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There’s often a perceived disconnect between HR and IT, a sense that these two functions operate in parallel rather than in partnership. But when it comes to talent acquisition, their views are more aligned than you might think.
While 88% of CHROs say they are driving strategic change across their organizations, only one-third of HR leaders say talent acquisition is viewed as a core strategic function, according to iCIMS’ 2025 State of the CHRO Report. Similarly, 43% of CIOs still consider TA a support function rather than a strategic business lever.
This shared, realistic view of where TA stands today presents a critical opportunity. For years, talent acquisition has been measured by speed and cost rather than strategic value. However, in today’s labor market, marked by deep friction, AI disruption, shrinking talent budgets and shifting workforce expectations, this perception could lead to a dangerous strategy misalignment.
The latest BLS jobs report reinforces just how strategic HR leaders have become. While job openings are on the rise, hiring has continued to slow. Recruiters are no longer just filling roles; they’re serving as strategic talent advisors, ensuring every hire drives real business impact. For CIOs, this means the candidates making it through
