Finding work has always been about preparation and adaptability. But in 2025, those factors carry even more weight as industries change and technology keeps rewriting the rules. Some candidates will fit smoothly into these new demands, while others may discover roadblocks they didn’t expect. The World Economic Forum’s latest research provides insight into which groups are most likely to struggle in landing jobs this year. Swipe and check it out.
Lack Of Digital And Collaboration Skills
Skill shortages have become the biggest obstacle to business transformation, affecting nearly two-thirds of employers. To close the gap, companies are hiring for digital fluency and remote collaboration strengths. If you bring those skills, you’re already aligned with tomorrow’s priorities.
Refusal To Upskill Or Reskill
The future of work carries both opportunity and risk. On one side, 85% of companies expect to channel resources into training their staff by 2030. On the other, 40% foresee cutting positions linked to obsolete skills. Together, these shifts highlight adaptability as the deciding factor.
Job Seekers Returning After Extended Absences
Extended work history gaps remain a sticking point for employers in 2025, leaving job seekers with few clear pathways back. AI-driven resume tools often flag these gaps as weaknesses. And with limited returnship programs available, reentry remains difficult despite the post-pandemic normalization of career breaks.
Workers With Weak Employment References
Gig work often relies on ratings and track records, while traditional hiring still leans heavily on references. That mismatch disadvantages workers crossing between systems. The gap may narrow as companies grow more comfortable judging candidates by portfolios and documented achievements rather than conventional endorsements.
Experienced Workers Seen As Overqualified
The labor market shows a strange imbalance, with employers facing shortages yet hesitating to hire experienced retirees reentering the workforce. Concerns about overqualification and retention shut these candidates out of several roles. As a result, many skilled seniors turn to part-time or gig work instead of stable employment.
Applicants Demanding Remote-Only Roles
Job seekers insisting on remote-only roles are encountering fewer options as employers shift toward hybrid work. Many organizations still highlight flexibility and employee well-being as key priorities. However, most are building models that combine in-person collaboration with remote options rather than fully accommodating work-from-home demands.
Workers In Under-Connected Regions
The remote work boom creates a paradox: employers can hire from anywhere, but not everyone can participate equally. Under-connected regions face mounting obstacles as high-speed internet is treated as essential. Despite this, companies rarely offer stipends to bridge the growing technological divide.
Professionals Without Digital Visibility
In 2025, digital visibility plays a defining role in careers. Candidates who build credible online profiles attract recruiter attention and pass AI screening systems with ease. Those who remain invisible online, however, encounter growing obstacles as employers increasingly depend on digital validation to judge skills and credibility.
Skilled Foreign Workers Facing Visa Hurdles
Strict immigration and clearance procedures remain a defining factor in hiring. Skilled workers from abroad stall at visa checkpoints or background screenings, even when demand is urgent. While security agencies insist these measures protect sensitive fields, employers and industry groups highlight the cost in unfilled roles.
Candidates With Criminal Records
Regulatory compliance continues to shape hiring practices in 2025, especially in sensitive or highly regulated industries. Candidates with criminal records remain excluded from these roles. While some employers experiment with “second chance” hiring initiatives, compliance standards still create barriers that many organizations are unwilling or unable to adjust.
