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Less than 50% of talent acquisition leaders are taking advantage of recruitment technologies such as applicant tracking systems, video interviewing, or online assessment tools.

Recruiting is often viewed as a transactional activity operating outside of the overall strategy, objectives and goals of the organisation. Company leaders may increasingly expect their talent function to play a bigger role in the growth of their organisations, but if the business and talent strategies aren’t aligned, those expectations could prove unrealistic.

In the second of the three reports, ’s latest Talent Forecast report suggests talent acquisition leaders would have greater success in demonstrating the strategic value of their function if they better leveraged key planning and execution tools.

Fortunately, there are now sophisticated software tools and third-party recruitment process outsourcing (RPO) providers that can improve talent acquisition performance and assist with the development of stronger relationship with top business leaders. While organisations are using these tools and resources, the adoption level is spotty, at best, and represents a missed opportunity.

Key findings from Report Two include:

• Nearly one-third of talent acquisition teams do not have a strategic workforce plan.
• Only 39% of respondents report that their recruitment team is aligned to their organisation’s business objectives for the next one to three years.
• Organisations that use RPO providers use them largely for sourcing and screening candidates; less than 50% utilise RPOs for employer branding or compiling metrics for reporting and decision making.

Missed Talent Forecast Report One? Download it here.