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The Insight Edge in Talent Acquisition

October 3, 2019

Capita People Solutions undertook comprehensive, independent research to uncover how data is currently being used within recruitment in UK transport organisations and the main drivers making better use of data and insights a business imperative for the transport sector; the opportunities that data can bring in improving talent acquisition; and the challenges HR and recruitment leaders are facing in their attempt to utilise data and insights to gain better visibility of their workforce and attract and recruit  the skills they need to thrive and survive in the future of work, and deliver an improved and seamless transport infrastructure.

We also wanted to generate a picture for Network Rail of how and why recruitment in transport must improve their use of data over the next five years as organisations move towards a hybrid workforce, using data as a strategic lever to achieve better talent outcomes for the organisation, its workforce and most importantly, to build a smarter transport infrastructure for end users.

We conducted interviews with 350 HR and recruitment professionals, 500 business leaders (board directors, senior directors and heads of departments) and 2,031 employees. All respondents worked for UK organisations with more than 100 employees and came from representative samples of industries and job roles/functions, with 15% coming from the transport sector. 

In this insights report, we share the findings including:

  • Organisations' current level of use of their data in recruitment 
  • The drivers for HR and recruitment leaders wanting to improve their use of data and insight  and  where they see the potential value of data within talent acquisition
  • The personal data employees and candidates are willing to share in order to receive a more personalised, engaging experience throughout their recruitment journey.
  • The challenges HR and recruitment teams are facing in using their data to inform talent decisions
  • Organisations' perception versus employees' perception on what stages of the recruitment process should be driven by digital or humans
  • In what areas organisations feel that data can deliver better outcomes, reshape recruitment and address skill shortages.
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