Findings Report

Talent Programs

HR departments, and talent teams in particular, have become more strategic and data focused in their effort to establish their companies as employers of choice. Strong recruiting practices are only the tip of the iceberg when it comes to talent management. In this report, we also look at performance management, employee engagement, learning and development programs, and career pathing to see how companies of all sizes attract, enrich, reward, and retain their top talent.

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Talent Acquisition Team

Organizations are tapping into a mix of in-house talent acquisition teams as well as outsourced recruiting firms to ensure adequate candidate flow. While in-house talent teams are crucial to maintaining a positive company culture and often include team members with specialized recruiting skills, companies often use external recruiting resources to fill key roles.

View Chart:
Candidate Sources
In-House vs. Outsourced Recruiting
Outsourced Recruiting
Entry-Level & Internship Recruiting
Talent Operations Experience
Employment Branding

Onboarding & Offboarding

Strong onboarding programs remain a priority for employers of all sizes and are the
first step in setting a positive foundation for employee engagement and satisfaction.
Companies use a variety of methods to welcome and orient new employees,
spanning everything from manager orientations to welcome gifts and games. Likewise, a respectful offboarding process should not be overlooked in a strategy to
retain talent. While some organizations have mandatory walk-out processes,
it is important to leave a positive impression for any exiting employee as it also
contributes to the morale of remaining employees.

View Chart:
Onboarding Activities
Training Duration
Extra Management Training


While organizations continuously look for creative ways to attract talent, they can widen the net for potential candidates by offering relocation benefits and sponsoring work authorization. However, we expect the number of companies using this strategy to decrease in the future as “the new workplace” becomes the norm. With companies embracing a distributed workforce, there is less need to recruit talent based on their proximity to an office.

View Chart:
Voucher Qualification
Voucher Amount
Work Authorization
Waiting Period

Performance Management

While almost all companies assess their talent by measuring performance in some way, slightly fewer report having a formal performance management program in place. When it comes to assessment methods, manager assessment remains the leading method to collect performance feedback and a rating scale has become the defacto standard in measuring performance.

View Chart:
Assessing Talent
Feedback Collection
Assessment Methods

Recognition & Compensation

Over half of companies report having an employee recognition program in place to aid talent retention. Of those companies, a large majority use monetary bonuses as a key form of recognition. When it comes to compensation reviews, most companies hold reviews on an annual schedule. To discover more data an insights around employee compensation practices, see our Dataforest Top Trends and Compensation reports.

View Chart:
Recognition Program
Recognition Activities
Comp Review

Employee Engagement

Understanding how employees feel about their employer can be a strong barometer
for company success. A majority of companies report measuring employee engagement or satisfaction in some way and, likewise, a majority choose to be transparent to some degree when sharing the findings with their employees.

View Chart:
Results Sharing
Survey Followup

Learning & Development

Many companies have harnessed the power of a formal Learning and Development (L&D) program as a way to bolster employee engagement and  retention. While most companies offer individual online learning opportunities, many are expanding their L&D program effectiveness by offering different forms of training that appeal to a variety of learning styles. With so many one-off L&D options, as well as full-fledged learning management systems now available, it’s easier than ever to tap into learning opportunities as a way to invest in talent.

View Chart:
L&D Program
L&D Reasons
Styles of Learning
Headcount at Program Start
L&D Platform
Education Stipend
Stipend Amount

Career Pathing

Encouraging employees to discover internal professional development opportunities
and apply for open internal positions can be a valuable retention tool. While some companies report using a leveled career path model to help employees with career development, most invest in empowering their managers with the knowledge and tools needed to develop their team members. Internal mobility as a development opportunity is also common at a majority of companies, which can also help attract high performers into the organization.

View Chart:
Leveled Career Pathing Model
Leadership Development
Headcount at Start
Manager Ratio


Insights from this report represent data collected from Sequoia’s 2022 Dataforest DEI survey, and anonymized information and trends from our database. Dataforest is refreshed periodically with updates from new survey submissions.

Learn more about our data sources and methodology →

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