Employ’s 2025 Job Seeker Nation Report—their annual survey of 1,500+ job seekers—reveals a growing divide in how different candidate groups are navigating the hiring process. For example, in desk-based industries like tech and finance, application volume is surging. Meanwhile, employers hiring for frontline and hourly roles are still struggling to attract applicants. 

These contrasting realities make one thing clear: a one-size-fits-all approach to hiring won’t cut it anymore. Employers need to tailor their strategies based on the roles they’re hiring for, the channels their candidates use, and the challenges those job seekers face. 

In this blog, we’re breaking down how frontline and desk-based candidates are experiencing today’s labor market, what that means for talent acquisition teams, and how to adapt your hiring strategy to better support both. 

Demand is Headed in Different Directions  

The divide between desk-based and frontline hiring starts with demand—and it’s headed in opposite directions. 

In industries like tech, finance, and professional services, job postings are down but application volume is up. Desk-based job seekers are facing increased competition, longer timelines, and more interviews.  

This year’s survey data backs this up: 64% of respondents said they had more than two interviews in the past year—but that number dropped to just 55% among fully on-site workers. Meanwhile, candidates who worked remotely at least part of the time were much more likely to report frequent interviews—77% of those who worked remotely 1–2 days a week and 75% of those with a 50/50 split had more than two interviews in the past year. 

This trend may reflect both increased urgency among desk-based candidates and the logistics of taking interviews while on-site. Remote and hybrid workers have more flexibility and privacy, while on-site and hourly workers may need to use PTO or rearrange shifts just to attend.  

At the same time, employers hiring for frontline roles are still struggling to attract talent in the first place. Application numbers are lower, and recruiting methods are often more traditional—like in-person applications, job fairs, or referrals. 

These contrasting realities require different strategies. While desk-based hiring teams are managing volume and trying to reduce candidate fatigue, frontline recruiters are focused on widening the funnel and reaching qualified talent more effectively. 

TA Takeaway: Tailor your approach based on demand. For desk-based roles, where application volume is high, use AI-powered tech to help filter out misaligned candidates early. Then apply skills-based assessments and structured interviews to validate fit and keep qualified talent moving forward. For frontline and hourly hiring, invest in recruitment marketing, community partnerships, and mobile-friendly applications to expand your pipeline and reach the right candidates.  

Burnout Is Everywhere—But It Looks Different for Everyone 

Burnout is shaping the candidate experience—and it’s showing up across every corner of the job market. 

Sixty-six percent of respondents say they’re feeling the effects of job search fatigue. But what’s behind that exhaustion varies widely depending on the type of role. 

For desk-based candidates, burnout often stems from high competition and a drawn-out process. With fewer openings and more applicants, job seekers are juggling multiple interviews, assessments, and long timelines—frequently with little feedback or follow-up. It’s not just about the effort—it’s the emotional toll of uncertainty. 

Frontline and hourly workers face their own version of fatigue. Job search burnout runs especially high in industries like food service, hospitality, and healthcare—reaching as high as 80%. These candidates often encounter outdated systems, clunky applications, and unclear communication—all of which contribute to frustration or burnout.  

The job search is already stressful. When the process adds friction—whether through delays, poor communication, or unnecessary steps—it only deepens burnout. 

TA Takeaway: Reducing candidate burnout starts with removing barriers. Shorter applications, clearer timelines, and smarter automation can go a long way. When you make the process feel smoother and more respectful of a candidate’s time and energy, you not only cut stress but also boost engagement and reduce the risk of drop-off. 

Tech Adoption is Splitting the Market 

Candidates are using different tools to navigate the job search—and AI is one of the biggest dividing lines. 

This year, 31% of job seekers said they’re using AI to support their search. That number jumps significantly among desk-based candidates—especially in industries like tech (50%) and finance (47%)—where applicants are using AI to match with jobs, refine resumes, and draft cover letters. 

In contrast, frontline and hourly candidates are much less likely to lean on AI. Many still rely on traditional methods like job fairs, referrals, or in-person applications—and may not have the same access to or familiarity with digital tools. 

This year’s survey also found that AI chatbots are becoming more common, with 28% of respondents saying they’ve interacted with one during the hiring process. But comfort and experience tend to be higher among younger, tech-savvy candidates. 

The bottom line? Not every candidate is approaching the process with the same tools or expectations. Understanding those differences is key to creating a hiring experience that resonates. 

TA Takeaway: Know your candidates’ level of comfort with tech—and design your process accordingly. Desk-based applicants may expect AI-powered tools like automated scheduling or chat support. For frontline roles, keep things simple and accessible. Avoid unnecessary steps, make everything mobile-friendly, and prioritize clarity at every stage. 

Modern Hiring Isn’t One-Size-Fits-All  

We’re seeing two very different job markets emerge—one overwhelmed with applications, and another starved for talent. 

This year’s data makes that clear. Desk-based candidates are navigating long timelines, high competition, and AI-driven searches. Meanwhile, frontline and hourly workers are facing entirely different challenges—limited access to tech, outdated processes, and slower communication. The lesson for TA teams? You can’t use the same playbook for both. 

To hire effectively in today’s market, employers need to reassess and refine their strategies—by role type, by audience, and by experience. That means meeting candidates where they are, removing unnecessary barriers, and staying responsive in a fast-changing landscape. 

The full 2025 Job Seeker Nation Report dives even deeper, with data on layoffs, internal mobility, trust in employers, and how candidates really feel about AI. Download the full report to build a hiring strategy that reflects how people actually search, apply, and choose where to work today.

The post One Market, Two Realities: Desk-Based vs. Frontline Candidates  first appeared on Jobvite.

That’s why we go straight to the source. For our 2025 Job Seeker Nation Report, we surveyed more than 1,500 US workers to uncover how they feel throughout the hiring process, why they’re considering new opportunities, and what makes them say yes to a role.  

From candidate motivations to AI perceptions, this year’s report reveals key shifts across the entire hiring journey. But in this blog, we’re breaking down one big theme: how job seekers are navigating today’s market conditions—and what that means for talent teams.  

Responding to Market Uncertainty  

The job market in 2025 is tough to read. On paper, employment is up—but job seekers are still uneasy. High-profile layoffs, especially in the public and tech sectors, have rattled confidence. And talks of a “white-collar recession” only fuel anxiety about where the market is headed next.  

That tension shows up clearly in this year’s report: 82% of respondents say the market feels stagnant, and confidence in landing a role has dipped year over year. Only 44% believe it’s easy to find a job (down from 50% last year) and just over half think they could land something within three months. 

But despite all that, candidates aren’t giving up. They’re responding to market uncertainty by investing in their future through upskilling. In this year’s survey, 89% of respondents said that addressing skills gaps could improve their chances of landing a new role, and 81% believe training in emerging tech (like AI) is essential to staying competitive. 

This trend is a signal to employers: Candidates are prioritizing development—and they expect companies to do the same with real tools and support. They are also looking for a clear path to utilize those new skills, and it’s up to hiring teams to give them one. 

TA Takeaway: Use your employer brand and candidate touchpoints to highlight how you support skill-building—whether through learning stipends, mentorship, or on-the-job development. Plus, bring a skills-based approach into your hiring process with clear job descriptions and behavioral-based interviews that validate skills and paint a clearer picture of success in the role. Candidates are investing in themselves, and they want to work for companies that recognize that investment and match it.  

Supporting Growth from Within  

While its clear today’s candidates are craving growth, that doesn’t always mean landing a new role. Fifty-eight percent of job seekers have looked for a new opportunity within their current company—a sign that internal mobility is top of mind.  

And if growth opportunities aren’t available, your talent won’t wait around. Career development was one of the top reasons respondents said they’d exit a role, even if they were otherwise satisfied. Today’s employees aren’t just looking to build skills—they want to apply them somewhere that matters. 

This puts pressure on TA and HR teams to create visible, structured paths for internal movement. It also means treating internal talent like the high-potential candidates they are—because if you don’t, someone else will. 

TA Takeaway: Support internal mobility by making it easy for employees to find open roles, flagging internal applicants in your ATS, and giving recruiters clear guidance on how to engage them. Make career development part of the process—not just a perk. 

Reconsidering What Candidates Want

Internal growth may be a priority, but many candidates are still keeping an eye on what’s next. While 83% say they’re satisfied in their current role, 85% are open to new opportunities—and nearly half say they’re very open. 

So, what’s fueling that openness?  

It’s not just compensation. While pay still matters, candidates cite career advancement and flexibility as top motivators, followed closely by stronger leadership, better culture, and confidence in their company’s future. Job seekers are evaluating more than just roles—they’re evaluating the environment, the people, and the long-term fit.  

This broader set of expectations means candidates are raising the bar. They’re not just looking for the next step, they’re looking for the right step. Even those actively exploring new roles are moving with intention—evaluating whether employers can offer long-term opportunity and stability, not just short-term perks. 

TA Takeaway: Candidates are ready to move—but only if it’s worth the leap. Show them exactly how your company invests in growth, champions flexibility, and builds a culture people want to rally behind. It’s not just about the role; it’s about the whole package.   

Reducing Burnout for Better Engagement  

Today’s job seekers aren’t just selective—they’re exhausted. Sixty-six percent say they’re feeling burned out by the job search, and it’s easy to see why. Clunky applications, vague timelines, endless interviews, and ghosting all chip away at candidate confidence—and patience. 

And that fatigue doesn’t just affect job seekers. Burnout leads to real fallout for recruiters, too. Candidates are more likely to abandon applications, disengage in-process, or drop out after the offer. Worse, a frustrating experience doesn’t stay quiet—it sticks. It shapes how candidates view your brand long after the process ends. 

But there’s good news: Burnout isn’t inevitable—it’s fixable. When you put candidate experience first—with simple applications, clear communication, and structured interviews—you help candidates feel respected, supported, and more likely to stay engaged.  

TA Takeaway: A modern ATS doesn’t just track candidates—it helps you create a faster and more transparent experience. Use automation to eliminate manual steps, custom workflows to keep candidates moving, and AI interview tech to improve consistency and collaboration across teams. The smoother the experience, the more likely candidates are to stay engaged—and the faster your team can hire.  

Prioritizing Clarity, Trust, and Stability 

Today’s job seekers are navigating a complex landscape. Layoffs, economic uncertainty, and fears of a white-collar recession have made them more cautious about what comes next. But that doesn’t mean they’re standing still. Candidates are open to new roles—they’re just more selective, more intentional, and more focused on finding long-term stability. 

At the same time, the process of getting hired has become a source of stress. Job search burnout is high, and candidates won’t waste energy on experiences that feel drawn out, unclear, or impersonal. 

For TA and HR teams, this moment is a chance to step up. That means going beyond filling roles—and focusing on what makes your company the right next step. Lead with transparency, simplify processes, and create a journey that feels human from start to finish.  

Want more insights like these? Download the full 2025 Job Seeker Nation Report to explore what today’s candidates expect—and how your hiring strategy can rise to meet them. 

The post Cautious but Curious: How Candidates View the Job Market first appeared on Jobvite.

That’s why your Applicant Tracking System (ATS) matters more than ever. It’s more than a place to store resumes—it’s the foundation of your entire recruiting strategy. The right platform can streamline processes, improve collaboration with hiring managers, enhance the candidate experience, and provide the data you need to hire smarter. 

But not every ATS is built the same. Your hiring needs and business goals should guide the features and functionality you prioritize. Here’s what to look for as you evaluate your options. 

Features and Functionality to Prioritize 

Whether you’re using an ATS today or evaluating one for the first time, here are key features to ask about when vetting vendors and selecting the right one.  

Ease of Use 

An ATS should simplify your work, not add complexity. A clean, intuitive interface is essential for recruiters, hiring managers, and other users. If the system is difficult to navigate, it won’t be adopted broadly—and its value will be limited. 

Questions to ask vendors:  

• How quickly can new users get up to speed? 

• Is the system accessible and functional on mobile devices? 

• Can hiring managers easily leave feedback and review candidates? 

Sourcing and Job Posting 

To make great hires, your job postings need to reach the right audience—efficiently. Look for an ATS that integrates with both job boards and social media platforms. The ability to distribute postings broadly with minimal effort saves time and ensures greater visibility. 

Questions to ask vendors: 

• What job boards and platforms does the system integrate with? 

• Can jobs be promoted on social channels directly from the ATS? 

• Is it possible to post to multiple sites with one action? 

Candidate Management  

The right ATS gives you complete visibility into every candidate journey. A centralized, searchable database paired with automation tools for communication and tracking helps ensure no candidate falls through the cracks—and keeps your team aligned at every stage. 

Questions to ask vendors: 

• Is there a searchable database for past applicants? 

• Can we automate emails or texts to candidates? 

• What does the experience look like for hiring managers and candidates? 

Workflow and Automation 

Efficiency is essential, especially when managing multiple roles or locations. Customizable workflows and intelligent automation can accelerate time-to-hire and reduce manual tasks—so your team can focus on engaging the best talent. 

Questions to ask vendors: 

• Can we build different workflows by job type or department? 

• Does it offer AI features for matching or resume parsing? 

• Can it sync with our calendars and automate scheduling? 

Reporting and Analytics 

You can’t fix what you can’t measure. Your ATS should track the metrics that matter most—like time-to-fill, source performance, and DEI benchmarks—and make it easy to turn that data into action. 

Questions to ask the vendor: 

• What hiring metrics can we track and report on? 

• Can reports be customized for different stakeholders or business needs? 

• Does the system support DEI-related tracking and reporting? 

Candidate Experience 

A great candidate experience builds your brand—and helps you win top talent. A seamless, mobile-optimized application process and transparent communication make a lasting impression. Look for platforms that put candidate experience front and center. 

Questions to ask vendors: 

• Is the application process fast and mobile-friendly? 

• Can we brand the career site to reflect our employer identity? 

• Do candidates get status updates automatically? 

Integrations 

Your ATS should complement the rest of your tech stack. Choose a system that integrates with your existing tools—from your HRIS to background checks, assessments, and communication platforms like Slack or Teams. 

Questions to ask vendors: 

• Which HR and productivity tools does the platform integrate with? 

• Can integrations be customized or expanded over time? 

• How frequently are integrations updated? 

Compliance and Security 

Hiring comes with legal and data privacy responsibilities. Your ATS should help you meet compliance requirements and protect sensitive information through strong security protocols and access controls. 

• Is the platform compliant with GDPR, CCPA, and EEO/OFCCP guidelines? 

• Can we manage user access and permissions by role or team? 

• Is user activity tracked and auditable? 

Scalability and Flexibility 

Your ATS should grow with you. Whether you’re expanding into new regions or adjusting hiring volume, the system should be able to scale—without sacrificing performance or usability. 

Questions to ask vendors: 

• Can the platform handle high-volume hiring without lag? 

• How easily can we update workflows as our business evolves? 

Support and Customer Service 

Reliable support makes all the difference—especially during implementation and growth. Evaluate not just the software, but the partnership. You’ll want a vendor that’s responsive, forward-thinking, and invested in your long-term success. 

Questions to ask vendors: 

• What does the onboarding process look like? 

• Is support available via chat, phone, or email? 

• Are there self-service resources like a knowledge base or training center? 

Don’t Stop at Features 

Once you’ve identified the functionality your team needs most, there are still a few critical steps to take before you’re ready to move forward. 

This is where collaboration across your organization becomes essential. Getting input from the right people and aligning your investment with broader business goals will help ensure the solution you choose delivers value from day one. 

Here’s what to keep in mind as you move from feature evaluation to vendor selection: 

• Involve the right stakeholders: From talent acquisition and HR to IT, finance, and hiring managers—gathering cross-functional input helps ensure the platform meets everyone’s needs. 

• Clarify your budget: Pricing can vary widely based on company size, feature requirements, implementation, and support. Make sure you understand the full cost of ownership. 

• Build your business case: Leadership will want to understand how a new ATS supports business goals. Focus on outcomes like faster hiring, better candidate experiences, and improved recruiter efficiency. 

Hiring Success Starts Here 

Take the next step with confidence when you download our complete Buyer’s Guide. Inside, you’ll get expert tips, detailed checklists, and a customizable scorecard that makes it easy to compare vendors and advocate for the right solution. 

Your next great hire starts with the right technology.  

The post How to Select the Right ATS: Key Questions for Buyers first appeared on Jobvite.

To get a clearer picture of how HR professionals are actually using AI on the job, I analyzed a new dataset from Anthropic, the makers of Claude.ai. The findings highlight ongoing challenges talent teams are facing and how they’re using AI to tackle them head-on.  

But first, what’s Anthropic? And who is Claude? Let’s break it down.  

Meet the Tech: Anthropic and Claude

Anthropic is an AI research company focused on building AI that’s helpful, honest, and harmless. Their AI assistant, Claude, acts like your supercharged sidekick—ready to help with writing, summarizing, brainstorming, and more. 

The dataset featured in this blog includes millions of anonymized prompts from professionals across industries. I pulled out the themes most relevant to HR and talent acquisition to inspire your team and explore where AI can make the biggest impact.  

Now, let’s dig into Anthropic’s dataset, and review the 10 most common AI uses for TA and HR teams.  

Top 10 Ways Talent Teams Are Using AI Today

1. Streamlining Employee Communications 

AI helps HR teams quickly and easily respond to FAQs, log work-related issues, and interpret policies. This guarantees consistent messaging while freeing up teams to focus on more complex issues that require human oversight.  

2. Building Competitive Compensation Packages

When it’s time to update benefits and compensation policies, AI tools can help analyze market rates and ensure any changes are both compliant and equitable. This data-driven strategy guarantees that businesses stay competitive while meeting regulatory requirements.

3. Drafting Better Policies

AI can review workplace conduct, equal employment opportunity (EEO), and sexual harassment policies on behalf of your team. By spotting gaps and making recommendations for improvement, the technology helps ensure you’re following best practices while meeting legal requirements.

4. Navigating Change Management

When facing challenging personnel decisions like performance improvement plans, terminations, or dispute resolution, HR professionals are using AI to ensure procedures follow best practices, abide by regulatory requirements, and are documented appropriately.

5. Enhancing Onboarding Experiences

AI can generate orientation materials and training sequences that align with your company’s mission, values, and goals. This frees your team to focus more on making personal connections and engaging new hires.

6. Supporting Recruitment and Interview Prep

TA teams are using AI to write compelling job descriptions, generate structured interview questions, and establish candidate scoring systems that minimize bias and promote data-driven decisions.  

Keep reading: A great candidate experience can make or break your hiring success. Read the blog, “How to Improve the Candidate Experience: 6 Expert-Backed Tips,” for high-impact ways to improve the entire lifecycle—from your career site and job postings to communication tactics and feedback loops.

7. Modernizing Performance Management

AI can help design fairer, more actionable performance reviews by creating evaluation frameworks that balance objective metrics with personalized feedback.

8. Analyzing Workforce Data

By spotting trends in hiring, performance, and turnover, AI helps HR teams uncover blind spots and find opportunities to strengthen culture and retention. 

9. Identifying Training Needs

Learning & Development teams are using AI to assess skill gaps and recommend learning paths tailored to individual and organizational needs.

10. Transforming Exit Interviews

By bringing structure to exit interviews and surfacing trends in employee departures, AI gives HR teams the insights they need to strengthen retention.

Making AI Work for You

If your team is just getting started with AI, here are a few smart ways to roll it out: 

• Start small: Use AI to handle repetitive processes to build confidence and demonstrate the value it can provide.
• Develop governance: Establish clear and transparent policies around how and where AI tools can use employee data—and how they can’t.
• Upskill your team: Ensure your team knows best practices for prompting and collaborating with AI systems to drive best practices outcomes.
• Track impact: Look for time savings, consistency gains, and other process improvements across your team.
• Maintain human oversight: AI can assist, but your people should still lead when it comes to making key decisions.

Keep reading: AI can do a lot, but it can’t do it all. In the blog, “10 Must-Have Recruiting Skills in the AI Era,” you’ll learn how to balance tech with a human touch—and stay one step ahead in the changing talent landscape.

Tech + Training = AI Success

The data shows what many talent teams already know: AI isn’t here to take over HR—it’s here to help you do it better. By slashing admin tasks and surfacing fresh insights, AI frees TA and HR pros up to focus on what matters: building great teams, shaping culture, and supporting people at every stage of the employee journey.  

At Demand Spring, I’ve had the opportunity to work with forward-thinking teams that are embracing this AI-first mindset. One standout example is the marketing team at Employ, who recently completed a 12-week AI-First Mindset training program. Their fast, thoughtful adoption of these tools reflects a clear commitment to innovation—both in how they get their work done and in how they serve talent teams every day.  

Because when organizations empower their people with the right mix of tech and training, AI doesn’t stay a one-time learning moment, it gets embedded into everything they do.

The post The AI Advantage: How TA & HR Teams are Really Using It first appeared on Jobvite.

To explore how TA and HR teams are navigating this new landscape, we partnered with GoCo, Verified First, and Lighthouse Research & Advisory to host a panel of today’s top industry experts. The conversation covered everything from AI, tech, and automation to internal mobility and workplace autonomy.  

In this blog, we break down the top takeaways and what they mean for teams building more people-first workplaces. Because no matter how much technology changes the way we work, people are still at the heart of every great employee experience. 

Meet the Experts 

Moderated by Ginny Drinker, SVP of Partnerships at Employ, the discussion featured 

• Dorothy Enriquez, Founder and Principal Consultant, The Ellevate Collective  

• Ben Eubanks, Chief Research Officer, Lighthouse Research & Advisory 

• Mike Rockwell, VP of Account Management, Verified First 

AI is Here to Enhance Human Connection 

AI can feel overwhelming—but our panelists agreed: it’s not here to replace people. It’s about giving TA and HR teams the tools to work more efficiently and focus on what matters most.  

Dorothy shared how organizations are beginning to embrace AI for tasks like content generation and performance feedback—using tech to create space for more strategic, people-focused work. “AI is a tool,” she said. “It’s not the end-all-be-all, but it’s something we can couple with our capabilities and confidence to execute with brilliance.” 

Ben pointed to lesser-known use cases like workforce scheduling, safety monitoring, and even “robot coaches” that guide employees through personalized development plans. These tools help HR teams support employees more proactively—anticipating needs, improving safety, and enabling growth without adding headcount at the same pace. 

Mike emphasized that AI is already shaping the candidate experience, from resume creation to interview prep. With job seekers moving fast, TA teams must be ready to meet them where they are—and rethink how they evaluate skills and potential. 

Key takeaway: Thoughtfully implemented tech can improve both efficiency and empathy—allowing HR teams to better serve employees at scale. 

What are robot coaches? Watch the clip!

Onboarding for an Evolving Workforce 

Onboarding sets the tone for the employee experience. But with teams now split between in-person, remote, and hybrid work, creating consistency is a growing challenge. 

As Dorothy pointed out, many companies confuse orientation with onboarding—focusing on logistics rather than culture and connection. True onboarding is a longer-term process focused on helping people feel supported, aligned, and confident in their role. 

Mike shared that he invites current employees to get involved in the hiring and onboarding process. “I don’t hire anyone until they talk to the people they’ll be working with,” he said. “It gives them a feel for what they’re walking into—what we do, how we work, and who we are.” That early connection helps build trust and clarity from day one. 

The panel encouraged HR leaders to build onboarding experiences that reflect how people actually work today. That means offering both synchronous and asynchronous learning, creating opportunities for team connection, and setting expectations around flexibility and inclusion. 

Key Takeaway: Strong onboarding blends technology with culture, helping new hires feel like part of the team—no matter where they work. 

Want Dorothy’s onboarding tips? Watch the clip!

Career Development: Employee-Led, Tech-Supported 

In a competitive hiring market, developing internal talent is more important than ever. Reskilling, upskilling, and internal mobility aren’t just nice-to-haves—they’re key to long-term success. 

Ben shared that investing in internal development is not only more cost-effective but also strengthens retention and engagement. He pointed to Chipotle as an example, “They put their money where their mouth is—literally. Managers who develop internal talent were offered bonuses when those people succeeded. It cut their turnover in half.”  

Mike added that leaning into employees’ skills can help them thrive. His team uses tools like StrengthsFinder to guide career conversations and match employees with roles where they’re most likely to succeed. This strengths-based approach not only boosts individual performance but also helps leaders find untapped potential across the organization. 

Dorothy highlighted the difference between mentorship and sponsorship—explaining that while mentors offer guidance, sponsors actively advocate for employees’ growth. Leaders who sponsor others play a crucial role in shaping inclusive, opportunity-driven cultures. That advocacy can open doors that might otherwise remain closed, especially for underrepresented groups seeking visibility and advancement. 

Key takeaway: Investing in career development shows your team there’s a future for them at your organization—and gives them the tools to get there. 

How does StrengthsFinder work? Watch the clip!

Flexibility is More Than Remote Work 

While flexible work arrangements are now the norm, the panelists emphasized that real flexibility goes beyond location. It’s about giving employees autonomy in how they work, learn, and grow. 

Ben gave examples of companies offering flexible hours, asynchronous work, and opportunities for employees to pitch new ideas. He emphasized the importance of creating space for innovation, sharing, “If someone has a good idea, let them raise their hand—you never know where it could lead.” He added, “We had an engineer share an idea, and leadership listened. That idea became a multimillion-dollar line of business. All because we created a culture that allowed people to speak up.” 

Mike pointed out a growing trend: employees are drawing hard lines about what they want. Some won’t consider office-only jobs, while others need in-person interaction to thrive. Trying to force one model for everyone simply won’t work. When employees feel trusted to manage their own time and environment, they’re more likely to stay engaged and committed. 

Key takeaway: The best employee experiences are the ones that feel personal. Flexibility, autonomy, and trust aren’t perks—they’re expectations. 

Want to hear Ben’s story? Watch the clip!

The Future of Work is People First 

TA and HR leaders are balancing more than ever—emerging technologies, shifting workforce expectations, and the pressure to do more with less. 

But success doesn’t come from choosing between efficiency and empathy. It comes from combining both—using the right tools to streamline processes while staying deeply focused on what people need to thrive. 

For even more insights from our all-star panel, check out our full session here. 

The post What’s Next in TA & HR: Insights from Our Expert Panel first appeared on Jobvite.

But not all metrics are created equal. Which ones should you track to improve efficiency, enhance quality of hire, and streamline your recruiting process? Let’s break it down. 

The Recruiting Metrics that Matter Most 

The most successful recruiting teams don’t just collect data. Instead, they strategically measure metrics that align with their goals. Some key metrics that top performers track include: 

1. Candidate Conversion Rate 

Why it matters: This metric reveals how well your job postings and employer brand attract qualified candidates. Tracking view-to-apply rates can highlight areas for improvement in your job descriptions, application process, or employer branding. 

Optimization tip: If your conversion rate is low, experiment with shorter job applications, more compelling job descriptions, and targeted messaging to boost engagement. 

2. Time to Fill 

Why it matters: A slow hiring process can mean losing candidates to competitors. Tracking time to fill helps identify inefficiencies in your workflow, from sourcing to final offers, so you can streamline decision-making and reduce delays. 

Optimization tip: Identify bottlenecks in your hiring process. Are slow approvals, interview scheduling delays, or sourcing gaps holding you back? Use automation to accelerate decision-making. 

3. Quality of Hire 

Why it matters: It’s not just about hiring fast, it’s about hiring right. Tracking post-hire performance and retention ensures you’re bringing in top talent who thrive in your organization. 

Optimization Tip: Measure quality of hire through new hire performance ratings, retention rates, and hiring manager satisfaction scores to continuously refine your recruiting strategy. 

Taking Action: From Data to Results 

Tracking metrics is only half the battle—the real impact comes from turning insights into action. The best recruiting teams use automation and analytics to: 

• Save hours on administrative tasks 

• Improve communication with stakeholders 

• Make data-driven decisions quickly 

• Adjust strategies based on real-time insights 

Best Practices for Implementing Your Metrics Program 

To unlock these benefits, you need a structured system that ensures your insights lead to measurable improvements in hiring efficiency, candidate quality, and overall recruiting success. 

Here’s how to build a metrics program that actually moves the needle: 

1. Start with Clear Goals 

Before diving into data collection, define what success looks like for your organization. Are you looking to reduce costs, improve quality of hire, or accelerate the hiring process? Your goals will determine which metrics deserve your attention. 

2. Establish a Regular Reporting Cadence 

The most successful talent teams make metrics review a regular habit. Whether it’s weekly or bi-weekly, consistent review helps identify trends and opportunities for improvement before they become challenges. 

3. Leverage Automation Effectively 

Manual data collection can consume valuable time that could be spent on strategic activities. Top talent teams use automation to: 

• Generate regular reports automatically 

• Track candidate engagement in real-time 

• Monitor source effectiveness continuously 

• Share insights with stakeholders efficiently  

4. Focus on Action, Not Just Information 

The true value of metrics comes from the actions they inspire. Each metric should have an associated action plan: What will you do differently if the numbers show room for improvement? How will you capitalize on success when metrics exceed targets? 

Your Playbook for Data-Driven Hiring Success 

Tracking recruiting metrics is just the start. The real power comes from using data to refine your hiring strategy, enhance candidate experiences, and drive better results. The most successful talent teams don’t just measure—they act. 

The Employ Recruiter Success Kit gives you the tools to turn insights into impact and build a smarter, more efficient hiring process. 

Inside, you’ll get:  

• 8 worksheets to optimize your hiring process 

• A recruiting calendar to keep you on track 

• Expert tips on selecting and tracking key metrics 

• Ready-to-use templates for reporting success 

• Strategic tools to plan and scale efficiently 

Don’t just track recruiting metrics—use them to build a smarter hiring strategy. Get the full toolkit to start making data-driven decisions today.  

The post Data-Driven Recruiting: Turning Metrics into Actions  first appeared on Jobvite.

But keeping up isn’t easy, especially when you’re navigating competing priorities. That’s why the most successful hiring teams stay connected with fellow TA and HR leaders. Sharing strategies, trends, and challenges helps everyone level up and stay competitive.  

To foster these critical conversations, we brought together top recruiting pros for a discussion on productivity, hiring strategies, and how AI is changing the game. Led by Amanda Berger, Chief Customer Officer of Employ, the panel featured Employ customers’ Gina Alvino, Senior Manager, Recruiting at e.l.f. Beauty and Carissa Mueller, Director of People Operations at DREAM Charter Schools. They shared their go-to tactics for staying efficient, hiring smarter, and making the most of recruiting technology. 

Expert-Backed Productivity Hacks 

Recruiters are always juggling multiple tasks — from sourcing and connecting with candidates to scheduling interviews and negotiating offers. Our panelists shared their favorite productivity hacks to stay focused and make the most of their time.  

Gina swears by time blocking to stay on top of her game. At e.l.f. Beauty, she schedules dedicated chunks of time for specific tasks, making sure she stays focused and efficient. If you’re a recruiter struggling to balance priorities, this simple trick can help you power through your workload without burning out.  

Carissa is all about AI tools like ChatGPT. Whether she’s drafting outreach messages, summarizing notes, or brainstorming job descriptions, AI speeds up manual, time-intensive tasks, so recruiters can dedicate more time to candidate relationships. If you’re not using AI yet, now is the time to start.  

2025 Hiring Goals: Expansion and Efficiency 

With 2025 already underway, talent acquisition teams have their strategies defined and are now laser focused on hitting their goals. Our panelists broke down their top priorities for the year ahead.  

At e.l.f. Beauty, international expansion is a major focus. Gina emphasized the importance of maintaining consistent hiring practices as the company scales globally. Creating an equitable experience for all candidates, new hires, and employees, regardless of their location, is key for building an engaged workforce. For companies in growth mode, keeping workflows standardized helps ensure a consistent and seamless hiring experience.  

For DREAM Charter Schools, peak hiring season runs from February to August, which means there’s no room for inefficiencies. Carissa underscored the need for streamlined processes to manage high hiring volumes without overwhelming recruiters or candidates. Companies that experience seasonal hiring spikes can benefit from automation and well-defined workflows. 

AI and Automation: How They’re Reshaping Talent Acquisition 

Technology is transforming the way recruiters work. Our panelists explored how AI and automation are changing the game — and what recruiters should watch out for.  

For Carissa, it’s all about balance — finding ways to use technology to free her team from busy work, so they can focus more on making personal, lasting relationships with top talent. Right now, they review resumes manually, but they’re excited to see how this process can evolve using AI to screen candidates based on keywords or past hiring data. 

Gina shared how resume review and nurture campaign tools are game changers, helping recruiters manage high applicant volume while keeping candidates engaged. These features ensure recruiters don’t miss out on great talent just because their inboxes are overflowing. 

Of course, AI isn’t without its challenges. The panelists noted the importance of keeping a close eye on potential bias in AI-driven hiring tools. While automation can speed things up, human oversight is essential to ensure fairness and accuracy.  

Your Tech Journey Starts Now 

The best recruiters know how to blend tech and human touch. AI and automation can streamline processes, but hiring is still about people. 

At Jobvite, that’s what we’re all about. Our ATS solution is built to take the busy work off your plate, so you have more time to nurture, engage, and hire the best talent for your organization. That’s what we call people-first recruiting.  

Learn more about us or book a demo to kick off your tech journey today.  

The post Recruiting in 2025: Hacks, Trends, and Tech from the Pros  first appeared on Jobvite.

Whether you’re looking to streamline your hiring process, improve candidate quality, or better support your recruiting team, strategic investments in the right areas can transform your results. We’ve identified 10 high-impact approaches that leading organizations use to strengthen their recruiting efforts without overwhelming their teams or blowing their budgets. 

1. Make Metrics Matter 

Gone are the days of ‘set it and forget it’ recruiting analytics. Modern recruiting requires active monitoring and quick adjustments. Implement regular check-ins on key performance indicators and be ready to pivot strategies based on real-time data rather than waiting for end-of-period reviews. 

2. Give Recruiters a Voice 

Your recruiting team is on the front lines and should have a say in the policies shaping their work. Involve them in policy discussions and leverage their insights when making changes to hiring processes. 

3. Embrace Innovation Strategically 

While new recruiting technology emerges daily, finding tools that genuinely streamline your process is key. Test new solutions thoughtfully, focusing on those that promise concrete time and cost savings. 

4. Listen to Your Stakeholders 

Regular feedback from both candidates and recruiters provides invaluable insights. Implement consistent survey practices to capture experiences and identify improvement opportunities throughout the hiring journey. 

5. Keep Stakeholders Connected 

Regular meetings with key stakeholders ensure recruiting goals align with broader business objectives. Make these check-ins focused and action oriented. 

6. Segment Your Spending 

Different recruiting initiatives need tailored resources. Create dedicated budgets for distinct strategies like recruitment marketing and candidate relationship management to ensure each gets appropriate funding. 

7. Centralize Your Goals 

Maintain a single source of truth for recruiting and hiring objectives. Share this living document with your talent team and ensure leaders regularly update their progress. 

8. Define Clear Ownership 

Assign specific owners to key recruiting initiatives. This accountability ensures important projects don’t fall through the cracks and provides clear lines of responsibility. 

9. Incentivize Excellence 

Keep your recruiting team motivated with meaningful incentives throughout the year. Recognition and rewards for meeting goals can significantly boost team morale and performance. 

10. Celebrate Every Victory 

In the fast-paced world of recruiting, it’s crucial to pause and acknowledge successes, both big and small. Creating a culture of celebration helps maintain team momentum and engagement. 

The Key to Modern Recruiting Success 

Successful recruiting today requires the right mix of technology, optimized processes, and a human-centered approach. The top organizations stay agile, track key metrics, and adjust their strategies based on real-time results. 

But these tips are just the beginning. Download our comprehensive Recruiter Success Kit to access: 

• In-depth labor market insights 

• Ready-to-use planning frameworks 

• Custom worksheet templates 

• And more essential tools for modern recruiting 

Don’t let your recruiting efforts fall behind. Get the full toolkit today and start building a more effective, efficient hiring process for your organization. 

The post Maximize Recruiting ROI: 10 Strategic Investments for Better Hiring  first appeared on Jobvite.

That’s where our 2025 Recruiter Success Kit comes in. Packed with eight essential worksheets, it’s designed to help talent acquisition pros like you refine your strategy so you can hire with confidence and ease.  

In this blog, we’re zooming in on just one key piece: targeted audience planning. For even more ways to level-up your hiring game, download the complete kit.  

Let’s dive in! 

The Power of Targeted Audience Planning 

Hiring today is about more than just posting jobs—it’s about building real connections. The best recruiting teams use data to understand their ideal candidates and keep them engaged from the first interaction all the way to the job offer and beyond.  

Here are some of the most popular types of targeted audiences used by recruiting teams today. 

1. Key Talent Audiences: These broader pools include candidates with specific skills and experience levels, ranging from seasonal workers to executive positions. They help maintain wide talent funnels while focusing on required qualifications. 

2. Strategic Audiences: Essential for organizations prioritizing DEI initiatives, these groups target specific demographics to enhance workplace diversity and inclusion. 

3. Relationship Audiences: This valuable group includes silver medalists, past applicants, and former employees. Maintaining engagement with this audience through company updates, relevant job postings, and surveys creates a robust talent pipeline. 

Building Your Targeted Audience Strategy 

Successful audience planning starts with clear identification and segmentation. Before launching recruitment marketing campaigns, your teams should: 

• Define candidate groups based on roles, motivations, and communication preferences 

• Segment by skills, experience levels, and professional backgrounds 

• Align with hiring managers and department leaders to ensure you’re attracting the right talent 

• Leverage modern CRM software to streamline audience management and communication 

Measuring Success and Scaling Efforts 

Smart recruiters know that success lies in the metrics. Key engagement indicators like applicant conversion rates, click-through rates, and candidate response rates reveal what’s working and what’s not. These insights help you fine-tune your approach, craft more compelling job posts, and build stronger connections with top talent. When you track the right data, you don’t just expand your talent network—you optimize it. 

Your Complete 2025 Recruitment Planning Resource 

While targeted audience planning is key, it’s just one piece of the bigger recruitment strategy puzzle. Get the complete Recruiter Success Kit for even more resources designed to transform your talent acquisition approach for 2025. From labor market insights to actionable planning frameworks, these resources provide the tools you need to: 

• Develop comprehensive recruitment strategies 

• Create effective candidate engagement plans 

• Optimize your hiring processes 

• Track and measure recruitment success 

• Adapt to evolving market conditions 

Ready to Transform Your Recruitment Strategy? 

Don’t let your competition beat you to it. Download the complete Recruiter Success Kit now and get everything you need to attract, engage, and hire top talent in 2025. 

The post The Science of Candidate Targeting: Building Strategic Talent Pipelines first appeared on Jobvite.

• Integrate Staffing Agency Tools
• Enhance Recruiters’ Relationship-Building Tools
• Focus on Competency Assessments
• Prioritize Candidate Experience and Analytics
• Maintain the People Element
• Build an Effective Talent Pipeline
• Automate Routine Administrative Tasks
• Leverage Data Analytics
• Facilitate Global Hiring

Integrate Staffing Agency Tools

Enterprise-level companies often heavily rely on contingent labor and fractional project professionals. These companies need a good integration with their preferred staffing agency’s recruitment and/or onboarding tool. Freelancer platforms like UpWork also offer enterprise clients HRIS integration options. These integrations streamline hiring by moving our candidates straight from the hired stage in the staffing company’s portal to the first step in our onboarding workflow, which kicks off a series of automated workflows. This seriously saves us (and our enterprise customers) time and money!

Susan Snipes, Head of People, Remote People

Enhance Recruiters’ Relationship-Building Tools

In our remote recruitment agency, we focus on technology that enhances our recruiters’ ability to headhunt top professionals. Our key tools are an advanced CRM for managing long-term relationships, market-intelligence platforms for industry insights, and secure communication systems for confidential discussions. The game-changer for us was a specialized executive recruitment CRM. It helps our team track interactions, set follow-ups, and note career aspirations of potential candidates.

This tool boosted our successful placements of hard-to-reach executives by 35%. It doesn’t replace our recruiters’ expertise—instead, it allows them to make more timely and personalized outreach. By focusing on technology that supports relationship-building, we’ve strengthened our position as go-to headhunters for placing top-tier, employed professionals in key global roles.

Ihor Shcherbinin, VP of Recruiting, DistantJob

Focus on Competency Assessments

In my experience, enterprise-level companies should focus on a few key areas when optimizing their talent acquisition technology, with competency assessments being at the heart of each. Comprehensive candidate assessment tools that offer detailed insights into a candidate’s competencies are crucial because they help identify the best fit for both the role and the company culture, ensuring a holistic understanding of each candidate.

Additionally, implementing technology that leverages data analytics derived from competency assessments provides actionable insights. This makes hiring decisions more accurate and helps predict future job performance based on key, job-specific competencies. It’s also essential to ensure the technology offers a smooth and engaging experience for candidates, particularly in how competency assessments are conducted. A positive and well-structured assessment experience reflects well on the company and can attract top talent by demonstrating a commitment to understanding and valuing each candidate’s unique strengths.

By using advanced tools to measure specific competencies, we can see beyond resumes and get a true understanding of each candidate’s strengths and potential areas for growth. This approach has allowed us to identify individuals who not only have the necessary skills but also align with our company’s values and culture. Focusing on comprehensive competency assessments has greatly improved our hiring process. As a result, our new hires are more engaged, perform better, and stay with the company longer, contributing to the overall success and stability of our teams.

Linda Scorzo, CEO, Hiring Indicators

Prioritize Candidate Experience and Analytics

As per my experience working as a tech-recruiting expert, I believe enterprise companies should prioritize candidate experience, data analytics, and AI integration to optimize their talent acquisition tech. A positive candidate experience is essential for attracting top talent in any organization, big or small. After implementing a chatbot to provide instant answers to candidate queries, we were able to improve our time-to-fill metrics significantly. This freed up recruiters to focus on more strategic tasks and created a positive first impression for candidates.

On the other hand, data analytics offers valuable insights into our hiring funnel, allowing us to identify bottlenecks and refine our sourcing strategy. Also, by using AI algorithms for resume screening and job matching, we’ve streamlined the process, saved time, and improved the overall quality of candidates.

Sergiu Matei, Founder and Tech Recruiting Expert, Index.Dev

Maintain the People Element

Don’t go too tool- or software-heavy to the point that you lose the “people” element from your processes. Your staff don’t just want to become software programmers, and the teams you’re recruiting don’t want to converse with AI chatbots and prerecorded questions as a means of onboarding.

Stress that you have the “people” element of your acquisition strategies at the forefront of everything you do, so that new talent knows that they’re actually valued as a person (both personally and professionally).

Wendy Makinson, HR Manager, Joloda Hydraroll

Build an Effective Talent Pipeline

The key area that I would recommend enterprise-level organizations focus on is building an effective talent pipeline. Having a list of potential candidates who are already interested in your organization can dramatically speed up your recruitment process when you have open roles to fill. It also improves your hiring across the board because you can make more targeted outreach to those specific candidates from your pipeline who are a perfect fit for both the role and your organization’s culture and values.

Having a talent pipeline also allows you to nurture talent leads over time, building a rapport with them that helps you get to know them better before making your decision. This also lowers the odds of candidates dropping out of the recruiting process or not showing up to interviews because they already have a relationship with your company and are interested in your organization specifically, not just in landing a job.

Recruiting software can be invaluable in building and growing a talent pipeline. Having an ATS or CRM lets you keep track of all your candidate data, not just when you’re hiring for one role but in an ongoing capacity. Applicants for past roles are some of the best candidates to put into your pipeline because they’ve already shown an interest in your company, especially the people who made it to later rounds of the hiring process but didn’t end up getting hired.

Developing a talent pipeline improves the recruitment process in a number of ways. You can learn more about the candidates before you hire them, for one thing, which helps you to make better hiring decisions. Doing this also forces you to focus more on candidate engagement. That can have a positive impact on your employer brand, not just for the specific applicants you’re communicating with but also for others in their network who might be looking for a job in the future. In short, it’s a great way to have a core base of high-quality talent that you build on and then draw from whenever you need to hire.

Rob Boyle, Marketing Operations Director, Airswift

Automate Routine Administrative Tasks

Enterprise-level companies should concentrate on a few important topics when utilizing talent-acquisition tools to enhance the hiring process. Data analytics, task automation, and integration skills are a few of these fields.

One crucial subject is the automation of routine administrative tasks. This includes sending follow-up emails, scheduling interviews, and examining resumes. HR professionals can spend much less time on administrative tasks and much more time engaging with candidates and developing innovative solutions by automating these processes.

We implemented a system that automates the initial screening of resumes based on predefined criteria such as skills, experience, and education. Our hiring process has been enhanced by this modification, which has also enabled us to interview candidates who are most suited for the positions. Also, it has expedited the hiring process in general, enabling us to fill positions with greater effectiveness and speed.

The integration capabilities of talent-acquisition technologies should be an important area of focus as well. Smooth information flow and fewer data errors are ensured by seamless connections between several HR systems.

Data analytics must be used by talent-acquisition technology to make good hiring selections. Based on historical data, it helps in anticipating the need for jobs, assessing the effectiveness of different sourcing channels, and identifying process improvement needs.

We are now able to monitor KPIs like candidate conversion rates, time to fill, and source of hiring by integrating advanced data analytics into the systems we use. Our ability to maximize job ad placements and enhance candidate interaction strategies has significantly increased because of the data we have utilized to hone our recruitment techniques. We have also seen an apparent rise in the quality of recent hiring and a decline in turnover rates.

Jessica Munday, People and Culture Manager, Custom Neon

Leverage Data Analytics

I would say that effective use of data analytics is crucial for enhancing talent acquisition processes. Without leveraging data analytics, organizations miss out on valuable insights that can inform decisions and strategies in hiring.

Data trends—such as candidate sourcing effectiveness and time-to-hire metrics—can help organizations identify what recruiters are doing well and what isn’t. This allows for a more targeted approach, optimizing recruitment campaigns and improving overall efficiency.

For instance, utilizing predictive analytics can help forecast future hiring needs based on historical data, allowing talent acquisition teams to anticipate needs proactively rather than reacting as they arise. In essence, integrating data analytics into the talent acquisition workflow not only streamlines processes but also significantly improves the quality of hires. Without focusing on these areas, things will not improve and will just stay as they are—which is not good if a business is aiming for sustainability and continuous improvement.

Vikrant Bhalodia, Head of Marketing & People Ops, WeblineIndia

Facilitate Global Hiring

Enterprise organizations looking to improve their recruitment technology should prioritize tools that facilitate global hiring and cross-cultural understanding.

We’ve seen how focusing on cross-cultural communication enhances talent acquisition strategies, especially when helping clients recruit internationally.

This focus has led to more successful placements and higher satisfaction rates among both employers and candidates while allowing our clients to tap into a truly global talent pool and find the best fit for their roles regardless of geographical boundaries. Also, it created a more welcoming experience for candidates, increasing offer acceptance and long-term retention.

Reyansh Mestry, Head of Marketing, TopSource Worldwide

The post 9 Key Areas to Focus on When Optimizing Talent Acquisition Technology first appeared on Jobvite.