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.  

To get a clearer picture of how professionals are actually using AI on the job, I analyzed a new dataset from Anthropic, the makers of Claude.ai. The findings highlight ongoing challenges talent teams are facing and how they’re using AI to tackle them head-on.

But first, what’s Anthropic? And who is Claude? Let’s break it down.

Meet the Tech: Anthropic and Claude

Anthropic is an AI research company focused on building AI that’s helpful, honest, and harmless. Their AI assistant, Claude, acts like your supercharged sidekick—ready to help with writing, summarizing, brainstorming, and more.

The dataset featured in this blog includes millions of anonymized prompts from professionals across industries. I pulled out the themes most relevant to HR and talent acquisition to inspire your team and explore where AI can make the biggest impact.

Now, let’s dig into Anthropic’s dataset, and review the 10 most common AI uses for TA and HR teams.

Top 10 Ways Talent Teams Are Using AI Today 

1. Streamlining Employee Communications

AI helps HR teams quickly and easily respond to FAQs, log work-related issues, and interpret policies. This guarantees consistent messaging while freeing up teams to focus on more complex issues that require human oversight.  

2. Building Competitive Compensation Packages

When it’s time to update benefits and compensation policies, AI tools can help analyze market rates and ensure any changes are both compliant and equitable. This data-driven strategy guarantees that businesses stay competitive while meeting regulatory requirements.  

3. Drafting Better Policies

AI can review workplace conduct, equal employment opportunity (EEO), and sexual harassment policies on behalf of your team. By spotting gaps and making recommendations for improvement, the technology helps ensure you’re following best practices while meeting legal requirements.  

4. Navigating Change Management

When facing challenging personnel decisions like performance improvement plans, terminations, or dispute resolution, HR professionals are using AI to ensure procedures follow best practices, abide by regulatory requirements, and are documented appropriately. 

5. Enhancing Onboarding Experiences

AI can generate orientation materials and training sequences that align with your company’s mission, values, and goals. This frees your team to focus more on making personal connections and engaging new hires.

6. Supporting Recruitment and Interview Prep

TA teams are using AI to write compelling job descriptions, generate structured interview questions, and establish candidate scoring systems that minimize bias and promote data-driven decisions.  

Keep reading: Check out, “Unlocking Efficiency With Recruitment Automation,” for a look at how industry pros are using AI to streamline hiring without sacrificing quality—from job posting and resume parsing to interviewing and onboarding.   

7. Modernizing Performance Management

AI can help design fairer, more actionable performance reviews by creating evaluation frameworks that balance objective metrics with personalized feedback.  

8. Analyzing Workforce Data

By spotting trends in hiring, performance, and turnover, AI helps HR teams uncover blind spots and find opportunities to strengthen culture and retention. 

9. Identifying Training Needs

Learning & Development teams are using AI to assess skill gaps and recommend learning paths tailored to individual and organizational needs.

10. Transforming Exit Interviews

By bringing structure to exit interviews and surfacing trends in employee departures, AI gives HR teams the insights they need to strengthen retention. 

Making AI Work for You

If your team is just getting started with AI, here are a few smart ways to roll it out:

• Start small: Use AI to handle repetitive processes to build confidence and demonstrate the value it can provide.
• Develop governance: Establish clear and transparent policies around how and where AI tools can use employee data—and how they can’t.
• Upskill your team: Ensure your team knows best practices for prompting and collaborating with AI systems to drive best practices outcomes.
• Track impact: Look for time savings, consistency gains, and other process improvements across your team.
• Maintain human oversight: AI can assist, but your people should still lead when it comes to making key decisions.

Keep reading: AI and automation aren’t about replacing the human touch—they’re about enhancing it. Read the blog, “How Recruitment Automation Software Makes Hiring More Human,” for tips on using tech to create a more thoughtful, people-first employee journey.  

Tech + Training = AI Success

The data shows what many talent teams already know: AI isn’t here to take over HR—it’s here to help you do it better. By slashing admin tasks and surfacing fresh insights, AI frees TA and HR pros up to focus on what matters: building great teams, shaping culture, and supporting people at every stage of the employee journey.  

At Demand Spring, I’ve had the opportunity to work with forward-thinking teams that are embracing this AI-first mindset. One standout example is the marketing team at Employ, who recently completed a 12-week AI-First Mindset training program. Their fast, thoughtful adoption of these tools reflects a clear commitment to innovation—both in how they get their work done and in how they serve talent teams every day.  

Because when organizations empower their people with the right mix of tech and training, AI doesn’t stay a one-time learning moment, it gets embedded into everything they do. 

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 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.  

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.

Hiring should be about people, not paperwork. But let’s be real, manual recruiting tasks eat up way too much time. The fix? Recruitment automation software. It speeds up hiring, cuts out busy work, and lets your team focus on what really matters: connecting with candidates.

And it really works. Companies using AI-driven HR tools have seen a 57% boost in employee experience, according to Gartner. By automating repetitive tasks, recruitment automation tools allow talent teams to personalize the hiring experience without adding extra work to their plate. In this blog, we’ll show you how!

Ditch the Busy Work, Focus on What Matters

HR teams are stretched thin. More than half of HR and recruiting teams spend at least eight hours a week on repetitive tasks — that’s an entire workday lost!

With automation, you can cut the busy work and make room for what really moves the needle. This includes:

• Strategic workforce planning: Strengthen your talent pipeline, boost your employer brand, and forecast future hiring needs.
• Candidate engagement: Nurture relationships, personalize outreach, and improve communication with active and passive candidates.
• Hiring analytics: Track recruitment KPIs, analyze hiring trends, and make data-driven decisions to optimize hiring strategies.

When recruiters aren’t drowning in admin work, they can actually focus on finding the best people for the job.

More Automation = More Human Connection

It may sound counterintuitive, but recruitment automation tools can actually enhance human connection in hiring. By handling routine workflows, automation allows HR teams to:

• Conduct more meaningful conversations with candidates.
• Provide better support and training for recruiting teams.
• Prioritize employee well-being and workplace culture.

When recruitment automation handles the heavy lifting, your team can deliver a hiring experience that’s efficient yet deeply personal.

Create a Hiring Experience Candidates Will Love

In today’s ultra-competitive labor market, engagement is everything. Companies with highly engaged employees see 21% higher profitability, according to Gallup. And if employees don’t feel connected to your company, they’ll jump ship for a competitor.

That engagement starts long before someone’s first day—it begins with the candidate experience. Yet many hiring teams still rely on spreadsheets and endless email chains to track progress and manage communications. Without a structured and personalized hiring process, it’s tough to create a great first impression.

Recruitment automation tools change that by handling repetitive tasks, keeping everything organized, and ensuring every candidate gets a smooth, high-touch experience. With less admin work on their plate, your team can focus on what really matters—building relationships, gathering feedback, and making smarter hiring decisions. The result? A hiring experience that keeps candidates engaged and excited to join your team.

The Cost of Skipping Automation

Ignoring automation doesn’t just slow things down—it can create real problems across your entire business. These include:

• Lower productivity: Time wasted on manual tasks limits strategic impact.
• Data inconsistencies: Human errors in data entry can affect hiring decisions.
• Poor candidate experience: Slow, unstructured hiring processes deter top talent.
• Decreased employee retention: A frustrating hiring process can set the tone for disengagement.
• Lack of hiring insights: Without automation, tracking key recruitment metrics becomes challenging. 

Make Hiring, Smarter, Faster, and More Personal

Recruitment automation isn’t about replacing people—it’s about empowering them. By automating tedious tasks, your team can focus on creating a personalized, engaging hiring experience that attracts and retains the right talent.

JazzHR’s recruitment automation software makes it easy to streamline hiring while keeping the human element front and center. Schedule a demo and let’s make recruiting more personal, efficient, and impactful—together.