Recruitment Handbook
Most HR Professionals Invest In Improving Their Capabilities
We asked respondents about the ways in which they might invest their time and/or money in their career development. Among the options we provided, the most widely cited way that HR professionals invest time and money in their own career development is by attending webinars, chosen by 92% of respondents.
The HR Function Suffers Critical Skills Gaps In Specific Areas
We assume this is because HR is at the forefront of preparing and communicating policies, interacting with various stakeholders, and providing information on critical topics such as compensation, benefits, performance management, learning and development, and more. All these tasks require effective written and verbal communication skills.
Some Areas of HR Expertise Are Much More Common Than Others
HR professionals must wear many hats, especially in small to mid-size organizations where budgets do not warrant hiring multiple specialists. We asked respondents to indicate their special areas of expertise amongst a list of twenty.
Most HR Professionals Believe They Need To Learn Continuously To Be Successful
The fear of skill and knowledge obsolescence is real. In fact, about half of respondents feel that their current levels of HR knowledge will keep them successful for no more than four years.
HR Certifications Have Become Common And Commonly Viewed As Important
More than half (60%) of HR professionals have at least one Hr-related certification.
Today’s HR Professionals Tend To Be Highly Educated
Most HR professionals (88%) have at least a bachelor’s degree. Fortynine percent have a bachelor’s degree and another 36% have a master’s degree, whereas only 7% say their highest level of education is an associate’s degree and only 5% a high-school diploma.
How Do TA Leaders Differ From TA Laggards?
In this section of the report, we provide side-by-side comparisons between leaders in TA and laggard TA firms. We divided the respondents into two cohorts: TA leader organizations, TA laggard organizations.
What Will The Future Of Talent Acquisition Look Like?
The findings above deal with the current state of recruiting. While we can’t predict what the future will look like, we asked participants what they see as the major recruiting trends and challenges down the road.
Talent Acquisition Practices And Technologies
Respondents are most likely to say that their organizations use time to hire and/or time to fill, with 49% citing this metric. This makes sense given today’s organizations need to find good hires quickly in a competitive marketplace.
The Drivers Of And Barriers To Talent Acquisition
HR departments juggle a set of shifting priorities. Of course, the pandemic threw a big wrench into many organizations’ pre-Covid-19 workforce plans. In 2020, many organizations were handling layoffs or terminations while hiring for many industries was put on hold.