随着劳动力市场降温，专家指出，如今正是雇主投资现有员工的最佳时机。但问题在于，企业却并未采取实际行动。
据Workday最新研究，尽管2025年上半年招聘需求略有增长，但内部招聘和晋升率实则下降。
Workday内部数据和外部调研显示，2025年上半年招聘需求同比增长6%，较2024年上半年同比7%的增幅略有回落。
然而，内部招聘同比下降8%，今年6月所有新聘员工中，仅30%为内部调动。与此同时，在Workday追踪的11个行业中，有10个行业出现晋升率下滑；制造业是唯一实现晋升率上升的行业。
Workday人力分析、洞察与体验副总裁菲尔·威尔本表示：“10个行业同时出现晋升率下降实属罕见。在我们最新的数据中，这一点让我感到非常意外。”
这种现象正引发求职者的挫败感。Workday为该报告所做的一项调研显示，超57%的求职者认为自己在当前劳动力市场中举步维艰。（不过，高绩效员工并未感到如此困顿——他们即使在市场降温时也更容易获得机会。但数据显示，高绩效员工的流失率在所有行业均呈上升趋势，其中零售和医疗行业的增幅最高，同比分别上涨64%和28%。）
威尔本表示，AI转型或许是症结所在。许多公司急于采用这项新技术，却并未真正重视培训员工如何使用这项技术。（Workday调研显示，仅有21%的企业高管认为，投资AI工具和技能提升将是未来一年留住人才的关键。）相反，他们更倾向于从外部招聘具备这些技能的人才，此举可能迫使高潜力员工离职。
威尔本指出：“企业必须围绕AI构建清晰强劲的发展蓝图，因为高绩效员工最看重的是成长空间。他们追求职业发展，一旦感到停滞不前，往往就会另谋高就。”
威尔本指出，Workday数据再次表明，人力资源负责人必须与高管团队共同制定AI战略。如果缺乏清晰的AI路线图和沟通机制，员工将被时代淘汰——不仅缺乏关键技能，还会担心被取代。（相关数据显示，44%的员工并不看好企业的AI战略。）
威尔本表示：“虽然所有工具都已部署完毕，但CEO却有疑问：‘我们花这么多钱买这些工具，为什么大家都不用？’ 此时，人力资源部门就该站出来，告诉CEO‘你要先让员工掌握使用技巧，才能让他们真正使用这些工具’。我希望这能为许多企业敲响警钟，只要让人力资源部门及时介入，未来不久你就能看到改善成效。”（*）
本报告最初由HR Brew发布。
译者：刘进龙
审校：汪皓
随着劳动力市场降温，专家指出，如今正是雇主投资现有员工的最佳时机。但问题在于，企业却并未采取实际行动。
据Workday最新研究，尽管2025年上半年招聘需求略有增长，但内部招聘和晋升率实则下降。
Workday内部数据和外部调研显示，2025年上半年招聘需求同比增长6%，较2024年上半年同比7%的增幅略有回落。
然而，内部招聘同比下降8%，今年6月所有新聘员工中，仅30%为内部调动。与此同时，在Workday追踪的11个行业中，有10个行业出现晋升率下滑；制造业是唯一实现晋升率上升的行业。
Workday人力分析、洞察与体验副总裁菲尔·威尔本表示：“10个行业同时出现晋升率下降实属罕见。在我们最新的数据中，这一点让我感到非常意外。”
这种现象正引发求职者的挫败感。Workday为该报告所做的一项调研显示，超57%的求职者认为自己在当前劳动力市场中举步维艰。（不过，高绩效员工并未感到如此困顿——他们即使在市场降温时也更容易获得机会。但数据显示，高绩效员工的流失率在所有行业均呈上升趋势，其中零售和医疗行业的增幅最高，同比分别上涨64%和28%。）
威尔本表示，AI转型或许是症结所在。许多公司急于采用这项新技术，却并未真正重视培训员工如何使用这项技术。（Workday调研显示，仅有21%的企业高管认为，投资AI工具和技能提升将是未来一年留住人才的关键。）相反，他们更倾向于从外部招聘具备这些技能的人才，此举可能迫使高潜力员工离职。
威尔本指出：“企业必须围绕AI构建清晰强劲的发展蓝图，因为高绩效员工最看重的是成长空间。他们追求职业发展，一旦感到停滞不前，往往就会另谋高就。”
威尔本指出，Workday数据再次表明，人力资源负责人必须与高管团队共同制定AI战略。如果缺乏清晰的AI路线图和沟通机制，员工将被时代淘汰——不仅缺乏关键技能，还会担心被取代。（相关数据显示，44%的员工并不看好企业的AI战略。）
威尔本表示：“虽然所有工具都已部署完毕，但CEO却有疑问：‘我们花这么多钱买这些工具，为什么大家都不用？’ 此时，人力资源部门就该站出来，告诉CEO‘你要先让员工掌握使用技巧，才能让他们真正使用这些工具’。我希望这能为许多企业敲响警钟，只要让人力资源部门及时介入，未来不久你就能看到改善成效。”（*）
本报告最初由HR Brew发布。
译者：刘进龙
审校：汪皓
With the labor market cooling, experts have said that now is the best time for employers to invest in their existing employees. The only problem is that companies aren’t actually doing that.
That’s according to recent research from Workday. Despite a modest increase in hiring demand in the first half of this year, internal hiring and promotion rates have actually fallen.
Hiring demand was up 6% year-over-year in the first half of 2025, down slightly from the 7% YoY increase in the first half of 2024, according to Workday’s internal data and external surveys.
However, internal hiring fell 8% YoY, and only 30% of all hires in June were internal. Additionally, promotion rates fell in 10 of the 11 industries tracked by Workday; manufacturing was the only one to see an increase in promotions.
“It is pretty rare for 10 industries to see a promotion recession all at the same time,” said Phil Willburn, VP of people analytics, insights, and experiences at Workday. “That was very surprising to me in our latest data.”
It’s creating some frustrations. More than 57% of job seekers feel stuck in today’s labor market, according to one of the surveys conducted by Workday for the report. (High performers, who are often more likely to land opportunities even in cooling markets, aren’t feeling so stuck, though: Attrition for high-performing employees was up in every single industry, with the largest spikes being in retail and healthcare, up 64% and 28% YoY.)
AI transformation may be to blame, Willburn said. Many companies have been eager to adopt the new technology, but haven’t necessarily focused on training their workers to use it. (Just 21% of business leaders surveyed by Workday believe investing in AI tools and upskilling will be a key retention driver in the next year.) Instead, they’re focused on getting these skills from external hires, which may push high-potential employees out the door.
“You need to have a clear and strong narrative around AI, because high performers, above anything else, they need growth,” Willburn said. “They want growth, and as soon as they feel slightly stagnant, they’re the ones who always have opportunities.”
Workday’s data is yet another sign that HR leaders need to be involved in AI strategy with their C-suite peers, according to Willburn. Without a clear roadmap and communication around AI, workers will be left in the dust, lacking critical skills and fearing displacement. (Relatedly, 44% of employee comments about strategy and AI were negative.)
“When all of these tools are being rolled out, and then the CEO is like: ‘Why aren’t we adopting when we’re spending this much money?’ This is when HR is now coming in and saying, ‘This is how you actually drive behavior change,’” Willburn said. “My hope is that this is a wake up call for many organizations, and that then HR steps in and you’re going to see this improve in the near future.”
This report was originally published by HR Brew.