Labor trends represent a dynamic and challenging field. Remain adaptable and forward-thinking. Ensure that your company has identified its values and stays true to them. Your values will serve as a guide as you evolve.
By Mike Huycke
The labor market continued to evolve and face new challenges in 2024. The workforce landscape was influenced by advancements in AI, shifting return-to-work policies, and global geopolitical uncertainties.
Looking back on the past year, the labor market has softened slightly compared to the post-COVID-19 period. It has been easier to find candidates and people willing to work. However, finding high-quality and reliable employees remains a significant challenge for employers. Wage stabilization was another noticeable trend. We saw less dramatic wage pressure and improved retention in 2024.
Six key labor trends emerged as we reflected on 2024. These trends highlight innovation, economic factors, and workforce management as well as provide insight into our industry鈥檚 future.
#1: Remote, Hybrid, and Onsite Work
Workplace flexibility remained a hot topic in 2024 and will likely continue throughout 2025. The shift to remote work brought initially by COVID-19 has reshaped workforce expectations. Many employees are resistant to return to the office. Hybrid models are gaining popularity, offering the balance many employees seek and the benefits of in-person collaboration and teamwork that businesses appreciate.
Job roles and responsibilities dictate remote, hybrid, or onsite work decisions. For example, frontline workforce positions and supervisors at material recovery facilities (MRFs), landfills, transfer stations, and collection routes must be onsite because of the nature of their work. While it is clear that these roles require an onsite presence, attracting talent for such positions presents its own challenges. Employers need to create attractive roles and work environments for onsite jobs. This requires employers to continuously evaluate benefits and update recruitment and workplace processes. Organizations must consider evolving workplace perspectives to recruit and retain skilled talent when making policies and developing workforce strategies,
#2: Automation and AI
Automation and AI are transforming the workforce. At Leadpoint, this technology has streamlined recruiting, training, onboarding, and collaboration. We have transformed our recruiting process by automating every step鈥攆rom screening to hiring鈥攄elivering faster, more personalized interactions with job seekers. In today鈥檚 workplace environment, job candidates expect immediate responses. You cannot afford delays in your recruiting process, and AI can help you step up to the plate.
Over the past two years, we have focused on how to effectively leverage our automation tools. As a result, we have seen greater efficiency and better outcomes, and now we have more time to spend on work that requires a human touch. This shift has also required training employees to adapt to new technologies and develop skills aligned with automation needs.
Automation in our industry requires skills that are different from traditional manual labor. As automation becomes more integral to waste and recycling operations, the demand for skilled workers continues to grow. Our workforce is becoming increasingly skilled, and training in trades and specialized skills has become essential. Companies are thinking about how humans can best complement and integrate alongside technology.
The roles of AI and automation will only increase. We are asking ourselves: how can we use AI to our advantage and how can our employees excel alongside automation and technology? What strategies can we implement to upskill teams and effectively integrate this technology into operations for sustainable growth?
#3: Evolving Expectations
Younger job seekers introduce fresh expectations into the hiring and employment process. This demographic values ease, speed, and transparency throughout their applications and interviews. They expect to apply for jobs at any time from any device. They appreciate clean, simple, and efficient processes and instant updates on their application status. Meeting these expectations is no longer optional for employers seeking skilled talent.
This generation values meaningful work and places greater emphasis on workplace safety and support from leadership. They are less willing to be exposed to hazardous conditions and value companies that prioritize safety-focused training and routines. If work occurs in a more hazardous environment, companies must demonstrate how they will keep their workforce safe. This focus helps with recruitment and instills an employee鈥檚 confidence that his/her well-being is prioritized.
To attract and keep talent in today鈥檚 labor market, it is essential to offer attractive compensation and benefits. The gig economy and hybrid work schedules provide competition with enticing alternatives to traditional employment. To stay competitive, organizations must consistently evaluate and improve their offerings.
Younger employees want to understand their work and its meaning. In industries like waste and recycling, they want to know how their roles contribute to broader goals like sustainability. Companies can build stronger connections with their teams by fostering a sense of purpose and showing employees the value of their contributions.
This new generation of workers is ready to work hard when given the right environment and opportunities. For employers, the key is to find the right talent and foster a workplace where they can succeed.
#4: Job Transparency
Job seekers have rising expectations, and job previews can help ensure a good fit for both candidates and employers. For example, when hiring for a route helper position on a truck, it is crucial to convey the role鈥檚 physical demands, safety requirements, and the importance of customer service. Similarly, for MRF positions, candidates need to understand the realities within a safety-sensitive, fast-paced production environment.
The gap between imagining a job and actually performing it can be significant. Offering realistic job previews helps candidates make informed decisions, reduces turnover, enhances job satisfaction, and improves retention. Employers can build a more engaged and committed workforce by setting clear expectations upfront.
#5: Language and Culture
Over the past several years, our workforce has grown to include individuals from diverse cultural backgrounds who speak many languages. Understanding the demographics of the areas in which you operate is essential to recruiting, onboarding, training, and retention. Therefore, all of these processes and employee development resources must be offered in your employees鈥� languages. This requires an intentional investment in multi-lingual resources and building an inclusive and respectful culture.
Creating a workplace culture that embraces diversity has become a necessity. Employers should consistently review their practices and build an environment where all team members feel valued and empowered to contribute. This approach has become a core part of our operations, extending beyond one region to all 60+ locations we support nationwide.
#6: Hiring Alternatives
Today鈥檚 hiring landscape presents numerous alternative hiring strategies. Organizations can use freelance talent and contract consulting for hard-to-fill roles, short-term projects, and other specific labor needs. These options have also opened new career opportunities, especially for individuals who prefer remote work or want to avoid long commutes. Depending on the type and duration of work needed, nontraditional hiring solutions can be more cost-effective. They allow companies to adjust their workforce to meet demand. By adopting these flexible approaches, businesses can adapt more quickly to evolving needs, access a broader talent pool, and fulfill workforce demands efficiently.
Looking Ahead
The hiring and workforce landscape is constantly changing. Further technological advancements, ongoing geopolitical pressures, and workforce cultural diversity are trends we expect to continue. Changes in administration are also likely to influence the hiring landscape. One aspect we are closely monitoring is immigration and workforce compliance.
Labor trends represent a dynamic and challenging field. Our advice is to remain adaptable and forward-thinking. Ensure your company has identified its values and stays true to them. Your values will serve as a guide as you evolve. Maintain an open mind and stay informed. Read the latest industry insights, but also be aware of what is happening on the ground. Gather feedback from your team and front-line workers. Remember that one size does not fit all. Each of the various sites we support, more than 60 across the country, has unique needs and a distinct workforce. We adjust as necessary and appreciate the flexibility to do so.| WA
Mike Huycke is VP of Business Development for Leadpoint. He is an industry veteran with nearly 30 years of experience in the waste and recycling business. At Leadpoint, he leads the company鈥檚 business development efforts, expanding the company鈥檚 network and scope of services across the waste and recycling industry. Mike can be reached at (480)-688-3769, e-mail [email protected], or visit .