More than half of employees say they are burned out, which is prompting employers to incorporate wellbeing technology into their benefits strategy, according to ADP.

Employers are also increasingly tapping into the skills and experience their employees and candidates bring to the table. These skills may have been acquired through military or volunteer experiences. Ninety-four percent of employers who use a skills-based hiring method agree it is more predictive of on-the-job success than resumes, said ADP.

“Employers may also want to evaluate the language of their job postings if they want to lean into a skills-based approach to hiring,” said Tiffany Davis, chief inclusion and diversity officer at ADP. “Are they using the descriptor 'degree preferred,' and, if so, why? Is a degree truly needed for the role? If not, why is it 'preferred?’”

Artificial intelligence is likely to play a major role in the operations of work during the next few years. Eighty-five percent of workers believe AI will impact their jobs in the next two to three years, with recruiters pointing to the value of AI to help them sift through resumes and screen candidates.

However, laws are emerging to ensure use of AI is fair and unbiased in hiring decisions.

"We expect to see more laws requiring employers to disclose the use of AI in employment decisions,” said Jason Albert, global chief privacy officer at ADP. “We should continue to monitor new legislation, comply with new laws on the development of AI systems and use AI effectively and responsibly at work."

Pay equity and pay transparency remain business priorities as pay gaps persist. Understanding pay data and benchmarking pay can help employers monitor pay equity issues and market competitiveness, said Meryl Gutterman, senior counsel at ADP.