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Moving From A Legacy ATS: When You Need A Modern Talent Acquisition System

Talent acquisition success is measured by its ability to adjust to change. And talent acquisition leaders face continual pressure to quickly adopt the latest technologies. 

One in four enterprises are looking to replace their ATS this year – perhaps because 58% are dissatisfied with their existing provider. But, the decision to replace and modernize a TA system is not always easy. The process is more complex than ever and companies must choose between staying the course, investing in an HCM provider, or going with a best-of-breed solution.

This report looks at the current state of the TA tech market, provides guidance in replacing a TA system, and offers a roadmap for the future. It can be used as a strategic guide to help enterprises better understand the tech landscape and make strategic decisions at any stage of the talent acquisition buying process.



2023 Talent Acquisition Technology Buyer’s Guide

In its fourth edition, this report is the definitive guide for companies looking to navigate the talent acquisition (TA) technology landscape and improve the way they evaluate providers. It serves as a resource for anyone interested in learning more about the trends impacting technology and the requirements critical to making decisions. It is designed to help companies look at the big picture of technology and plan for the next 12 to 18 months.

Organizations need to evaluate providers based on a new set of criteria that encourages partnership and collaboration between the business and the solutions. Today, company culture, customer support, and partnership are a critical part of the buyer’s journey and a key differentiator when evaluating solutions. 

The Aptitude Research Talent Acquisition Buyer’s Guide from 2019 focused on the SMB market and The Talent Acquisition Buyer’s Guide from 2021 focused on the Enterprise market. This year’s edition is designed for companies of all sizes and provides a more complete view of the talent acquisition technology landscape. 

High-Volume Recruiting: New Technology for a New World

The pandemic, remote work, and the labor shortage have heightened the need to focus on the hourly workforce segment, and talent acquisition strategies have shifted accordingly. According to Aptitude Research, 79% of high-volume companies are hiring more hourly workers this year than last, and are reducing time to fill, increasing wages, and providing a better, frictionless candidate experience to compete with a shrinking talent pool. 

Technology has played a critical role in helping companies re-adjust their strategies to include hourly workers. Simple solutions that are mobile-first, consumer-grade, and personalized will help companies connect with this talent in a more meaningful way. 

This report is an update of our The State of High-Volume Recruitment report. Based on data collected in 2022, it looks at the current state of the hourly worker and provides guidance for companies looking to invest in better technology options. Specifically, it examines the following:

  • The challenges facing hiring hourly workers today
  • The expectations of hourly candidates
  • The technology landscape for hourly recruitment
  • Key drivers for and ROI of investing in these solutions

The New Wave of HR Transformation

We’ve officially entered the Early Majority stage in adoption of Automation in HR with 60% of companies increasing investment in these technologies in the past year. In this new wave of HR transformation, a new model of automation is emerging, one that presents substantial opportunity for HR leaders to fully realize the impact opportunity that they set out to achieve in the last great transformation, and one that enables greater operating capacity, more efficient and consistent processes, and stronger stakeholder experiences.

This Report Explores:

  • The HR challenges that are complicating new transformation initiatives.
  • How HR leaders can get started on a more intricate automation journey.
  • The role of IT in supporting the new wave of digital disruption in HR.
  • Emerging, next-gen talent orchestration models to watch out for.

Evolution of Talent Acquisition Technology

The demand for talent acquisition (TA) technology has accelerated over the past two years in response to the pandemic and labor market. In fact, 63% of companies are using more TA solutions today than pre-COVID. 

While the TA tech landscape continues to evolve with new providers and categories, AI remains the common denominator – and the interest and investment in AI show no signs of stopping. Today’s companies have more options than ever before, but navigating this landscape and truly understanding AI’s impact is complex even for the most sophisticated buyers. Companies are not always clear what solutions to consider and what drives results. 

This report looks at the evolution of TA technology and the impact AI will have on the future of talent acquisition. Specifically, it examines the following:

  • How TA technology has evolved over the past two decades
  • The driving forces behind today’s TA tech decisions 
  • How priorities have shifted and what companies are replacing
  • The role AI plays in the future of TA

Solving the Sourcing Challenge: Demystifying Referrals to Improve Hiring Outcomes

Employee referral technology is quickly becoming a core capability in a modern TA tech stack.

According to Aptitude Research, 84% of companies believe employee referrals are the most cost-effective way to find talent. They can improve quality of hire, reduce time to fill, and impact employee productivity and retention. Most importantly, employee referrals bridge the gap between recruitment and retention by engaging both new hires and existing employees in the hiring process, and raising awareness for employer branding efforts. 

Despite these benefits, many companies struggle with low participation rates, lack of support, and poor communication – and the programs ultimately fail. Technology and automation can help companies create more consistent and meaningful relationships, expand talent pools, and track and measure employee referral program effectiveness. 

This report, based on data collected in 2022, will look at sourcing approaches and the inclusion of employee referral programs, including:

  • The challenges with sourcing talent today
  • What is driving the investment in employee referrals
  • The benefits of employee referrals
  • Why most employee referral programs fail
  • The strategies and technology options should companies consider

Onboarding: Are We Doing Enough?

Onboarding has a significant impact on retention, employer branding, and quality of hire. It is the first impression between an employee and employer, and the link between talent acquisition and talent management. 

Eighty-six percent (86%) of employers believe that new hires make the decision to stay at a company in their first 90 days. Yet, companies are twice as likely to invest in talent acquisition and employee experience than onboarding, and 42% do not have a dedicated onboarding solution at all.

As companies prepare for the future of work, the importance of onboarding must not be overlooked. This report reviews the current and future state of onboarding and provides a guide for how companies can get started. Specifically, it examines the following:

  • The challenges companies face with onboarding
  • The benefits of a successful onboarding program
  • How companies are reframing their views around onboarding
  • Why they should invest in digital, automated solutions
  • How technology can improve the new hire experience while ensuring compliance
  • Which onboarding strategies best measure the impact on talent and the overall business

The Rise of Text Recruitment and the Business Impact

Candidate communication requires a better experience and improved efficiency. Companies that rely on emails or traditional forms of communication are failing to attract quality talent and losing candidates in the process. Text-based recruitment provides an immediate ROI for companies looking to improve how they attract, recruit and hire talent. It improves response times, engagement metrics, and the overall experience of both candidates and recruiters. Companies looking to leverage text in their talent acquisition strategies should consider:

  • Using a platform that can help to track engagement and effectiveness of communication while providing more consistency and standards for recruiters and hiring managers.
  • Measuring the impact of text on their overall talent acquisition efforts from recruitment marketing to onboarding
  • Extending communication to the employee experience and considering performance management, internal mobility, and benefits administration
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The Imperfect Storm: How Skills Are Transforming Talent Strategies and the Future of Work

Skills are the currency for the future of work.  Skills provide a roadmap for the future and a bridge between talent acquisition and talent management. A skills-based approach can help connect talent with the right opportunities, personalize experiences, and get insights into the capabilities of the workforce.

The benefits of a skills-based approach are clear. Employers benefit from improved efficiency and stronger talent pools, while individuals benefit from greater opportunities to control their career paths. Our research found that companies that invest in skills development are twice as likely to improve retention, 34% more likely to improve quality of hire, and 28% more likely to improve DEI initiatives.

Yet, companies are hesitant to build a skills-based approach, and lack of ownership and confusion around how technology fits in have added to this uncertainty. This report looks at how a focus on skills is reshaping talent strategies and answers the following:

  • What is driving the focus on skills today?
  • How has the use of skills evolved over the past few years?
  • How do talent marketplaces foster skills development? 
  • How can a skills-based approach improve internal mobility?
  • How does a skills-based approach to talent acquisition positively impact the overall business?

Key Trends in Interviewing: It’s Time to Fix What’s Broken

Key Trends in interviewing
Key Trends in interviewing

The interviewing process for many companies is inconsistent, impersonal, and filled with bias. In fact, 50% of companies have lost quality candidates due to a poor interviewing process. And while the virtual interviewing platforms that surfaced out of necessity during the pandemic are still in use, video fatigue is setting in from both recruiters and candidates.

Interviewing is one of the most critical areas of talent acquisition and companies are finally rethinking their strategies amid the growing talent shortage, new work environments, and increasing business and economic pressures. Companies are looking to fix broken processes – 36% identified interviewing as a top priority for 2022 and 52% are accelerating their investment in interviewing technology.

This report looks at the challenges, strategies, and technologies that impact interviewing today and examines:

  • Why companies should care about interviewing
  • Effective interviewing strategies
  • How companies can measure the ROI of the interview process
  • What candidates expect around the interview
  • How technology can provide a better interview experience for all