There’s yet another employment phase making headlines. The “Great Hesitation” has seen companies putting a pause on hiring while workers remain with their current employers. As economic and political uncertainty looms, talent acquisition teams are becoming more strategic in preparing for sudden hiring swings.

This mindset is a valuable factor in meeting organizational goals, according to the iCIMS 2024 Talent Experience Report. Researchers found that now is the time for recruiters to strategize to ensure readiness for 2025 hiring activity.

The newly released report, conducted in August, surveyed 500 U.S.-based talent acquisition professionals and 1,000 U.S. consumers age 18 and older. Drawing from data insights based on over 5.5 million hires and 200 million applications submitted annually across the iCIMS ATS platform, the report provides a comprehensive look at evolving workforce trends and candidate behaviors.

“Whether it’s streamlining operations, fostering company culture or providing a personalized and consistent candidate experience, this data empowers HR teams to take a proactive approach in building a workforce that thrives,” says Laura Coccaro, chief people officer at iCIMS.

She emphasizes that HR teams should leverage the report’s findings to anticipate challenges and opportunities heading into the new year, namely candidate communication, pipeline outreach, salary transparency and AI initiatives.

AI tools free up time for strategy

No trends update these days is complete without mentioning AI, which is proving to be a significant timesaver for talent acquisition teams. Recruiters are transforming their work through AI, using the technology to save time and enhance productivity in ways not possible before.

According to the iCIMS survey, 90% of CHROs see recruiters shifting into what looks and feels like strategic talent advisor roles, in part thanks to AI tools that free up time for strategic initiatives.

On average, AI tools save recruiters 2.39 hours per week, and 64% of recruiters want more AI integration in the process, according to iCIMS findings.

However, concerns remain—a third of TA professionals fear AI may replace their roles, while 87% worry about candidates using AI in applications and interviews.

Who is applying for jobs now?

According to iCIMS data, more workers are opting to stay with their current employers and explore internal roles. Internal applications have increased by 2% since January, while external applications have dropped 7%. Despite this, internal hires only saw a 1% increase, while external hires surged by 7%. This suggests that, to lean into the mandate of being more strategic, recruiters can examine their own internal and external hiring data and determine where opportunities exist.

Another point of consideration for TA teams: Remote work remains appealing. iCIMS data found that 22% of July applications came from out-of-state applicants and 12% of hires over the last year were out-of-state candidates.

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