Most organizations still rely on reactive hiring, but there are signs of progress.

• 56% of respondents say their organizations have only a chaotic or just-in-time hiring process
• 37% describe their TA function as advanced, meaning effective and strategically aligned
• But just 5% consider their TA approach truly world-class, being highly refined, proactive and directly contributing to business success

The good news, however, is the percentage of those that say their processes are advanced or world-class has more than doubled since 2021!

How might organizations improve their talent acquisition capabilities?

First, identify your goals and challenges

Among participants in our study, the most important TA-related goals are:

• 63% ensuring a robust pipeline of talent for future hiring needs
• 55% strengthening employer brand and employee value proposition
• 49% improving the candidate or applicant experience

The most common challenges are:

• 53% lack of candidates with required skills or experience
• 51% just-in-time, reactive hiring approach
• 42% compensation, total rewards are below market rate

Second, determine how to use tools and technologies to meet goals and overcome challenges

When compared to TA laggards**, TA leaders* are:

• over 13X more likely to have 5 or more paid TA tools and technologies currently integrated into their core TA tech stack
• over 3X more likely to use recruitment marketing platforms
• over 2X more likely to leverage the following as part of their hiring process: video or virtual interviewing software, employee referral software, CRM

Third, determine how you will quantify TA success

A majority of organizations use these tools to determine TA success:

• time to hire and/or fill
• employee retention and/or tenure

Compared to TA laggards, TA leaders are:

• over 2X more likely to measure: candidate experience, source of hire/hiring
• 2X more likely to measure quality of hire
• nearly 2X more likely to measure offer acceptance rate

Bottom line: While the common metrics are undoubtedly useful, consider other less common metrics to maximize impact.

Fourth, don’t forget to prepare for the future of TA

Our data shows…

The following technologies are most likely to be impactful to TA capabilities over the next 2 years:

• 44% talent intelligence/ predictive analytics
• 38% artificial intelligence/ machine learning
• 35% CRM platforms

AI is increasingly being leveraged in TA by:

• 58% writing job descriptions
• 53% using chatbots for engaging candidates

Organizations are most commonly expecting to automate these tools over the next 2 years:

• 48% interview scheduling
• 37% passive candidate sourcing or pipelining
• 35% onboarding

Given the research, consider these strategies:

• Identify your organization’s goals and challenges
• Assess your TA department’s level of capabilities
• Recognize areas where it needs improvements
• Select the right tools and technologies
• Align TA strategy with key business strategies
• Watch trends and anticipate possible futures
• Stay aware of how AI can be leveraged today and in the near future