This challenge derives from the ability to benchmark an organization’s progress in diversity initiatives, difficulty keeping up with new diversity tools and best practices, lack of understanding in how to remove hiring bias, and confusion around what the right diversity hiring strategies are.

Prospective candidates reporting negative experiences in the hiring process, have a poor application process with lengthy and complex applications, a lack of the right tools and resources to provide clarity and transparency to candidates, and limited knowledge of best practices for optimizing candidate experience.

Inability to integrate legacy systems with points systems, difficulty keeping up with all the too many systems and tools, lack of ability to access new features and functionalities with older technologies, and unstreamlined, clunky workflows caused by disparate tools and duplicate legacy systems.

Inability to sift through the noise and find the right vendor and talent acquisition technology system, difficulty keeping up with all the changes caused by COVID-19 such a remote hiring and a remote workforce, lack of best practices to accurately and strategically weigh the risk in selecting TA tech, and not 100% sure if the technology is right and the best fit for the current TA tech stack.

Inability to attract the right fit talent, difficulty keeping up with multiple channels and maintaining an omnichannel presence, lack of best practices in how to source talent and market to today’s new generation of candidates, and not properly using analytics and data from sourcing to selection.

Inability to sift through the noise and find the best-fit candidates, difficulty keeping up with all the emerging TA trends and tools to find the right candidates, lack of best practices and processes to select the best-fit candidate, and surplus of applicants and no efficient processes to handle this surplus.

Lack of planning around implementation before undertaking the arduous process, difficulty with enacting a smooth implementation process, lack of best practices and tools to accurately and strategically undergo implementation, and too many systems and too many portals during implementation.

High volume recruiting and inability to sift through all the resumes manually, too high of workload and not enough employees to undertake the work, manual and reductive tasks that slow down recruiters’ efficiencies, and lack of understanding what channel(s) best talents are coming from.