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.  

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. 

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.

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.

To remain competitive in securing top talent, SMB hiring managers must explore unconventional strategies and incorporate innovative methods into their hiring processes. Are you ready to explore fresh ideas? “7 Sourcing Hacks: The How-to Guide to Streamline Your Talent Search” presents seven distinct strategies tailored to enhance your hiring efforts and capture the attention of top-tier candidates. Let’s delve into a few of these hacks to kickstart your search for exceptional talent.

Hack #1: Hyper-Personalize Your Emails

No one likes spam — so why would you send generic emails to potential candidates? If your goal is to create more meaningful connections, attract more candidates, and improve your conversion rates, then you need to customize your communication to a candidate’s specific interests or needs. We call that hyper-personalization, and while it may take more time at the outset, any increase in overall response rates will cut hours off your search down the road.

Pro Tips:

Join the candidate’s conversation. See what candidates are talking about on social media and find something that resonates with you personally, with the opportunity, or with the company culture. Use that as an introduction to engage with them.

Throw in an element of surprise. Break out of the typical template that most candidates expect and craft your emails creatively. Ask yourself: What would grab your attention?

Speak about the opportunity rather than the job. Remember, your search isn’t limited to people who are actively seeking new employment. Employ research shows that at least 50% of people are open to new opportunities even though they’re satisfied with their current positions. If you’re courting a passive candidate with specialized skills, then be sure your emails are tuned to possibilities for development or career growth.

Hack #2: Utilize Social Networks

People want to network, either in-person or online. Think about where your ideal candidate is online. What are they reading? Look at where they are talking to other professionals and join the Conversation.

Pro Tips:

Be helpful first. It’s tempting to immediately yell to everyone in a group that you have an amazing opportunity for them, but that often turns people off. By offering guidance or helpful suggestions on candidates’ issues, you are beginning to build a relationship first. Once even a modest relationship is built, they will be more open to a job pitch.

It helps to be where your candidates are. And if you’re looking for GenZ, they’re on TikTok. So try a new network! Create a company account and see if you can add it to their career section. Again, if you are helpful, candidates will remember you.

Hack #3: Referrals Are the Best Source of Hire

Referral programs are on the rise, according to Employ research. 79% of organizations offer employee referral programs — an eight-percentage point increase over the past year, and 48% are seeing higher participation in employee referral programs. Why? Because they work. Referrals reduce both time-to-hire and cost-of-hire.

Pro Tips:

Control where you want to generate referrals within your organization by creating an internal focus on high-growth and hard-to-fill positions.

Gamify your process. A little friendly competition through leaderboards and recognition will supercharge your results.

Continue to Hack the System

Get the remaining hacks for candidate sourcing in the latest eBook from Employ: 7 Sourcing Hacks: The How-to Guide to Optimize Your Talent Search. Download your free copy today.

• However, with the right tools and strategies in place, you can attract top talent without breaking the bank. The answer lies in a strategic hiring approach that focuses on cost-effective strategies. Here are some tips to get you started.

#1. Build Your Employer Brand

Your employer brand is what sets your company apart from the competition and represents your company’s reputation in the market. It’s the way you communicate your values, culture, and mission to potential candidates. To build a strong employer brand, start by defining your company’s mission and values. Then, make sure your website, social media profiles, online engagement, and job listings reflect those values. 

Showcasing your company culture with pictures and testimonials from current employees doesn’t cost a thing. But the more you can show candidates what it’s like to work at your company, the more likely they are to imagine themselves joining and thriving on your team.

#2. Leverage Social Media

Social media is a powerful tool for attracting top talent and promoting your job openings to a wider audience. Even better, it’s free. Use platforms such as LinkedIn, Facebook, and more to share job listings, company updates, and employee stories. You can also use social media to connect with potential candidates and build relationships with them before they even apply. You may even be familiar with this strategy to engage new clients.

#3. Write Compelling Job Descriptions

Your job descriptions are one of the first impressions candidates have of your company, so it’s important to make them count. Make sure your job descriptions are detailed, accurate, and engaging.

Use language that reflects your company culture and mission. Be clear about the responsibilities of the role and the qualifications you’re looking for. And don’t forget to highlight the benefits of working at your company, such as flexible hours, stipends, professional development opportunities, or examples of a fun company culture.

#4. Streamline Your Recruitment Process

A long, complicated application process can repel top candidates. To keep them engaged until you can determine whether they’re your next great hire, make sure your recruitment process is streamlined and easy to navigate.

#5. Leverage Affordable Recruitment Software Built for SMBs

JazzHR is a powerful recruiting software that’s perfect for small businesses on a budget. With plans starting at just $75 per month, JazzHR gives you all the tools you need to attract and manage top talent. From customizable job listings to automated interview scheduling, JazzHR makes it easy to streamline your recruitment process and find the right candidates for your team.

With JazzHR’s recruiting software for SMBs, you gain access to:

• Mobile Friendly Job Boards
• Customizable Job Applications
• Posting Jobs to Free Job Boards
• Purchasing Premium Job Listings
• Searchable Resume Database
• Custom Job Workflow Stages
• Email Messaging Templates
• LinkedIn Recruiter Integration
• And so much more

Start your free trial today and see how JazzHR can help you build your dream team in your small business.