Michael Potvin

📊 The Cost of Talent is Shifting: Key Benchmarks from the 2025 Recruiting Report The new SHRM 2025 Recruiting Executives Benchmarking Report reveals a major divergence in hiring metrics, with costs soaring for executive roles while time-to-fill stabilizes. Here are the must-know insights for every talent acquisition professional: 1. Executive Hiring Costs Explode, Nonexecutive Costs Drop The cost-per-hire (CPH) gap is wider than ever, underscoring the resource intensity of top-tier talent acquisition: Executive CPH has reached a median of $10,625. This represents a staggering 113% increase since 2017 and a 21% rise since 2022. Nonexecutive CPH decreased to $1,200, a 27% decline since 2017. The Ratio: The cost of hiring an executive is now nearly 9 times that of a nonexecutive role. 2. Time-to-Fill Stabilizes, But Size Matters The hiring process is becoming more consistent across job levels, suggesting focused effort on speed: The median time-to-fill for both executive and nonexecutive positions is now about 44-45 days (a month and a half). This is a sharp drop for executive roles, which took 60 days in 2022. The Bottleneck: Extra-large organizations (5,000+ employees) report significantly longer time-to-fill periods (around 60-61 days for both). 3. The Internal Hiring Opportunity is Missed Recruitment remains overwhelmingly external, though larger firms are better at internal mobility: The overall median shows executive hiring is 100% external. Only 7% of nonexecutive positions are filled internally across all organizations. The Exception: Extra-large organizations are the exception, filling 50% of executive positions from within. 4. A "Quality of Hire" Blind Spot Despite 61% of recruiting executives citing a lack of qualified candidates as a top challenge, very few organizations actually measure whether their new hires deliver value: Only 20% of organizations use a quality-of-hire metric, a decline from previous years. 💡 Actionable Takeaway: Recruitment is expensive, especially at the executive level. Recruiting leaders need to justify these costs by integrating Quality of Hire metrics into their reporting and investing in internal development programs (upskilling, mentoring) to capitalize on the lower cost and higher potential retention of internal talent. How does your organization's CPH compare to these benchmarks? Share your thoughts below! 👇 #Recruiting #TalentAcquisition #HRMetrics #Benchmarking #FutureOfWork #SHRM #ExecutiveSearch

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3 Standout Findings from HR.com's 2025 Future of Talent Acquisition Report: 1️⃣ Only 30% of organizations plan to increase their TA budget—despite 56% expecting hiring needs to grow 2️⃣ Only 5% of organizations rate their TA function as "world-class"—even though they're self-assessing against a maturity model 3️⃣ "Leaders" in TA are 3x more likely than "laggards" to rate their hiring capabilities high Download the full report—compliments of Rival—for more benchmarks and comparative data and to learn how leading TA teams are finding success in 2025 and beyond: https://lnkd.in/eTWvN_7t #TalentAcquisition #Recruiting #Survey #HiringTrends2025

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HR maturity is a powerful predictor of organizational success. Research shows that organizations with high HR maturity see stronger financial performance, higher productivity, and healthier revenue projections. Yet only 1 in 8 HR teams reach this level of maturity. It’s time for HR to rise to the occasion. SHRM’s new report, The Business Case for HR Excellence, offers actionable insights to strengthen HR capabilities, elevate strategy, and drive measurable business impact. Read the full report here: https://shrm.co/0ldiwi.

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Hiring is shifting fast, and SHRM’s Talent 2025 preview lines up with what we’re seeing on the ground. AI is making hiring faster, but it’s not a replacement for human connection. Companies need recruiters who know how to use these tools thoughtfully, not blindly. RTO is still a hot topic. Forcing people back full-time can push top talent away. Flexibility matters more, and the move toward skills-first hiring is a win. Focusing less on degrees and more on what people can actually do opens the door to better, more diverse talent. And skills-first hiring is gaining real momentum. Companies focusing less on degrees and more on what people can actually do are tapping into stronger, more diverse talent pools. If there’s one thing 2025 is calling for, it’s adaptability. The companies that stay flexible and think ahead are the ones that will thrive. #TalentAcquisition #AIinHR #SkillsBasedHiring #WorkplaceFlexibility #HRTrends2025

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The future of internal TA functions will require RPO as an integral component. The Future of RPO is bright, assuming they embrace a much more powerful business model. This article describes a new approach. https://lnkd.in/gVMkYRYg

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When a top candidate declines an offer, it can feel like a major setback. Discover 4️⃣ pitfalls a hiring team must avoid during key stages of an executive search to stay aligned and successful. https://lnkd.in/ekq2_3H2 Authored by Justin Wilkins, EVP #kimmel #executivesearch #offers

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The C-Suite Paradox: Tech Reach vs. Human Touch Is your executive search leaning too hard on one pillar? In modern Executive RPO, success isn't "human vs. machine." It's about combining them for an unfair advantage in the talent market. #Technology is the Accelerator. It provides the speed, #dataanalytics, and global market mapping to find the ideal candidates that traditional networking misses. It’s about precision and scale. Human Intelligence is the Closer. Only experienced recruiters can assess cultural alignment, manage delicate peer-to-peer negotiations and provide the white-glove engagement that high-level hires demand. It’s about trust and nuance. The Takeaway: Tech finds them. Humans hire them. You need both. How is your executive search #strategy evolving? #ExecutiveSearch #Leadership #RPO #TalentAcquisition #Careers #Growth #recruiting #recruitment #jobs #employerbranding #digital #manufacturing #BFSI #fintech #management #humanresources #ArtificialIntelligence

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Is your Talent Acquisition team truly influencing business strategy, or just reporting operational metrics? Many TA functions are stuck measuring activity rather than impact. But forward-thinking teams are connecting hiring data directly to revenue, team performance, and other key business outcomes, transforming how they’re valued within their organizations. On Episode 717 of Recruiting Future, Leandro Cartelli shares his strategy for evolving TA metrics to drive strategic influence and real business impact. We cover: ✅ The three maturity stages of TA metrics ✅ Connecting recruiting metrics to strategic business goals ✅ Building genuine organizational influence through data ✅ Why the candidate experience still gets overlooked 🎧 Listen now by searching for Recruiting Future wherever you get your podcasts #TalentAcquisition #RecruitingFuture

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