The arrival of a new year often 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 lastRobert Half Confidence Index (RHI), which reveals that 54% of professionals plan to change jobs in 2025, what represents an increase of four percentage points compared to the same period of the previous year.
The following drops in unemployment rates, especially among qualified professionals, those aged 25 and older with a completed higher education, they provided greater prominence to workers in their professional relationships. According to data from the Pnad for 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, without a doubt. However, it is necessary to have a strategic vision of the 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 achievements obtained at each stage, orient Fernando Mantovani, general director of Robert Half for South America
What encourages the search for new horizons
Since the end of the pandemic, mainly, there is a significant trend of professionals seeking new positions that better align with their values, goals and life moments
The research also identified the motivation for the transition among those who indicated actively seeking new opportunities: 69% of respondents expressed interest in changing organizations, maintaining your professional area (growth of five percentage points compared to January 2024), while 31% wanted to explore a new field, segment or career
Main reasons for the change
| Change of company | Change of area of expertise, segment or profession |
| Better growth opportunities | Personal fulfillment |
| Higher salary | Quality of life |
| New challenges | Higher salary |
| More attractive benefits | Learn something new |
| Better balance between professional and personal | More flexibility |
(Source: 30th edition of the Robert Half Confidence Index)
What influences talent retention
In Fernando Mantovani's view, to remain competitive in this scenario, the challenge is daily, and companies should invest in clear work policies, in the transparency of leaderships, in addition to good benefit packages and compensation, consistent with the averages practiced by the market, that can be consulted in theRobert Half Salary Guide 2025.
The research also highlighted the motivation of those who want to stay in their jobs:
Factors that favor staying at the current company (the five most voted)
| Benefits and remuneration | 56% |
| Flexibility in the work model | 32% |
| Work environment and organizational culture | 32% |
| Work-life balance | 27% |
| Opportunities for professional growth and development | 27% |
(Source: 30th edition of the Robert Half Confidence Index)
The outlook is favorable for professionals attuned to the current demands of organizations, that compete fiercely for the best talents in the market. Considering that human capital is the most valuable resource of a company, I suggest that leaders adopt a strategic vision to avoid recognizing key employees only when they are about to leave., concludes Mantovani.
A 30th edition of ICRHit is the result of a survey conducted in November 2024. The survey considers the skilled labor, composed of 1.161 workers aged 25 and over with a completed higher education degree. The interviewees were divided into
