“最新發現顯示，TA領導者正在投資CRM等工具”

“最新發現顯示，TA領導者正在投資CRM等工具，以幫助他們更具戰略性和前瞻性

Candidate pool diversification continues to be a priority for most employers, but it's proving to be a difficult endeavor for recruiters who are largely responsible for turning the mission into a reality, especially as corporations navigate a complicated DEI landscape. The study found meeting inclusive hiring goals is their biggest obstacle in 2025, cited by 44%, with a lack of qualified candidates a close second with 38%. Half said they will leverage recruitment technologies to help diversify their talent pools this year, and nearly half will apply tech to reduce human bias in hiring decisions.

對於大多數雇主而言，候選人池的多元化仍然是優先事項，但是對於那些在很大程度上負責將任務變成現實的招聘人員來說，這是一項艱鉅的工作，尤其是當公司在復雜的DEI景觀中導航。這項研究發現，達到包容性招聘目標是2025年最大的障礙，被引用了44％，缺乏合格的候選人，佔38％。一半說，他們將利用招聘技術來幫助今年多樣化的人才庫，而將近一半的技術將採用技術來減少人類偏見的僱用決策。

"Leading companies understand that hiring more inclusively brings in higher-quality candidates, but it's a tough balancing act—bias can creep in, and AI can be unreliable if left to its own devices," said Tina Shah Paikeday, Innovation Accelerator General Manager at Findem. "But when AI is used the right way—to support decisions—it can be a total game-changer, helping recruiting teams build more inclusive pipelines to identify the best talent in the market."

Tina Shah Paikeday說：“領先的公司了解，僱用更具包容性的候選人，但這是一個艱難的平衡行為 - 比亞人可以蔓延，如果保留自己的設備，AI可能會不可靠。” “但是，當使用AI正確的方式（支持決策）時，它可能會完全改變遊戲規則，幫助招聘團隊建立更具包容性的管道來確定市場上最佳人才。”

Recruiters Overwhelmed by Inbound, Struggling to Find Top Talent in a Haystack

招聘人員不知所措，努力在乾草堆中尋找頂尖人才

Talent teams aren't just struggling with inclusive hiring, they're also drowning in a flood of unqualified applicants. Three out of four reported a spike in applications per open role, and 24% cited an overwhelming volume of applications and low-performing hiring channels as obstacles to their success.

人才團隊不僅在包容性招聘方面掙扎，還淹沒了大量不合格的申請人。四分之三報告說，每個公開角色的應用都激增，而24％的申請被壓倒性的應用程序和表現低下的招聘渠道是其成功的障礙。

"Talent teams are facing an unprecedented influx of inbound, a challenge intensified by the rise of job application bots. Sifting through hundreds of applications per open role is impractical and a major drain on recruitment resources," said Findem CEO Hari Kolam. "Success in the TA world hinges on productivity and efficiency and, without the right tools to manage the swell of unqualified inbound, both take a hit. That's why 71% of recruiters told us they plan to prioritize technology for managing active applicants in 2025."

Findem首席執行官Hari Kolam說：“人才團隊面臨著前所未有的入站湧入，這是由於工作申請機器人的興起所加劇的挑戰。篩選每個開放角色的數百個申請是不切實際的，並且對招聘資源的主要消耗很大。” “在TA世界上的成功取決於生產率和效率，並且沒有正確的工具來管理不合格的入站的膨脹，兩者都受到了打擊。這就是為什麼71％的招聘人員告訴我們，他們計劃在2025年優先考慮技術以管理活躍申請人的技術優先級。”

Tech Investment Priorities Shift—CRM Takes Center Stage

技術投資優先事項轉移-CRM處於中心位置

Only one in three talent leaders plans on decreasing their spend on talent acquisition technology this year, compared with approximately 60% who anticipate their spend to remain about the same or slightly increase. Where they intend on putting their dollars suggests a shift from passive sourcing to sourcing from the talent they already know. Nearly half – 42% – plan to increase spending on CRM, while 21% expect to decrease the amount spent on candidate sourcing solutions. Talent analytics and recruitment marketing are also expected to see budget boosts in 2025.

只有三分之一的人才領導者計劃在今年降低他們在人才獲取技術方面的支出，而大約有60％的人預計他們的支出將保持相同或略微增加。他們打算投入美元的地方表明，從被動採購轉向從他們已經知道的人才中轉變。將近一半 - 42％ - 計劃增加CRM支出，而21％的人期望減少在候選採購解決方案上的支出。人才分析和招聘營銷也有望在2025年看到預算提高。

"The latest findings show TA leaders are investing in tools such as CRM that help them be more strategic and forward-looking—a smart move in the face of potential hiring freezes and economic uncertainty," said Findem Chief Transformation Officer Brett Coin. "Staying competitive will require a multichannel recruiting strategy where AI and automation handle the heavy lifting of sourcing across all hiring channels, and recruiters better use their time building real connections with candidates."

Findem首席轉型官Brett Coin說：“最新發現顯示，TA領導者正在投資CRM等工具，這些工具可以幫助他們更具戰略性和前瞻性，這是面對潛在的招聘凍結和經濟不確定性的明智之舉。” “保持競爭力將需要多渠道招聘策略，在該策略中，AI和自動化處理在所有招聘渠道中的採購繁重，招聘人員更好地利用他們與候選人建立真正的聯繫時間。”

Legacy Recruiting Tech Still Dominates, Yet ROI Is Questionable

傳統招聘技術仍然占主導地位，但ROI值得懷疑

Recruiters remain heavily dependent on legacy recruiting technologies, yet many are feeling pinched by the high costs and disillusioned by low returns. The study reveals that 68% use LinkedIn Recruiter as their primary tool for applicant tracking and outreach – close to double the percentage of the closest-ranking alternative. What's more, although one in five spend 61-80% of their tech budget on LinkedIn Recruiter, 84% report the technology was responsible for fewer than 40% of their hires.

招聘人員仍然在很大程度上依賴遺產招聘技術，但許多人對高昂的成本感到沮喪，並因低迴報而幻滅。該研究表明，有68％的人使用LinkedIn招聘人員作為其申請人跟踪和外展的主要工具 - 接近最接近的替代方案的百分比兩倍。更重要的是，儘管五分之一的人將其技術預算的61-80％用於LinkedIn招聘人員，但84％的人報告說，該技術的僱員不到40％。

"When 84% of teams say their primary sourcing tool delivers less than 40% of hires, it's clear that throwing money at legacy systems isn't the answer," said Matt Charney, editor-in-chief of Recruiter.com. "Smart TA leaders are shifting focus to better utilizing their existing talent networks through CRM and actually measuring outcomes beyond just volume metrics."

Recruiter.com總編輯Matt Charney說：“當84％的團隊說他們的主要採購工具提供不到40％的員工時，很明顯，向傳統系統扔錢並不是答案。” “聰明的TA領導者正在通過CRM更好地利用他們現有的人才網絡，並實際衡量超越數量指標的結果。”

With costs rising and platforms covering more ground than before, many organizations are consolidating their tech stacks, and most are now using five or fewer recruiting tools.

由於成本上升和平台比以前覆蓋更多的基礎，許多組織正在整合其技術堆棧，並且大多數組織現在都使用五種或更少的招聘工具。

Recruiters Confident in Their Abilities, But Not in Their Tech and Analytics

招聘人員對自己的能力充滿信心，但對他們的技術和分析不自信

While 58% of recruiters believe their teams are above average in effectiveness, only 8% consider their organizations very effective. The top barriers:

儘管有58％的招聘人員認為他們的團隊的有效性高於平均水平，但只有8％的人認為他們的組織非常有效。最高障礙：

Despite these challenges, very few blame unrealistic expectations or inexperienced teams, suggesting that the real issue lies in how teams are leveraging (or underleveraging) their tools.

儘管面臨這些挑戰，但很少有責備不切實際的期望或缺乏經驗的團隊，這表明真正的問題在於團隊如何利用（或駕駛不足）他們的工具。

Metrics Heavily Skewed Toward Volume vs. Performance

指標傾向於體積與性能

Talent teams continue to prioritize volume over performance metrics, raising concerns about long-term hiring quality and alignment with business goals. Sixty four percent ranked metrics, such as offer acceptance rate, time to source and number of open positions as most important, while 26% prioritized performance metrics such as candidate response rate, source of hire and candidate experience. Despite growing attention, internal mobility ranked dead last.

人才團隊繼續將數量優先於績效指標優先考慮，這引起了人們對長期僱用質量和與業務目標保持一致的擔憂。 63％的評分指標，例如要約驗收率，開放式職位的時間和數量最重要的時間，而26％的績效指標（例如候選響應率，僱用來源和候選人經驗）優先考慮績效指標。儘管人們的注意力越來越大，但內部移動性排名最後。

Despite Job Uncertainty, Optimism Around Hiring in 2025

儘管工作不確定性，但2025年僱用的樂觀情緒