The arrival of a new year usually brings a renewed sense of purpose, stimulating reflections and motivating people to reconsider their goals for the next cycle, especially in contexts of a heated job market. This trend is confirmed in the data from the latest Robert Half Confidence Index (ICRH), which reveals that 54% of professionals plan to change jobs in 2025, representing a four-percentage-point increase compared to the same period the previous year.
The successive drops in unemployment rates, especially among qualified professionals, those aged 25 and older with a completed higher education, have given workers greater prominence in their professional relationships. According to PNAD data from the third quarter, the unemployment rate for this segment of the population was 3.0% in the fourth quarter of 2024, the lowest since 2015.
“Exploring new opportunities and pursuing professional satisfaction will always be seen as something positive, no doubt. However, it is necessary to have a strategic view of one’s career because professionals who frequently change jobs without convincing justifications may be misinterpreted by the market. The corporate environment is evolving, and more important than the duration in each position is to demonstrate the growth and accomplishments achieved at each stage,” advises Fernando Mantovani, Managing Director of Robert Half for South America.
What encourages the search for new horizons
Since the end of the pandemic, in particular, there has been a significant trend of professionals seeking new positions that better suit their values, goals, and life moments.
The research also identified the motivation for transitioning among those who indicated actively seeking new opportunities: 69% of respondents expressed interest in changing organizations while staying in their professional area (a five-percentage-point increase compared to January 2024), while 31% wanted to explore a new branch, segment, or career.
Main reasons for the change
| Company change | Change of area of operation, segment or profession |
| Better growth opportunities | Personal fulfillment |
| Higher salary | Quality of life |
| New challenges | Higher salary |
| More attractive benefits | Learning something new |
| Better balance between professional and personal | More flexibility |
(Source: 30th edition of the Robert Half Confidence Index)
What influences talent retention
According to Fernando Mantovani, to remain competitive in this scenario, the challenge is daily, and companies must invest in clear work policies, transparency of leadership, as well as good benefits and compensation packages, in line with market averages, which can be consulted in the Robert Half 2025 Salary Guide.
The research also pointed out the motivation of those who want to stay in their jobs:
Factors that favor staying in the current company (the top five voted)
| Benefits and compensation | 56% |
| Flexibility in the work model | 32% |
| Work environment and organizational culture | 32% |
| Balance between personal and professional life | 27% |
| Growth opportunities and professional development | 27% |
(Source: 30th edition of the Robert Half Trust Index)
“The outlook is favorable for professionals who are in tune with the current demands of organizations, which compete fiercely for the best talents in the market. Considering that human capital is the most valuable resource of a company, I suggest to leaders the adoption of a strategic vision to avoid recognizing essential collaborators only when they are about to leave,” concluded Mantovani.
The 30th edition of the ICRH is the result of a survey conducted in November 2024. The survey considers qualified labor, composed of 1,161 workers aged 25 and above with a complete higher education. The interviewees were divided into
