sourced data comesfrom Monsters bi-weekly polls of US workers,conducted among workers in 2024-25:1)Wages and Cost of Livi

65、ng,September 2024.2)Quiet Cutting,March 2024.Theres been a shift that continues to blossom as workers prioritize work-life balance over the daily hustle.Salaryisnt a top priority:for aspects of the job that workers love,number one is flexibility followed by benefits/PTO.In turn,employers are offerin

66、g more robust benefits(i.e.,more paid time off including paid volunteering,healthcarebenefits,remote flexibility and family/childcare support)that support flexible work schedules,happiness,andproductivity.Ultimately,by offering stronger benefits,employers can anticipate stronger retention of their w

67、orkforce.-Vicki Salemi,Monster Career ExpertKey BenefitsA key component driving worker interest in comprehensive benefits at their place ofemployment are their correlation to workers well-being.Workers feel that moreflexible work hours are the most important benefit for their well-being(28%),followe

68、d by more remote work flexibility(22%)and fitness,mental health,andlearning opportunities or allowance(22%).Workers are increasingly prioritizing benefits that enhance their well-being,such as flexible work hours and mentalhealth support.To meet workers expectations,employers are adjusting their ben

69、efit offerings to focus on areas likepaid time off,healthcare,and flexible work arrangements.WORKERS67%of workers feel they work in a toxic environment.1 78%of workers dont think their employer is doing enough to address their mental wellness at work.1 74%of workers say their mental health at work i

70、s poor(40%)or fair(34%).161%of workers would rather quit,and 39%would rather get laid off from their job than work in a toxic workplace.1Benefits remain important to workers,but which do workers think are most likely to be compromised?Working from home(31%)Flexible work hours(16%)Bonuses/performance

71、 incentives(15%)Paid time off(8%)Workers identified the aspects of their job that they love most:Flexibility in their work schedule(48%).2 Benefits/PTO(37%).2 Salary(36%).2 Work-life balance(35%).2 The work itself(31%).2 Staffing shortages are taking their toll on workers in other ways as well:30%fe

72、el their burnout has increased significantly due to staffing shortages(a decrease of 45%from the year prior)28%feel their burnout has increased slightly due to staffing shortages23%feel more burnt out than ever due to staffing shortagesTo meet an increasing candidate/employee demand,employers are fo

73、cused on key priority benefits such as:Paid time off,including paid volunteering(63%)Healthcare benefits(66%)Remote flexibility(40%)Family/childcare support(46%)Flexible work schedules(47%)EMPLOYERSSource:All data in this report comes from the Monster 2025 Future of Work Survey,conducted among US wo

74、rkers and HR professionals in November 2024,unless otherwise indicated.Sourced data comesfrom Monsters bi-weekly polls of US workers,conducted among workers in 2024-25:1)Mental Health in The Workplace,April 2024.2)What Workers Heart About The Workplace,February 2024.Employers have recognized that th

75、ere is a skills gap within theworkforce.In fact,one third of employers feel that there are noticeablegaps in essential skills that affect some areas of their business.A significant 47%of employers report their workforce has a lack oftechnical skills,including AI,machine learning,cybersecurity,andblo

76、ckchain.Additionally,52%highlight a deficiency in interpersonal skills,such as emotional intelligence and effective communication.Source:All data in this report comes from the Monster 2025 Future of Work Survey,conducted among US workers and HR professionals in November 2024,unless otherwise indicat

77、ed.Skills GapCreative and strategic thinking skills,including innovative problem solving and strategic planning,are also lacking in theworkforces of 51%of employers,underscoring the need for targeted skill development initiatives.To cope and help to resolve thisreality:73%of employers are offering i

78、nternal training programs 52%of employers are partnering with educational institutions60%of employers are increasing recruitment efforts52%of employers are investing in technology to reduce dependence on certain skills Looking to the year ahead,employers have identified a number of challenges they a

79、nticipate facing during the recruitingprocess in the near future:Finding candidates with the right skills for the roles(43%)Attracting and retaining top talent in a competitive job market(42%)EMPLOYERSAs we head into 2025,the workplace is poised forcontinued transformation,shaped by shifting workerp

80、references and external pressures such as inflationand AI integration.Flexibility remains a top priority,with many workers preferring hybrid or remote modelsand expressing a willingness to leave roles thatrequire full-time office attendance.Salaryexpectations are on the rise as well as workers seekh

81、igher pay to cope with the increasing cost of living,while employers will need to offer competitive wagesto attract and retain top talent.AIs growing presencein the workplace will remain a double-edged sword,with some workers embracing it to enhance efficiencywhile others hold concerns over its impa

82、ct on their jobsecurity.Alongside these trends,staffing shortagesare taking a toll on workloads,leading to burnout andfatigue,especially as companies face higherdemands with fewer resources.Employers will needto strike a balance between embracing technologicaladvancements,offering competitive compen

83、sation,and maintaining a flexible,supportive environment tokeep pace with these evolving worker needs.Scott BlumsackChief Marketing&Strategy Officer2025 PredictionsThe 2025 Monster Work Watch Report was compiled fromworker and employer data from Monsters Future of Worksurvey conducted in November 20

84、24.Research wasconducted among recruiters/those involved in talentacquisition,HR and/or the recruitment industry andworkers 18+that are both employed or unemployed and inthe job market.The survey was conducted by anindependent data collection provider(Dynata).The 2025Monster Work Watch Report also consists of data fromMonsters bi-weekly polls,fielded through third-partysources(SurveyMonkey),surveying American jobseekers/workers.MethodologyMonster Intelligence2024 Work Watch ReportResources