That’s a 7-point increase from 2024. If you’re a recruiter, chances are you want to know which candidates are using AI, why they’re interested in using it, and in what ways. This year, respondents revealed it was primarily desk-based candidates, especially but not exclusively in sectors like software and finance, using AI in their job search.

These candidates are more comfortable with employers leveraging AI in hiring—often reflecting their own use of it during the job search. But that comfort comes with caveats. There are important nuances to understand, including the competitive pressure fueling interest in AI upskilling.

In this blog, we’ll break down how competitive job hunts are driving candidates to upskill in AI, the specific ways candidates and TA pros are using AI in the hiring process, and what these findings mean for your hiring strategy. Let’s get into it!

Competition and Job Hunt Burnout Fuel AI Upskilling

We know from this year’s report that candidates face more competition for desk jobs as opposed to frontline jobs.

The competitive market for desk work can lead to exhaustion: A significant majority of respondents revealed they were burned out from job searching—66%, to be exact. Burnout was especially high among workers in communications/marketing/advertising (100%), government (91%), clinical healthcare (81%), and restaurant/food service (80%) industries.

These workers, significantly more so than those in other sectors, are feeling the pressure of a competitive job market—and this year’s report shows a connection between the most burned-out workers and those likeliest to say they’re invested in upskilling to become more competitive job candidates.

For many job seekers, giving their skills a boost comes in the form of learning new and emerging tech, like AI. A clear majority believe it’s important to get trained in new technologies to improve their chances of landing a job this year. Breaking it down by demographics, Millennials are likelier than Gen Z to believe this training is important; and government and software, tech, and IT workers are likeliest to see value in this kind of training.

One thing nearly all active job seekers agreed on in this year’s report? The importance of being able to address skills gaps for employers: most think it can improve their chances of transitioning into a new role this year. These workers understand the market can be competitive—and rather than shying away from the challenge, they’re leaning in.

TA Takeaway

Recruiters can meet this momentum head-on. Highlighting opportunities for AI training and skill development in job descriptions—like whether time is allocated for learning—can help attract these ambitious candidates. And asking behavioral questions about how candidates have learned or taught themselves a new skill can help you dive even deeper and ultimately make the right match.

Both Candidates and Recruiters Use AI—Just Not in the Same Way

Although many respondents indicated some level of comfort with employers using AI during the hiring process, this year’s report revealed nuances that can help recruiters better meet talent expectations—and understand how candidates use it themselves to find their next role.

Candidates aren’t all using AI the same way, but finding or matching with relevant job listings emerged as the top way respondents used AI in 2025. We saw some interesting year-over-year shifts we’ll be keeping an eye on for 2026: Fewer candidates in 2025 are using AI to create their resumes than they did in 2024, but the number of candidates using it to write cover letters held steady year-over-year. On the flip side, when asked about companies using AI to screen resumes, over half of respondents said they were either somewhat comfortable or very comfortable with it.

Slightly fewer candidates in 2025 said they used AI to generate interview questions, but slightly more used it to evaluate their video interview style. This makes sense next to another finding from this year’s report: of the candidates who’d participated in an interview that was recorded, a majority indicated they were at least somewhat comfortable with it. Interestingly, Millennials reported the highest levels of comfort with a recorded interview—even more than Gen Z.

The right AI tools, like Employ’s AI Interview Companion, can help busy TA pros run more focused and structured interviews. This can give candidates a more fair and impartial experience. With 61% of respondents to this year’s report agreeing that a company using AI in hiring could help eliminate bias and make the process more equitable, it’s easy to see that leveraging the right tools can not only help recruiting teams save time, but also infuse the entire hiring process with more integrity—something we can see candidates are keeping an eye on.

TA Takeaway

The most successful recruiters build relationships with talent based on trust. Let candidates know how AI fits into your hiring process—and what it’s there to improve. When applicants understand the “why” behind the tech, they’re more likely to stay engaged and confident throughout the process.

The Bottom Line: Hiring Is Still Human

AI is a powerful ally—but it’s not a replacement for real people. This year’s report made that clear: while both candidates and TA teams are using AI, most job seekers (58%) still trust HR professionals over algorithms to guide them through the process.

Technology can enhance efficiency, reduce bias, and improve structure—but people remain in the driver’s seat. And that’s exactly where they should be.

Want the full story on how candidates are thinking about AI (and everything else in hiring). Download the 2025 Job Seeker Nation Report for deeper insights and data you can use.

Those were just a few of the standout themes from Decoding Candidate Expectations, our recent webinar featuring Employ’s CHRO, Stephanie Manzelli, in conversation with Madeline Laurano, Founder, Aptitude Research and Allie Wehling, Selection & Assessment Strategy Lead, Cisco. Together, they unpacked findings from our 2025 Job Seeker Nation Report—based on a nationwide survey of 1,500+ job seekers—and shared actionable advice on how TA teams can turn today’s challenges into standout candidate experiences. 

Keep reading for five can’t-miss takeaways from the session—or dive right into the full report now.  

Clarity is the Cure for Job Search Burnout 

Job searches are feeling longer, harder, and more uncertain. This year, 66% of respondents say they’re burned out from the job search, and 82% are worried about a white-collar recession. But despite that anxiety, job seekers aren’t standing still—81% are focused on building new tech skills (like AI), and 89% believe addressing skills gaps will help them land new roles. 

According to Allie Wehling, one of the most effective ways to cut through candidate fatigue is to get crystal clear on what a role actually requires. That starts with rethinking the job description. “I like to think of it as a social contract,” said Allie. “It sets expectations for what the job is, what success looks like, and what kind of person will thrive in the role.” 

Madeline Laurano echoed the need for clarity—and added that AI can play a powerful supporting role in delivering it, “AI is no longer just a source of fear. Candidates want to be trained on it. They’re open to it. And recruiters can use AI to scale communication, provide transparency, and create a better experience at every step.”  

Get Allie’s take on why clarity creates better experiences for both candidates and recruiters:

TA Takeaway: When candidates are exhausted, the last thing they want is a vague job description and a drawn-out process. By clearly outlining the skills needed for each role—and reinforcing them throughout the hiring journey—TA teams can help candidates self-select in or out early. That saves time, reduces frustration, and leads to stronger matches on both sides. 

Internal Mobility Builds Loyalty 

Despite concerns about a stagnant market, 85% of job seekers say they’re open to new opportunities. And for many, that means looking inward: 58% explored internal roles before searching externally. It’s a clear signal that employees still want to grow—but if they don’t see a path forward inside your organization, they won’t hesitate to look elsewhere. 

Madeline says this shift should be a wake-up call for talent teams. “Loyalty isn’t dead—it’s just evolved. If your employees want new opportunities, give them a reason to stay. Companies that invest in internal mobility see stronger DEI outcomes, better retention, and higher-quality hires.” 

Allie added that transparency, consistency, and honest dialogue are what set great employers apart. “Candidates can smell inflated promises a mile away. Be real about the growth plan, the business health, and how you support employees through change. That’s how you build trust and stability.” 

Hear why internal mobility is the secret to re-engaging today’s workforce:

TA Takeaway: Internal candidates are often your best candidates—treat them like it. Prioritize internal mobility, equip hiring teams to speak to growth paths, and spotlight long-term development throughout your hiring process. 

Candidate Experience Reflects Your Culture 

Pay may get people in the door, but culture is what makes them stay (or leave). Culture was the top reason candidates cited for quitting within the first 90 days of a new job. And it’s not just about free snacks or lofty mission statements—it’s how decisions are made, how teams communicate, and how aligned the experience is from interview to onboarding. 

Allie emphasized that every interview is a window into your culture. “If your hiring process is chaotic, candidates assume that’s how things operate internally. And they’re usually right. Structured interviews and aligned expectations help ensure a process that reflects the culture you want to show.” 

Madeline noted that while many companies are investing in culture or career development, they’re not involving employees in the right way. “You can’t just launch an internal career site and call it a day. Culture and development need to be collaborative. Employees want to be part of the process—not treated like external applicants.” 

Learn how structured interviews give candidates a positive perception of your culture:

TA Takeaway: Your hiring process reflects your culture, whether you mean for it to or not. Build structure, streamline experiences, and make sure what you promise in the interview process matches the reality on the inside. 

Communication is Your Differentiator 

From first click to final offer, communication is what shapes how candidates perceive your company. The data backs it up: this year’s survey found that clear communication, simple applications, and flexible scheduling are the top contributors to a positive experience.  

“This doesn’t change no matter what kind of market we’re in,” said Madeline. “Even if someone doesn’t get the job, they should walk away saying, ‘That was fair. I understood what was happening. I’d still consider them again.’” 

Allie emphasized the importance of structured, aligned interview processes that make communication more consistent and respectful of a candidates’ time. “If the process is disorganized or overly complex, candidates pick up on that,” she said. “We focus on making our interviews easy to follow and hard to deviate from. That way, every candidate has a fair and consistent experience—no matter who they meet with.” 

Get Madeline’s perspective on creating equitable candidate experiences:

TA Takeaway: A standout candidate experience starts with communication, and it should be proactive, consistent, and clear. Set expectations early, follow through quickly, and ensure candidates feel seen and supported—even when the answer is no. 

AI Isn’t the Driver—It’s the Copilot 

Candidates are warming up to AI—but they still want a human touch. According to this year’s report, 31% of job seekers are already using AI to support their job search, and 61% believe it can help reduce bias in hiring. Still, 58% say they trust HR professionals more than AI to guide them through the process. 

“Treat AI like a copilot, not a driver.” said Allie. “Let AI handle repeatable, administrative parts of the process where human touch doesn’t add as much value. Then, let your recruiters spend more time on high-touch, candidate-centric parts of the experience.  

Madeline agreed, adding that AI should never replace human judgement at key decision points. “AI cannot make a decision on who you’re hiring. And if your provider tells you it can—run. AI can support decisions. But only humans can make them.” 

Get Allie’s take on where AI adds value—and where recruiters should take the lead:

TA Takeaway: Think of AI as a force multiplier—not a shortcut. Use it to improve consistency, reduce bias, and free up recruiters to focus on the moments that matter most. But don’t hand over the parts of hiring that require empathy, context, and human connection. 

From Insight to Action: Applying the Learnings 

Employ’s 2025 Job Seeker Nation Report signals a clear shift: Candidates aren’t just searching for roles—they’re evaluating experiences. And they expect more transparency, more clarity around growth, and a process that puts people first.  

For TA teams, standing out doesn’t require flashy perks—it takes thoughtful execution. Structured interviews, skills-first hiring, and responsible AI use aren’t just best practices anymore, they’re the new gold standard. 

For more insights from modern recruiters and what they mean for TA teams, watch the full webinar or download the Job Seeker Nation Report. We delve deeper into application preferences, salary expectations, AI adoption, and more.  

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.  

Before you adjust your recruiting strategy, identify key data related to your short- and long-term hiring efforts that matter most to your growing business. Even in a smaller company, having the people, processes, and technology to monitor these recruitment and hiring metrics is essential.

Let’s review the basics of recruiting metrics, tips for collecting data, and useful recruiting benchmarks to track and explore.

What are Recruiting Metrics?

Recruiting metrics are data points used to track business recruitment and hiring success. They cover various aspects of the hiring process, from time to fill to cost to hire, allowing you to track the effectiveness of your business’s recruiting efforts—how efficient hiring is and whether you’re hiring the right people for your open roles.

Why Tracking Recruiting Metrics Matters

No matter how many people you need to hire or your business’s challenges, ensure you use data-driven insights to guide your hiring efforts. Recruiting metrics enable you to determine whether you’re engaging and onboarding job seekers effectively or if you need to adjust your approach.

Tracking talent acquisition (TA) data regularly isn’t just important for your HR team—it can also help your business leaders make more informed decisions about adding resources in the company. After all, your leaders want to know which processes are efficient, effective, and contribute to long-term growth, so they can allocate resources accordingly.

When you know where recruiting bottlenecks exist, you can make changes that drive down recruitment costs, streamline the application process, and improve candidate outreach. 

Best Practices for Collecting Recruiting Metrics

Here are a few best practices for simplifying recruitment data collection:

• – Use an applicant tracking system (ATS). Regardless of your SMB’s size, an ATS like JazzHR can help your company source qualified candidates, provide a positive application experience, and improve your employer brand.
• – Set detailed goals. Ensure your team’s goals follow the tried-and-true SMART (specific, measurable, attainable, realistic, and time-bound) framework, so you can easily pinpoint relevant metrics.
• – Ensure consistency and correctness. Maintain consistency in your collection methods and criteria, and regularly audit your data to correct any discrepancies.
• – Know industry benchmarks. As you start setting recruiting metrics, research within your industry to see which metrics have worked for similar businesses.
• – Gather qualitative metrics. Don’t just focus on the numbers. You can gain valuable, nuanced insights by asking for qualitative data, such as comments about your recruitment process or perceptions of your employer brand.
• – Respect data collection laws. Thoroughly research and implement practices that align with data privacy best practices and regulations, such as transparency and security.

As you start collecting, analyzing, and acting on recruiting data, it might take some time to fall into a natural cadence, especially if you’re working with a small team. Regularly audit your processes, so you can bridge any gaps and work better together.

Let’s explore key recruitment metrics that can give you insight into the strengths and weaknesses of your SMB recruiting efforts.

Critical Recruiting Metrics Your Hiring Team Should Monitor

Let’s explore key recruitment metrics that can give you insight into the strengths and weaknesses of your SMB recruiting efforts.

Average Cost of Hire

• – Basic definition: The measure of how much money your business typically spends on recruiting a single hire.
• – Why it matters: Tracking the expenses designated to promote an open position can ensure you don’t waste any resources. Also, this is one of the most important recruiting metrics for SMBs, given the limited budget you might have for paid recruitment marketing activities. Your internal and external recruiting costs can add up quickly if you don’t pay close attention.
• – Suggested next steps: Compare your cost to hire with other industry benchmarks, which take into account your industry, job level, company size, geographical location, and more. Based on this comparison, consider which parts of your hiring process are more costly and how you can adjust them.

Time to Fill

• – Basic definition: How quickly it takes you to find and hire a new candidate for an open role.
• – Why it matters: You may not have more than a few total open positions at any given time. However, that doesn’t mean you should take a long time to source, nurture, and interview talent. Instead, move with a sense of urgency to drive down your average time to fill to ensure you can fill roles in a timely manner.
• – Suggested next steps: If your average time to fill is longer than you’d like, take a closer look at which parts of the hiring process may be dragging. Identify key blockers to the recruiting funnel and work to streamline them—for example, does your recruiting team take a while to start conducting outreach once a new role opens up? Or maybe your team takes a while to initially screen candidates based on their resumes?

Time to Hire

• – Basic definition: How quickly you move a candidate through the recruiting funnel, from the moment they are approached to the moment they accept an offer.
• – Why it matters: Similarly to the time to fill metric, moving with a sense of urgency shows your business’s leaders that you can fill roles in a timely manner. However, time to hire also reflects a key part of the candidate experience. If it takes you a long time to send an offer to a candidate, they may grow impatient or frustrated with your application process.
• – Suggested next steps: When onboarding new hires, survey them about their experience during the application process. Ask them how they felt about the speed of your recruiting team’s responses and the general pace of your hiring. If they indicate that they felt the process was too long, then you may need to make adjustments to improve your time to hire.

Application Completion Rate

• – Basic definition: The measure of how many candidates started an application and finished it.
• – Why it matters: Clunky or complicated application processes that require account setup and log-ins lead to few completions by active job seekers. Conversely, simple, user-friendly application processes that take just a few minutes often lead to higher application completion.
• – Suggested next steps: If your application completion rate is low, take another look at your application. Consider how you can simplify it or if there are any fields that you could remove. For example, for a lower-level position, you could remove the requirement for a cover letter to remove a large barrier to application competition.

Applicants Per Opening

• – Basic definition: The number of applicants that apply to any one opening at your business.
• – Why it matters: This recruiting metric provides a way to measure how enticing your job openings are in the market. If there are many applicants, many individuals want that specific job or to work at your specific organization. If there aren’t many applicants, your job opening may fall short of similar roles in other organizations.
• – Suggested next steps: The number of applicants per opening is impacted by various factors, from your employer brand to the compensation you offer. Use this metric as a signal to dig deeper into your other recruiting metrics to determine if there’s an issue with your hiring processes, or if it’s just a sign of greater economic patterns.

Offer Acceptance Rate

• – Basic definition: The measure of how frequently the offers you extend to applicants are accepted. 
• – Why it matters: You need to know the rate at which candidates you interview and advance to the offer stage decide to join your business. If your offer acceptance rate is low, you must find out why your offers are lacking to ensure that hiring continues to go efficiently.
• – Suggested next steps: Direct feedback from potential hires through post-interview candidate experience surveys can reveal why they did or didn’t accept an offer. This can be used to change your recruiting approach for certain roles.

Sourcing Channel Effectiveness

• – Basic definition: The platforms or channels that yield the most and best new hires. 
• – Why it matters: Not all sourcing channels provide the same return on investment. That said, you won’t know whether you should continue looking for passive or active prospects on certain channels if you don’t keep tabs on how many leads you secure and how far they advance in your hiring process.
• – Suggested next steps: Look at high-performing recent hires (within the last two years) and explore which channel they were sourced from. If you see any patterns (for example, if most of your best hires are from LinkedIn), then focus your hiring efforts on these channels for better results.

Sourcing Channel Cost

• – Basic definition: The cost of using and maintaining a sourcing channel.
• – Why it matters: Certain sourcing channels may cost more to utilize than others. You want to make sure that you’re using your money wisely, not spending on less effective sourcing channels.
• – Suggested next steps: Consider a sourcing channel’s cost against how many applicants it brings in and how many of those applicants end up hired. If there are any channels that you’re heavily invested in but that aren’t working for your needs, consider pulling back the spend on it. Conversely, if a sourcing channel is extremely effective but you’re not spending much on it, consider upping your investment to bring in more top talent.

Funnel Conversion Rates

• – Basic definition: Metrics that reveal how far prospects advance from stage to stage in your recruiting funnel, such as application to interview rate.
• – Why it matters: Tracking funnel-based metrics to see how far the average candidate makes it in the recruitment lifecycle can help you pinpoint areas for improvement in your candidate relationship management approach.
• – Suggested next steps: Explore if there are any parts of the funnel that candidates tend to stop at. Then, discuss with other hiring team members to brainstorm ideas that will help candidates continue moving forward from that funnel step.

Nurture Engagement Levels

• – Basic definition: The open, click, and response rates of candidate nurture messaging.
• – Why it matters: Whether you deliver emails, texts, or a mix of both to candidates, you need a mechanism to easily and efficiently analyze your candidate engagement across channels to see which approaches work best and should be used most often.
• – Suggested next steps: If your nurture engagement levels are low, look at specific messages where engagement rates were higher than average. Analyze them for what makes them more engaging and effective than your other messages. Take these insights and apply them to future messaging to boost engagement levels.

Candidate Feedback Scores

• – Basic definition: Ratings provided by candidates about your recruiting process.
• – Why it matters: Compiling candidate feedback can give you rich insight into the external perception of your SMB recruitment model. Aside from securing general comments from prospects, it’s equally important to collect specific ratings from candidates, so you can quantify your work—and make the necessary adjustments to provide a better candidate experience over time.
• – Suggested next steps: If you aren’t already, send surveys to candidates and ask them about their experience with your hiring process. Based on their responses, make the necessary adjustments to ensure you deliver a great candidate experience during your hiring process.

Hiring Manager Satisfaction

• – Basic definition: The measure of how satisfied the hiring manager is with the outcomes of the hiring process.
• – Why it matters: Feedback is essential for understanding the nuances of your recruiting process. As with candidate feedback, it’s helpful to gather feedback scores and qualitative comments from your hiring team that help you tangibly measure your effectiveness.
• – Suggested next steps: Have your hiring team fill out a survey about how satisfied they are with your process. Then, schedule a team meeting where you discuss the survey responses and how you can make improvements to talent acquisition.

Quality of Hire

• – Basic definition: The ratings of new hires by managers several months into the job.
• – Why it matters: A high quality of hire indicates an employee you hired is performing well in the job. However, a low-quality hire who has poor reviews and misses target goals can greatly hinder your company’s success.
• – Suggested next steps: Evaluate candidate profiles for high-quality and low-quality hires for any commonalities or shared characteristics that might explain why they were high- or low-quality hires. Use that information to develop your talent acquisition further. For example, if most of your low-quality hires have little to no prior experience in the industry, begin adding an industry experience requirement to your job listings.

Employee Retention Rate

• – Basic definition: The measure of how many of your employees remain at your business over time.
• – Why it matters: Employee retention rate is another post-hiring metric that reflects the ROI of your recruitment team’s strategies. A high retention rate indicates members of the workforce you helped hire are satisfied and want to stay, meaning your recruitment efforts are reaching the right audience.
• – Suggested next steps: If your retention rate is low, evaluate your workplace culture, benefits, and engagement programs to ensure you’re delivering a quality work experience. Conduct exit interviews to understand why employees are leaving, and consider their feedback as you adjust your talent acquisition process.

Tracking Recruiting Metrics with JazzHR

To properly track recruiting metrics, you need a robust ATS that caters to the unique needs of growing companies like yours. One of the best options available today is JazzHR. With affordable pricing tiers and a comprehensive, intuitive interface, JazzHR makes it simple for SMB teams to track relevant recruiting metrics.

To learn more, explore our solution’s capabilities with your free trial today. 

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. 

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.  

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. 

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.  

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 JazzHR, 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.  

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.