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Talent acquisition continues to morph into a web of barriers at breakneck speed. At the recent RPO Leadership Forum webinar, Ben Eubanks, chief analyst at Lighthouse Research and Advisory, revealed to RPO and talent leaders upcoming research. Lighthouse research showed how candidates resolve challenges in today’s hiring processes. His presentation showed big changes in how candidates act. It also highlighted key gaps between what employers think and what job seekers experience.
"Our attitude affects outcomes," Eubanks emphasized at the beginning of his talk. This mindset proves key as talent leaders and candidates adjust to fast technological changes in recruitment. Eubanks shared a story about friends who collected fast food cups for airline tickets. They were soon approached by the police. One friend got defensive and ended up handcuffed. The other friend calmly explained their actions and stayed out of trouble.
Eubanks said, "If we feel disappointed or resentful, we might not like the results. Looking at this with curiosity opens doors for new hiring strategies. It also fosters human connection, even with automation. This can lead to better outcomes."
This view sees recruitment trends as challenges, not problems. They encourage innovation. Lighthouse’s research surveyed over 1,000 global employers and job seekers. It revealed three key trends that are changing talent acquisition in 2025. These trends show how attitude affects results.
Candidates Deploy AI Tools to Combat Black Hole Experience
The infamous "black hole" has driven candidates to fight back using automation. Eubanks shared that with new technology, job seekers can use AI tools to apply to hundreds of jobs at once. This approach floods recruiters with applications.
"I was speaking with an employer recently, and they were telling me they used to see about 20,000 resumes a month," Eubanks noted. "Now they're getting 20,000 resumes every two and a half days." Eubanks describes this as "a very cluttered funnel."
Recruiters believe they can spot AI-generated applications, but Lighthouse’s research proves otherwise. In an experiment, talent acquisition professionals failed to identify AI-created resumes.
"Eighty-six percent of them got it wrong," Eubanks revealed. "Only 14 percent picked the resumes that were actually AI-generated."
This finding shows how advanced these tools have become. It also explains why employers have a hard time finding qualified applicants quickly. Genuine candidates get lost in the deluge of applications.
Eubanks warned talent leaders to get their own AI tools. "If you're not using these tools yet, listen: it’s going to get tougher to do this by hand."
AI tools continue to transform recruitment—creating challenges in finding qualified candidates amid application floods—the 2025 RPO Trends Report takes you deeper into finding talent solutions.
Employer Branding Faces Credibility Crisis
The second major trend Eubanks identified revolves around employer branding and authenticity. The research showed a surprising credibility gap. Just 17 percent of candidates think employer branding messages reflect companies honestly.
The other 83 percent think “...that's sort of true or complete hogwash," Eubanks explained.
This skepticism poses big challenges for organizations. They struggle to stand out in competitive talent markets. Eubanks pointed out that many employer branding efforts lead to "employer blanding." This happens when companies show almost the same values and cultures.
"'Here are our five core values. But they lack true uniqueness. Three other competitors share the same five values,'" he noted.
To bridge the credibility gap, Eubanks gathered insights from candidates. They suggested that employer messaging should include:
- Regular updates on the application status,
- Clear details about career growth,
- Transparency about company culture and values, and
- Genuine employee stories.
This view highlights the need for strong employer branding. It should be authentic and clear. Generic messages won't help organizations stand out in candidates' minds.
Learn how storytelling can elevate your employer brand to align candidates' expectations.
The Expectation Gap: What Candidates Value vs. What Employers Think Matters
The third key trend Eubanks found shows a big gap. Candidates care about different things than employers think they do.
Lighthouse asked employers what they thought of what candidates valued in hiring. The results showed significant disconnects across multiple dimensions.
"In almost every case, candidates are telling us something is more important than employers think it actually is," Eubanks noted. "That creates a gap. And that gap, if we want to call it something, why don't we call it the candidate experience."
Eubanks observed that many employers discuss "candidate experience" as an abstract concept, but the data reveals it as a tangible set of challenges that job seekers face throughout the hiring process
This misalignment generates frustration, ghosting, delays and resentment among job seekers. The research showed that "proactive talent teams" hire strategically, not just reactively. This approach reduces gaps and leads to better outcomes.
Eubanks shared how Enterprise Mobility transformed their hiring approach. They stopped running separate candidate assessments that caused delays. Instead, they created a group interview process. This change sped up hiring and kept quality high.
"Because they didn't have these three separate streams like we did at the beginning, it was much faster and saved them time. Ultimately, the hiring managers felt more satisfied. They were giving up some control, but they didn't want to miss key candidates, Eubanks shared.
This case study shows that updating old processes can better meet candidate needs. It can also improve organizational results.
Implications for Employers and RPO Providers
The research carries significant implications for talent acquisition teams and RPO providers. Eubanks pointed out that employers rely on RPO partners more for innovation. This reliance includes implementing AI.
"We really want help with automation and AI technology. We need a partner to guide us in using these new tools," he said, outlining what employers need.
Employers want partners who can handle the chaotic world of talent technology. They also need trusted advice on tools that bring real value. Companies value RPO partners with cross-industry insights. For example, Eubanks said that a company made a single change from one cross-industry insight. The change boosted their quality of hire by 20% and cut their hiring costs.
Talent acquisition leaders face a tough task. They must meet urgent hiring needs while also making strategic improvements. "I know firsthand how hard it is to rise above the 'I've just got to have a person in that job by Friday,'" Eubanks acknowledged.
Learning from History
Eubanks ended with a strong historical example. He compared past medical practices that seemed new and exciting to those that now seem shocking. He talked about a doctor who said he could diagnose fever with "100% accuracy." He did this by touching a sick patient's tongue and then touching another person's tongue. What seemed new and impressive then—gaining respect from other doctors—now looks very wrong. The doctor was spreading the illness instead.
"I don't want to look back like others in the medical community and think, 'Wow, I can't believe we thought that was a good idea,'" Eubanks said. He used this clear example to urge talent leaders to think about how future generations will see today's recruiting methods. This mindset should prevail, especially as technology changes how we hire.
This view prompts talent acquisition pros to consider if AI and other tech really benefit employers and candidates. Eubanks thinks automation can help with high application volume. But, the real success comes from human connection. He encourages leaders to ask, "Is it an approach that we are going to be proud of long term?"
The Path Forward: Meaningful Engagement
Research shows that candidates want authenticity, transparency, and meaningful communication. Technology should enhance these elements, not replace them. Candidates are pushing back against impersonal processes using their tech tools. Thus, employers need to respond thoughtfully.
Organizations that spot these trends and adapt well can attract top talent. Adapting to change helps employers stand out in today's crowded hiring market. Employers can turn the automation arms race into a time of real candidate engagement. They can do this by closing expectation gaps and making hiring processes more responsive.
Eubanks found that the best organizations mix tech efficiency with human connection. This balanced approach tackles the urgent issues of high-volume applications. It also emphasizes the need for real relationships in hiring. This way, we create recruiting practices that future generations will see as innovative, not misguided.
