Archives: Research Reports

The interviewing process for many companies is inconsistent, impersonal, and filled with bias. In fact, 50% of companies have lost quality candidates due to a poor interviewing process. And while the virtual interviewing platforms that surfaced out of necessity during the pandemic are still in use, video fatigue is setting in from both recruiters and candidates.

Interviewing is one of the most critical areas of talent acquisition and companies are finally rethinking their strategies amid the growing talent shortage, new work environments, and increasing business and economic pressures. Companies are looking to fix broken processes – 36% identified interviewing as a top priority for 2022 and 52% are accelerating their investment in interviewing technology.

This report looks at the challenges, strategies, and technologies that impact interviewing today and examines:

• Why companies should care about interviewing
• Effective interviewing strategies
• How companies can measure the ROI of the interview process
• What candidates expect around the interview
• How technology can provide a better interview experience for all

The labor shortage, Great Resignation, societal events and the pandemic’s impact on the workplace have created a shift – today’s market has become employee-driven. According to our research, companies have responded by increasing their focus on employee experience. In fact, one in three companies have increased their spend on the employee experience and 47% are investing in new solutions to support these objectives. 

Yet despite this increased investment, many companies are still falling short. Instead of acknowledging the employee perspective and the cultural changes that need to happen, they are taking a one-size-fits-all approach and treating employees like transactions instead of humans. Companies need to rethink their approach to talent and focus on the individual – building more meaningful relationships and providing an experience that is rooted in inclusivity, humanity, dignity and trust. 

This report explores the following:

• Today’s top workforce priorities and the factors driving the need for human-centered work
• The disconnect between the employee and employer experiences
• The role humanity plays in company culture and the pillars of human-centered work
• Strategies companies should consider across the employee lifecycle

When hiring slows down or turnover spikes, internal mobility often becomes the go-to strategy. In fact, our research shows that 70% of companies have increased their investment in internal mobility over the past year.

But internal mobility should not just be a quick fix during uncertain times. It should be a strategic, long-term priority for any company looking to better recruit, engage, and retain talent. Unfortunately, many internal mobility programs are difficult to implement and often fail before they begin. Companies tend to turn to technology without fixing process or cultural challenges first. 

Based on data collected in 2021 and 2022, this report will help companies adjust their responsibilities, strategies, and technology adoption to support internal mobility efforts. It will explore the following:

• The key drivers for investing in internal mobility and how it has changed over the past year
• The internal mobility challenges facing companies today 
• The harm in treating internal candidates the same as external
• What roles technology plays in improving internal mobility initiatives
• What strategies companies should consider to improve internal hiring efforts

Our research shows that 63% of companies are investing or planning to invest in AI solutions in 2022 (up from 42% in 2020). AI has changed the way work gets done, and the labor shortage, recruiter turnover, and remote work have further accelerated the demand for AI in talent acquisition. 

The talent acquisition benefits of AI extend beyond just efficiency and process improvements. When used correctly, AI impacts quality of hire, diversity, equity, and inclusion (DEI) efforts, and overall candidate and recruiter experiences. AI can also bring humanity to talent acquisition and offer a support system for companies looking for smarter ways to attract, recruit, and hire talent. 

But, AI is still misunderstood and TA buyers are unclear about how to navigate the changing landscape. Based on data collected in early 2022, this report will explore the following:

• The current state of AI in talent acquisition 
• The challenges and misconceptions with AI in TA
• Insights on the impact of AI and importance of ethics
• Recommendations for companies at any stage of their AI journey

Hiring is one of the most critical – and most neglected – areas of talent acquisition. Over the past few years, companies have invested significantly in recruitment marketing, sourcing, and ATS solutions to attract talent, but often ignore what needs to happen after a candidate applies for a position. As a result, 57% don’t have the data they need to make the right hiring decisions, and one in four companies will not reach their hiring goals.

Yet companies are still facing intense pressure to fill positions in a short period of time. There is light at the end of the tunnel – our research shows that one in three companies plan to increase their investment in hiring technology (interview, screening, and assessment). They recognize that they need a consistent process and quality data to gain deeper insights on candidates and make smarter, confident, and bias-free talent decisions. 

This report is meant to aid in that process and explores the following:

• The current state of hiring, including top challenges, key priorities and technology 
• How talent measurement fits into the future of hiring
• Ways to define a talent measurement framework and streamline solutions
• Keys to understanding candidate insights to make better hires