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.

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.

Here are video clips showcasing the top three takeaways from the insightful discussion:  

1. Alleviate the pressure put on HR and TA teams today by using a multi-pronged approach, measuring effectiveness, and adjusting your focus as needed.

How can we alleviate the pressure put on HR and TA teams?   

Jason Pistulka, AVP of Talent Acquisition, HCA Healthcare discusses their approach. 

Employ Recruiter Nation Report insight: The challenges and stressors for talent acquisition teams identified in the report mirror each other and illustrate the challenge talent acquisition professionals face in finding quality candidates, which is the reason 48% of TA professionals we surveyed have increased stress today.   

2. Use AI to process candidates more quickly and allow TA teams more time to interact with the best candidates.

How does AI help efforts to build human connections? 

Terry Terhark, Founder and CEO, NXTThing RPO

Employ Recruiter Nation Report insight: AI has been talked about for years, but we are really seeing more adoption of AI recently. Of those surveyed, 63% already use some form of AI and 39% saw decreased stress due to investment in AI-powered recruiting technologies.  

3. Start leveraging analytics tools to get the data you need to answer your questions. 

What opportunities do you see for data to play a larger role in talent acquisition reporting and budgeting? 

George LaRocque, Founder and Chief Analyst, WorkTech

Employ Recruiter Nation Report insight: Recruiting technology can help give hours back in TA teams’ weeks by making pulling reports easier and serving up insights quickly. With 71% of survey respondents pulling reports bi-weekly or weekly and 87% of people surveyed who use analytics still using spreadsheets, there is an opportunity for increased adoption of data built directly into talent acquisition technology. 

View the webinar to hear the full discussion, including thoughts on the impact of speed and flexibility in recruiting, anticipated work model changes, and recommendations to consider when implementing a people-first recruitment strategy in 2025.

The post 3 Key Takeaways from our Shaping the Future of Work Webinar first appeared on Jobvite.

The annual report leverages findings from a survey of more than 1,200 talent acquisition (TA) professionals in North America and proprietary data from 22,000+ Employ customers.

Here are some of the key findings from the report that will help inform your people-first recruiting strategy.

Biggest Recruiting Challenges

Competition for talent remains fierce, with 37% of respondents citing competition from other employers as their biggest recruiting challenge.

Interestingly, the data reveals a striking contradiction in today’s market: organizations are simultaneously struggling with not having enough people to fill open positions (33%) while also dealing with too many candidates for open positions (26%).

This points to a crucial challenge in finding quality candidates—a challenge that emerging technologies like AI and analytics are helping to address.

Reasons for Increased Stress

The challenge of finding quality candidates is also reflected in the top reason TA professionals have increased stress today. The report found that 54% of talent acquisition professionals find their jobs more stressful today, and the primary reasons behind this increased stress are a lack of qualified candidates (48%), more open roles to fill (44%), and competition from other employers (34%).

Ways AI is being Leveraged

The adoption of AI in recruitment is accelerating, with 63% of organizations now using some form of AI to support their hiring processes and 89% of those using it are doing so frequently or very frequently. Most notably, 55% use AI for candidate matching—an almost 20% increase from 2023.

This helps recruiters quickly identify candidates with the right skills and experience, streamlines the initial screening process, and allows more time for meaningful candidate interactions.

Making Hiring More Flexible

Organizations are actively working to make their hiring processes more flexible and efficient by speeding up the hiring process (47%) and incorporating AI-powered technologies (44%)—a 10% increase from 2023.

These efforts are reaping results. For Employ customers, time to fill decreased by 7 days, going from 48 days in 2023 to 41 days in 2024.

Despite these improvements, there’s still room for growth. While 84% of organizations are using analytics, 87% of this group still relies on spreadsheets. With the right analytics technology, gathering, analyzing, and reporting on data can be more efficient and give even more time back in the busy days of talent acquisition professionals.

Work Policy Approaches

The report reveals significant shifts are expected in workplace policies for 2025. Those expecting hybrid models remains steady at 57%, with 47% favoring three days in the office and two days remote, but a startling 34% expect 100% in-office models—a number that has doubled from last year. Simultaneously, only nine percent expect fully remote policies, which is down from 27% last year.

We know employees want flexibility. The Employ Job Seeker Nation Report 2024 revealed that 49% of job seekers are looking to have greater flexibility with remote work opportunities. And remote opportunities are a close second to greater career opportunities when it comes to why people move or take jobs.

So, will 100% in office models be a deal breaker? And how will that impact talent acquisition teams in 2025?

Key Takeaways for 2025

The recruitment industry is not just responding to change, it’s actively shaping the future of work. Here are three key actions you can take now to stay ahead of the curve and empower people-first recruiting in 2025.

1. Use technology to increase understanding around analytics. Move beyond spreadsheets to more sophisticated analytics technology that can provide deeper insights into your hiring process and help make reporting on data quick and easy.
2. Enable AI to enhance your recruitment strategy, not create it. Use AI to enhance your recruitment strategy, particularly in areas like candidate matching and initial screening, while maintaining a focus on human connection.
3. Enhance employer brand through social media. With changing workplace expectations and increased competition for talent, a strong employer brand is more important than ever.

Want to dive deeper into these insights and discover more about the latest trends in talent acquisition? Download the complete Employ Recruiter Nation Report 2024 to not only inform your 2025 recruitment strategy but also shape the future of recruitment.

The post Talent Acquisition Trends from the Employ Recruiter Nation Report 2024 first appeared on Jobvite.

Employ Inc., a leading provider of people-first recruiting and talent acquisition solutions including JazzHR, Lever, Jobvite, and NXTThing RPO, — has been fortunate enough to make this annual list and be deemed one of the most successful companies today.  

What Making the Inc. 5000 Means to Employ  

Being named to the 2024 Inc. 5000 list of fastest-growing private companies is a significant achievement for Employ Inc., reflecting our rapid growth and the strength of our innovative approach to talent acquisition. This recognition underscores the effectiveness of our people-first strategy, which integrates the unique strengths of JazzHR, Lever, Jobvite, and NXTThing RPO to deliver unparalleled recruiting solutions.  

This accolade not only highlights our successful revenue growth but also validates our commitment to offering customized, cutting-edge solutions in a challenging economic landscape. Our inclusion on this prestigious list signifies that we are not just keeping pace with industry demands but leading the way in transforming how organizations approach hiring and talent management.  

This recognition reinforces our position as a trusted and forward-thinking partner in talent acquisition for our clients and partners. It confirms that our comprehensive suite of services and our dedication to prioritizing people over products are driving real, measurable success. This award is a testament to the hard work and innovation of our team and positions Employ Inc. as a continued leader in delivering impactful, people-centered recruiting solutions.  

About Employ

Looking for purpose-built recruiting technology to empower your talent acquisition team? Visit the Employ website to learn all about our solutions for companies of all sizes and recruiting complexities.

The post Inc. 5000: Employ Named to Prestigious List for 2024 first appeared on Jobvite.

HR technology is crowded with many solutions to address the candidate and employee experience. There are multiple products and tools across the employee journey — from talent acquisition to compensation management to performance management.

But with increasing point solutions, it can be challenging for talent professionals to select the right HR software for their organization. And with all the options, enterprise companies may wonder, “Why purchase software focused on talent acquisition when we could consolidate into one solution for all HR tasks in our organization?”

Let’s start by taking a look at the differences between talent acquisition software, specifically an applicant tracking system, and human resources information systems.

An applicant tracking system (ATS) consists of the following:

• A specialized recruitment tool
• Is candidate centric
• Supports workflow and compliance
• Has advanced hiring analytics
• Offers optimization for mobile

A Human Resource Information System (HRIS) consists of the following:

• A core HR processes tool
• Is employee centric
• Supports payroll and benefits
• Focuses on employee retention and performance
• Offers optimization for mobile

Key Uses for HRIS

• Employee Data Management: HRIS software enables HR professionals to manage employee information, such as personal details, employment history, and job titles.
• Payroll and Benefits Administration: HRIS software automates payroll and benefits administration processes, such as calculating salaries, taxes, and deductions.
• Performance Management: HRIS software enables HR professionals to manage employee performance by tracking goals, providing feedback, and conducting performance reviews.

Key Uses for Talent Acquisition Software

• Job Posting and Candidate Sourcing: ATS software enables HR professionals to post job openings on multiple job boards, social media platforms, and company career pages. It also helps in sourcing candidates from various channels, such as employee referrals and job boards.
• Candidate Screening and Shortlisting: ATS software automates the screening of resumes by identifying keywords and relevant criteria. It also enables HR professionals to shortlist candidates based on specific job requirements.
• Interview Scheduling and Candidate Communication: ATS software helps HR professionals schedule interviews and communicate with candidates through emails and messaging platforms.
• Candidate Nurturing: Create high-touch, personal candidate experiences that are easy to create and easy to scale.
• High-Volume Hiring: Streamline candidate sourcing, evaluation, and advancement, saving time and helping your team be more efficient and consistent.
• Data-Backed Decisions: Flexible reporting and easy-to-use analytics tools help teams track their talent pipeline, identity bottlenecks, and optimize recruiting outcomes.

Why Using an Enterprise HRIS for Talent Acquisition is Limiting

Although some HRIS have recruiting functionality, they are often not specialized in talent acquisition, leading to more friction in the process. To attract and hire the best candidates, companies must leverage advanced functionality, such as recruitment marketing, AI and automation, customizable workflows, and modern candidate communication tools.

Consolidating into an all-in-one Enterprise HRIS can be detrimental to the talent acquisition process, as it often means taking a significant step backward in terms of recruiting functionality and tools. Investing in specialized talent acquisition technology is essential for companies looking to stay ahead of hiring demands and meet their hiring goals. By doing so, companies can streamline their recruitment process, attract high-quality candidates, and ultimately build a strong talent pool to drive their business forward.

Choosing to invest in specialized talent acquisition technology is essential for companies looking to stay ahead of hiring demands and meet their hiring goals. By doing so, companies can streamline their recruitment process, attract high-quality candidates, and ultimately build a strong talent pool to drive their business forward.

The Case for an Enterprise HRIS and Talent Acquisition Software

The best choice for companies today should not focus on purchasing only one solution or the other. Instead, it should focus on the benefits of talent acquisition technology working hand-in-hand with HR software.

Using specialized tools for recruiting ensures your enterprise organization gets the talent it needs in the door and can then manage their experience as an employee through the HRIS. You should make these crucial investments to tackle every area of HR and ensure that you can meet the needs of your business to drive business outcomes.

Choose a comprehensive approach that will help you attract, retain, and manage the best talent possible. See Jobvite talent acquisition software in action today and learn how it supports your existing HR tech stack to drive performance.

The post Why Talent Acquisition Software Works with an HRIS first appeared on Jobvite.

And despite high levels of job satisfaction, 86% of workers are at least somewhat open to other job opportunities, including 46% who indicate they are very open. Companies should respond to these perceptions by focusing on areas within talent acquisition that can speed the hiring process, better nurture candidates, and reinforce worker priorities.

The 2024 Employ Job Seeker Nation Report dives into the motivations, mindset, and perceptions of both active and passive candidates. Let’s take a look at some of the findings captured in the report on both types of these job seekers.

Active Job Seekers

A significant percentage of U.S. workers are actively looking for a new job right now, with 4 in 10 workers indicating they are seeking new employment. But what motivates job seekers to look for new employment? Beyond compensation, active job seekers are primarily motivated by career advancement and greater work flexibility or remote work opportunities.

Employers should recognize that candidates are looking for opportunities to progress and to stay flexible in their approach to work. By emphasizing advancement and flexibility in recruitment messaging, companies can differentiate themselves to job seekers in the market.

Company culture and better company leadership also rank high in importance to candidates. Organizations must take an active role in managing their employer brand and ensuring they have strong leaders who can effectively lead the workforce.

When it comes to looking for new roles, 50% of active job seekers believe that finding a job in the current labor market is easy, and 56% believe that the current job market favors candidates. Nearly two-thirds believe it will take them less than three months to find a new job.

Passive Candidates

For the 52% of workers who are not actively looking for a job, 54% would consider applying for a new role if approached by a recruiter. Their top motivations for considering a new job include greater work flexibility or remote work opportunities (43%) and career advancement (42%).

Of these more passive candidates, 55% believe it would be easy to find a job in the current labor market, 49% indicate the current hiring environment favors candidates, and 73% believe it would take them less than three months to find a new job. However, despite these beliefs, only 18% of passive candidates would feel comfortable quitting their jobs without having another job lined up.

While there are distinct differences between those workers actively seeking a new job versus those who are not, there are also similarities. These commonalities point to shared motivations for seeking new positions and beliefs that the labor market still offers plenty of opportunities to find new roles quickly.

Between 2022 and 2023, more than one in five workers (22%) had left a job. During the past 12 months, this number dropped to just 17%. Workers indicate that beyond seeking increased compensation, they left their current position for career advancement (33%), better company culture (27%), change in location/geography (26%), better company leadership (25%), and greater work flexibility/remote work opportunity (24%).

Motivations for Leaving or Declining Jobs

Most alarming for employers, 24% of workers have left a job within the first 90 days of starting a new role. While this number has decreased by several percentage points over the last three years, it is still concerning that nearly one in four workers acknowledge leaving within three months of beginning a role.

The primary reasons for leaving within this three-month period include poor company culture (47%), disapproval/distrust of company leadership (31%), and limited career advancement (28%). It is essential for companies to ensure that the transition from new hire to new employee is seamless and that the experience promised as a candidate matches the experiences delivered as an employee.

When it comes to declining job offers during the last year, less than one-quarter (21%) of workers have turned down a new role. Contributing to their decision to refuse a new job are poor location or geography (38%), limited career advancement (33%), and limited flexibility to work from home or remotely (30%). While declining offers are limited to one in five candidates, it’s essential that talent teams continue to nurture candidates through the recruiting lifecycle from the first look to the first day.

Understanding the dynamics of today’s job seekers in the labor market is crucial for both recruiters and employers alike. The Employ Job Seeker Nation Report provides a comprehensive look into the motivations, aspirations, and challenges faced by workers in the U.S.

Stay ahead of the curve, understand market trends, and make informed decisions to cultivate a thriving workforce in the ever-evolving job market. Download the Employ Job Seeker Nation Report now to unlock more insights on job seekers today and elevate your hiring function to new heights.

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