Resource Center

Recruiting teams can add value in any market—including downturns and hiring slowdowns. This resource shows you how to demonstrate the full value of the talent function, and give it visibility even when req loads are light. With insights from talent leaders who’ve worked at companies like Fidelity, Dropbox, Human Capital, Robert Half, and more.

Your talent database is filled with talent who have shown interest in your past roles, silver medalists, current and former team members, and sourced talent. If you’re not leveraging these contacts, you’re missing a big opportunity! Download the guide to learn proven tactics and real-life examples to develop your engaged and active talent community.

A good talent engagement platform will help you engage great talent to build diverse, high-quality pipelines; nurture relationships with talent over the long-term; use data and insights to improve passthrough rates; fuel data-driven partnerships with the business; and more. Hear how companies like Mapbox, Gusto, and Carta leverage their talent engagement platform to elevate their recruiting teams.

In collaboration with G2, Gem presents the results of G2’s Spring 2022 survey of the current momentum leaders in Candidate Relationship Management.

In collaboration with G2, Gem presents the results of G2’s Spring 2022 survey of the current momentum leaders in Recruiting Automation.

How to start the conversation around an open role, and what best practices to implement to keep collaboration strong.

Effective recruiter-hiring manager relationships increase productivity and decrease time-to-hire. They drive better hiring decisions, boost your talent brand, and give TA greater visibility in the business as a whole. What’s more, they’re a necessity at a time when TA must act as a strategic partner to the business—rather than a reactive support member—if the company is going to meet its hiring goals in this ultra-competitive market. Here's how to strategically collaborate with your HMs.

Three broad trends emerged from this year’s survey responses: (1) Data becomes the competitive advantage; (2) A continued commitment to (and challenges of) diversity hiring; (3) A growing focus on employer branding and candidate experience. It’s time to find out what’s changed in today’s talent acquisition landscape, reassess your company’s strategy, and prepare for what may lie ahead.

2022 is a candidate’s market. Talent is considering their options, and recruiting teams are struggling to compete against simultaneous offers. The two things organizations can do right now are to offer excellent candidate experiences, and to forge strong talent brands. Here's how your peers are thinking about those things in 2022.

In Gem's 2022 trends survey, we found that enterprise recruiting teams are responding to "the candidates' market" by focusing on elements of the candidate experience they have agency over (speed and efficiency of the process, candidate communication, etc.), alongside data to drive insights and build longer-term relationships with talent. Here's what your enterprise peers are thinking about, and what they're acting on.

In Gem’s recent survey, talent professionals across the board ranked “diversity hiring” as the most important trend in the recruiting industry for 2022. What’s more, “difficulty meeting diversity goals” was among the top-3 challenges TA professionals anticipate their organizations will experience in 2022. Here’s what else your peers had to say about diversity recruiting and hiring in 2022.

62% of talent acquisition professionals see "data-driven recruiting" as one of the most critical trends of 2022, and 73% of enterprise talent leaders said data would be vital to staying competitive this year. Read the report to see what metrics your peers are tracking, and determine what data you need to flourish in 2022 and beyond.