News Analysis
Key Trends From the HR Technology Conference 2025
- Shift from AI hype to demonstrable results
- Focus on employee experience through removing friction in tools
- Emphasis on continuous learning and adaptability
The vibe at HR Tech 2025 was more business-like than celebratory. Rather than spotlighting artificial intelligence (AI) for its novelty, HR technology vendors emphasized what their software could actually deliver, with AI framed as an enabler of HR workflows rather than a solution in and of itself.
The conference was notable for its unmistakable pivot away from "technology for technology’s sake," which was evident at the 2024 HR Technology Conference. Instead, conversations focused on lasting digital transformation in HR, organizational readiness and measurable progress for employees, managers and business leaders. Themes around learning, collaboration and workforce flexibility fleshed out the agenda.
Instead of big, sexy moves, vendors and HR professionals alike focused on the practical business value of AI in HR. Few companies pitched grand visions and bright promises. Instead, they talked about solutions and workflows.
From AI Hype to AI Results
“HR is trying to innovate with shrinking budgets,” said Caitlin MacGregor, CEO of Plum.io. “Deals are shrinking, but requirements are rising.” She noted that in HR, people increasingly view AI as a tool for automation and streamlining repetitive HR tasks, rather than as a standalone innovation. “There’s a shift in the AI conversation. Where’s the line between ‘this is AI’ and ‘I need X done.’”
An anonymous employee of an HCM platform provider said their company's focus is on AI’s “potential to make things work better.” Customers pursue AI “because the C-suite is asking about it,” they said. “Many people don’t even realize they’re [already] using AI.”
Exhibitors' tone was practical, focused on demonstrating real outcomes from AI. Instead of relying on catchphrases like “generative AI” and “intelligent chatbots,” vendors highlighted how their HR technology solutions improve scheduling, enhance decision support, reduce organizational silos, and seamlessly connect recruiting, onboarding, workforce management and performance management. “The next few months we’ll be working on admin experience and simplified workflows,” the vendor said. “Also, automation where it makes sense.”
In fact, AI wasn’t positioned so much as a solution as an enabler. “AI is about how, not what,” said Salary.com VP of marketing John Sumser. Vendors acknowledged that while today’s advanced technology is impressive, its value is limited by organizational readiness. Without adapting HR’s role, addressing evolving compliance regulations and updating legacy workflows, even the most sophisticated AI-powered HR tools fall short.
A common thread across vendors and customers was about redesigning processes and adapting roles to AI — in other words, transformation. Rather than focus on the transformative power of technology, however, the emphasis was on the transformation needed in learning and development, change management and workforce planning.
How HR Tech Platforms Reduce Workflow Friction
Another common theme was employee experience personalization. What this looked like varied by company. For some, it meant tailored learning. For others, it was personalized communications campaigns. Retention conversations were closely tied to the need for belonging and connection, regardless of employees worked.
The employee experience discussion this year was about nuts-and-bolts rather than a quest for engagement. Products minimized switching between applications to improve efficiency and the digital employee experience. Other platforms focused on skills to jobs matching to help organizations align skills with open roles and career development opportunities. “Eliminating friction” was viewed as a necessary step to improve productivity, employee satisfaction and retention. Pitches touted measurable results in terms of hiring speed, retention and employee engagement.
Vendors announced more than 60 products at the 2025 HR Technology Conference. Continuous learning and development platforms were a highlight of the releases, with micro-learning and gamification tools introduced as practical features to continuously upskill workers and managers.
Conference
Oct
20
Gartner IT Symposium/Xpo Orlando 2025
Register
Conference
Oct
27
Gartner HR Symposium/Xpo Orlando 2025
Register
OpenAI's Jobs Platform Is Met With Skepticism
Despite the buzz OpenAI typically generates, its plan to launch an AI jobs platform drew little excitement among conference attendees. They acknowledged OpenAI as an influential player but expressed skepticism about the initiative. Concerns included OpenAI’s limited access to resumes and employee data, as well as the reality that hourly workers rarely use ChatGPT. As a result, many felt the platform would struggle to deliver value across the broader workforce.
Overall, 2025’s HR Technology Conference favored practical impact over flashy innovation. The focus on streamlined workflows and measurable results rather than dazzling AI promises suggests vendors are listening to customers' concerns.
Editor's Note: What else is happening in the world of AI in HR?
- When HR Procures AI, It's About More Than Just Technology — Selecting an AI vendor is as much about ethics and approach as it is about upfront costs, subscription fees and hardware requirements.
- Is GenAI the Answer to Hyper-Personalization in EX? 4 Considerations — Generative AI has the potential to finally deliver on personalized employee experience. But before you jump in, review these four pointers.
- If We Want AI to Help HR, HR Has to Join the Conversation — Engineers are designing AI systems to address problems that are rooted in the very systems HR understands best.
