By Carolyn Crist

C-suites members seem to disagree on the strategic value of talent acquisition: While 88% of HR executives responding to a survey said they drive strategic change, only 27% of CIOs agreed, according to a June 4 report from iCIMS.

In addition, 75% of HR leaders said they plan to invest more in talent acquisition in 2025, and 85% said talent acquisition technology is a higher priority today than even two years ago. Without stronger alignment with CIOs and IT teams, though, talent strategies could be stalled, iCIMS warned.

“People are the heart of business success, and HR must be viewed as a strategic partner essential for connecting talent, technology and business growth,” said Laura Coccaro, chief people officer for the organization. “In today’s competitive landscape, where AI and advanced TA technology are essential to attract and retain top talent, HR and IT must have a united front.”

HR leaders appear to be shifting from operational to strategic talent advisors; in the survey of more than 1,000 CHROs and chief people officers, half said they spend more time on TA now than two years ago.

Even so, only 34% said their organization views TA as a core strategic function. Another third said their organization sees TA as a support function, and the remaining third said TA is seen as primarily transactional.

Looking ahead, HR leaders said their top priorities include integrating AI into hiring processes, increasing the diversity of talent pipelines and improving TA analytics and reporting.

To highlight the strategic impact of talent acquisition, HR leaders can create goals tied to workforce growth and skill needs, tie TA metrics to company performance, include outcomes driven by AI usage and craft a compelling message tied to ROI. A statement, such as “We filled 30% more roles, 20% faster,” can highlight cost savings, impact and momentum in terms that C-suite executives care about, the report found.

AI adoption ranked as both a top priority and concern for HR leaders, with 60% using AI throughout the TA process. Although TA teams are expected to move faster and smarter, that requires the right tools, talent and alignment with IT teams, the report found.

“AI gives TA a chance to become a more strategic, influential voice within the organization — and that’s exciting,” said Jo-Ann Feely, chief innovation officer at AMS. “But to fully capitalize on this shift, TA leaders need to step into a more influential role, align their goals more closely with business outcomes and make sure they have a seat at the table when AI strategy is on the agenda.”

By Carolyn Crist

As companies continue to refine their hybrid work and return-to-office strategies, employers can help by actively involving employees in the decision-making process and listening to top talent, according to a June 11 report from Cisco.

Flexibility remains a priority for prime talent, as well as clear communication about changes and a justified business case for new RTO plans, the report found.

“We have to remember, flexibility doesn’t mean that everyone is working remotely all the time,” said Fran Katsoudas, Cisco’s executive vice president and chief people, policy and purpose officer. “It means that there’s an ability to take into consideration the needs of every individual. And one of the big ah-hah’s from the study is that flexibility makes top performers perform better.”

In a survey of more than 21,500 employers and employees across multiple industries and 21 markets, nearly three-quarters of organizations have RTO mandates. Notably, 73% of respondents reported feeling more productive in the office, with an average self-reported gain of about one full day per week.

At the same time, building trust around RTO seems to be key. In the survey, employers consistently overestimated the positive impact of RTO policies on productivity and well-being, while 77% of employees said they thought strict mandates were driven by a lack of trust. Only 28% of employees said mandates were helpful to their well-being, though 92% said community and collaboration remained key aspects of office culture.

Top talent, in particular, said they expect hybrid opportunities, and 78% said they might leave a company if the work policies weren’t flexible enough. Even so, high performers said they saw advantages to in-office time; eighty-five percent said they believed it helped their career, even if only 34% preferred working from the office. Employers can give workers freedom by creating autonomy and building trust into their RTO policies, Cisco said.

For all employees, clear communication around RTO can help, the report found. Only 36% of employees said their RTO mandates were explained clearly.

“It’s so important for leaders to really lead here and drive the conversation with their team members, asking, how do we work best as a team?” Katsoudas said. “How do we improve our performance? What is working and what’s not? What outcomes are we working toward and how often do we need to be together to reach them? When we have these kinds of discussions, it’s natural to broach the topic of where it makes the most sense to work.”

Many employers dropped remote work and increased RTO efforts recently, but the switch may be affecting recruitment efforts, according to HR Dive’s annual Identity of HR survey. Candidates still want flexible options, but fewer employers offered remote or hybrid work as part of their talent acquisition strategies in 2024, which has reportedly hindered some HR pros’ efforts.

For the most part, RTO rates have stabilized, but flexible work models remain key for scheduling, according to a report by McKinsey & Co. Hybrid options, in particular, allow employers to compete for talent by “aligning working conditions with employee preferences,” McKinsey experts said.

To boost the in-office experience, HR pros can smooth the RTO transition by ensuring adequate workspace and technology, empowering managers to help direct reports, and re-onboarding workers who have been remote for a long time, HR experts told HR Dive.

By: AIHR

According to Pinpoint, the average time to hire is around 31 days. This clearly illustrates bottlenecks in the candidate journey touchpoints. Finding ways to move your candidates more efficiently through the stages will help you identify the right candidates before they drop out of the process.

The report found some common challenges with the lengthy process, including getting bogged down in application review, spending too much time checking in on availability for interviews, and having too many steps involved in sending or signing offers.

The key to building a solid candidate journey is identifying where your bottlenecks could lie. This article will unpack how to optimize seven touchpoints to ensure you attract, find, and hire the right talent for your organization.

What is a candidate journey?

The candidate journey, also known as the recruitment funnel, is the series of steps and interactions a job applicant goes through during the hiring process. It usually has seven stages, starting when a candidate first learns about your company and ending when they accept or decline your job offer.

In some cases, this journey also includes the post-hire onboarding process as part of the overall hiring experience.

Why is the candidate hiring journey important?

Hiring isn’t just about filling a job; it’s about making strong impressions, building connections, and driving success. Every step of the candidate journey—from application to onboarding—shapes the future of the organization.

For you, the recruiter, it’s more than a task; it’s a chance to make a real difference for both candidates and the company.

Here’s how optimizing this experience can benefit HR professionals and organizations alike:

• Improves employer branding: A positive applicant experience boosts your reputation as an employer. Satisfied candidates are more likely to recommend your company, strengthening your brand and generating good word-of-mouth.
• Increases efficiency: Small details, like smooth interview scheduling, matter. 48% of candidates are less likely to recommend or engage with an employer if scheduling isn’t handled well.
• Attracts top talent: A well-planned candidate journey helps you identify the right fit for your role and shows top talent that you value their skills and contributions.
• Lowers hiring costs: Gaps in your recruitment process can be expensive. Enhancing the candidate experience helps you find the right hires more quickly and efficiently.

7 candidate journey touchpoints and how to optimize for each

Your company’s reputation is shaped by seven key moments—whether you’re paying attention to them or not. Below, we outline these critical touchpoints with examples and practical tips:

1. Awareness

The awareness stage is where potential candidates first discover your company and the job opportunities you offer. This is your chance to make a strong impression by clearly communicating your company’s values, culture, and the benefits of working with you. A compelling job description paired with engaging employer branding can help attract the right talent, setting the foundation for a successful hiring process.

Columbia Sportswear’s Careers page is a great example of how to attract potential candidates. It clearly showcases the company’s values, culture, and commitment to its employees, giving job seekers a solid understanding of what it’s like to work there. The page includes current job openings, an easy-to-use search tool, and real employee testimonials, making the application process simple and inviting. Columbia appeals to candidates who share their vision and values by highlighting their mission and passion for adventure.

Key touchpoints to optimize:

• Show off your brand: Spotlight your culture, values, and employee success stories online through novel techniques like weekly employee takeovers, values-in-action videos, and career growth stories. Take the example of HubSpot, which uses blog posts like “A Day in the Life of a HubSpotter” to showcase culture.
• Be visible on social media: Strategically showcase your company culture on LinkedIn, Instagram, and X—where your ideal candidates actually hang out. Share compelling job openings and reveal your workplace culture.
• Improve your careers page: Boost your careers page visibility in Google’s job search results with strategic keyword optimization. Target high-intent phrases like ‘jobs at [your company],’ ‘[your company] careers’, and ‘[role] positions at [your company].’

2. Attraction

The competition for top talent is tougher than ever. Candidates now expect an easy application process, prompt communication, and thoughtful interactions. Companies that provide a great hiring experience stand out.

For instance, online retail company Zappos is well-known for its candidate-centric job descriptions, which emphasize the company’s culture.

They’re also known for their unusual approach to getting to know the candidate and the company. For example, Zappos offers anyone interested an opportunity to book a tour of the office or a Q&A session to learn about the company culture, core values, and employee engagement

Key touchpoints to optimize:

• Tailor your job descriptions: 71% of job seekers say it’s “very” or “extremely important” to include details about company culture in job descriptions.
• Be clear and transparent: Remove ambiguity from your hiring process. Outline which skills are must-haves and which are preferred. This Amazon posting separates ‘basic’ and ‘preferred’ qualifications to attract talent that might otherwise not apply.
• Help candidates see their future: Show how they can grow professionally and personally at your company. Grubhub’s Beyond the Wheel YouTube series does a great job highlighting the aspirations of its delivery executives.

3. Interest

The interest touchpoint is a key part of the hiring process. This is when candidates take a closer look at your organization to decide if it’s a place they’d like to work. They explore your company culture, values, and reputation through channels like Glassdoor reviews, LinkedIn posts, and even team interactions on platforms like X (formerly Twitter). At this stage, trust and transparency are essential to keeping candidates engaged and encouraging them to apply.

To stand out, recruiters should share clear, engaging, and honest content that answers the questions potential employees are likely asking. This could include details about benefits, the work environment, career growth opportunities, or how decisions like promotions and salaries are made.

A great example is GitHub’s Compensation Calculator, which lets candidates see salary ranges based on role, experience, and location. By openly providing this information, GitHub builds trust and shows its commitment to fairness and transparency.

Key touchpoints to optimize:

• Share personalized content: Allow candidates to express interest by signing up with their email, then use it to send tailored updates about your work and similar job opportunities.
• Build a “Candidate FAQ” page: Make job listings straightforward and easy to navigate. Create an FAQ page addressing real questions from recent hires and update it regularly. For inspiration, check out BlackRock’s example, which covers everything from interview preparation to first-day advice.
• Facilitate coffee chats with team members: Use tools like Calendly or HubSpot to arrange quick 10-15 minute chats between potential candidates and team members. These direct, informal conversations can be a game-changer in attracting top talent.

4. Applying

By the time candidates reach this point in the application process, they’re ready to move forward. They’ve researched your company, reviewed the job posting, and decided they want to join your team. However, even the most motivated applicants can lose interest if the process is too complicated or frustrating. With many candidates applying to multiple jobs, the experience needs to be simple and efficient.

Research from Recruiter.com shows that 89.4% of candidates abandon job applications due to unnecessary complexity. Ignoring this could cost you top talent. To stay competitive, companies need to streamline the application process. Tools like HireVue can help streamline every step of the candidate journey while reducing the workload for recruiters and hiring managers.

Key touchpoints to optimize: 

• Simplify the application: Ask only for essential information upfront. Save detailed questions for later and include time-saving features like autofill or LinkedIn profile imports.
• Make instructions clear: Let candidates know what to expect. Spotify, for example, uses a simple diagram to explain its hiring process at a glance.
• Communicate consistently: Don’t leave candidates in the dark. Use automated responses to confirm applications and share a timeline for the next steps.

5. Evaluating

During this phase, recruiters review applications to find the most qualified candidates. This usually involves shortlisting based on qualifications and experience and using tests or assessments to check key skills needed for the role.

Clear and timely communication is important during this stage. Keeping candidates updated on their application status, next steps, and timelines builds trust and transparency. For example, sending an automated email to confirm the application was received, followed by updates on shortlisting or assessment details, can reduce uncertainty and improve the candidate experience.

Key touchpoints to optimize:

• Make the process engaging: Don’t just ask for endless documents—try gamification. For example, Marriott used neuroscience-based games to assess candidates’ traits. Tools like Testlify and Test Gorilla make this easy.
• Be transparent and honest: Don’t oversell the role or make false promises—it can lead to disengagement.
• Consider diverse backgrounds: Avoid bias by using objective criteria for shortlisting. Tools like Applied, and Harver use blind hiring to remove identifying information and focus on assessments.

6. Interviewing

The interviewing stage is when the company and candidates meet to see if they’re a good match. This typically includes one-on-one or panel interviews and may involve tasks or challenges to evaluate a candidate’s skills and experience.

Structured interviews are key to keeping the process fair and consistent. Provide hiring managers with clear evaluation criteria to help them focus on what matters most for the role.

Key touchpoints to optimize: 

• Encourage interviewees to share stories: Airbnb uses storytelling in its interviews to reflect its culture. Candidates share experiences that align with Airbnb’s values, fostering meaningful connections.
• Ease candidates in with an interview guide: Smart organizations tailor their hiring process. Atlassian provides role-specific handbooks, so applicants know what to expect.
• Train your team: Train recruiters on effective interview techniques and ensure they understand the role, creating a smooth and professional candidate experience.

7. Hiring

The hiring stage is where excitement peaks. The candidate has accepted the offer, and both sides are preparing for the transition. However, this phase is often where companies lose momentum—slow contract processing, lack of communication, or a disorganized preboarding experience can create uncertainty.

A well-structured hiring process ensures that candidates remain engaged, confident in their decision, and excited for their first day. It also reinforces a smooth, welcoming experience, setting the foundation for long-term retention.

Key touchpoints to optimize:

• Begin onboarding immediately: Onboarding starts as soon as they say “yes.” A BambooHR study found that 44% of employees have second thoughts about their job offer within the first week. Start onboarding right after the offer is accepted with clear instructions, access to tools, and a warm welcome to set the right tone.
• Simplify the offer acceptance process: Make it easy for candidates to accept offers. Use digital tools like e-signature platforms for quick and secure signing. Clearly explain the next steps and share a contact for any questions to leave a positive, organized impression.
• Create a preboarding checklist: Include steps like sharing an employee handbook, scheduling team introductions, sending a welcome message from leadership, and providing access to training materials or setup guides to make new hires feel prepared and valued before their first day. For example,  Google sent managers a simple electronic checklist with just-in-time reminders about new hire onboarding.

6 Steps to map the candidate journey

Before improving the touch points mentioned above, you might want to take a step back and map the candidate experience. This helps ensure every interaction meets expectations, strengthens your employer brand, and improves recruitment. Here are six steps to create and refine a solid candidate journey map.

1. Define candidate personas: Start by creating personas that represent your target talent. Include details like demographics, career goals, communication preferences, and work styles.
   • Example:  “Mid-level Software Engineer (5-8 years of experience), values remote work, seeks career growth, prefers clear communication, and enjoys asynchronous collaboration.”
2. Map the journey stages: The candidate journey typically has these key stages: Awareness → Consideration → Application → Selection → Onboarding. Map out each stage while considering the actions candidates take and their expectations.
3. Identify touchpoints and channels: Map out important touchpoints (like your career site, application process, or interviews) and evaluate if they meet expectations. Optimize key channels such as email communication, recruiter outreach, and follow-up processes to improve the experience.
4. Gather feedback from candidates: Use feedback to improve the hiring process. Tools like post-application surveys, exit interviews, or platforms like Jive Insights and Lattice can provide actionable insights.
5. Identify and fix bottlenecks: Use feedback and metrics to spot and address issues in the process. For example, if candidates drop off during applications, simplify the process using tools like HireVue or LinkedIn’s one-click application feature. Regularly track metrics like drop-off rates, time-to-hire, and offer acceptance rates to keep things running smoothly.
6. Continuously improve and refine: The candidate journey map isn’t static—it should evolve over time. Assign specific team members to oversee key areas. For example, HR can manage interview quality, while marketing takes care of the digital experience and employer branding. Measure success by tracking conversion rates at each stage and monitoring new hire retention to ensure your efforts are paying off.

To sum up

Your employer brand defines candidate perceptions long before your first interaction. Build a compelling digital presence through clear company values, authentic employee stories, and responsive social channels. Remove recruitment bottlenecks and watch exceptional candidates flow naturally into your pipeline.

By Carolyn Crist

Employers are increasingly focused on soft skills during the job hunt, with 60% saying soft skills are more important today than five years ago, according to a June 9 report from TestGorilla.

More than 70% of employers said evaluating the whole candidate — both skills, personality and cultural fit — leads to better results. In fact, 78% said they hired a candidate with strong technical skills who didn’t perform well because of a lack of soft skills or cultural fit.

“Employers want people who can think critically, adapt and collaborate,” said Wouter Durville, CEO and co-founder of TestGorilla, in a press statement. “The best hiring strategies now combine objective data with a holistic view of the candidate — their skills, values and cultural alignment.”

In a survey of more than 1,000 U.S. and UK hiring decision-makers, 85% said they use skills-based hiring methods; more than half of U.S. employers said they’ve removed degree requirements from roles.

Employers also indicated a major shift in skills priorities amid a labor market transformed by artificial intelligence. About 70% of U.S. employers said they now use AI in hiring, and 92% of those said it has improved their hiring.

At the same time, many employers said they still struggle to find talent, with 63% finding it harder than last year to secure prime talent. Meanwhile, employer demand for AI-specific skills has declined, dropping from 52% in 2024 to 38% in 2025.

Workers with soft skills get promoted faster than those who lack skills such as problem-solving, decision-making and good communication abilities, according to a LinkedIn report. For talent professionals, this means upskilling initiatives and the hiring process should include a focus on soft skills.

AI tools will transform talent acquisition during the next few months, and companies and job seekers alike will increasingly use AI in the hiring process, according to a LinkedIn Talent Blog post. Employers and applicants can expect to demonstrate more transparency about AI use.

The top in-demand skills in the U.S. include AI literacy and conflict management, according to another LinkedIn report. The list also heavily features other “people” skills such as adaptability, innovative thinking, public speaking, customer engagement and stakeholder management.

By: Amber Gehringer May 29, 2025

Hiring managers – let’s face it. Most job descriptions aren’t written to inspire. Too often, they read like policy documents or checklists – dense, lifeless, and full of buzzwords. This is a key component of your hiring process, and in today’s job market, where top talent has options, a job description can be the difference between attracting your next star hire…or missing them entirely.  

If you’re struggling to draw in qualified, excited candidates, it might be time to look at your job descriptions through a new lens.  

What’s going wrong?  

1. Too much jargon, too little clarity

Job seekers are not motivated by overused words and phrases like self-starter, results-driven, detail-oriented, synergy, and fast-paced environment. The more your job description or job listing sounds like a corporate cliché, the less real and inspiring it will feel to a candidate. Clear, direct language always wins. For example, instead of “detail-oriented,” consider something more specific and vivid, such as “motivated by accuracy and precision.”  

2. Requirements overload

That laundry list of must-haves? It might be scaring off great candidates, especially those who don’t meet every item but have transferable skills and the right mindset. Talent acquisition research shows that many qualified candidates, especially from underrepresented groups, are less likely to apply for a role unless they meet nearly all listed requirements. Focus on what matters most – core skills, relevant experience, and desire to learn. 

3. Lack of personality or purpose

If your job description could apply to a role at any company, you’re missing an opportunity. Candidates want to know what makes your organization unique. They want to know about the kind of team and company culture they’ll become a part of if they get a job offer. Job descriptions and job postings should convey company values and other traits that distinguish your employer brand from others. 

4. Unintentional language bias

Descriptors like “rockstar,” “dominant,” or even more subtle word choices can discourage diverse and qualified applicants from pursuing your open roles. For example, those two words or others like them can instantly discourage a candidate who tends to be on the introverted side but is highly qualified and an extremely effective team member. Inclusive language matters – and candidates notice. 

5. No clear “why”

Today’s best candidates aren’t just applying for jobs; they’re evaluating whether a hiring organization is a good fit for what they want in an employer, work environment, and their career path. If your job descriptions and job postings don’t answer “Why this role? Why this company? Why now?” – then you’re not giving job seekers a reason to say yes.  

How to fix it   

✔ Write like a human: Drop the jargon. Use a friendly, conversational tone. Imagine you’re explaining your open role to a colleague over coffee.  

✔ Focus on what’s essential: List only the absolute must-have requirements. Think critically about what can be taught on the job and what traits matter most for success in the role.  

✔ Highlight company culture and impact: Give candidates a sense of your mission, your team vibe, and how their success in this role will contribute to the bigger goals of your team and company

✔ Audit for bias: Use tools like Textio or Gender Decoder to flag exclusive language. Even small tweaks can make a big difference in the caliber of job seekers who choose to apply for your open roles.  

✔ Make the candidate experience front and center: Frame the job with the candidate’s journey in mind. If your job description answers questions like, “What will I learn? What will I accomplish? Who will I become?” – then you will succeed in providing the “why” that today’s best candidates and top performers are seeking.  

Ask a recruiter for a courtesy review  

Your job description is the first big impression you make on a candidate during the recruitment process. It’s your elevator pitch. And in a competitive talent market, it needs to do more than list responsibilities. It needs to resonate.  

The best job descriptions tell a story – one in which candidates can picture themselves growing, contributing, and belonging. If yours isn’t doing that, it’s time for a rewrite. And I’m happy to help.  

Katie Helbling / May 22, 2025

There’s a whisper in the hiring hallways, a tale told over coffee and candidate calls—a modern workplace ghost story. No, not the kind with flickering lights or haunted cubicles in the SCIF, but the kind where a promising candidate submits their résumé, aces an interview, and then… silence. Vanished. Unacknowledged. Ghosted.

Recruiters, let’s be honest—we’ve all been accused. But here’s the truth: we’re not ghosts. And we don’t mean to become them.

What’s the true reality behind this disappearing act? In the clearance space, everything is more complicated. You’re not just checking for skills; you’re navigating a labyrinth of checking on clearances for the contract, polygraphs, reinvestigations, and labora catefory requirements that can change faster than a defense contractor’s budget. One minute the role is greenlit. The next, it’s under review or pending funding. That “go” signal you gave your candidate last week? It just turned into a “stand by.”

And somewhere in the midst of rescheduling a full-scope poly and chasing signatures for a letter of intent for a proposal effort, you forget to send a simple note: “Hey, just a heads-up—we’re still waiting on government approval.”

The Invisible Load

Recruiting cleared talent isn’t like sourcing for general IT roles in silicon valley. You’re dealing with limited candidate pools, compartmentalized job descriptions, and clients who are tighter-lipped than a launch pad technician. It’s not uncommon to juggle:

• 30+ open roles across multiple contract vehicles

• 5 different Program Managers asking for “urgent” hires

• Candidates with TS/SCI, but no CI poly—or the wrong one

• Ghosts of requisitions past (“We may re-open this one next quarter”)

In that environment, it’s not that you forget the candidate. It’s that the candidate becomes one of a hundred to-do’s on a very long list—and the system doesn’t always remind you they’re still waiting in the wings.

ClearED Candidates: High Stakes, High Standards

When you’re dealing with people who hold our nation’s secrets, you’re also dealing with people who expect professionalism, discretion, and—yes—respect. A ghosted candidate will definitely move on. A ghosted cleared professional might blacklist you altogether.

And they talk.

In tight-knit communities like intel, defense, or cybersecurity, word travels fast. A recruiter who ghosts can quickly earn a reputation that lingers far longer than the job req ever did.

So, what can we do? Here’s where a little recruiter realism and a lot of human empathy go a long way:

• Automate when you can, personalize when it counts. If a candidate isn’t moving forward, tell them. If you’re waiting on a clearance to be adjuidcated, say so. Transparency builds trust—even when the news isn’t good.

• Create a cleared-candidate cadence. Weekly or biweekly check-ins, even if just to say, “Still pending, but you haven’t been forgotten,” can make all the difference.

• Advocate for the candidate internally. Push for status clarity from PMs. Don’t let red tape turn you into a communication casualty.

• Build a “warm bench” strategy. That TS/SCI + poly candidate may not be right for today’s role—but they might be perfect for the one opening in Q3. Stay connected.

We’re Not Ghosts—We’re Human

Recruiters in the cleared space wear more hats than we’re given credit for: compliance wrangler, security interpreter, candidate therapist, and sometimes, fire extinguisher. Yes, we drop the ball. No, it’s not okay—but it’s rarely malicious. It’s just messy.

Let’s acknowledge the imperfections, commit to doing better, and remember: communication is currency. Especially when you’re asking someone to trust you with their career—and holding their clearance.

So the next time you feel like vanishing into a pile of “interview scheduled” flags and “client follow-up needed” notes, take a breath, send that check-in email, and remind the candidate they’re not alone.

Because in recruiting, no one really wants to be a ghost.