In July, we launched a survey focused on the use and adoption of Talent Acquisition Technology. In the survey, we asked two sets of questions about different aspects of organizational performance related to recruiting. The first asked respondents to rate their organization’s ability to perform various activities related to recruiting and hiring talent — such as assessing candidate’s technical skills or nurturing passive talent pools — on a 1 – 5 scale. The second asked respondents to rate their organization’s performance on specific TA function metrics such as time to hire, cost of hire, hiring manager satisfaction, and workforce planning.The results are in: poor performance in #TalentAcquisition is the norm. But that’s not the full story. Get a sneak peek at @TalentTechLabs 2019 TA capabilities report card: Click To Tweet
Generally speaking, respondents scored their organization’s recruiting and TA capabilities poorly. This is a result of many factors, some of which are not under the direct control of the TA function/recruiting department. Some of these factors include a difficult recruiting environment driven by candidate scarcity, changing needs of the organization, competing internal priorities, and technological change.
When looking at capabilities across the candidate hiring lifecycle, respondents reported less difficulty with more process-oriented capabilities, such as generating offer letters in a timely manner or obtaining background checks, and more difficulty with more strategic capabilities, such as marketing the employer’s brand or sourcing qualified candidates. Below is a preview and a brief summary of our findings.
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