Top 5 Outplacement & Mobility Trends to Watch in 2025

At LHH, we know the outplacement industry will continue to evolve over the next year. While advancements in AI and digital tools dominate the conversation, the need for human connection remains critical in supporting individuals through career transitions. Drawing from our insights and client experiences, here are the biggest outplacement trends in the year ahead.

Key 2025 Outplacement & Mobility Trends Overview

• Economic Shift and Job Realignment: Low unemployment masks deeper challenges as roles transform and skill gaps widen.
• AI Coaching Experiments: AI offers scalability and consistency but cannot replace human empathy and connection.
• The Hidden Job Market: Most jobs are filled through networks, making visibility and relationships key for success.
• Internal Mobility Challenges: Redeployment and mobility will be essential to maintaining employer brand in organizations undergoing significant change.
• Scalable Human-Centered Solutions: Tools must evolve to combine technology’s efficiency with the human touch.

1. A Potential Economic Shift and Job Realignment

LHH outplacement research found 73% of HR leaders were executing or considering layoffs in 2024, and the trend continues. Reductions in force and workforce shifts are expected in 2025 at a similar rate.

Affected workers may need to pivot to new sustainable career paths, so despite low unemployment rates, it may still be difficult to find a job.

This paradox reflects a realignment of skills and opportunities. Many roles are disappearing or transforming, leaving workers unprepared for emerging positions. Job seekers face challenges navigating this evolving landscape, leading to underemployment and frustration.

Individuals need to adapt, reskill, and reposition themselves for changing roles. Outplacement solutions must address practical job-seeking strategies as well as the emotional and identity-based struggles of career transition.

2. AI Coaching Experiments Begin to Take Center Stage

While AI-based coaching may not fully mature in 2025, we expect significant experimentation.

AI Advantages

AI tools can integrate and iterate across coaching methodologies—from cognitive behavioral therapy to career advice—adapting in real-time to individual needs. Unlike human coaches, AI draws from vast and evolving knowledge to provide consistent, reliable guidance at scale.

The Human Element

Despite their processing speed and data access, AI cannot replace the empathy, trust, and motivation provided by human coaches. Career transitions are deeply emotional events. Technology cannot offer validation and support during this critical time the way a skilled coach can.

The future of outplacement will likely combine AI’s scalability with human-centered coaching, ensuring job seekers receive both practical advice and emotional support.

Related: Combining Human Support & AI to Transform Careers

3. The Hidden Job Market Remains Key

Despite advancements in job platforms, only 20% of roles are filled through postings. Most jobs are secured via personal connections and referrals in the hidden job market.

Many positions are created with specific individuals in mind. Managers, particularly in leadership, often rely on their networks when filling roles—long before they’re formally posted.

Related: LHH offers Executive Search and other Recruitment Solutions.

For job seekers, this underscores the need to prioritize networking and visibility. Outplacement firms must equip individuals with tools to tap into these unadvertised opportunities, emphasizing the enduring importance of human connections.

4. Internal Mobility: Building a Culture, Not Just Technology

Internal mobility has become a strategic priority for organizations seeking to retain and grow talent. LHH outplacement trend research found 82% of employers were considering redeployment but only 47% had a program in place.

While many SaaS platforms have emerged to support these efforts, their effectiveness often falls short without a cultural shift to back them up.

The Technology Gap

Internal mobility systems allow employees to showcase their skills and explore new opportunities within the organization. However, research from LHH's parent company, the Adecco Group, reveals that only 8% of employees actively use these platforms to seek new roles, while 47% look for external opportunities. This disconnect highlights the limitations of relying on technology alone to drive meaningful change.

Overcoming Barriers to Mobility

A significant challenge is manager resistance. The same research shows that 46% of employees don’t feel their managers would support their move to another role within the company. This "talent hoarding" stifles mobility and prevents organizations from fully leveraging their internal talent pool.

Beyond Technology: A Cultural Shift

Organizations must move beyond deploying technology and foster a culture of mobility that encourages collaboration, transparency, and trust. Managers need to embrace the idea that developing and sharing talent benefits the entire organization, not just individual teams.

5. Scalability Without Losing the Human Touch

The need for scalable solutions will drive innovation in 2025. Similar to how webinars and tools like Zoom made career coaching more accessible, new technologies must strike a balance between efficiency and personalization.

AI-driven tools and digital platforms can complement—not replace—human coaches. Combining technology with the emotional support of human interaction will ensure solutions remain both scalable and effective.

2025 Outplacement Trends Reveal the Opportunity Ahead

With the right balance of technology and culture, it’s easier for organizations to innovate, improve retention, and create pathways for employees to thrive. Internal mobility is not just about filling roles—it’s about building a dynamic workforce ready to meet the challenges of tomorrow.

For more information on LHH outplacement support, please get in touch!

Greg Simpson is the Global SVP of the Career Transition practice for LHH, with 20+ years of expertise. He understands the market, the client’s ecosystem, customers, and the dynamics surrounding their assets. As a member of the senior management team at LHH, he helps drive the development of delivery methodologies, productivity models and communication strategies. He's also instrumental in client interface applications including the design of various tools and implementation within the field both US and internationally.

This article was originally published Jan. 7, 2025.