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September 13, 2023, Cleveland, Ohio — Latest research by global talent solutions business, AMS and The Josh Bersin Company indicated that global internal hiring rates have slumped over just three years.  With global talent shortages in many sectors and a lack of skills still holding back many organizations, a lack of focus on internal talent is in danger of hindering productivity and growth.

The Talent Climate series, a set of quarterly reports explores the current turbulent world of talent, providing up-to-date and in-depth insights, trends and solutions on how to tackle changing global conditions. The second in the series focuses on global “internal hiring” rates which have slumped from 40% of all hires in 2020 to just 24% in 2022 and a continued downward trend into 2023.

It means that very often companies are losing the talent they have trained, invested in and nurtured and in a cost-conscious market, with time-to-hire rates on the rise, the perfect candidate for that open role, could be right under their noses.

The talent experts at AMS have developed a five-point plan to make the most of that internal hiring strategy.

  1. Map your available skills: use talent intelligence to drive your internal hiring strategy and understand the skills and experience you have within your teams. Find the adjacent skills to your open roles and understand how you can upskill or reskill talent to meet your requirements.
  2. Create a culture of talent mobility: Reward managers that develop and progress talent over those that hoard talent.  Create a culture where internal mobility and internal talent is prized and celebrated.
  3. Empower your TA function: treat your internal talent like external candidates and ensure they have access to open roles and opportunities across functions and teams. Empower your TA function to identify and engage with potential internal talent in the same way that they would for external talent
  4. Invest in your technology: technology is nothing without a clear strategy to drive it but once you know the direction you’re going in, it is invaluable to helping you collate skills, match candidates, understand attrition rates and ultimately retain your expensive and hard-won talent.
  5. Embrace a skills-based approach to hiring: working with hiring managers to help them understand a skills-led over experience-led approach to open roles can be transformative to improving internal hiring rates. Often that institutional knowledge can go a long way to speeding up on-boarding and allowing an individual to find their feet in a role, team or function which is otherwise completely new to them.

Jim Sykes, Global Managing Director of Client Operations at AMS said:  “The latest Talent Climate series data will make challenging reading for many talent acquisition teams who have spent so long bringing great talent into organisations only to see it walk out the door to find new opportunities.

The slump in internal hiring is driven primarily by three factors, a lack of internal technology infrastructure to really help companies map skills and understand career paths, a perception managers “lose” talent from their  teams if individuals move, even internally, and the difficulties many hiring managers have in embracing the advantages of a skills-based hiring approach.

Our five-point plan can help create a strategic internal candidate programme which gets to the heart of driving improvements in culture, retention of key skills, reduction in time-to-hire rates and crucially in this market, cost. Top talent is hard won in this environment and with the skills organizations seek often hidden in their current employee base, internal hiring deserves to move higher up the talent agenda.”

Read the report in full here: The Talent Climate Series - AMS

Join our webinar for further an in-depth discussion with Talent leaders from across industries:
The Talent Climate: Internal Mobility – A Bright Spot in the Storm

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  • Internal mobility initiatives and hiring processes rose in popularity during the pandemic to become a source of innovation, employee retention, a core driver of company culture, and broad savings
  • But the focus on internal recruitment has waned—slumping to represent just 24% of all hires from a high of 40% in 2020
  • This pivot away from internal hiring may be limiting employer flexibility and loyalty, reducing retention and contributing to increased time-to-hire rates in a talent climate still characterized by skills shortages

September 13, 2023 — The Josh Bersin Company, the world’s most trusted human capital advisory firm, and global talent solutions business AMS, have today announced new insights into the scale of savings possible when employers actively innovate with internal mobility and internal hiring.

Focusing on internal talent can help organizations expedite rising time-to hire rates–often by 10-12 days – and address the chronic labor shortages many sectors are encountering. This on top of the benefits of increased employee retention, improved company culture, and the collective impact these factors have on bottom-line costs.

After a spike in internal hire activity and related innovation at the peak of the pandemic, internal hiring drives have tailed off leaving an untapped opportunity. This is at a time when the pain of external recruitment, caused by a global skills shortage, remains heightened. In fact, internal hire rates have slumped to just 24% of all hires on average, one of the lowest rates of internal hiring seen in years.

At the peak of the COVID-19 pandemic, momentum around internal recruitment drives was strong, as restricted market conditions forced employers to think laterally. As companies were forced to look internally to fill workforce gaps, internal hiring rates rose sharply, spiking in 2020 at 40% of all hires. This was up from a more usual proportion of 30-32% of positions being filled internally.

These are the latest findings from an unprecedented global Talent Climate research initiative launched earlier this year by The Josh Bersin Company in collaboration with AMS. It draws on almost 600,000 hire-related data points spanning five years of global HR and recruitment records.

The finding that organizations have lost momentum around productive internal hiring initiatives is striking in the context of the potential financial savings such a focus can bring, and the positive impact on retention during a continuing widespread talent crisis.

Among the connected challenges that now need to be addressed to drive greater internal employee mobility is the potential for talent “hoarding,” as divisional managers try to hold on to their best people. Companies may need to consider incentives to encourage internal hiring as part of the broader talent solution for their organization.

The Talent Climate research project aims to delve deeper into the current skills crisis plaguing entire industries around the world, and distils some of the most innovative emerging solutions being put in place by major employers including Johnson & Johnson, Bayer, and Deloitte.

The current analysis, which is cross-industry, cross-geography, and cross-role, follows analysis into time-to-hire trends in May. This confirmed that it is now taking employers substantially longer to find, attract and appoint new recruits from the external market.

Janet Mertens, The Josh Bersin Company Senior Vice President of Research, said: “Internal hiring rates have fallen to their lowest rate in years—to just 24% of all hires, compared to closer to a third on average historically, and 40% at the peak of the pandemic. This is despite the finding that, when leading players across a range of industries devised innovative new approaches to filling vacancies, they see a reduction in talent gap/hire-related challenges and associated costs, and a rise in employee satisfaction. But all is not lost. These are valuable insights to employers who continue to grapple with the global talent crisis, and the hard statistics are a strong incentive to review recruitment practices once more.”

Josh Bersin, global HR research analyst and CEO of The Josh Bersin Company, said: “Organizations that want to succeed in this post-industrial era, where talent is scarce and hiring times are extended, have no choice but to think laterally about approaches to hiring, and career pathways. Now, more than ever, there needs to be a culture of movement inside the company, whether those moves are part time, project based or full time. The potential cost savings, the prospect of cutting the time to hire by up to two weeks, and the direct impact on the employee experience and on long-term retention are all huge reasons to revisit and elevate internal hiring and internal mobility strategies. There will always be challenge, of course, for instance around how to tackle talent ‘hoarding.’ But there’s always a solution. In this case, that could involve incentivizing managers to think about their own employees as part of the broader talent solution for the organization.”

 Jim Sykes, Global Managing Director, Operations at AMS, said: “2023 has the makings of the perfect storm for talent acquisition. In the face of reduced hiring volumes, continuing skills shortages and increasing time to hire, it’s all the more surprising to see that organizations are relying more on external talent rather than moving their existing employees into new roles. You could be forgiven for thinking that this trend has been driven by highly specialized hiring within niche skills sets but it’s clear from our data that this is a much broader issue.

“Seeking talent outside organizations will always be important, it brings fresh thinking and new experience but companies need to be mindful that often the talent they need and that can elevate their culture and achieve business success, is right under their nose. The fact that it remains easier for employees to identify and gain a new role externally than it is for them to do so with their existing employer should be a wake-up call for all organizations.”

The Talent Climate research series is designed to inform and inspire employers looking to optimize their recruiting practices, through the ability to compare their own practices and outcomes with those of their industry peers, by region and by job category. The research pinpoints opportunities to improve those results through innovative new approaches to talent appointment and retention.

 The full Talent Climate findings are published in the Internal Hiring Factbook exclusively available to Josh Bersin Company members. An October 5, 2023, public webinar will reveal key findings and feature industry leaders’ perspectives.

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September 6, 2023 — Dating back to 2009, the AMS and Rolls-Royce relationship is now in its 14th year and includes the implementation of AMS One, the RPO Operating system developed by AMS to enable better, faster, fairer talent acquisition for its clients.

This current extension, which commenced in May 2023, will focus on the alignment of all service contracts across all core service lines covering RPO, CWS and Early Careers Recruitment. The contract also extends the term of AMS’ enhanced services including, but not limited to, DE&I Sourcing, Resource Augmentation, Pre Employment Screening, Employer Brand and Technical Skilling.

Sharon Bagshaw, Regional Managing Director, UK&I at AMS commented: ‘Rolls-Royce is an exceptional global brand and AMS is excited to be deepening its long-term partnership with them.  Whilst extending the contract the AMS team also identified opportunities to bring key areas of the wider Rolls-Royce organization into RPO scope supporting Rolls-Royce’s global strategy to consolidate all global business services. We have also agreed a new approach to customer forecasting, team scaling and invoicing whilst also unlocking an opportunity for us to achieve greater cost efficiency and enhanced quality via locational strategy and exploiting the use of tech through the implementation of AMS One’.

Jo Sutton, Head of Talent Acquisition at Rolls-Royce went on to comment: ‘This exclusive extension is testament to our long-term partnership with AMS and we’re delighted to continue working together as our business moves into an exciting new chapter.  It highlights the hard work and high quality of delivery from AMS’ global team and we look forward to working together as our partnership and business needs evolve.’

September 1, 2023, Cleveland, OH — AMS, the global talent solutions business responds to latest US Bureau of Labor Market statistics. In August, the US economy added 187,000 new jobs, less than the average monthly gain of 271,000 over the prior 12 months, as interest rates and talent competition both continue to rise, putting pressure on organizations and business models.

Commenting on the latest statistics Chip Holmes, Managing Director of Client Services in North America said: “As companies are placing increased emphasis on cost containment, they are examining their location strategies. As an example, many life sciences companies are moving much of their business to APAC – specifically India and China where they have a strong consumer base, and access to talent.

Many companies are firming up their policies regarding use of generative AI with the recent Supreme Court ruling. Most still see the value but are aware of limitations and crafting policies designed to clarify their position.”

Annie Hammer, Head of Technology and Analytics Advisory, Americas, said: “In industries and teams that are not actively hiring at the same levels as they were 12-18 months ago, revisiting talent pipelining and engagement strategies has become a priority to prepare for evolving talent needs, inclusive of contingent workers.

We are seeing organizations reviving or deploying new candidate relationship management (CRM) tools with advanced candidate discovery capabilities, including the use of AI and highly tailored content. Market insights are becoming more critical to plan and inform hiring strategies.”

August 4, 2023, Cleveland, OH — AMS, the global talent solutions business responds to latest US Bureau of Labor Market statistics. In July, the US economy added 187,000 new jobs against the forecasted growth of 200,000 jobs as interest rates and talent competition both continue to rise, putting pressure on organizations and business models.

Commenting on the latest statistics Nicky Hancock, Managing Director, Americas Region at AMS said: “While the current workforce climate continues to be in a state of change, roles are still challenging to find in the healthcare, pharmaceutical, retail and med-tech space. We are seeing organizations actively preparing for what’s next in their hiring planning. There is a focus right now on research, preparation and how technology will fit into strategies.”

“Many industries are looking to internal mobility – both strategically and operationally -  as an answer to maintaining skills and driving productivity. There is an advantage to lean on individuals who already know your business and are eager to expand their skillset and grow within the organization.”

“Another key aspect in workforce planning is the topic of skills-based hiring. While we still see a softening in the market, organizations are becoming savvier about their talent management to stay ahead of the competition.  Those organizations exploring upskilling and reskilling will find value in an outside perspective so that they’re ready when the upturn in hiring comes.”

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July 7, 2023, Cleveland, OH — AMS, the global talent solutions business responds to latest US Bureau of Labor Market statistics. Despite a slowdown in the number of jobs added to the statistics overall, 209,000 jobs were added to the economy in June. Competition for talent remains strong but there remains volatility across industries.

Commenting on the latest statistics Nicky Hancock, Managing Director, Americas Region at AMS said: “Organizations across the country are showing real resilience in their hiring strategies and are continuing to fight it out for the best talent available.  We are still seeing the impact of fewer people in the workforce overall even 2 years after the peak of the pandemic and for industries such as retail, hospitality, pharma and med-tech, that skills shortage continues to bite."

“Financial services and technology organizations are in the midst of a layoff cycle across their skillsets but amongst this, many are also being far more mindful about their strategies around internal talent. With such a volatile market overall and inconsistencies in skills requirements throughout the workforce, they cannot afford to lose their key talent during the difficult process of reducing costs.  Career mobility remains at the forefront of the minds of most HR professionals who are really at the sharp end of keeping their remaining talent happy and fulfilled.

“Another focus point of a hiring strategy is the investment in infrastructure. When hiring does accelerate, it is well-designed people structure, strong employer brand messaging, and the effective use of AI technology that will enable increased efficiencies.

“Despite this mixed picture, interestingly, organizations are continuing to invest in and keep an eye out for new and emerging talent technologies. Whether using full scale AI-powered solutions or simply accessing enhanced data insights, companies are establishing strategic approaches to leverage technology that both impacts and invigorates hiring and talent management processes.”

About AMS:

We are a talent solutions business

Working with clients across the globe, we have learnt what it takes to build a high performing employer. It starts with talent; sourcing, selecting and keeping the right people in the right jobs.

To do this well, you need unmatched expertise in digital innovation, and a deep understanding of the complex needs of the talent you are seeking to engage – whether that talent is external to your business or already inside it.

Taking a holistic approach to the HR value chain and to attracting and retaining a world class workforce enables business success.

10,000+ experts, across 120+ countries, speaking more than 50 languages, delivering projects for the world’s most admired companies.

We are AMS. This is what we do. Talent is our world.

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June 20, 2023, London, UK — AMS, the global talent solutions business, has retained its position as a Global Leader in Everest Group's Recruitment Process Outsourcing (RPO) Services PEAK Matrix® Assessment 2023 and has also been named a global Star Performer across all regions.

The annual PEAK Matrix provides an objective, data-driven assessment of 49 service providers based on their overall capability and impact across different global services markets, classifying them into three categories: Leaders, Major Contenders and Aspirants.  The assessment also considers approximately 5,200 multi-process RPO deals. This latest news marks the thirteenth time AMS has appeared in the top of Everest Group’s ratings, demonstrating the firm’s continued leadership and investments in its global technology proposition.

David Leigh, Chief Executive Officer at AMS commented: “Everest Group’s Recruitment Process Outsourcing (RPO) PEAK Matrix® Assessment 2023 showcases the best in the RPO field, so to have been named a leader for the thirteenth time, alongside our categorisation as a Star Performer, demonstrates the level of talent acquisition innovation that our global teams consistently deliver. AMS continually strives for excellence in order to cater for our clients’ complex, multi-faceted and global requirements, and being closely aligned with them has never been more important than in this fast-paced and challenging market. Our diverse client portfolio, extensive technology stack and far-reaching advisory capabilities have further deepened our position as a Leader and Star Performer across all regions.”

Arkadev Basak, Partner at Everest Group explained:  "AMS continues to deliver a compelling value proposition to clients, with its global presence and deep hiring expertise in key industries such as BFSI, life sciences, and manufacturing.  AMS' organic and inorganic investments in strengthening its technology suite, consultative offerings, and multi-country delivery network have helped it retain its position as a Leader and Star Performer on Everest Group's Recruitment Process Outsourcing (RPO) Services PEAK Matrix® Assessment 2023 - Global and a Major Contender and Star Performer on Everest Group's Recruitment Process Outsourcing (RPO) Services PEAK Matrix® Assessment 2023 - North America.”

June 14, 2023, Cleveland, OH — AMS continues to cement its position as the leaders in the recruitment process outsourcing (RPO) sector today with the launch of AMS One, its proprietary RPO Operating system. 

AMS One is a digital platform, built to optimize the delivery of RPO talent solutions for AMS clients. With a focus on client, hiring manager and candidate experience, this new platform has benefitted from AMS’s deep understanding of best practice processes, harnessing the power of 27 years of delivering RPO talent solutions.  

AMS One is a flexible operating system with the ability to provide an end-to-end experience for users, or seamlessly integrate with a client’s existing technology stack. It brings considerable benefits to clients including: 

  • Better quality hires: AI powered advanced analytics provide data insights to give real-time information on skills availability, market conditions and optimum engagement strategies. This creates talent pools with greater reach, encompassing internal and external candidates on one platform 
  • Faster time to hire: recent Talent Climate research indicates time-to-hire rates continue to increase. AMS One streamlines processes to provide an optimized approach which reduces time-to-hire
  • Fairer hiring: the digital platform approach increases the range of diverse talent in the funnel enabling organizations to access untapped talent pools 
  • Stronger hiring manager and candidate satisfaction: improvements in experience, timing and transparency in the process and removing the administrative burden to enable sourcers and recruiters to focus on the candidate experience. 

AMS One is the latest technology proposition at AMS following the launch of AMS Verified, the talent technology community. AMS Verified enables talent leaders to search for and compare talent technology solutions which are “Verified” by AMS experts. With over 175 vendors and nearing 600 members, this growing community is supporting talent teams across with the globe to the right talent technology stack for their businesses.

Commenting on the launch, AMS CEO, David Leigh said: “Technology is changing the face of how organizations source, select and hire talent. However, for hiring and talent strategies to be successful, the human experience they create is vitally important. At AMS our focus has always been on people, and our experience tells us that deploying the right technology at the right time, can transform our clients’ access to talent, helping them to put the right people in the right jobs. This balance of tech and touch has been at the forefront of every decision we have made in the development of AMS One so that we not only enable our clients’ business success in the short term, but ensure their productivity over the longer term too.”  

Mike Brown, AMS’s Managing Director for Digital, Tech and Transformation said: “To build AMS One we have leant on the expertise of our thousands of sourcers, recruiters and consultants, who collectively have unparalleled experience from delivering RPO talent solutions for a vast array of outsourcing programs globally. As a result, we have created a digital RPO operating system that truly enhances every step of the sourcing, selecting, hiring and talent management process. It brings together high-quality tools at each stage of the process – including use cases for AI; a consistent approach to workflow and data – eliminating low value activity; straightforward integrations and ground-breaking operational intelligence to deliver a better, faster, fairer hiring process for clients and candidates.” 

Click here to watch the AMS One launch video.

June 8, 2023, Cleveland, OH —Recent research by global talent solutions business, AMS and The Josh Bersin Company indicated that global time-to-hire rates are rising. The Talent Climate series, a set of quarterly reports will explore the current turbulent world of talent, providing up-to-date and in-depth insights, trends and solutions on how to tackle changing global conditions. The first in the series focuses on global “time-to-hire” rates.  In 2022, this key metric of the talent industry stood at 43 days but has risen a full day in just the first quarter of 2023.

However, there are steps organizations can take even in a challenging market and the talent solution experts at AMS have released their top six tips to reduce time-to-hire:

  1. Harness the power of data: use talent intelligence to drive your hiring strategy. Analyze historical hiring data to understand where and how to engage talent and gain insights on competitors, skills and locations to develop a broader pool of quality talent.
  2. Refine your employer brand: develop a tailored and segmented employer brand approach that appeals directly to your target talent. Recognize that a one-size-fits all approach simply doesn’t resonate in a competitive market and consider your candidate value proposition to help create customized messaging for different talent segments.
  3. Proactively reach passive talent: invest in specialist candidate sourcing capabilities to actively identify, approach and engage with passive talent to allow recruiters to build meaningful connections with candidates.
  4. Focus on small but significant improvements: deliver an exceptional candidate experience to attract and retain top talent. Offer a consumer-grade experience by simplifying the application process and ensuring mobile compatibility. Even small improvements can make a significant impact on the speed and success of the hiring process.
  5. Innovate and automate: embrace tools to automate and streamline your hiring process. Automated interview scheduling and other tools can save time and speed up the process, giving your business a competitive advantage.
  6. Deliver a human experience: prioritize candidate care and build meaningful relationships throughout the hiring process. Investing in human connection will reduce dropout rates post-offer acceptance and minimize the need to restart the hiring process.

Jim Sykes, Global Managing Director of Client Operations at AMS said:

“Changing demographics, job seeker sentiment and skills availability are all contributing to rising time-to-hire rates globally. However, even in the face of macro-changes to the global Talent Climate, our experience tells us there are still things organizations can do to improve their time-to-hire rate and accelerate access to talent.  Ultimately, harnessing the power of data and talent insight has to be the bedrock of every talent strategy, without that they won’t have the detail they need to truly make an impact on their talent processes, and they’ll struggle to put the right talent in the right roles, as quickly as they would like.”

Read the report in full here: The Talent Climate Series - AMS (weareams.com)

  • It now takes an average of 44 days to appoint people, up from 43 a year ago, rising by a full day in Q1 2023
  • Energy & Defense and Professional Services have the highest average time-to-hire rates due to the specialization of roles and small talent pools available
  • Organizations can leverage this data analysis to alleviate internal pressures by strategically tapping into currently-available critical talent pools, like tech professionals

June 1, 2023, Cleveland, OH — The Josh Bersin Company, the world’s most trusted human capital advisory firm, and global talent solutions business, AMS, have today reported that the climate for global talent hiring continues to experience significant turbulence, with time to hire rates at an all-time high.

Research from the Global Talent Climate report showed that average time-to-hire rates for the first quarter of 2023 alone, had increased across all industries by 1 day, despite the best efforts of employers. This pushes an already stretched recruitment process to 43 days on average. And across all industries, the research shows a widening gap between “easy to fill” and “difficult to fill” roles. While some jobs are filled in 14 days, many go vacant for 2-3 months or more. In the current age, the large number of days it takes to hire remains unsustainable if companies are to remain competitive and keep pace with the fast-changing needs of their industry.

The warning caps a new Talent Climate report, the first analysis released as part of a new research initiative launched recently by The Josh Bersin Company in collaboration with global talent solutions business AMS.

In the industry-specific overview, Energy & Defense companies took over 67 days to replace a specialist in 2022, and this is an industry projected to experience an actually even slower time-to-hire rate in 2023. At the same time, Professional Services firms are well above the average time-to-hire at 47 days. While tech roles across industries remained extremely challenging to hire in 2022, and this trend looks set to continue in 2023.

2023 benchmarks continue to rise across nearly every role, suggesting that time to hire will continue to be a challenge for most job families, compelling organizational leaders to make strategic talent plans based on their emerging needs to address hiring challenges ahead.

On a regional basis, 2023 time-to-hire projections show a significant increase in the longest hiring times for 3 out of 4 regions, suggesting that hiring in APAC, EMEA and LATAM will be increasingly difficult and volatile this year. LATAM may fall well behind other regions in 2023, with a jump in the longest hiring rates and a 6-day increase in average time to hire, for example.

In terms of verticals:

  • Energy & Defense has the longest time-to-hire rates at 67+ days. Even slower time-to-hire rates are predicted for 2023. Internal mobility, skilling and job design need thought to address talent needs here
  • Pharma & Life Sciences’ time-to-hire rates are projected to improve in 2023—likely the result of the strategies put in place to increase hiring during the global pandemic
  • Investment Banking has one of the biggest ranges of time to hire, from 21 days to 60+ days. Players in this sector should be prepared for extreme variability when hiring: role, skills and region will all impact hiring times
  • Professional Services is well above the average time-to-hire at 47 days. This sector experiences longer-than-average hiring time than most other industries
  • Retail & Consumer boasted the shortest time to hire rates in 2022, possibly a reflection of the global reopening of facilities and supply chains post-pandemic. Time hire rates continue to fall here in 2023 as consumer behaviors return to normal
  • Consumer Banking matched the global average time to hire in 2022, but hiring is projected to be a challenge in 2023. Rates are creeping up, though, with an average increase of 2 days
  • Tech & Media companies had strong time-to-hire rates in the first half of 2022 as the sector swelled; the shortest hire rates hovered around 20 days, substantially below the global average, with competition at an all-time high. As the industry recalibrates in 2023, hiring rates continue to be low, but will likely stabilize to global averages by the year-end
  • Transportation has the most compact range of hiring time, suggesting relative consistency for recruiting across roles. Massive hiring volumes in 2022 required companies in this sector to streamline their processes, and as travel continues to increase around the world, this trend continues—for now at least.

The research, Talent Climate–Time to Hire Benchmark Factbook, involved deep analysis of a quarter million hires in 2022 and 2023.

An element of the research that may be useful to hiring teams is that a number of Benchmark Scorecards were outputted. These Scorecards offer a powerful tool for organizations looking to optimize their recruiting practices, as employers can compare their own time-to-hire targets and outcomes with their industry peers, by region and by job category, and pinpoint opportunities to improve hiring results.

Janet Mertens, The Josh Bersin Company Senior Vice President of Research, said:“Although the fragile state of the economy would suggest growing unemployment, the pandemic continues to leave its mark on people’s work/life priorities. At the same time, rapid digital reinvention of many industries is creating a sharp shift in the skills now needed. This is leaving gaps where new and emerging skills have yet to be developed in sufficient numbers.”

Josh Bersin, global HR research analyst and CEO of The Josh Bersin Company, said:“Whatever may be happening in the world economy currently, it is clear that supply and demand are not in sync in terms of the type of skills available and the gaps that need to be filled. The real trailblazers in HR and talent acquisition have recognized this, and are thinking outside the box when it comes to developing people, cross-pollinating roles from elsewhere, and actively keeping succession and new-role pipelines full.

 Jim Sykes, Global Managing Director of Client Operations at AMS said: “As our data shows, time to hire has risen consistently for the last four years. Make no mistake, the hiring market is not going to get easier any time soon. HR and Talent leaders will need to continue to innovate and transform their strategies for acquiring, developing and retaining talent. This report will give a perspective as to how those leaders are faring today against their competitors.”

The Talent Climate–Time to Hire Benchmark Factbook is published exclusively for Josh Bersin Company members. You can learn more about the Talent Climate Series and how the research is applicable to a variety of organizations here.