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Technology: A Year in Review

TA Technology: A Year in Review

The pandemic, hybrid work, and “The Great Resignation” has forced talent acquisition leaders to rethink their strategies and embrace change to prepare for the future of work. Remote recruiting models were implemented and companies had to engage with candidates in new ways. Every organization has undergone some type of transformation, and talent acquisition leaders are uniquely positioned to help influence this change. If 2020 was the year for reevaluating talent acquisition, then 2021 was the year for rebuilding it.

As companies look ahead, speed has become the new currency for the future of work. Talent acquisition success is measured by its ability to adjust to change. And talent acquisition leaders face pressure to adopt the latest technology innovations quickly. According to Aptitude Research, 62% of companies invested in new technology this year, but only half measured the ROI of their investments.

Companies are in the process of replacing their ATS, evaluating CRM solutions, and investing in everything from sourcing to onboarding. This report is a summary of our 2021 research into TA technology, including:

  • AI-Matching
  • ATS Market
  • Contingent Workforce Management
  • Conversational AI
  • Exceptional Experiences
  • High-Volume Recruitment
  • Programmatic Job Advertising

AI Matching: The Future of Sourcing

AI Matching: The Future of Sourcing

The interest and investment in AI matching has skyrocketed since 2020 — our research has found that 40% of enterprises are using AI matching capabilities to support talent acquisition and sourcing efforts, and another 37% are evaluating their options.

When done right, AI matching improves the candidate experience, reduces bias in hiring, and improves the quality of applicants. However, in a rush to speed up hiring, many companies often neglect critical aspects of AI matching, including quality and ethics.

If AI matching is the future of sourcing and talent acquisition, companies must take a critical look at the providers they are evaluating, the algorithms they have in place, and the impact on fair and equitable hiring practices. This report will help answer the following questions:

  • What is driving the decision to invest in AI matching today?
  • How is AI matching being used today to support sourcing efforts?
  • What capabilities are the most critical when evaluating providers?
  • What options do companies have when evaluating providers?
  • What impact (both negative and positive) does AI matching have in talent acquisition?
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Contingent Workforce Management Talent Acquisition Technology Workforce

Extended Workforce Systems Report

Extended Workforce Systems

Extended Workforce Systems: The New Era of Total Talent Management

The modern workforce has changed significantly over the past year as companies adjust to new pressures and realities. Eighty percent (80%) of companies are leveraging contingent workers this year, and one in three plan to increase that investment. By embracing this extended workforce – which includes full-time employees, contractors, freelancers, SOW-based workers, independent consultants, gig workers, and alumni – companies can help fill critical skill gaps, provide more flexibility, and prepare for the future of work.

But, as companies look to the future of work, they also need to rethink their technology stack. Outdated solutions designed for traditional workers (talent acquisition solutions) or contingent workers (VMS) simply won’t cut it. They must consider solutions that will provide visibility into the entire workforce and allow them to attract, develop, engage, and retain all types of workers. 

This report, based on data collected in June 2021, looks at the role of technology in supporting both traditional and contingent workforces. Specifically, it reviews:

  • The current state of contingent workforce management
  • The role and future of the VMS
  • The impact of extended workforce systems

 

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Talent Acquisition Strategies

The State of High-Volume Recruitment

The State of High-Volume Recruitment
The State of High-Volume Recruitment

The State of High-Volume Recruitment: Data, Trends, and Strategies for High-Volume Hiring Success Research Reports.

According to Aptitude Research, 65% of companies have some high-volume recruitment needs today. As hiring ramps up and companies look to scale, this percentage will likely increase. 

High-volume hiring is often misunderstood and as companies rethink their talent acquisition strategies for the next year, high-volume recruitment must be a priority. This report, based on data collected in 2021, looks at the state of high-volume recruitment and provides key recommendations for companies at any stage of the process. Specifically, it helps answer the following:

  1. What is the definition of high-volume recruitment and how are companies changing the way they recruit for these positions? 
  2. What are the unique set of challenges companies face in high-volume recruitment?
  3. Where do most applicants drop-off of the process and what can companies do to ensure greater conversion rates?
  4. How do issues such as pay and vaccinations play a role in hiring for high-volume roles today?
  5. What strategies should companies consider from recruitment marketing to onboarding?
  6. What capabilities can help improve high-volume recruitment?
  7. What should companies consider as they plan for the future of their high-volume recruitment needs?
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Automation & AI

2021 Conversational AI Report

2021 Conversational AI Report
2021 Conversational AI Report

Just one year after our last comprehensive study on conversational AI published, the talent acquisition landscape has significantly changed.

Companies are feeling intense pressure to improve efficiencies, identify quality hires, reduce bias, and humanize the overall experience for recruiters and candidates. As companies look closely at talent acquisition technology to help lift the administrative burden of recruiting teams and engage with candidates in a more meaningful way, conversational AI checks every box. 

One in two enterprises are investing or planning to invest in conversational AI this year. But as the demand increases, so does the confusion. The goal of this report is to provide clarity around conversational AI and the impact it has on the future of talent acquisition. It will answer the following questions: 

  • How has investment in conversational AI changed during the past year?
  • What are the misconceptions around conversational AI?
  • What problems does conversational AI help solve in talent acquisition? 
  • What type of companies see value in these solutions?
  • What use cases should companies consider?
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Contingent Workforce Management

Total Talent Management: The Key to the Future of Work

Total Talent Management: The Key to the Future of Work
Total Talent Management: The Key to the Future of Work

As companies face new pressures and priorities this year, they are thinking more critically about the future of their workforce. A flexible and extended workforce helps companies fill critical talent gaps, reduce costs, and improve overall productivity. It also helps companies adapt and adjust to changing business needs – especially during times of uncertainty. 

According to Aptitude Research, 80% of companies leverage contingent workers, and one in three companies plan to increase their investment this year. However, there are inherent challenges that come along with a contingent workforce strategy, including visibility, technology, and confidence in performance.  

In order to be successful, companies must shift their contingent workforce management strategies and technology. This report, based on data collected in 2020 and 2021, highlights the following transformations in contingent workforce management:

  • Shifts in ownership from procurement to HR 
  • New technology options that drive greater results 
  • Strategies to improve visibility into headcount, spend, and engagement
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Employee Experience

Exceptional Experiences in Talent Acquisition

Exceptional Experiences in Talent Acquisition
Exceptional Experiences in Talent Acquisition

Are you creating meaningful experiences for candidates throughout their journey? The way that you handle the experiences of your recruiters and your candidates can either help boost your company’s reputation or put your employer brand at risk. Read more about the impact of exceptional experiences in our latest report with The Talent Board (sponsored by Symphony Talent).

This report will uncover recruitment experience challenges that leading enterprises are facing, the impact that exceptional experiences can make, and the recommendations that will save your bottom line. 

This study, based on data collected from employers and job seekers in 2020 and 2021, explores the challenges, strategies, and technology enablers for creating and maintaining exceptional experiences in talent acquisition. We divided this report into four major sections that include:

  1. The State of Exceptional Experiences
  2. The Employer Experience
  3. The Candidate Experience
  4. The Future of Exceptional Experiences
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Aptitude Index Report Talent Acquisition Strategies

Talent Acquisition Systems (2021)

Talent Acquisition Systems (2021)
Talent Acquisition Systems (2021)

The Most Comprehensive Look at Talent Acquisition Tech. 

The Aptitude Index Report: Talent Acquisition Systems (2021) takes a comprehensive look at talent acquisition technology trends and solutions. Unlike other tools, this flagship report from Aptitude Research focuses on what really matters to you and what solutions might fit the unique hiring needs of your organization – enabling you to save time, money and ultimately make better technology decisions.

Our in-depth 2021 Index Report is now available. Register now to read about the latest TA trends and technology, and start mapping your path to a successful talent acquisition technology strategy.

The Aptitude Index Report does not rate or rank providers, but offers a high-level overview of the talent acquisition technology landscape to help companies determine what criteria to evaluate when selecting a solution and which providers might meet your needs. This year’s report profiles 13 vendors and in addition to our unique analyst insights, we highlight their key differentiators, strengths and weaknesses, and review their response to COVID-19 and diversity, equity and inclusion efforts.

Categories
Talent Acquisition Technology

The State of Programmatic Job Advertising

The State of Programmatic Job Advertising
The State of Programmatic Job Advertising

Programmatic buying has changed the face of job advertising. It has helped companies save costs, streamline job advertising, target the right candidates and maximize ROI. Once companies move to a programmatic job advertising model, they are unlikely to go back to their previous manual processes.

This study found that companies using programmatic job advertising are two times more likely to improve time to fill and three times more likely to improve the quality of their sources. Yet, most employers are still unclear as to what programmatic job advertising is and how it can provide value to their talent acquisition and recruitment efforts.

This report, based on data collected in January and February 2021, is a guide for any company interested in exploring programmatic job advertising to reduce their spend and increase performance on their job campaigns. It uncovers programmatic job advertising myths, the strategies companies are using, and the impact on marketing and talent acquisition efforts.

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Talent Analytics

Redefining Success: Talent Analytics for the Future

Redefining Success: Talent Analytics for the Future
Redefining Success: Talent Analytics for the Future

Like many things, talent acquisition strategies have changed in response to the events of 2020.

According to Aptitude Research, 62% of companies are still hiring even if their focus has shifted.

Talent acquisition and HR leaders are reevaluating processes, technology and analytics to prepare for the next year. What worked in 2019 will no longer work today, and companies must build a deeper understanding of what drives success and performance. They need a more robust approach that harnesses the power of provable, scientific data. Currently, only one in three companies are using performance data in their recruitment decisions, and on and one in two companies do not trust their data sources. Thoughtful collection and skillful management of data is the bedrock of strategic talent analytics and successful hiring outcomes.

The latest report from Aptitude Research is based on research collected during the last quarter of 2020 and looks at how companies are redefining success, rethinking analytics, and preparing for the future.

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