What’s Trending in Talent Acquisition Technology?

Organizations are prioritizing onboarding for 2016 and beyond. Slightly over half (52%) are prioritizing optimization of the onboarding process, and 45% are looking for an onboarding technology solution.

A research summary of Brandon Hall Group’s 2016 Talent Acquisition Technology survey findings will soon be released to our members and I thought I would give you a sneak peek at a few of the highlights from our study.  There is both good news and bad news. shutterstock_328206719

The good news is that organizations are prioritizing onboarding for 2016. Slightly over half (52%) are prioritizing optimization of the onboarding process, and 45% are looking for an onboarding technology solution.  In terms of overall talent acquisition priorities and talent acquisition technology priorities onboarding was the top answer choice.
Top 3 Talent Acquisition Technology Priorities for Next 12 to 24 Months

Onboarding                                                               45%

Social tools                                                               39%

Predictive analytics                                                  36%

Source: Brandon Hall Group 2016 Talent Acquisition Technology Study


Onboarding deserves a lot of attention because if it is not done correctly, it can be a very costly mistake.  The cost can mount up in a number of ways, including the cost to hire replacements due to new hire attrition, lost opportunities due to attrition, lost time-to-productivity, low morale among new hires, errors due to insufficient or inconsistent training, resources wasted, and more.

Conversely, the benefits of high-performance onboarding are tremendous and can include: increased productivity, shortened time-to-productivity, increased new-hire engagement, great brand ambassadors that understand the values of the organization and refer their personal contacts for employment, and a smooth assimilation into the organization’s culture.

The bad news, unfortunately, is related to organizations’ satisfaction levels with the different talent acquisition technology functionalities for sourcing, evaluating, and onboarding.  The highest average satisfaction rating was given for applicant tracking, which received a 76 out of 100. Think of it as your report card, where you received a C.  Applicant tracking is the basic technology functionality being used by most talent acquisition professionals, and users are not that satisfied.

The story gets worse from there – most ratings for more than 40 technology functionalities are in the D and F range. In some cases I can easily understand why functionalities are rated fairly low. For instance, many online applications are difficult to complete and candidate drop-off rates can be significant. However, in other circumstances, the reasons may vary by organization and by provider.

The crux of the matter will be exposed when Brandon Hall Group reveals how satisfaction levels with functionalities line up with what organizations perceive to be essential to their business.  Which up and coming solutions are considered most essential?  Where are the largest gaps between need and satisfaction levels?

Stay tuned and you may find out. 🙂

Daria Friedman, Principal Analyst, Talent Acquisition, Brandon Hall Group

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Mike Cooke



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Mike Cooke

Chief Executive Officer of Brandon Hall Group Mike Cooke Prior to joining Brandon Hall Group, Mike Cooke was the Chief Executive Officer and co-founder of AC Growth. Mike held leadership and executive positions for the majority of his career, at which he was responsible for steering sales and marketing teams to drive results and profitability. His background includes more than 15 years of experience in sales, marketing, management, and operations in the research, consulting, software and technology industries. Mike has extensive experience in sales, marketing and management having worked for several early high-growth emerging businesses and has implemented technology systems to support various critical sales, finance, marketing and client service functions. He is especially skilled in organizing the sales and service strategy to fully support a company’s growth strategy. The concept of growth was an absolute to Mike and a motivator in starting AC Growth, in order to help organizations achieve research driven results. Most recently, Mike was the VP and General Manager of Field Operations at Bersin & Associates, a global analyst and consulting services firm focused on all areas of enterprise learning, talent management and talent acquisition. Tasked with leading the company’s global expansion, Mike led all sales operations worldwide. During Mike’s tenure, the company has grown into a multi-national firm, conducting business in over 45 countries with over 4,500 multi-national organizations. Mike started his career at MicroVideo Learning Systems in 1992, eventually holding a senior management position and leading all corporate sales before founding Dynamic Minds. Mike was CEO and Co-Founder of Dynamic Minds, a custom developer of software programs, working with clients like Goldman Sachs, Prentice Hall, McGraw Hill and Merrill Lynch. Also, Mike worked for Oddcast, a leading provider of customer experience and marketing solutions, where he held a senior management position leading the company into new markets across various industries. Mike also serves on the Advisory Board for Carbon Solutions America, an independent sustainability consulting and carbon management firm that specializes in the design and implementation of greenhouse reduction and sustainability plans as well as managing the generation of carbon and renewal energy and energy efficiency credits. Mike attended University of Phoenix, studying Business Administration and Finance. He has also completed executive training at the Chicago Graduate School of Business in Chicago, IL.