招聘人員認為，他們的工作有效，但受到技術工具的阻礙。

根據Findem和Recruiter.com的新數據

Recruiters are struggling to keep up with the rapid pace of technological change, according to new data from Findem and Recruiter.com.

根據Findem和Recruiter.com的新數據，招聘人員正在努力跟上技術變革的快速發展。

Shared exclusively with UNLEASH, the survey of 930 recruiting professionals in North America found that 65% of them said that their use of market insights and recruitment insights was ineffectual.

對北美930名招聘專業人員的調查專門與Unleash共享，發現他們中有65％的人說他們對市場見解和招聘見解的使用是無效的。

This is despite the fact that recruiters are feeling the pressure to deliver results. One in five respondents spend up to 80% of their tech budget on a single tech source.

儘管事實是招聘人員正在感覺到提供結果的壓力。五分之一的受訪者將其技術預算的80％用於單個技術來源。

Talking about the findings, Matt Charney, Editor-in-Chief of Recruiter.com, shared: “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.

在談到這些發現時，Recruiter.com的總編輯Matt Charney分享說：“當84％的團隊表示他們的主要採購工具提供了不到40％的員工時，很明顯，在傳統系統上扔錢並不是答案。

“This is a wake-up call for talent leaders to focus on optimizing how they use technology, including adding more analytics and insights into their hiring strategies,” Findem’s Chief Transformation Officer Brett Coin exclusively tells UNLEASH.

Findem的首席轉型官Brett Coin專門告訴Unleash：“這是一個警惕的呼籲，要求人才領導者專注於優化他們如何使用技術，包括在其招聘策略中添加更多的分析和見解。”

Charney added: “Smart TA leaders are shifting focus to better utilizing their existing talent networks through CRM and actually measuring outcomes beyond just volume metrics.”

Charney補充說：“聰明的TA領導者正在將重點轉移到通過CRM通過現有的人才網絡來更好地利用其現有的人才網絡，並實際衡量超越數量指標的結果。”

Spend smart when it comes to recruiting

在招聘方面花錢

Interestingly, Findem’s data found that talent “tech stacks seem to be shrinking with most using five or fewer tools, especially since HR technology has gone gangbusters in the past few years”, Coin added.

有趣的是，Findem的數據發現，人才“技術堆棧似乎隨著五個或更少的工具而萎縮，尤其是因為HR技術在過去幾年中已經消失了。”

He continues: “Consolidation is something the industry has long talked about, and now it seems to be actually coming to pass.

他繼續說：“整合是行業長期以來談論的，現在似乎實際上已經過去了。

“They’re not spending less, but they’re toggling less thanks for recent tech advancements.”

“他們的支出並不少，但是他們切換了最近的技術進步。”

Less than 40% of recruiters are planning budget cuts in 2025 – this suggests “continued investment by employers in talent acquisition capabilities to support continued hiring demand”, stated the report.

報告說，只有不到40％的招聘人員計劃在2025年削減預算 - 這表明“雇主繼續投資人才獲取能力，以支持持續的僱用需求”。

In reality, 42% of recruiters are keen to invest more in CRM.

實際上，有42％的招聘人員渴望在CRM上投資更多。

Coin explains: “Instead of chasing cold leads, recruiters are focused on nurturing talent they know because it allows them to quickly adapt in an unpredictable job market.”

Coin解釋說：“招聘人員並沒有追求寒冷的潛在客戶，而是專注於培養他們所知道的人才，因為這使他們能夠迅速適應不可預測的就業市場。”

The top priority for recruiters in 2025 is to tap into passive candidates (71%), while 50% are keen to nurture qualified talent for future hiring.

招聘人員在2025年的重中之重是利用被動候選人（71％），而50％的人熱衷於培養合格的人才來未來招聘。

At the end of the day, recruiters need to really remember that “if people are a company’s greatest asset, then losing people to the competition is your greatest liability”.

歸根結底，招聘人員需要真正記住：“如果人們是公司最大的資產，那麼讓人們參加比賽是您最大的責任”。

“The future isn’t about choosing between human insight and technological efficiency; it’s about integrating the two to create something greater than the sum of its parts”, concluded the report.

“未來不是在人類洞察力和技術效率之間進行選擇；該報告總結說，這是要整合兩者，以創建比其部分總和更大的東西。”