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The New Era of Internal Mobility

The New Era of Internal Mobility: Driving Value Through Skills, Metrics, and a Talent-First Approach

In times of uncertainty, companies tend to prioritize internal mobility and career progression. This is because internal mobility can help bridge the gap between recruitment and retention by providing opportunities for growth and reducing turnover.

However, despite the increased focus on internal mobility, only a quarter of companies are confident in their strategies, and 77% have lost talent due to a lack of career development opportunities. Some organizations promote jobs through internal career sites without offering actual development opportunities, while others face barriers in implementing programs and technology.

This report explores a new era of internal mobility that focuses on individual skill development rather than solely benefiting the organization. By examining processes and culture for promoting and advancing employees, companies can take a more strategic approach to internal mobility.



Categories
Talent Acquisition Strategies Talent Acquisition Technology

The State
of Sourcing

Sourcing talent is a critical yet often misunderstood aspect of talent acquisition. Despite significant investments in sourcing teams and technologies, many companies still struggle with ineffective strategies and challenges in tracking their sources of hire. With the changing economy and evolving nature of work, sourcing remains a weak link in talent acquisition functions for many organizations. However, innovations in technology and artificial intelligence (AI) are driving changes in the way companies approach sourcing, with a focus on achieving both speed and quality in talent acquisition.

This report delves into the modern sourcing function, including its challenges, strategies, and technology enablers, to help companies understand the following:

  • The changing investments in sourcing
  • The obstacles faced by companies
  • The necessary capabilities and skills for effective sourcing
  • The role of technology and AI in sourcing
  • The metrics that should be tracked in talent sourcing
Categories
Talent Acquisition Strategies

Unlocking the Power of Strategic Workforce Planning

While workforce planning has been around for decades, it’s often viewed as a tool to support layoffs rather than a way to strategically support the business. But economic uncertainty and shifts in the labor market have made strategic workforce planning more important than ever before.

According to Aptitude Research, 85% of companies are continuing to invest in or increase their investment in strategic workforce planning in 2023, and nearly half of HR leaders are feeling pressure from senior leaders to address the future of work.

Workforce planning is no longer optional. Companies that want to thrive must consistently provide insights and data to address current and future talent needs. HR leaders have a unique opportunity to embrace strategic workforce planning to strengthen their relationships with business leaders and provide data-driven insights into the future of their workforces. 

This report explores what a modern approach to strategic workforce planning should include and the technologies and processes companies should consider to get there.



Moving From A Legacy ATS: When You Need A Modern Talent Acquisition System

Talent acquisition success is measured by its ability to adjust to change. And talent acquisition leaders face continual pressure to quickly adopt the latest technologies. 

One in four enterprises are looking to replace their ATS this year – perhaps because 58% are dissatisfied with their existing provider. But, the decision to replace and modernize a TA system is not always easy. The process is more complex than ever and companies must choose between staying the course, investing in an HCM provider, or going with a best-of-breed solution.

This report looks at the current state of the TA tech market, provides guidance in replacing a TA system, and offers a roadmap for the future. It can be used as a strategic guide to help enterprises better understand the tech landscape and make strategic decisions at any stage of the talent acquisition buying process.



2023 Talent Acquisition Technology Buyer’s Guide

In its fourth edition, this report is the definitive guide for companies looking to navigate the talent acquisition (TA) technology landscape and improve the way they evaluate providers. It serves as a resource for anyone interested in learning more about the trends impacting technology and the requirements critical to making decisions. It is designed to help companies look at the big picture of technology and plan for the next 12 to 18 months.

Organizations need to evaluate providers based on a new set of criteria that encourages partnership and collaboration between the business and the solutions. Today, company culture, customer support, and partnership are a critical part of the buyer’s journey and a key differentiator when evaluating solutions. 

The Aptitude Research Talent Acquisition Buyer’s Guide from 2019 focused on the SMB market and The Talent Acquisition Buyer’s Guide from 2021 focused on the Enterprise market. This year’s edition is designed for companies of all sizes and provides a more complete view of the talent acquisition technology landscape. 

High-Volume Recruiting: New Technology for a New World

The pandemic, remote work, and the labor shortage have heightened the need to focus on the hourly workforce segment, and talent acquisition strategies have shifted accordingly. According to Aptitude Research, 79% of high-volume companies are hiring more hourly workers this year than last, and are reducing time to fill, increasing wages, and providing a better, frictionless candidate experience to compete with a shrinking talent pool. 

Technology has played a critical role in helping companies re-adjust their strategies to include hourly workers. Simple solutions that are mobile-first, consumer-grade, and personalized will help companies connect with this talent in a more meaningful way. 

This report is an update of our The State of High-Volume Recruitment report. Based on data collected in 2022, it looks at the current state of the hourly worker and provides guidance for companies looking to invest in better technology options. Specifically, it examines the following:

  • The challenges facing hiring hourly workers today
  • The expectations of hourly candidates
  • The technology landscape for hourly recruitment
  • Key drivers for and ROI of investing in these solutions

The New Wave of HR Transformation

We’ve officially entered the Early Majority stage in adoption of Automation in HR with 60% of companies increasing investment in these technologies in the past year. In this new wave of HR transformation, a new model of automation is emerging, one that presents substantial opportunity for HR leaders to fully realize the impact opportunity that they set out to achieve in the last great transformation, and one that enables greater operating capacity, more efficient and consistent processes, and stronger stakeholder experiences.

This Report Explores:

  • The HR challenges that are complicating new transformation initiatives.
  • How HR leaders can get started on a more intricate automation journey.
  • The role of IT in supporting the new wave of digital disruption in HR.
  • Emerging, next-gen talent orchestration models to watch out for.

Evolution of Talent Acquisition Technology

The demand for talent acquisition (TA) technology has accelerated over the past two years in response to the pandemic and labor market. In fact, 63% of companies are using more TA solutions today than pre-COVID. 

While the TA tech landscape continues to evolve with new providers and categories, AI remains the common denominator – and the interest and investment in AI show no signs of stopping. Today’s companies have more options than ever before, but navigating this landscape and truly understanding AI’s impact is complex even for the most sophisticated buyers. Companies are not always clear what solutions to consider and what drives results. 

This report looks at the evolution of TA technology and the impact AI will have on the future of talent acquisition. Specifically, it examines the following:

  • How TA technology has evolved over the past two decades
  • The driving forces behind today’s TA tech decisions 
  • How priorities have shifted and what companies are replacing
  • The role AI plays in the future of TA

Solving the Sourcing Challenge: Demystifying Referrals to Improve Hiring Outcomes

Employee referral technology is quickly becoming a core capability in a modern TA tech stack.

According to Aptitude Research, 84% of companies believe employee referrals are the most cost-effective way to find talent. They can improve quality of hire, reduce time to fill, and impact employee productivity and retention. Most importantly, employee referrals bridge the gap between recruitment and retention by engaging both new hires and existing employees in the hiring process, and raising awareness for employer branding efforts. 

Despite these benefits, many companies struggle with low participation rates, lack of support, and poor communication – and the programs ultimately fail. Technology and automation can help companies create more consistent and meaningful relationships, expand talent pools, and track and measure employee referral program effectiveness. 

This report, based on data collected in 2022, will look at sourcing approaches and the inclusion of employee referral programs, including:

  • The challenges with sourcing talent today
  • What is driving the investment in employee referrals
  • The benefits of employee referrals
  • Why most employee referral programs fail
  • The strategies and technology options should companies consider

Onboarding: Are We Doing Enough?

Onboarding has a significant impact on retention, employer branding, and quality of hire. It is the first impression between an employee and employer, and the link between talent acquisition and talent management. 

Eighty-six percent (86%) of employers believe that new hires make the decision to stay at a company in their first 90 days. Yet, companies are twice as likely to invest in talent acquisition and employee experience than onboarding, and 42% do not have a dedicated onboarding solution at all.

As companies prepare for the future of work, the importance of onboarding must not be overlooked. This report reviews the current and future state of onboarding and provides a guide for how companies can get started. Specifically, it examines the following:

  • The challenges companies face with onboarding
  • The benefits of a successful onboarding program
  • How companies are reframing their views around onboarding
  • Why they should invest in digital, automated solutions
  • How technology can improve the new hire experience while ensuring compliance
  • Which onboarding strategies best measure the impact on talent and the overall business
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