SHRM 2025 Takeaways: In the Age of AI, the Answer is Human Connection

I recently had the privilege of attending SHRM 2025, the annual summit that brings together a diverse and influential group of HR leaders. Their mission was clear: “Keeping up isn’t enough; you need to be at the forefront, driving change". That forward-looking tone was palpable everywhere in San Diego. In the bustling expo hall, major players like BambooHR were driving conversations toward tangible solutions for a workforce evolving at an unprecedented pace. This reinforced a powerful insight: while the industry is rightly focused on leveraging AI, the most pressing challenges are deeply human.

To explore this tension further, I was fortunate to sit down with one of the conference's highlighted speakers, Rachel Hutchisson, CEO of Common Impact. Our conversation provided a deeper understanding of the challenges and opportunities facing HR leaders. Her perspective, combined with other trends from the conference, made it clear that a strategic investment in human connection is the essential intervention for building a resilient, future-ready workforce.

The Current State: Challenges and Gaps Highlighted at SHRM

Discussions across various sessions underscored several critical challenges facing today’s talent pipeline.

• The Durable Skills Dilemma: The dilemma for HR leaders is clear: companies need employees with durable skills like adaptability, communication, and professional judgment from day one, yet new hires increasingly lack them. This isn't just a feeling; it's a widely recognized trend, with nearly 60% of employers reporting that recent graduates lack these foundational skills, delaying their ability to contribute meaningfully. This gap was a constant topic of conversation at SHRM, often discussed as a direct consequence of a changing work environment.
• The AI Paradox: The paradox of AI, a central theme at SHRM, is that its rise doesn't diminish the need for human talent; it amplifies it. As AI begins to handle more routine, high-volume processes, the value of uniquely human, durable skills skyrockets. These are the skills that AI cannot replicate. This is why I heard leaders discussing a 'boomerang' trend: a return to known talent whose durable skills are proven, rather than risking a new hire based on an AI-polished resume.
• The Experience Gap: In our discussion, Rachel Hutchisson provided a sharp analysis of the widening "experience gap"—a challenge we at Mentor Collective are laser-focused on solving. This isn't just about lacking a specific line on a resume; it's a systemic issue. With fewer entry-level roles and reduced middle management to provide guidance, today’s new professionals have limited opportunities to gain foundational experience. The result is a frustrating cycle of underemployment for nearly half of college graduates and a growing talent shortfall that threatens corporate growth and innovation.

The Solution: Rebuilding Skills Through Purposeful Connection

To be at the forefront, leaders must do more than react to this skills gap—they must proactively create opportunities for connection and development that bridge the skills gap. These interventions can take many forms. As Rachel shared from her own experience, "Engaging people in service, engaging people in the community in new and different ways is a hugely important part of that... It's how I found the most important mentor in my life—by engaging in the community and being out in the world”. This approach not only allows employees to develop durable skills but also fosters a deep sense of purpose and connection.

Alongside invaluable hands-on experiences, there is a fundamental need for focused, 1:1 support. A dedicated mentor provides the personalized context, guidance, and validation that helps an individual navigate their unique career path and build confidence.

Engaging people in service, engaging people in the community in new and different ways is a hugely important part of that... It's how I found the most important mentor in my life—by engaging in the community and being out in the world.

- Rachel Hutchisson, CEO at Common Impact 

Seizing the Moment with Structured Mentorship

This brings to light a powerful concept Rachel raised about shared responsibility: professional development happens when the company and the individual "meet in the middle”. The employee must be willing to engage, but how can companies effectively "open the doors" for this engagement at scale?

To build a truly comprehensive talent strategy, leading organizations complement community programs with dedicated, one-on-one support. This is where a structured mentorship intervention becomes the strategic next step. At Mentor Collective, we provide the vital infrastructure to build and scale these personalized relationships effectively, directly impacting the metrics that matter most to HR leaders. Our approach ensures mentorship initiatives are designed to improve employee retention and deliver a clear, measurable return on investment (ROI). By implementing a scalable mentorship framework, organizations can transform insight into action, creating a durable engine for building a resilient, engaged, and future-ready workforce. 

On the plane home, I reflected on my biggest takeaways from the conference—and even on my own career path. The thing I kept coming back to, inspired by a question Rachel posed during our conversation, is a question that gets to the heart of why we seek connection in our careers: "How do I manage this whole thing called life, not just work?” Ultimately, if we neglect that deeper need for connection and meaning, we risk losing sight of what truly fuels us—and the real impact we’re here to make.

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