Navigating the New Talent Acquisition Landscape: 8 Emerging Trends Shaping Today's Hiring Processes

The Great Resignation might’ve wrapped up early last year, however both employers and employees are witnessing a rise in new trends in talent acquisition reshaping today’s hiring processes. Here is an in-depth analysis of eight of the most significant trends impacting the hiring process today from the perspective of an HR professional:

1. Significant Changes to the Interview Process

A Mix of Interview Mediums: Prior to the COVID-19 pandemic, US-based companies used the following standard interview format:

• Initial phone screen conducted by a recruiter
• In-person interview with the hiring manager
• Panel-style interview or 1:1 back-to-back interviews with future team members
• Optional final conversation with a senior leader
• Verbal offer extension over the phone followed up by a written offer letter via email

Nowadays, companies are utilizing a variety of mediums through which to conduct interviews including but not limited to: smartphone, Zoom, Microsoft Teams, in-person/onsite - or a combination of all four. Job seekers in today’s market must be more flexible, as they might need to be prepared to get on a call or a Zoom interview at any given moment.

Multiple Rounds of Interviews: According to NPR, the average number of interviews rounds used to range between 2-4 interviews, with the exception of senior-level executive positions, for which the number of interview rounds typically exceeds four. In today’s work culture, it is becoming increasingly common for candidates applying to entry level roles to also undergo multiple rounds of interviews - with several companies incorporating mandatory behavioral assessments into the interview process as well.

“Companies are hyper aware of the time and costs associated with bringing on new employees and they want to ensure they are hiring the right person for the role.” says Dr. Shazia Siddiqui, a recruiting consultant at Humans Doing, “Having more rounds allows the candidate to show more facets of themselves- from skillset to overall personality- which ultimately helps hiring managers make a sound decision. For entry and junior level positions, I’m finding that companies are really trying to find individuals who are eager to learn, commit, and grow long-term within the organization.”

This extended interview process is meant to ensure a better fit between the candidate and the company, especially in light of the costs associated with turnover. However, for candidates, this trend can be both time-consuming and stressful, leading to frustrations in an already competitive job market. Employers who embrace this trend should also focus on streamlining communication and transparency during the hiring process to maintain candidate engagement and avoid losing top talent.

The Impact of Time To Fill Metrics on Interview Timelines: Well, well, well… if it isn’t every Talent Acquisition team’s favorite metric to discuss! All jokes aside, time to fill is defined as a recruiting metric used to measure the number of days it takes to fill an open requisition from the day the job is posted to the date a new hire accepts the position. Time to fill is an important metric because not only is it considered a valuable KPI for a company’s recruiting team, but time to fill also provides hiring managers and senior leadership with a general idea of how long it usually takes to fill a vacancy, which is useful information in the long run for implementing future recruiting strategies. While time to fill may seem like a niche concept that is only relevant to HR professionals, the metric can provide job seekers with a general idea of how long the interview process can take from the company’s perspective.

2. Decline in Interview Best Practices

Recruiters Skipping Interviews or Not Following Up: Have you ever rescheduled your whole day just to have a recruiter not show up to your Zoom interview that’s been on the schedule for over a week? If so, you’re not alone. According to this LinkedIn article, 83% of employers said candidates have ghosted them in the past year, and 18% of job seekers said they have ghosted employers.

“In the current job market, recruiting firms and in-house recruiters are dealing with a large volume?of applicants that can be hard to manage with rigorous hiring processes,” explains Danielle Harrington, CEO of Harrington Learning Consultants, “They are only focusing on the candidates that they are looking to move forward in the hiring?process. However this is not the professional way to handle potential candidates who could one day become clients or competitors.”

If you find yourself ghosted by a recruiter or left hanging after sending multiple follow-up emails, take solace in knowing that it’s not a reflection of your qualifications but rather a result of circumstances beyond your control.

“Try not to take it personally and send periodic check-in emails expressing your continued interest for when the role opens back up,” advises Dr. Siddiqui. “An added bonus is if you include some excitement over any new company developments because that shows you are following and keeping up with them. This helps keep you top of mind for when they reopen the role.”

In today’s fast-paced hiring environment, recruiters may not always be able to juggle all the applicants with the attention they deserve. The best way to move forward after being ghosted by a recruiter is to continue your job search. Don’t dwell on missed opportunities because there will always be other companies that are more engaged and respectful during the interview process. By staying resilient and proactive, you’ll find the right fit for your career.

Hiring Freezes & Offer Letter Rescission: What could be worse than being ghosted by a recruiter? Some might argue getting ghosted by a recruiter due to an unexpected hiring freeze or having an offer letter rescinded by a company you were really looking forward to joining. In today’s uncertain job market, marked by layoffs and economic shifts, hiring freezes are becoming more common, increasing the likelihood that a job offer could be rescinded.

“The best way to respond is to show your understanding and appreciation for the opportunity presented to you,” says Xavier Smith, an experienced HR Business Partner. “Ask the company to keep you in mind for the position if circumstances change, such as when hiring resumes. Inquire about an ideal timeline for when recruitment might reopen and if they can keep you updated. Although it’s not guaranteed, if you’re in the later stages of the interview process, they might remember you when the role reopens.”

While these situations can be incredibly frustrating, it's essential to maintain professionalism to avoid burning bridges.

“I know it might be tempting to become unresponsive or let your frustration show, but that could come back to bite you in the future,” advises Smith. “The concept of six degrees of separation is real—you never know when you might encounter the recruiter or company again. It's important to leave a positive and lasting impact because this, too, is part of your personal brand.”

Even in the face of setbacks like offer rescissions or hiring freezes, how you handle the situation can shape your future opportunities. By keeping communication open and expressing gratitude, you increase the chances of being reconsidered when hiring resumes. Maintaining professionalism ensures your reputation stays intact in a competitive job market.

3. Significant Changes during the Offer Stage

Delay in Two Weeks’ Notice Periods: And no, I’m not referring to the beloved Hugh Grant and Sandra Bullock romcom! Traditionally, after accepting a job offer, it has been standard corporate etiquette to notify your current employer of your intention to leave within the next two weeks to align with the new employer's start date. However, a recent trend shows that many new hires are postponing the submission of their Two Weeks’ Notice—or skipping it entirely.

One growing sentiment, particularly among younger workers: "Why am I so concerned with giving my employer two weeks' notice if they can fire me any time they want?" This reflects a growing sense of self-advocacy and a push against traditional workplace norms, as many workers, particularly on platforms like TikTok, emphasize their right to prioritize their own well-being and job security.

Another perspective highlights a more cautious approach to job transitions.

"In previous decades, candidates typically submitted their notice before the ink dried on their offer letter. However, nowadays, candidates wait until all pre-employment checks, such as background and reference checks, are completed before they even give notice to their current employer,” explains Smith. “In the grand scheme of things, new hires simply want the reassurance that they have a job lined up before leaving their previous one."

Additionally, industries with higher concentrations of foreign nationals on work visas, such as H1-B or OPT, often face longer processing times for visa transfers, which impacts notice periods and start dates. This delay can further complicate the job transition and onboarding process, requiring employers to offer greater flexibility when it comes to start dates.

As this shift continues, companies may need to adjust their expectations around the Two Weeks’ Notice period, recognizing the evolving priorities of today's workforce and the logistical challenges that come with onboarding processes.

Prolonged Start Dates: Start dates have traditionally been predetermined by hiring teams, often based on the assumption that candidates will adhere to a two-week notice period with their current employers. However, in today’s job market, it’s increasingly common for companies to set start dates 4-6 weeks in the future.

“Employers want to ensure a smooth onboarding and training process for a new hire. Delaying a start date could simply mean they need more time to iron out logistical details—especially for those who will be working with the new hire,” suggests Dr. Siddiqui. “Perhaps certain projects need to be wrapped up, or some important players involved in training will be on PTO. Rarely does it have to do with the candidate personally; it’s more about the company needing to get their ducks in a row with other matters.”

This shift allows companies to better prepare for the arrival of new employees, ensuring that all necessary resources, personnel, and onboarding procedures are aligned. While it may prolong the waiting period for eager candidates, it ultimately reduces the risk of a disorganized or rushed onboarding process, which could negatively impact long-term retention and job satisfaction.

For candidates, this extended timeline can be a test of patience, but it also serves as an opportunity to prepare thoroughly for the new role. By ensuring that the company is ready for their arrival, both parties can set the stage for a successful start and a productive working relationship.

Counter-offer from Current Employer: While this employee retention strategy has been around since the dawn of time, it gained significant momentum during The Great Resignation, when certain corporations experienced a mass exodus in employees leaving in favor of work opportunities with more favorable conditions.

“Counteroffers can create a sense of ‘borrowed time’ for both the employee and the employer,” explains Smith. Harrington further elaborates, “The employee has to first reflect on why they are looking to leave their current position and will money or changes be enough to make them stay.”

While there are pros and cons to receiving a counter-offer from your current employer, take your personal intrinsic motivation factors —whether financial, professional, or cultural— into consideration when making the decision to stay or leave your current role.

“Be prepared to have your current employer to not counter and make sure your offer is in writing.” Harrington advises, “You don't want to be in a position where you inform your current employer that you are leaving and you don't have a solid offer. Many companies will only counter offer high performers.”

4. Move Over, The Great Resignation: The Big Stay Is Here

During The Great Resignation, job hopping became normalized, and resignations were happening everywhere. But with layoffs on the rise, more employees are choosing to stay put in their current roles, a phenomenon now known as "The Big Stay." In the face of economic uncertainties and an unpredictable job market, job security is becoming a top priority for many, outshining the allure of new opportunities.

"In today’s climate of The Big Stay, individuals should put on their shades and take a closer look at their career path. We can sometimes get swept up in what our peers are doing or feel the pressure from our personal friend groups,” explains Smith. “The average job tenure for millennials is roughly 2.8 years, meaning the largest workforce generation changes jobs almost every three years.”

For HR professionals, especially in organizations with predominantly Millennial and Gen Z employees, The Big Stay demands a renewed focus on improving internal mobility and career development. With fewer people job-hopping, employees are looking for growth opportunities within their current companies. Providing clear pathways for advancement, skill enhancement programs, and mentorship can keep employees engaged, motivated, and less likely to seek external opportunities.

5. Increase in the Usage of AI and Automation Tools

Artificial intelligence (AI) and automation are rapidly transforming the hiring process, becoming key players in streamlining HR functions from sourcing to offboarding. Just a few weeks ago, I personally received a phone call from a Jobtalk.AI bot about a potential job opportunity—highlighting how integrated AI is becoming in everyday recruitment tasks.

“AI is here to stay. It is helpful in streamlining operational procedures and can help with efficiency and faster service,” says Harrington, “There will always be humans in HR. The challenge will be how we use AI.”

Harrington emphasizes that while AI can improve efficiency, it also poses challenges related to the accuracy of data, diversity, and how comparative metrics are used to influence business outcomes.

“There are still a lot of unknowns, but we have to be proactive and make sure that HR is at the table when AI discussions are being had within a company.”

AI is already being used for tasks like resume screening, interview scheduling, and candidate assessments. However, it also raises questions around bias, transparency, and the human element in decision-making. As AI continues to evolve, HR professionals will need to navigate these ethical concerns while leveraging technology to enhance the hiring process.

6. Increase in Hiring for Freelance/Contract Roles, Decrease in Hiring for Full-Time Roles

There are several reasons why companies opt to hire contractors in favor of hiring full-timers. But over these past few months, the push to hire contractors over full-timers appears to fall into one of these three categories: cutting costs, highly specialized roles, and hiring freezes – and surprisingly there is a correlation between all three.

As companies look to cut costs, they often implement hiring freezes, making it challenging to bring on full-time employees with all the associated benefits and long-term commitments. To navigate this, many leaders are shifting their recruiting strategies to focus more on hiring contractors for highly specialized roles, which have become a priority in today’s job market.

Contractors offer flexibility and cost savings, as they typically don’t receive the same benefits packages as full-time employees and are only brought in for the duration of a specific project. For specialized roles in fields like tech, marketing, and project management, this model allows companies to meet critical needs without the financial burden of a full-time hire.

This trend is reshaping the job market, as more professionals are embracing freelance and contract work for its flexibility and project-based nature, while companies benefit from a more agile and scalable workforce. However, for job seekers seeking full-time employment, this shift may require adjusting their job search strategy to include contract opportunities, especially for specialized or niche roles.

7. Misleading Remote Job Postings

Although some of us have only recently caught onto this conundrum, it is becoming increasingly common to see misleading job postings marked as remote on job boards. One major reason companies do this is to attract more applicants, especially in today’s competitive market.

“Companies want to see what talent is in the marketplace. Some candidates may even be open to changes in in-office requirements once they are in the hiring process,” explains Harrington.

However, Harrington also warns that this practice can be misleading and doesn’t reflect good business practices or foster a positive work culture.

“They are also circumventing the requirements for recruiting diverse candidates by doing interviews for positions that will never be filled or don’t exist.”

These misleading job postings can create false hope for job seekers and waste valuable time and resources for both candidates and hiring teams. For companies, this approach can damage their employer brand, leading to distrust and disengagement from potential talent. Transparency in job postings is critical for maintaining integrity and ensuring a strong, diverse talent pipeline.

Another justification is the complexity of workplace model options in today’s day and age. The current work model options are as follows: onsite, hybrid, and remote. Here are the definitions each:

• Onsite: employees being required to be physically present in the office every single day.
• Hybrid: a combination of the traditional onsite model and the remote work model. Most companies which follow the hybrid work model allot for employees to be onsite for certain days of the week and offsite for the other days of the week however the flexibility of the hybrid work model is at the discretion of a company’s senior leadership team.
• Remote: also referred to as the work-from-home (WFH) model, is classified as employees having the ability to work from outside of a traditional office building, whether it be from the comfort of their home, a co-working space, etc., while utilizing digital software and platforms to work with their supervisors and colleagues.

The modification in work models has also led to changes in benefits and compensation packages. Beyond the perks, this shift is affecting state laws regarding employment. For instance, companies now need to navigate different tax regulations, labor laws, and employee rights based on where their remote employees are located.

8. Increase in Hybrid and Onsite Roles, Decrease in Remote Roles

As many have noticed, in the post-pandemic world, remote roles are becoming harder to come by - however the pandemic may not be the only one to blame. Even the tech industry, which is often considered as the pioneer of remote work opportunities, is campaigning for return-to-office mandates. Why you may ask? This article in Fortune cites the following reasons for the push for return-to-office: more concise new hire onboarding and junior level employee engagement experiences, discrepancies in the hybrid work model, and a decrease in work productivity for remote employees versus in-person employees.

These 8 emerging trends reflect the shifting dynamics of today’s job market and the challenges and opportunities they present for both employers and employees. Staying informed and being adaptable to sudden changes is key to navigating this ever evolving landscape successfully.