“最新发现显示，TA领导者正在投资CRM等工具”

“最新发现显示，TA领导者正在投资CRM等工具，以帮助他们更具战略性和前瞻性

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.

对于大多数雇主而言，候选人池的多元化仍然是优先事项，但是对于那些在很大程度上负责将任务变成现实的招聘人员来说，这是一项艰巨的工作，尤其是当公司在复杂的DEI景观中导航。这项研究发现，达到包容性招聘目标是2025年最大的障碍，被引用了44％，缺乏合格的候选人，占38％。一半说，他们将利用招聘技术来帮助今年多样化的人才库，而将近一半的技术将采用技术来减少人类偏见的雇用决策。

"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说：“领先的公司了解，雇用更具包容性的候选人，但这是一个艰难的平衡行为 - 比亚人可以蔓延，如果保留自己的设备，AI可能会不可靠。” “但是，当使用AI正确的方式（支持决策）时，它可能会完全改变游戏规则，帮助招聘团队建立更具包容性的管道来确定市场上最佳人才。”

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

招聘人员不知所措，努力在干草堆中寻找顶尖人才

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.

人才团队不仅在包容性招聘方面挣扎，还淹没了大量不合格的申请人。四分之三报告说，每个公开角色的应用都激增，而24％的申请被压倒性的应用程序和表现低下的招聘渠道是其成功的障碍。

"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首席执行官Hari Kolam说：“人才团队面临着前所未有的入站涌入，这是由于工作申请机器人的兴起所加剧的挑战。筛选每个开放角色的数百个申请是不切实际的，并且对招聘资源的主要消耗很大。” “在TA世界上的成功取决于生产率和效率，并且没有正确的工具来管理不合格的入站的膨胀，两者都受到了打击。这就是为什么71％的招聘人员告诉我们，他们计划在2025年优先考虑技术以管理活跃申请人的技术优先级。”

Tech Investment Priorities Shift—CRM Takes Center Stage

技术投资优先事项转移-CRM处于中心位置

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领导者计划在今年降低他们在人才获取技术方面的支出，而大约有60％的人预计他们的支出将保持相同或略微增加。他们打算投入美元的地方表明，从被动采购转向从他们已经知道的人才中转变。将近一半 - 42％ - 计划增加CRM支出，而21％的人期望减少在候选采购解决方案上的支出。人才分析和招聘营销也有望在2025年看到预算提高。

"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首席转型官Brett Coin说：“最新发现显示，TA领导者正在投资CRM等工具，这些工具可以帮助他们更具战略性和前瞻性，这是面对潜在的招聘冻结和经济不确定性的明智之举。” “保持竞争力将需要多渠道招聘策略，在该策略中，AI和自动化处理在所有招聘渠道中的采购繁重，招聘人员更好地利用他们与候选人建立真正的联系时间。”

Legacy Recruiting Tech Still Dominates, Yet ROI Is Questionable

传统招聘技术仍然占主导地位，但ROI值得怀疑

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.

招聘人员仍然在很大程度上依赖遗产招聘技术，但许多人对高昂的成本感到沮丧，并因低回报而幻灭。该研究表明，有68％的人使用LinkedIn招聘人员作为其申请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两倍。更重要的是，尽管五分之一的人将其技术预算的61-80％用于LinkedIn招聘人员，但84％的人报告说，该技术的雇员不到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总编辑Matt Charney说：“当84％的团队说他们的主要采购工具提供不到40％的员工时，很明显，向传统系统扔钱并不是答案。” “聪明的TA领导者正在通过CRM更好地利用他们现有的人才网络，并实际衡量超越数量指标的结果。”

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.

由于成本上升和平台比以前覆盖更多的基础，许多组织正在整合其技术堆栈，并且大多数组织现在都使用五种或更少的招聘工具。

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

招聘人员对自己的能力充满信心，但对他们的技术和分析不自信

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

尽管有58％的招聘人员认为他们的团队的有效性高于平均水平，但只有8％的人认为他们的组织非常有效。最高障碍：

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.

尽管面临这些挑战，但很少有责备不切实际的期望或缺乏经验的团队，这表明真正的问题在于团队如何利用（或驾驶不足）他们的工具。

Metrics Heavily Skewed Toward Volume vs. Performance

指标倾向于体积与性能

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.

人才团队继续将数量优先于绩效指标优先考虑，这引起了人们对长期雇用质量和与业务目标保持一致的担忧。 63％的评分指标，例如要约验收率，开放式职位的时间和数量最重要的时间，而26％的绩效指标（例如候选响应率，雇用来源和候选人经验）优先考虑绩效指标。尽管人们的注意力越来越大，但内部移动性排名最后。

Despite Job Uncertainty, Optimism Around Hiring in 2025

尽管工作不确定性，但2025年雇用的乐观情绪