I spent some time last week digging into the raw data from our 2014 Talent Acquisition Benchmark Survey to uncover deeper insights for an upcoming KnowledgeGraphic – one of Brandon Hall Group’s newest research products. We published one last month on the Talent Acquisition Disconnect that included juicy data points like 64% of organizations operate without even a high-level strategy to guide their hiring decisions and initiatives.
As I’ve mentioned before, I’ve been thinking a lot about impact lately – especially in terms of some of the more advanced functions of talent acquisition. Things like employer brand and candidate experience get a lot of attention in the blogosphere, but our research shows relatively few organizations are managing either. From where I’m sitting, most of the talk about the most progressive elements of talent acquisition is nothing more than lip service – and that’s a problem.
According to our research, however, the organizations that are taking these things seriously are reaping the benefits. Here are a few cases in point:
For Candidate Experience:
- 26% of organizations that prioritize candidate experience rated their overall talent acquisition efforts as highly effective (versus 9% of those that don’t prioritize candidate experience).
- 52% of organizations that prioritize candidate experience saw increases in revenue of 10% or more (versus 28% of organizations that don’t).
- 30% of organizations that prioritize candidate experience saw increases in employee engagement (versus 18% of those that don’t).
For Employer Branding:
- 30% of organizations that prioritize employer brand rated their overall talent acquisition efforts as highly effective (versus 12% of those that don’t).
- 45% of organizations that prioritize employer brand have at least a high-level talent acquisition strategy in place (versus 24% of those that don’t).
- 30% of organizations that prioritize employer brand saw increases in employee engagement (versus 22% of those that don’t).
Of course, this is just the tip of the iceberg. I’ll be working this year to put together more actionable insights so folks can build a better business case for upgrading their talent acquisition practices. For now, keep your eyes peeled for a more Talent Acquisition KnowledgeGraphics.
Until next time…