10 Lubricants Recruitment Trends To Watch In 2025 According To ABN Resource Team
The lubricants industry is undergoing exciting transformations.
Recognising these shifts, the ABN Resource team has identified 10 key trends poised to redefine how talent is attracted, retained, and developed in 2025. While many of these trends have been evolving for some time, the current shifts amplify their significance.
Organisations that act now have a fantastic opportunity to welcome a new wave of talent while fostering an inclusive and vibrant workforce that thrives on diversity and collaboration.
1. Generational Shift in Workforce Dynamics
The latest Lubricants Talent Survey revealed 42% of participants are aged 55 or older — whilst not a total representation of the sector; it does highlight a challenge with a significant proportion of the workforce 10–15 years away from retirement.
While the departure of experienced employees presents a risk associated with talent attrition, it simultaneously paves the way for renewal and innovation within lubricant organisations.
Companies must adopt comprehensive succession planning and recruitment strategies to navigate this transition to attract talent effectively. This entails creating clear career progression pathways and robust mentorship programs to ensure a seamless transfer of knowledge and skills to the upcoming talent.
James Moorhouse, ABN Resource Director, emphasises that aligning these generational shifts with broader recruitment efforts is essential: “The lubricants industry must adapt to a changing workforce dynamic. Leveraging the expertise of experienced employees while bringing in fresh perspectives from new entry professionals will be key to achieving growth.”
2. Strategic Early Hiring
Strategic hiring plans result in a high-quality talent pipeline of qualified candidates ready to step into crucial roles. By targeting potential hires during their educational and early career phases, organisations can cultivate relationships and align their visions with the aspirations of the next generation of professionals.
James Moorhouse highlights the importance of early recruitment initiatives, stating, “Proactively engaging potential candidates during their early career stages will be essential to address anticipated skill shortages. Companies that wait too long to secure top talent risk losing out to competitors who are quicker to act.”
3. Broadened Talent Pools
Addressing the anticipated skill shortages also calls for diversification in recruitment efforts. Organisations are expanding their search to include underrepresented groups and individuals from diverse backgrounds. This positive shift cultivates an inclusive environment — something we should embrace as a standard practice, not just a passing trend.
“Companies that champion diversity and inclusion will benefit from enhanced creativity and problem-solving capabilities,” says James Moorhouse. “Inclusivity should not just be an aspiration, but a fundamental part of hiring strategies.” Such a dedicated approach to diverse hiring fulfils presents a remarkable strategic advantage. It empowers organisations to understand and serve a broader customer base, positioning them as forward-thinking leaders within the lubricants industry.
4. Passive candidates
Another notable but often overlooked trend in the lubricants recruitment landscape is the rise of passive job seekers — those professionals who are currently employed and not actively seeking new opportunities, but are open to the right opportunity if it arises.
According to James Moorhouse, this group has become increasingly significant in the hiring process. “Our data suggests that the urgency to change jobs has lessened compared to previous years; however, nearly half of surveyed lubricant professionals fall into the category of passive candidates,” he notes. This insight is significant for organisations in specialised fields like lubricants, where securing niche talent can be challenging.
Passive candidates are often satisfied in their current positions and may only consider a career change if headhunted with an ideal opportunity. Sabrina Panero emphasises the complexity this poses for organisations: “When these individuals are happy where they are, what strategies can we employ to encourage a shift?” Understanding their motivations is essential, as many seek opportunities for career advancement, improved work-life balance, and competitive compensation.
Organisations should implement innovative strategies that transcend traditional recruitment practices to engage with passive candidates effectively. Sabrina Panero, Delivery Consultant Europe, stresses the significance of proactive outreach and building meaningful relationships: “We must go beyond merely posting job vacancies and waiting for applicants. Networking, engaging, seeking out and connecting with exceptional individuals will develop a high-quality talent pool effectively.”
Curious about how to attract and engage these elusive talents in the lubricants sector? Don’t hesitate to reach out to the ABN Resource team.
5. Upskilling and continuous learning
The pace of technological advancement in the lubricants industry demands a workforce equipped with up-to-date skills. Customer service, technical expertise, and advanced problem-solving skills are emerging as the most critical competencies for the future of this sector.
Continuous learning programs are now a fundamental aspect of talent management strategies, with a notable 79% of lubricant organisations providing various training opportunities for their employees. This strong commitment to ongoing employee development reflects a positive trend toward lifelong learning within the industry.
Britt-Anna Weir, a Delivery Consultant for the U.S. market, emphasises the importance of these upskilling initiatives: “Upskilling programs are particularly vital in the U.S., where the rapid adoption of technology means companies cannot afford to overlook the need for constant employee development.”
“Organisations that prioritise training will be better positioned to adapt to industry changes and retain top talent,” adds James Moorhouse.
6. Enhanced Candidate Experience
Recruitment doesn’t stop at posting job openings; creating a seamless candidate experience is just as important. Personalised communication, streamlined application processes, and effective feedback mechanisms are key to engaging potential hires effectively.
In the lubricants industry, where niche jobs can be complex to fill, providing an exceptional candidate experience is crucial. When organisations identify standout candidates — those rare “unicorns” with the perfect blend of skills and cultural fit — a protracted hiring process can lead to losing them to quicker-moving competitors.
Sabrina Panero points out, “Improving the candidate expe“unicorns”n make a significant difference in attracting top-tier talent. A positive interaction during the hiring journey often sets the tone for long-term employee satisfaction.”
James Moorhouse adds, “In an era where top talent is increasingly selective, a swift and engaging candidate experience can be the deciding factor in securing the best professionals for niche roles within the lubricants sector.”
7. Data-Driven Recruitment Strategies
At ABN Resource, we are genuinely excited about the transformative power of data analytics in recruitment! Over the years, we have passionately emphasised how analysing hiring trends, market needs, and workforce demographics can empower companies to make informed decisions and enhance their talent acquisition strategies.
As our in-house Data Expert and Resourcer, Kris Dinha, insightfully points out, “Data is becoming an indispensable tool in the recruitment process.” By tapping into analytics, organisations can efficiently identify candidates and foresee critical skill shortages, adopting a proactive rather than reactive approach.
Moreover, utilising data analytics streamlines the hiring process and promotes diversity and inclusivity in the workplace. Companies can foster a fairer hiring environment while attracting exceptional talent by pinpointing the most effective sourcing channels and evaluating candidate behaviours.
8. Focus on Employee Well-being and Culture Fit
As competition for talent intensifies, companies are placing greater emphasis on creating positive workplace environments. Employee well-being, work-life balance, and cultural fit influence job satisfaction and retention. Companies that cultivate a supportive culture are more appealing to prospective candidates and more likely to retain their talent.
According to Sabrina Panero, “Cultural fit has become a deal-breaker in Europe. Candidates seek organisations that resonate with their values and genuinely prioritise their well-being. Companies that ignore this trend do so at their peril.”
9. Collaboration with Educational Institutions
There is tremendous value in partnerships between businesses and educational institutions. These collaborations are essential for cultivating a robust talent pipeline of skilled professionals. By harmonising academic curriculums with the evolving needs of the industry, we can equip graduates with the competencies that employers genuinely seek.
“Educational partnerships are a win-win,” </emobserves Moorhouse. “Students acquire practical skills that significantly boost their employability, while companies gain access to a vibrant talent pool tailored to their specific needs.” This dynamic relationship elevates individual career paths and fortifies our economy by nurturing a highly skilled workforce.
10. Sustainability
“In the era where environmental considerations take centre stage, the lubricants industry must thoughtfully adjust its recruitment strategies. By focusing on candidates who demonstrate a strong understanding of sustainable practices and a genuine commitment to environmental stewardship, companies strengthen their workforce and establish themselves as pioneers in a responsible and progressive market,” says Britt-Anna Weir.
Aligning recruitment strategies with sustainability objectives is crucial to attracting top talent. As our industry evolves, embedding sustainability into the hiring process will undoubtedly be essential for organisations seeking a competitive edge and connecting with the values cherished by today’s workforce.
Looking to hire in 2025?
The shifts reshaping the lubricants workforce are essential to be aware of so you can navigate your career and hiring strategies effectively. It requires a bold approach, from strategic early hiring and upskilling to fostering diversity and engaging passive candidates.
The real question is not whether change is coming — it’s whether your business is ready to lead it.
Note: This is a general overview, and specific hiring trends may vary depending on the region and particular sub-sectors within the lubricants industry.
