Archives: Research Reports

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

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

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