As talent acquisition continues to grow in complexity, there are conflicting views on what a modern talent acquisition function should look like. From technology tools to total talent - it is unclear what proven processes and strategies should be embraced or avoided. Through careful analysis Aptitude Research Partners has identified the most critical components of a high-performing talent acquisition strategy and the coordinated processes needed to support candidates, recruiters and hiring managers. This deck outlines these key components and provide recommendations on both best practices to adopt and approaches to avoid.

1. 1 © 2017 APTITUDE RESEARCH PARTNERS WWW.APTITUDERESEARCHPARTNERS.COM @TALKTOARP CONFIDENTIAL – INTERNAL USE ONLY1 WWW.APTITUDERESEARCHPARTNERS.COM @TALKTOARP
Talent Acquisition Research:
A Look Back and a Look Ahead
Madeline Laurano
May 16, 2018

2. Confidential and Proprietary
Research Methodology
2
Who: Madeline Laurano
What: Industry Analyst, Researcher, Co-Founder
Where: Aptitude Research Partners
Why: Quantifying the link between human capital practices and
business results
How: Primary research of over 1,000 organizations within the last
eight months

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What We Will Cover
Key Trends Driving
Decision-Making
A Look
Ahead
Current State of
Talent Acquisition

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A Business Priority
77%
CEOs say the
availability of talent is
the greatest threat to
their organization
of those are rethinking
their technology
Source: PwC CEO Survey, 2016
60%

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Current State: Talent Acquisition

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New Challenges
Increasing Business Pressure Gig Economy
TransparencyNew Technology

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New Strategies
66%
62%
52%
49%
0%
10%
20%
30%
40%
50%
60%
70%
Screen candidates before
they interview
Support internal mobility
efforts
Communicate with
candidates in a timely
manner
Support employee referral
program with incentives
40% of companies are increasing headcount in
the next year

8. 8 © 2017 APTITUDE RESEARCH PARTNERS WWW.APTITUDERESEARCHPARTNERS.COM @TALKTOARP CONFIDENTIAL – INTERNAL USE ONLY
New Framework: The Trifecta
1 in 3
companies will increase their investment
Attract
• Employer
Branding
• Sourcing
• Candidate
Engagement
Recruit
• Assess
• Interview
• Screen
• Offer
Onboard
• Forms
• Tasks
• Socialization

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New Responsibilities
Networker
Data Scientist Innovator
Overachiever
• Recruiters
• Talent Acquisition Leaders
• Sourcers
• Employer Branding
Specialists
• Digital and Social Media
Specialists
• Data Scientists
• Business Partners
• Candidate Experience
Experts
The
Modern
Recruiter

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New TechnologyGig Economy Transparency
The More Things
Change…
The More They
Remain the Same

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The Role of the Recruiter
Recruiter’s Spend the Most Time Doing:
• Communicating with Candidates
• Scheduling Interviews
• Findings Candidates in their ATS
• Scheduling Calls
• Meeting with Hiring Managers

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Candidate Communication
0%
10%
20%
30%
40%
50%
60%
Company information
is made available
Single point of contact
for communication
Transparency on
applicant status
Mobile apply Candidates engaged
before they apply
Only 7% of companies are
communicating through AI
or chatbots
Question: How are companies
communicating with candidates

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Still A Long Way to Go…
• Only 1 in 4 companies have a talent acquisition
strategy that is mobile optimized
• Only 22% of companies have a program for hiring
military veterans
• Only 7% are prepared for GDPR this year
• 1 in 2 companies do not have an employee referral
program

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Key Trends

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Time for a Change
• Partnership
• Expertise
• Experience
• Adoption 20%of companies are unhappy
with their current Talent
Acquisition solution
Only 3% of companies use all the
functionality in their ATS

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How Do We Get There?
• Greater Simplicity
• Improved Candidate Communication
and Engagement
• Data to Drive Decisions
• Expanded Definition of the Candidate

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Simplify the TA Technology Landscape
17
Talent Acquisition Trifecta
Candidate Relationship
Management
Applicant
Tracking System
Onboarding System
Ecosystem
Sourcing Screening Interviewing Compliance
Employer Branding Job Distribution Assessment Analytics

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Areas of Growth
Companies are Increasing Investment In:
➢Employer Branding
➢Assessments
➢Campus Recruiting
➢Internal Mobility

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2,485,168 emails
And 47% of employees don’t read
email!
Source: Aptitude Research Partners, Hire, Engage, Retain 2016
Source: Aptitude Research Partners. Hire, Engage, Retain Study, 2017. N=404

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AI in Talent Acquisition
1 in 3
companies
plan to
invest in AI
this year
Source: Aptitude Research Partners. Hire, Engage, Retain Study, 2017. N=404

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The AI Market

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Transparency of
Information
Taking Action on Data Choice – The New
Demographic Divide
Key Trends Driving the Experience
vs.

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Total Talent Acquisition
30% of companies have a strategy for total talent acquisition

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A Flexible Workforce

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Internal Mobility
53%
of companies are investing in internal
mobility
70%
of companies will be investing in talent
mobility initiatives by end of year
Source: Aptitude Research Partners. Hire, Engage, Retain Study, 2016. N=317

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Staying Prepared
➢ Simplify the process
➢ Embrace data
➢ Look at the consumer world
➢ Empower talent acquisition to think strategically
➢ Invest in the right provider

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THANK YOU
Madeline Laurano
Co-Founder, Chief Research Officer
madeline@aptituderp.com