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The workforce is evolving, and so should the practices of organizations seeking to attract, retain, and empower top talent. Yet, outdated hiring methods, rigid requirements, and surface-level approaches to diversity continue to hold employers back. As we step into 2025, here are three things employers need to stop doing—and how these changes can positively impact their organizations.

1. Stop Requiring College Degrees for Roles That Don’t Necessitate Them

In 2025, it’s time to rethink the value of experience over formal education. For too long, employers have treated college degrees as a catch-all for competence, automatically disqualifying individuals who didn’t have access to higher education. This approach dismisses candidates who bring:

• Relevant work experience that demonstrates their ability to do the job.

• Life skills gained from navigating unique challenges.

• Certifications and self-taught expertise that often surpass what’s taught in a traditional classroom.

Instead, shift your focus to what truly matters: can the candidate solve problems, adapt to your organization’s needs, and bring value to the role? By embracing skills-based hiring, you not only widen your talent pool but also cultivate a workplace that values hard work, determination, and creativity over privilege.

2. Stop Using Outdated Approaches to Diversity

Diversity isn’t just about race, gender, or age—it’s about ensuring your organization reflects the richness of society. Employers in 2025 must broaden their understanding of what true diversity means. Have you considered including individuals:

• With justice-involved backgrounds who are striving to rebuild their lives?

• From underserved communities that have faced systemic barriers to employment?

• Who bring neurodiverse perspectives that enhance innovation and problem-solving?

It’s no longer enough to check diversity boxes for appearances. Organizations need to be intentional about fostering inclusivity by partnering with groups that support marginalized populations. This not only builds a better team but also creates a culture that thrives on authenticity and shared humanity.

3. Stop Saying You Can’t Find Qualified Candidates

The talent is out there—you just have to look in the right places. If your hiring managers are frustrated by a lack of qualified applicants, it’s time to evaluate whether the issue lies in your process rather than the job market. Organizations like Persevere specialize in connecting employers with skilled individuals, particularly those overcoming barriers to employment.

At Persevere, we train individuals in technology pathways like front-end development, cybersecurity, and project management, preparing them to excel in today’s workforce. By partnering with organizations like ours, you gain access to:

• Pre-qualified, work-ready candidates who have invested in themselves.

• Individuals with lived experiences that foster resilience, creativity, and problem-solving.

• A chance to align your organization with social impact, proving your commitment to second chances and inclusive hiring practices.

The “qualified candidate” myth ends when you choose to partner with purpose-driven organizations that can connect you to a pipeline of talent.

Conclusion: Stop Clinging to the Past—Embrace the Future

2025 is the year to let go of rigid hiring requirements, redefine diversity, and stop blaming the talent pool. By making these shifts, employers can build stronger teams, cultivate a more inclusive culture, and position their organizations as leaders in the modern workforce.

If you’re ready to embrace a new approach to hiring, reach out to Persevere today. Together, we can create opportunities, break down barriers, and transform the way we think about talent in the workforce.