In order to understand the challenges and issues of both recruiters and job seekers today, the ADP Research Institute® conducted two studies in 2013. These studies highlight talent acquisition trends and the results garnered provide a valuable roadmap for recruiters looking to gain a competitive edge in the war for talent.
Technology tools like social media, talent communities and mobile recruiting can help optimize an employer’s brand. Read about the role technology will play in presenting a strong employer brand, engaging candidates and making the hiring process more efficient and effective moving forward.
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As the talent landscape continues to shift, organizations wishing to stay ahead of the competition need to keep pace with candidates’ rising expectations for the frequency, pace, and transparency of communications during the hiring process. Employers can take steps to attract, engage and hire top talent for continued competitive success.
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The Recruitment Quotient: Raising Your Talent IQ
Download our complimentary report, “The Recruitment Quotient: Raising Your Talent IQ,” to gain insight into the challenges and issues both recruiters and job seekers face today, and to get recommendations for optimizing the talent acquisition process even as the talent landscape continues to shift.
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*A complete list of sources and citations can be found in the full report.
About This Report: This report reflects information garnered from two separate ADP Research Institute studies: The 2013 Recruiting Trends study and the 2013 Job Candidate Trends study.
The 2013 Job Recruiting Trends study was conducted in August 2013 among 506 recruiters in companies with 1,000 or more employees. The study universe included representative sample of all categories of U.S. enterprises with 1,000 or more employees. A statistically projectable sample of respondents was interviewed, split between three groups by size: enterprises with 1,000 to 2,499; 2,500 to 9,999; and 10,000+ total U.S. employees. The resulting data achieved statistical reliability at the 95% confidence level both overall and in each of the size groups. Respondents had to evaluate, recommend, or make final purchase decisions for new processes and technologies related to talent recruitment strategies.
The 2013 Job Candidate Trends study was conducted in September 2013 among 2,561 job seekers ages 19 to 65. Respondents were active (seeking new employment or looking to change employers) or passive (would consider pursuing a job opportunity with a new employer if contacted) job seekers. The statistically projectable sample of respondents interviewed was split between type of job seeker, type of current employee (salaried vs. hourly) and age. The resulting data achieved statistical reliability at the 95% confidence level both overall and by each group.
Keywords: HR Management
Roles: Human Resources