There’s yet another employment phase making headlines. The “Great Hesitation” has seen companies putting a pause on hiring while workers remain with their current employers. As economic and political uncertainty looms, talent acquisition teams are becoming more strategic in preparing for sudden hiring swings.
This mindset is a valuable factor in meeting organizational goals, according to the iCIMS 2024 Talent Experience Report. Researchers found that now is the time for recruiters to strategize to ensure readiness for 2025 hiring activity.
The newly released report, conducted in August, surveyed 500 U.S.-based talent acquisition professionals and 1,000 U.S. consumers age 18 and older. Drawing from data insights based on over 5.5 million hires and 200 million applications submitted annually across the iCIMS ATS platform, the report provides a comprehensive look at evolving workforce trends and candidate behaviors.
“Whether it’s streamlining operations, fostering company culture or providing a personalized and consistent candidate experience, this data empowers HR teams to take a proactive approach in building a workforce that thrives,” says Laura Coccaro, chief people officer at iCIMS.
She emphasizes that HR teams should leverage the report’s findings to anticipate challenges and opportunities heading into the new year, namely candidate communication, pipeline outreach, salary transparency and AI initiatives.
AI tools free up time for strategy
No trends update these days is complete without mentioning AI, which is proving to be a significant timesaver for talent acquisition teams. Recruiters are transforming their work through AI, using the technology to save time and enhance productivity in ways not possible before.
According to the iCIMS survey, 90% of CHROs see recruiters shifting into what looks and feels like strategic talent advisor roles, in part thanks to AI tools that free up time for strategic initiatives.
On average, AI tools save recruiters 2.39 hours per week, and 64% of recruiters want more AI integration in the process, according to iCIMS findings.
However, concerns remain—a third of TA professionals fear AI may replace their roles, while 87% worry about candidates using AI in applications and interviews.
Who is applying for jobs now?
According to iCIMS data, more workers are opting to stay with their current employers and explore internal roles. Internal applications have increased by 2% since January, while external applications have dropped 7%. Despite this, internal hires only saw a 1% increase, while external hires surged by 7%. This suggests that, to lean into the mandate of being more strategic, recruiters can examine their own internal and external hiring data and determine where opportunities exist.
Another point of consideration for TA teams: Remote work remains appealing. iCIMS data found that 22% of July applications came from out-of-state applicants and 12% of hires over the last year were out-of-state candidates.
Candidate communication is a must
In a competitive market, amplifying the company’s strengths across all channels is critical, say the authors of the iCIMS report. Recruiters should be strategic about consistent messaging wherever the brand is presented. This includes the organization’s career site, Indeed, LinkedIn and social media platforms. iCIMS suggests building a strong talent pipeline with an always-on approach—through ads, hiring events and job fairs—to ensure the brand is visible at every stage of the hiring process.
But “always on” doesn’t mean behind the scenes—job candidates want to feel valued and sought after. According to iCIMS research, 29% of candidates say the best way to achieve this is for recruiters to reach out to discuss career interests before they apply. Another 20% appreciate personalized messages based on their expressed interests. This data indicates that recruiters should be prepared to provide a heightened level of personal attention to high-value candidates.
Next-gen tools recruiters want to use
Candidates also express a desire for a range of company information. According to iCIMS, 38% of job seekers rely on employee testimonial videos for insights into roles and workplace culture, yet 74% haven’t come across them during the application process.
These could be conveyed on the company career site. iCIMS researchers found that 45% of TA pros say candidates use this resource the most, and around one-third of job seekers trust these as a reliable source for understanding what it’s like to work at the company. Here are other resources that TA teams have in their toolbox:
- 60% chatbots for scheduling (23% haven’t launched yet, but would like to)
- 60% text message applications (24% haven’t but would like to)
- 60% 24/7 chatbot support (25% haven’t but would like to)
A robust communication package is valuable to both recruiters and candidates. Katie Coupe, chief people officer at recruiting platform Seekout, puts it this way: “Clear, consistent communication is essential for a positive candidate experience.” She says that timely updates strengthen employer brands, reduce dropout rates and increase offer acceptances.
Salary transparency is also a key factor in meeting candidate communication expectations. In a 2023 interview, Coccaro told HR Executive that 48% of women and 30% of men would not apply for a role without a listed salary range. Coccaro notes, “Job seekers won’t waste time guessing how much companies are willing to offer.” According to the 2024 data from iCIMS, salary transparency isn’t a trend but a “wave of change” that is here to stay.
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