iCIMS 2024 Talent Experience Report uncovers how AI is rewriting the candidate  and recruiter experience

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Today, iCIMS published its second annual Talent  Experience Report, revealing 51% of people are less likely to be a consumer of a brand  following a negative application or interview experience. With candidate expectations  higher than ever, recruiting teams can no longer function as just relationship  managers – they need to be experience builders. Recruiters are turning to AI to make  every moment count, saving an average of two and a half hours a week. And it’s  paying off, as 40% of candidates described their most recent job search as quick and  easy and only 9% found it depressing and hopeless.  

Informed by proprietary data from the iCIMS platform and surveys of 500 U.S.-based  talent acquisition professionals and 1,000 U.S. job seekers, the new report explores  candidate expectations and how recruiters are delivering those experiences. Here’s  what today’s candidates expect – or else they might ditch your brand for good.  

* A short ‘n sweet experience. Nearly 70% of job seekers say they expect the job  application process, from applying to receiving an offer, to take three weeks or  less. Companies are delivering on this expectation. Overall time to hire was an  average of 18 days in 2024. To help move applicants through the hiring process  faster, the iCIMS ATS can automate recruiting workflows uses AI-powered  technology to maximize recruiter efficiency and accelerate hiring. 

* Ghosts begone. Forty-four percent of job seekers say they expect  communication when there are tangible next steps in the application process.  Recruiters are making efforts, with nearly half (45%) providing status updates  every two weeks, primarily via email (48%) or phone (30%). The AI-powered iCIMS CXM combines multichannel marketing campaigns with engagement scoring so recruiters can engage candidates and better understand not just  who is a best fit but also who is hire-ready. 

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* Women and retirees storm the workforce. Forty-five percent of job seekers say  they know someone who has “unretired” and re-entered the workforce after the  age of 55. Applications by women also increased 56% between July 2021 and  July 2024. Recruiters are taking notice, as 72% say their organization is actively  recruiting employees over 55, and nearly 80% are taking steps to attract female  candidates.  

GenAI is helping TA teams to rewrite the candidate experience. The new report reveals  that today’s workforce is diving headfirst into AI, and recruiters are right beside them:  

* Embracing AI throughout the process. Millennials (51%) and Gen Zers (55%) are  using GenAI to write resumes, cover letters or other queries for a job  application. Recruiters are also along for the ride, with 64% saying they would  like to see even more AI adopted in the recruiting and TA process. Despite their  own use, 87% of recruiters believe candidates using AI in the application and  interview process has raised red flags.  

* Putting AI to work, at work. Thirty percent of recruiters are using AI to help write  job descriptions, 36% to match skills to job openings, 36% to develop interview  questions and 39% to match former candidates to open jobs, according to  survey data. The GenAI powered recruiting assistant, iCIMS Copilot, is helping  recruiters and TA pros jumpstart tasks, unlock hiring efficiencies and create a  more equitable hiring experience. 

* More AI for the XY? More men (17%) than women (7%) have applied to a job in  the last six months where AI plays a significant role. In fact, almost half of  women (48%) said they don’t have any experiencing using GenAI to write a  resume or cover letter, compared to 43% of men who said they have deployed  AI in the job search.  

See also  Talent Board Releases Latest Candidate Experience Benchmark Research

“Now is the time for TA to flex that preparedness muscle and get ready for when those  hiring gates swing back open,” says Laura Coccaro, chief people officer, iCIMS.  “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.”  

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