Lever's cloud-based Talent Relationship Management platform transforms sourcing, recruiting, and hiring for companies of all sizes through one integrated platform. It is the only solution that combines applicant tracking system (ATS) functionality with customer relationship management (CRM) functionality, allowing recruiters and hiring managers to focus on building relationships with candidates to find the best fit. The integrated ATS and CRM functionality helps recruiters maintain a pool of vetted candidates to draw from for future job openings as part of an effective recruitment marketing strategy.

2. Lever’s cloud-based Talent Relationship
Management platform transforms sourcing,
recruiting, and hiring for companies of all
sizes and needs. LeverTRM is the only
solution with ATS and CRM functionality in
one platform, allowing recruiters and hiring
managers to focus on building relationships
so candidates can find the best fit. (ATS is a
recruiting software that facilitates and
optimizes the hiring process. CRM system is
designed to strengthen relationships
between potential candidates and recruiters
so that recruiters can use these candidates
for future job openings…part of the
recruitment marketing strategy…this way
recruiters have a vetted pool of candidates
to choose from)
03

5. Rethinking
Talent Acquisition
New Data on Impact,
Innovation, and
Opportunity
This Photo by Unknown Author is licensed under CC BY-NC

7. About
• Chief Research Officer, Lighthouse
Research & Advisory
• Author, Artificial Intelligence for HR
• Host, We’re Only Human Podcast
and HR Tech Talks Livestream Show
Ben Eubanks
2021 Lighthouse Research & Advisory LHRA.io

8. Research Scope
2021 Lighthouse Research & Advisory LHRA.io
856 TA leaders
1-500 employees: 28%
501-2,500 employees: 41%
2,501+ employees: 31%
3,000+ Workers
Priorities
Needs
Opportunities
Key topics
Pandemic-related tech and
priority changes
Recruiting automation
Unbiased hiring
Talent mobility

9. Agenda
CANDIDATE
PRIORITIES
VIRTUAL
RECRUITING
TRENDS
EMPLOYEE
MOBILITY + DEI
HIRING
*DATA-FOCUSED
TA TEAMS

10. The Candidate Mindset Today
0%
5%
10%
15%
20%
25%
30%
35%
40%
I would not continue interviewing or
look at other offers for a while
I would continue for a few weeks I would never stop considering
other jobs
Undecided. It would depend on
things like pay, working conditions,
benefits, etc.
Men Women

11. What the News Tells Us People Want
0% 20% 40% 60% 80% 100% 120%
I am mostly working on-site at a work location (office, store, job site, etc.)
I am working a mixed or hybrid schedule at a work location and remotely
I am mostly working remotely
Physical location Remote

12. What People Actually Want
0% 20% 40% 60% 80% 100% 120%
I am mostly working on-site at a work location (office, store, job site, etc.)
I am working a mixed or hybrid schedule at a work location and remotely
I am mostly working remotely
Physical location Hybrid Remote

13. Virtual Recruiting Trends

14. Hiring focused
Personal comms
Mass comms
Information focused
Virtual Recruiting Experiences
chatbot
Info
webinar
Virtual
job fair
“day in
the life”
session
Recruiter
1:1
chat/sms/
video
Alumni
networking
Team
projects
Assessment
+ results

15. The True Value of Recruiting Automation
0%
10%
20%
30%
40%
50%
60%
70%
80%
They are
spending more
time on metrics,
measurement,
and business
impact
They are
spending more
time
communicating
with candidates
and prospects
They are
spending more
time on internal
hiring and talent
mobility
They are
spending more
time interacting
with key
candidates
They are
spending more
time sourcing
for key roles
How are your recruiters leveraging additional time
generated by technology efficiencies?
Ad Hoc Adept
3x more likely to
be focusing on
business impact

16. Case Study: Data as the Universal Language
• 10,000+ global staff
• Banking/financial services
• Challenge: getting hiring managers and the
recruiting team on the same page
• Solution: sprint/agile recruiting methodology
• Results: greater clarity and consistency, predicable
outcomes, and priority focus on data and metrics
Visit LHRA.io/bbva to hear the full discussion

17. Talent Mobility + DEI

18. Two out of three employees
demand this

19. How are you approaching talent
mobility?
2021 Lighthouse Research & Advisory LHRA.io
We are working to
identify and
communicate
career paths so
employees can
take a more active
role
We are targeting
learning content
and development
opportunities
around skills-based
career
advancement
We use or are
planning to use a
dedicated internal
talent marketplace
We are building or
leveraging a skills
framework that
gives our
leadership clarity
into organizational
skills
We have set goals
to develop/grow
talent from within
We adapt existing
recruiting
technology for
internal openings
We contact internal
staff before
external candidates
for jobs
0%
10%
20%
30%
40%
50%
60%
70%
L&D TA

20. Measuring talent mobility
success/impact
0% 5% 10% 15% 20% 25% 30% 35% 40% 45%
None of the above
Dollars saved from external recruiting activities
(advertising, job posting, and other costs)
Percent of internal hires compared to those filled with
external candidates
Number of internal staff moves (lateral, promotions,
etc.)
Performance, retention, or success rate of internal
hires
Greater diversity within the organization
2021 Lighthouse Research & Advisory LHRA.io

21. What are barriers to talent mobility?
2021 Lighthouse Research & Advisory LHRA.io
“We are interested but not
sure how to begin.”

22. Case Study: Chipotle
• Pre-Talent Mobility: 52%
salaried store manager
turnover.
• Post-Talent Mobility:
turnover for salaried
managers dropped to 35%;
dropped for hourly
managers by more than
half.
• Manager development
incentive bonus.

23. Specific methods/tools to increase hiring
diversity
2021 Lighthouse Research & Advisory LHRA.io
0% 10% 20% 30% 40% 50% 60%
Leverage diversity employer review sites
Change our employer branding to reflect our workforce
Resume blinding to remove PII
Require unconscious bias training for our team
Leverage diversity sourcing tactics and talent sources
Use diverse hiring teams to screen candidates
Develop more structured, consistent, and fair processes
Use tools to improve job descriptions and remove bias
Attend training on best practices for inclusive hiring
Use tools that assess and evaluate candidates on skills
Ad Hoc Adept

24. Meet Antoine

25. Want more data?
Curious how you can use this for your own team?
Want to get a copy of the new report?
Contact us:
research@LHRA.io