Research Report Summary 2020: The Future of Talent Acquisition

Adapt to today’s labor uncertainties through best practices, technologies, and agility

The recent Covid-19 pandemic has spurred many recruitment specialists to quickly adapt their talent acquisition (TA) processes, priorities, and technologies to new realities.

What does the TA function look like now, and what do HR professionals think it will look like in the future? What is currently driving and hindering TA? Which technologies will be critical for future success? 

In April 2020, HR.com’s HR Research Institute conducted a survey to find answers to these questions.

Major findings from the survey:

Finding #1: Few describe their talent acquisition departments as advanced or top-notch

Only about one-third of HR professionals describe their talent acquisition function as either “advanced results-oriented” (23%) or "top-notch strategic" (6%), indicating that most participants believe their TA departments could be improved.
 
The largest portion say their organizations are “progressing” (51%), meaning that these organizations may include an overall TA process, some useful technology, and some basic metrics.

More than a fifth (21%) say their organizations are at the “improvisational” level or lower on the maturity spectrum. Generally speaking, these organizations have a long way to go before they can say their talent acquisition departments have reached a high level of maturity.    

Finding #2: The biggest TA driver is the adjustment to changing business circumstances

Amid this evolving employment landscape, it is understandable that more than half (58%) say the need to adjust to changing business circumstances is the top driver of talent acquisition.

However, the way that businesses operate is changing, too. For instance, employers may need to hire people for critical roles that did not even exist several years ago, such as mobile app developer or social media recruiter. Or they may need to hire for specialties that are in high demand at the moment, such as medical professionals, risk managers, or health and safety experts. 
 

Finding #3: About half believe the overall level of talent in their organization is above average

HR professionals seem to have a higher opinion of the talent of their overall workforce than they do of their talent acquisitions department. Although only 5% rate their organization’s talent acquisition function as top-notch when compared with others in their industry, nearly half (46%) say their company is above average in this respect.

This still leaves about half of HR and TA professionals who believe their overall organizational talent is average or worse. Overall talent can be influenced by more than just talent acquisition. For example, employers can use a good learning and development (L&D) function to boost the capabilities of their workforces. 

Finding #4: The most widely cited barrier to successful talent acquisition is not enough certainty about the future

HR professionals are most likely to say that lack of certainty about the future (42%) is a barrier to talent acquisition success. While we are unsure what the long-term economic effects of Covid-19 will be, it is understandable that an uncertain market represents the biggest barrier to TA.

Participants also say a lack of funds (28%) and insufficient leadership prioritization (25%) hinders TA. Nearly a quarter say their employer brand isn’t strong enough (24%).
 

To learn more about The Future of Talent Acquisition 2020 survey and to gain strategic outcomes and 7 key takeaways from this exclusive HR.com Research Institute research, please read the complete report here: