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Insights on Seasonal, Hourly & Volume Hiring Trends
Inside: Why Age-Inclusive Companies Will Win the Future
The HR Takeaways
July 25, 2025
Hello, HR Pros!
It’s not just what we work on—it’s how, with whom, and why that’s rapidly evolving.
From AI agents joining our teams to 67-year-olds launching startups, this month’s workplace shifts challenge long-held assumptions about productivity, leadership, and even aging. The most forward-thinking companies aren’t waiting for change—they’re designing for it. Let’s dive in! ✨
📰 Upcoming in This Issue
🛠️ [Report] HR.com's State of Seasonal, Hourly and Volume Hiring
🧓 Why Age-Inclusive Companies Will Win the Future
🔍 The Future of Work Is More Human Than Ever
🧬 Rethinking Succession Planning Before It’s Too Late
📣 Trending HR News
Clorox files $380M lawsuit blaming Cognizant for 2023 cyberattack (MSN)
US labor market steady, jobless claims at three-month low (Reuters)
HR data found in 82% of data breaches, analysis reveals (HRD America)
Amazon now requires staff to show AI use to get promoted (Business Insider)
🌱 Think a 401(k) is Too Complicated? Human Interest is Reinventing it.
Many HR teams quietly believe that offering a great 401(k) plan is expensive and complex. Human Interest is proving them wrong by simplifying retirement planning for both HR and employees:
⚡ Effortless Setup & Administration: Human Interest takes care of everything—from plan setup and employee enrollment to compliance and record-keeping.
📈 Affordable & Transparent: Low-cost plans, clear pricing, and zero hidden fees mean no surprises.
🔒 Compliance & Security Covered: Automatic updates and management keep your plan compliant, saving you from the usual regulatory headaches.
✨ Employee-Friendly Platform: Easy, self-service employee enrollment and management boosts participation.
Your employees deserve easy retirement planning—and you deserve fewer administrative headaches.
Seasonal and high-volume hiring used to mean “just fill the roles.” Not anymore.
The 2025 report from HR.com reveals that smart companies are getting strategic—investing in AI, pre-hire assessments, and human-centered design to fight ghosting, reduce churn, and boost quality of hire.
Leaders in this space aren’t just faster—they’re smarter, more intentional, and far better at keeping people engaged beyond Day 1.
Key Takeaways:
🤖 95% Plan to Use AI: From resume screening to chatbot outreach, nearly all organizations expect to automate parts of hiring this year.
🎯 67% Use Skill-Based Tests: Job knowledge and competency assessments lead the way in pre-hire evaluations for high-volume roles.
📉 Ghosting Is Rampant: 46% say new hires often vanish post-offer—but leaders with clean data pipelines report far fewer no-shows.
📊 Quality Beats Quantity: “Quality of hire” is the top priority metric, even above time-to-fill and conversion rates.
I read all 7,838 words of “HR.com's State of Seasonal, Hourly and Volume Hiring 2025” and trust me—it’s not just for temp recruiters.
🚨 The Performance Review Mistake Your Team Might Be Making
If you're managing performance reviews with spreadsheets, manual reminders, and scattered notes, you're quietly holding your team back.
HR teams using Lattice for performance management report clearer insights, faster reviews, and a more engaged workforce.
Lattice puts performance management into one intuitive place:
✅ Clear Performance Reviews – Streamline your review process to be simpler, faster, and more effective.
🤝 Impactful 1:1 Meetings – Guided agendas that make employee-manager check-ins meaningful and actionable.
🌟 Real-Time Feedback & Praise – Easily share feedback, highlight wins, and strengthen your team culture.
📈 Talent Reviews & Insights – Spot talent trends early and make smarter people decisions.
Lattice doesn't just manage performance—it enhances it.
The workforce is aging, and the numbers don’t lie—by 2034, Americans 65+ will outnumber kids under 18.
Yet most companies still cling to youth-first hiring and marketing strategies. This article argues for a bold shift: designing for the full life course.
From product design to career pathways, the companies that embrace longevity as a competitive advantage—not a compliance box—will lead the next era of innovation.
Key Takeaways:
📈 Older Adults = 70% of Wealth: Adults over 50 control 70% of U.S. household wealth and drive 42% of global consumer spending.
🔁 Career Paths Are Nonlinear: Programs like CVS’s “Talent Is Ageless” hire 50+ workers for customer-aligned roles—boosting relatability and retention.
🎨 Life-Course Design Wins: Behavioral segmentation yields 3x better marketing ROI vs. age-based targeting—diversity in age pays off creatively and commercially.
🤝 Age-Mixed Teams Thrive: Reverse mentorships at GE and PwC build resilience, innovation, and digital fluency across generations.
I read all 2,204 words of “Age Inclusion Is Your Company’s Next Competitive Advantage” from Harvard Business Review—this one’s a playbook for the future.
2025’s workplace trends aren’t just about AI or automation—they’re about redefining what it means to work with trust, intention, and autonomy.
Async-first organizations are ditching performative productivity. Power skills like emotional intelligence are finally getting hard business metrics.
Freelancers are leading teams, Gen Z is reverse-mentoring execs, and AI agents are quietly taking over operational work.
The most innovative companies are blending tech with human-centered strategies to unlock creativity and long-term loyalty—not just efficiency.
Key Takeaways:
🏝️ Outcome > Attendance: Async work replaces presenteeism, valuing clarity, creativity, and execution over hours online or physical location.
👩💻 Freelance Leadership Surges: Women leaders are driving economic value as independents, prompting companies to rethink rigid employment models.
🧓↔️🧒 Reverse Mentorship Scales: Gen Z teaches digital tools while senior staff share strategy—mutual upskilling bridges institutional and innovation gaps.
🧠 Power Skills Drive ROI: Emotional regulation and feedback skills now come with KPIs, helping companies prevent dysfunction and boost innovation.
I read all 1,998 words of “The most surprising workplace trends of 2025 (so far)” by Fast Company—and it’s a blueprint for forward-thinking HR.
Despite investing time and energy, most companies are missing the mark on succession planning.
Leadership transitions are happening faster—and with higher stakes—than ever before, but outdated methods are still the norm. New data shows traditional models leave over half of leadership roles without a ready internal successor.
This article outlines four pivotal shifts—from reactive replacements to proactive leadership production—that are helping forward-thinking companies future-proof their pipelines.
Succession isn’t a meeting—it’s a mindset.
Key Takeaways:
📉 $1 Trillion Lost Annually: Poor CEO transitions in the S&P 1500 wipe out nearly $1T in market value—succession missteps are more than HR issues.
📊 49% Internal Fill Rate: Companies can only fill 49% of leadership roles internally, despite 75% claiming internal promotion as a top priority.
🧭 Future-Proofing Beats Replacement: Leading companies use scenario-based planning to align leadership picks with strategic growth directions, not static job descriptions.
🧱 Execution > Exercises: The most effective orgs hold leaders accountable for growing future talent—beyond their own team’s success.
I unpacked all 2,111 words of “Where Traditional Succession Planning Falls Short” by Harvard Business Review—and every stat hits hard.
The bottomline
If your HR strategy still resembles a 2019 playbook, it’s already outdated.
The future belongs to companies that embrace asynchronous work, power skills, age-inclusive design, and AI-enabled hiring—not as buzzwords, but as foundations.
Because work isn’t going back—it’s building forward. See you in next edition ✨
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