{"id":53217,"date":"2025-05-19T09:42:34","date_gmt":"2025-05-19T09:42:34","guid":{"rendered":"https:\/\/www.clevry.com\/?p=53217"},"modified":"2025-05-23T08:48:49","modified_gmt":"2025-05-23T08:48:49","slug":"the-hiring-intelligence-report-q1-2025","status":"publish","type":"post","link":"https:\/\/www.clevry.com\/en\/blog\/the-hiring-intelligence-report-q1-2025\/","title":{"rendered":"The Hiring Intelligence Report: Q1 2025"},"content":{"rendered":"\n

What companies look for in candidates is changing\u2014and fast.<\/p>\n\n\n\n

Clevry\u2019s latest Hiring Intelligence Report: Q1 2025 (HIRe)<\/a><\/strong> reveals which behavioural traits are rising to the top of assessment usage\u2014and which are being deprioritised in real-world hiring decisions. The findings reflect a broader strategic shift: organisations are moving away from aspirational qualities like change or altruism, and instead doubling down on psychological resilience, interpersonal stability, and operational clarity.<\/p>\n\n\n\n

Soft skills aren\u2019t being thrown out, but they are being redefined. Traits once seen as \u201cnice to have\u201d are now showing up as top hiring priorities. Meanwhile, long-valued behaviours like openness to change or caring about others are falling in real-world assessments. The message is clear: in today\u2019s environment, organisations are hiring for what drives stability and performance, not just culture alignment or adaptability for its own sake.<\/p>\n\n\n\n

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\"Hiring<\/figure>\n\n\n\n
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Key Findings: What\u2019s hot in hiring right now<\/strong><\/h2>\n\n\n\n

\ud83d\udfe2 Top 5 Most-Assessed Traits<\/em><\/strong><\/h4>\n\n\n\n
    \n
  1. Listening<\/strong> \u2013 Dominant every quarter; signals enduring demand for soft skills tied to attention, collaboration, and emotional intelligence.<\/li>\n\n\n\n
  2. Adaptable<\/strong> \u2013 Reflects ongoing appetite for candidates who can handle uncertainty and evolving environments.<\/li>\n\n\n\n
  3. Stress Management<\/strong>, Calm<\/strong>, and Resilient<\/strong> \u2013 All tie to Neuroticism<\/strong> (or rather, low<\/em> Neuroticism) – a trait increasingly prized in high-pressure or ambiguous environments.<\/li>\n<\/ol>\n\n\n\n
    <\/div>\n\n\n\n

    \ud83d\udd34 Falling Out of Favour<\/strong><\/h4>\n\n\n\n

    Change<\/strong> dropped to 14th place. This was surprising given its prior prominence and may suggest:<\/p>\n\n\n\n

      \n
    1. A tactical shift to hire for stability, not transformation.<\/li>\n\n\n\n
    2. A response to burnout or instability fatigue, where steadiness (Calm, Resilience) is now seen as being more desirable than raw adaptability.<\/li>\n<\/ol>\n\n\n\n
      <\/div>\n\n\n\n

      Read the Hiring Intelligence Report: Q1 2025 (HIRe<\/em><\/strong>)<\/a><\/p>\n\n\n\n

      <\/div>\n\n\n\n

      The Big Five: Why it\u2019s not enough<\/strong><\/h2>\n\n\n\n

      While the Big Five Personality Traits (Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism) are foundational in psychology, this report may suggest they\u2019re insufficient\u2014or at least not fully aligned\u2014with how businesses make hiring decisions in the modern world.<\/p>\n\n\n\n

      <\/div>\n\n\n\n

      Neuroticism-linked traits dominate the Top 5<\/strong><\/h4>\n\n\n\n

      Why?<\/em> These traits (like Resilience or Calm) speak directly to emotional regulation, stress tolerance, and recovery\u2014critical in high-pressure roles.<\/p>\n\n\n\n

      <\/div>\n\n\n\n

      Why companies don\u2019t just use Big Five<\/strong><\/h4>\n\n\n\n
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      1. Lack of specificity<\/strong>: Big Five traits are broad and academic. “Conscientiousness” doesn’t directly translate to \u201cStructured,\u201d for example, which has clearer behavioural implications for hiring.<\/li>\n\n\n\n
      2. Role mismatch<\/strong>: Traits like “Openness” might matter in design or R&D but are less relevant for roles requiring process adherence or client diplomacy.<\/li>\n\n\n\n
      3. Performance visibility<\/strong>: Traits that predict visible outcomes (like calmness under pressure or adaptability) tend to gain traction faster in hiring ecosystems.<\/li>\n\n\n\n
      4. Cultural shifts<\/strong>: Post-COVID dynamics have put emotional regulation and interpersonal agility under the spotlight\u2014traits more easily captured by targeted scales than general Big Five factors.<\/li>\n<\/ol>\n\n\n\n
        <\/div>\n\n\n\n

        Read the Hiring Intelligence Report: Q1 2025 (HIRe<\/em><\/strong>)<\/a><\/p>\n\n\n\n

        <\/div>\n\n\n\n

        Fastest-rising traits: A glimpse ahead<\/strong><\/h2>\n\n\n\n