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March 10, 2025 
8 min read
The hiring landscape has been anything but predictable. You know what else isn’t news? It’s been that way for a while now.
We’ve all grown used to constant change, and that’s been rough on hiring strategies. Talent acquisition teams achieved slightly less than half of their hiring goals in 2024 (47.9%), the lowest rate since 2020. Sixty percent reported an increase in time to hire.
While there’s no getting off the talent acquisition runaway rollercoaster we’re all on, we do want you to feel like you’re in control. That’s why we focused our winter release on giving TA teams more options and greater visibility into their hiring process.
From a more powerful GenAI-powered chatbot to improved synchronization between your ATS and CXM or CRM, our winter release is all about helping you and your team advance your hiring strategy with confidence – no matter what unexpected changes come your way.
Your Digital Assistant chatbot can now use GenAI to hold context-aware conversations that adapt to candidates’ questions. Responses are quick and precise, creating a user-friendly experience that’s intuitive.
Here are a few example questions candidates might ask to get more thorough, accurate responses:
This is a customer-inspired update.
Recruiting teams can now automate communication across multiple channels. Rather than relying solely on email, you can now build in logic that combines email and SMS messaging together, giving candidates more choices and opportunities to engage.
Here’s an example: Let’s say you want to re-engage past engineering candidates. Start with an email about 2024 perks and benefits. If the candidate opens it, follow up with a text linking to a blog on engineering culture. Blog engagement can trigger an email about open roles. If the email isn’t opened, send a different text with the same call-to-action to apply to see if they are more likely to engage in that channel.
This is a customer-inspired update.
Sourcers and recruiters have new candidate filters that allow them to include or exclude candidates based on status, campaign participation or last contact date.
Starting in April, candidate notes will sync between ATS and CXM or CRM, providing recruiters with additional insight. For instance, if you want to contact a candidate for an open sales manager position, you might find a note that they previously applied, and that your colleague mentioned they were competent but required more experience selling to larger organizations. By looking at their resume, you see they now have experience they previously lacked.
Talent acquisition teams can now preview and edit how their career sites look and work on mobile devices – a feature that was previously reserved for desktop versions. You can edit web elements including alignment, text size, image placement and page selections. These modifications help maintain a consistent look and feel, making your career site more user-friendly for job seekers who aren’t located in front of a desktop computer.
Candidates can now apply directly on supported job sites, including Indeed and LinkedIn (coming soon), without being redirected to your career portal. The Apply Network empowers admins to independently configure and manage the application workflow, aligning any applicant source with your organization’s unique apply flow. You can adjust screening questions to specific job roles and qualifications. Plus, we provide flexible application flows that can be adapted to different roles.
This is a customer-inspired update.
User admins can now tailor the application experience in Digital Assistant, our recruiting chatbot, by editing and adding screening questions that match specific job roles and qualifications. Now a self-serve feature, recruiters no longer need the iCIMS team to set up their apply flow via Digital Assistant. In other words, by controlling the questions candidates receive, admins can create a more relevant and personalized application process.
Note: LinkedIn integration is coming soon.
Recruiters now have greater flexibility when it comes to scheduling and structuring interviews. You can now tailor each interview to unique needs and circumstances – before, recruiters relied on pre-defined templates. We’ve also released a standalone scheduling tool, where users can create interviews independently of calendar integrations such as Outlook, Google or other services.
This is a customer-inspired update. Ad-hoc scheduling will be released in April.
Hiring teams can now rate candidates using a star system and provide an overall recommendation for hire. Additionally, this feedback is centralized in one place. To improve internal collaboration and maintain compliance, teams can download, save and print feedback forms.
This is a customer-inspired update.
We’ve made several enhancements to profiles that improve usability and efficiency. Changes include streamlining the user interface and improving navigation with a back button and carousel. We’ve also introduced pop-out actions for resumes, notes, text messaging and job descriptions, allowing users to access these features without leaving their current screen. Profile factoids have also been added to provide quick insights, and users can reorder profile tabs to suit their preferences.
To ensure a smooth transition, these enhancements will release throughout April. This is a customer-inspired update.
Enhancements to our Prime background screening integration allow user admins to adjust order statuses and screening result updates according to their organization’s workflows and terminology. Dynamic updates ensure your workflow status accurately reflects the status of background checks.
We’ve also added role-based access controls so recruiters have read and write access for creating orders and viewing results, while hiring managers and senior management can be granted read-only access for overall visibility.
This is a customer-inspired update.
Winter release is packed with new features and quality of life upgrades. But the tech isn’t our only focus. We’ve been actively evolving our customer success approach over the last several months so you can optimize your experience with iCIMS.
In case you missed it, you can get assistance with your recruiting tech and process with these offerings:
If you need help with, or have questions about, anything included in this release, contact your account team and they will be happy to assist.
Be sure to check out the release notes for full details on these changes and those rolling out in April.
Gazmend Kalicovic is a Senior Product Marketing Manager for iCIMS, responsible for the global go-to-market strategy of the iCIMS Talent Cloud Platform, including iCIMS’ integration, trust and security capabilities. He is focused on leading iCIMS’ position as the world’s most connected and trusted talent platform.
Prior to iCIMS, Gazmend held strategic product and marketing positions at Brother International, where he led go-to-market strategy for Brother’s document capture solutions, and Billtrust, where he led strategy and execution for Billtrust’s invoicing and payment products. Gazmend holds a bachelor’s degree in political science and history from Rutgers University.
