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.  

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. 

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. 

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.

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 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.

However, the hiring process can take a significant amount of time and resources, which can slow down your regular business operations. This can be especially difficult for small businesses, with employees already wearing several hats, including standing in for the role you’re trying to fill.

If you’re looking to fast-track the hiring process in your growing business, you have to focus on strategies that will speed hiring and ensure you get the best candidates before other companies. However, for small business owners, this process can feel overwhelming. Here, we discuss four ways you can streamline recruiting to find stronger candidates and deliver exceptional results.

#1. Establish Realistic Hiring Goals

With the unsteadiness of the recruitment market, many small businesses have had to adjust their hiring practices continuously. But before you improve time-to-hire, you need to analyze past performance and hiring analytics. This includes measuring:

• Speed of recruitment: First things first. How quickly does it take to hire and onboard a recruit? Do you have any areas that bottleneck your recruitment processes?
• Candidate reach: Take a look at where you find candidates and determine the success of those channels and platforms. Is there an avenue that shows potential in which you could devote more resources? On top of this, analyze your applicant completion and quality of hire rates.
• Cost of recruitment: In addition to cost per hire, examine the cost of each sourcing channel against its effectiveness.
• Employee and candidate satisfaction: You can determine the overall satisfaction trends across your current and new hires using key metrics, such as employee survey results and offer acceptance rates.

Time to hire may be a priority, but other recruitment metrics sometimes highlight a larger problem. Consider what simple changes you could make to your hiring process that will make an impact right away.

#2. Focus on Soft Skills

At the top of the list for growing companies is finding talent that helps move the business forward. But this is often easier said than done. The Employ Recruiter Nation Report found that 32.7% of HR decision-makers in SMBs indicated their biggest challenge is finding enough qualified talent to fill open positions, which naturally slows your time to fill.

If someone’s qualifications and experience don’t align perfectly, remember it can be more impactful to find candidates with the right knowledge, skills, and abilities.

This isn’t to say that hard skills are not important, but candidates with soft skills typically make more reliable employees who stay for the long term. Make sure your job descriptions list relevant soft skills and identify how you can assess them during the interview process. For example, consider:

• Asking your candidates directly: Be specific. During interviews, ask them what soft skills they possess and identify examples of how they have used those skills previously.
• Testing them online: Another mechanism for identifying candidate’s soft skills is requesting them to take an online assessment. The JazzHR Marketplace offers a variety of assessment providers that specialize in candidate assessments.
• Seeking a second opinion: Get in touch with a candidate’s references and ask them to describe their soft skills. This can validate or flag anything your candidate says within the interview stage.

#3. Invest in Passive Candidates

According to LinkedIn, 70 percent of the world’s workforce are passive candidates, while only 30 percent actively seek out new opportunities. This makes passive recruitment a gold mine of an opportunity. However, it requires a different approach.

In passive recruitment, the desired candidate is the person with the control. Unlike active recruitment, where you wait for candidates to apply for your open job roles, you reach out to
your desired candidates. You have to persuade them to join you.

Passive recruitment demands excellent research skills to find the right candidates and outstanding relationship building. Your outreach should be personable without being overbearing. Once you find potential passive candidates to reach out to, ensure you maintain a talent pool of those passive job seekers. By having a pool of pre-screened and qualified candidates, your company can save time by quickly finding qualified talent to fill roles quickly.

Additionally, having a robust talent pool can lead to higher-quality hires. Applicants who have previously shown interest in your company or have been recommended by current employees will better understand your work culture and values.

#4. Leverage Affordable Hiring Software for Small Businesses

Many small business owners have recognized the value of investing in recruitment software that makes their hiring process smoother and faster. But it has to be affordable and effective.

Automating your recruitment process is one of the most effective ways to reduce repetitive hiring tasks and streamline hiring costs in your company. It also empowers your hiring managers to focus on high-quality, strategic hires by spending more time nurturing candidates.

However, it’s important to choose the right recruitment tools that make sense for the volume and complexity of your hiring process. It’s also important to make sure you strike a balance between automating tasks that don’t add value and focusing on areas that still require a human touch, like nurturing candidates.

JazzHR offers small business recruiting software that empowers your growing company to find and hire talent fast, at a cost you can afford. Automate repetitive, manual tasks, centralize candidate information and data and better compete for top candidates — all from a recruiting solution built specifically for SMBs.

Hit the Ground Running

The practical strategies highlighted in this guide allow growing companies to focus on improving their hiring process and practices. By automating tasks, developing a strong employer brand, and adapting to the changing hiring environment, you can improve hiring outcomes despite your small business’s challenges.

The tips offered here can take your business to the next level and ensure you improve the speed of your recruiting process, find stronger candidates, and deliver incredible results.

If you’re a small business owner or hiring manager looking to streamline your hiring process, JazzHR can make a big difference. Contact JazzHR today for a free demo today.

The goal? To gain valuable insights into the hiring practices and recruiting benchmarks of businesses of all sizes.

The results of this in-depth survey offer indispensable information for employers seeking to navigate the current state of hiring and anticipate what lies ahead. This report provides a high-level analysis of the survey findings, capturing the hiring trends that cut across companies of all sizes and complexities.

With this report in hand, you’ll have a broader perspective on the current hiring landscape and be better equipped to make informed decisions. So, whether you’re a hiring manager or a small business owner, take advantage of this comprehensive survey and use the insights to elevate your hiring practices to the next level.

Small Businesses Recruiting Benchmarks

The findings show the majority of small businesses made between 0 – 25 hires in the last 12 months, with 27% making between 26 – 50 hires.

However, there is a positive trend in hiring volume for small businesses this year, with 42% of respondents reporting somewhat more hiring and 19% reporting a lot more. This indicates that many smaller companies are expanding at a steady rate and anticipate making somewhat more hires in the next 12 months.

It’s also worth noting that small businesses typically receive fewer job applicants than larger companies, with an average of 4 – 10 applications per role. However, 42% of small businesses reported that the number of applications per requisition they receive has somewhat increased in the last year, while only 2.6% reported a drastic decrease in the number of applications. This shows that the job market is still robust for small business hiring.

Get the Full Scope of Research

These findings offer valuable information for employers looking to understand the current hiring landscape. But the Recruiting Benchmarks Report offers so much more.

With comprehensive data on hiring practices and recruiting benchmarks for small businesses, medium-sized companies, and enterprise-level organizations, readers will gain a deeper understanding of the trends shaping the job market.

Don’t miss out on this essential resource for HR professionals and recruiters. Download the Recruiting Benchmarks Report today and stay ahead of the competition.

• Resolving issues with their recruiting and hiring processes
• Revisiting brand messaging and language in job descriptions
• Revamping their approach to building a diverse workforce
• Reconsidering what the ideal candidate profile looks like
• Reassessing their sourcing and recruitment marketing efforts

Creating a concrete action plan to improve your recruiting process and hiring results is a big, end-of-year priority. But, it’s just as vital for your business to stay on top of the latest talent acquisition trends that will impact your recruitment approach in the year ahead.

Here are five talent acquisition trends you and your leaders should know for 2024.

1) Heightened focus on data-driven recruiting and hiring strategies

• Embracing real-time analytics will empower hiring teams to work smarter and faster.

Today’s top HR leaders ensure their recruiters and hiring managers embrace a data-driven approach with technology that enables them to execute results-focused recruiting strategies.

The Employ 2023 Recruiter Nation Report found more HR decision-makers intend to follow suit in 2024. Roughly one-quarter (24%) of HR leaders will invest in analytics and reporting for their hiring teams to help them act on data tied to their recruiting speed and efficiency.

• Using best-in-class recruitment software with built-in talent analytics, and leveraging data in their decision-making, helps hiring teams more effectively recruit open roles — from contract and seasonal workers, to full-time employees — in a scalable, repeatable, efficient way.

Real-time data that shows candidate status and reveals progress on core recruiting metrics, including time to fill, sourcing effectiveness, and offer acceptance, provides hiring teams with actionable insights they can use to improve their work.

Aptitude Research Founder Madeline Laurano recently noted employers must “harness the power of data and insights to chart the right course forward” for their hiring strategies.

Bottom line: Employers that don’t develop data-driven recruiting strategies in 2024 will struggle with hiring top talent, compared to companies that take advantage of analytics.

2) Optimized approach to candidate engagement and conversion

• Building relationships with candidates will be a competitive differentiator for employers.

Whether you’re emailing active job seekers who recently applied for open roles or messaging passive candidates through cold outreach on LinkedIn, you must communicate with these potential hires in a personalized manner to provide a stellar candidate experience.

In 2024, hiring teams will evaluate their talent engagement tactics and overall candidate relationship management strategy to ensure they interact with job seekers in a truly human way, even if they use recruiting automation to send some of their nurture messages to candidates.

• Leveraging recruitment marketing automation can help hiring teams nurture both active and passive candidates at scale.

The Employ Recruiter Nation Report found 32% of talent teams will also adopt new candidate engagement scoring frameworks that use artificial intelligence. This is intended to help them better learn which nurture messaging resonates with job seekers.

Emailing and texting candidates to update them on their status within the hiring process is essential. Leading recruiting platforms offer automation capabilities that enable hiring teams to put most of these manual tasks on auto-pilot.

• Top-rated recruitment technology also provides hiring teams with rules-based workflows that ensure they can send the right message to the right candidates at the right time.

It is up to human resources leaders, however, to ensure their teams are empowered to use purpose-built recruitment software, investing in technology that addresses their hiring complexity and eliminates inefficiencies tied to manual recruiting tasks.

Just remember: The best candidate engagement strategies balance creativity and persistence. Test and optimize your approach regularly using analytics to continually improve key nurture-related metrics, like the open and reply rates for your emails and text messages.

3) Greater emphasis on internal mobility and employee retention

• Businesses that prioritize career mobility will better retain top talent in the coming year.

The Recruiter Nation Report found 39% of employers will focus heavily on internal mobility in 2024.

This finding shows HR decision-makers recognize that, in a highly competitive job market, it is difficult to hire highly qualified candidates, so they must focus on retaining their existing employees.

• And that means helping them advance in their careers internally.

Look for more organizations to offer career pathing for employees to prevent them from leaving the company and allow them to move into roles that challenge them and provide new learning opportunities.

This approach not only helps retain employees long term, but also alleviates the pressure on hiring teams. “Businesses need new skills at a rate faster than I’ve ever seen before, which means they need to help their employees evolve via upskilling and internal mobility,” LinkedIn VP of Talent Jennifer Shappley said in the company’s latest Global Talent Trends report.

Whether it’s providing stipends for certifications, offering mentorship programs or conducting career development training, leaders must offer employees the chance to grow their skill sets and realize their career paths within the organization to boost retention.

While sourcing external talent on job boards, social media, and other channels will be critical to the success of any talent acquisition strategy, prioritizing internal mobility must be a major focus area in 2024, too.

4) Increased reliance on engagement programs to improve culture

• Human resources will develop more dedicated employee engagement initiatives.

Many companies shifted to a hybrid workforce or entirely remote-work model in recent years. During this transition, many business leaders have evaluated the level of employee engagement for in-office and remote employees.

In 2024, creating a strong culture will be less about making the office a fun environment and more about ensuring employees — whether remote, hybrid, or in-office — feel seen and heard by colleagues and managers, know the value of their work to the business, and are set up to succeed.

• Companies with clearly defined values, create a plan to keep employees engaged, and improve their diversity, equity, and inclusion efforts will win top talent in a competitive market.

To improve their diversity hiring, the Employ Recruiter Nation Report found employers plan to:

• Showcase their DEI commitment on their career site (44%)
• Write more inclusive job descriptions for job postings (38%)
• Use more diverse interview panels in their hiring efforts (27%)

Along with other recruiting and hiring process changes, these efforts by HR decision-makers and their hiring teams are intended better attract and hire more individuals from underrepresented groups and build a diverse workforce and culture in 2024 and beyond.

5) More efforts to improve employee well-being and work-life balance

• Employee wellness will be a big focus for organizations in 2024, driven by HR leaders.

Workforce burnout and fatigue are prevalent within companies of all sizes today.

To make matters worse, employee well-being was a top area business leaders struggled with most amid the pandemic. In 2024, this must be addressed head-on to improve recruitment and retention.

Recruiters have become especially weary. The Employ Recruiter Nation Report found 23% of talent specialists experienced high levels of burnout and concerns over their mental health in 2023.

• On top of trying to meet hiring goals, recruiters have had to adjust to big changes like fully remote interview cycles and staying in sync with team members.

It’s no surprise a focus on mental health and wellness — and being flexible to employees’ needs regarding well-being — is now vital for all companies to thrive today.

“Encourage open communication, active listening, and a non-judgmental atmosphere where employees feel comfortable sharing their concerns, both personal and professional [in 2024],” HR expert Kara Dennison wrote for Forbes. “When employees have psychological safety within work relationships, it can reduce psychological distress and enhance attitude toward work.”

Schedule a JazzHR demo today. Our team will explain how our advanced, yet easy-to-use small business recruitment software can help you hire smarter and faster in 2024 and beyond.

Despite the turbulence, recruiting professionals should be encouraged by recent trends. Employ data shows that applications per job are up over the last year across companies of all sizes, and more than half of all recruiters expect their teams to grow in the next year, with nearly two-thirds expecting their recruiting budgets to increase.

A Look at the Current Recruiting Landscape

Navigating recruiting challenges in the current hiring landscape takes grit, resolve, and determination. While more than half (53%) of talent acquisition professionals feel their job is more stressful today than a year ago, this number has actually dropped by more than 10 percentage points from just last year.

Those talent practitioners who indicate a high level of stress today say it’s due to not enough qualified candidates (45%), competition from other employers (35%), more open roles to fill (34%), fewer resources to support hiring (33%), a lack of AI-powered recruiting technologies (30%), and more employees leaving the organization (30%).

For those talent professionals who do not feel their recruiting job is more stressful than it was a year ago (44%), over one-third say it’s because of a stable number of open roles to fill (38%), the ability to meet candidate expectations (37%), the same number or fewer employees are leaving the organization (36%), plenty of qualified candidates (36%), and more recruiters or additional recruiting resources (36%).

Recruiting Challenges

When it comes to the most significant challenges talent teams face today, there is a fairly even split among three primary areas:

• Not enough people to fill open positions (31% in 2023 versus 56% in 2022)
• Competition from other employers (30% in 2023 versus 54% in 2022)
• Not able to compete with salary requirements (25% in 2023 versus 33% in 2022)

However, there are positive trends in this data. The significant drop of more than 20 points in the first two areas means that employers are finding more talented candidates overall and that they are competing more effectively with other employers.

Ian Creamer
Vice President and Global Head of Talent Attraction, Guidewire Software

“There is so much uncertainty in the market. The expectation of hiring managers and leaders is that the tide of layoffs should equal much easier access to talent and that’s not always the case. We hire in the technology space and truly top talent remains as hard to hire as ever. Candidates are still showing up with multiple offers already in hand.”