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To stay competitive, software engineering leaders need more AI engineering capabilities. But without clearly defining AI engineering competencies, they risk mishiring and further widening skill gaps. This note provides advice on how to source internal and external candidates for AI engineering.

This IDC Market Glance maps the worldwide vendor ecosystem for skills and talent assessment technologies across three segments: Technical Skills Testing and Measurement, Behavioral Skills Assessment, and Immersive and Technology-Driven Assessment.

This IDC Market Glance provides a structured view of the technology and services ecosystem that supports the end-to-end recruiting life cycle, from attraction and sourcing through applicant tracking, assessments, screening/verification, and execution services such as RPO and staffing.

Author told us Andela was mentioned - Abstract: This IDC TechBrief details how AI-empowered candidate assessments are revolutionizing hiring by automating and personalizing evaluations, improving the quality of hire, and expanding talent pools. These solutions address traditional assessment limitations, mitigate risks of AI-enabled cheating, and integrate with HR systems for robust, bias-mitigated decision-making. Adoption is accelerating, but success depends on clear policies, compliance, and human oversight. Organizations must redesign workflows and ensure transparency, security, and adaptability to fully realize the benefits of AI-driven talent assessment. "In an era where AI can elevate and distort candidate assessments, hiring processes must evolve to separate human capabilities from algorithmic illusions." — Abhinav Shrivastava, research manager, Talent Acquisition and Strategies, IDC

This IDC Market Glance provides a graphical overview of the talent acquisition (TA) technologies and services market landscape. Skills shortages are widening the gap between job openings and available talent, prompting organizations to adopt skills-based workforce planning and capability-driven hiring models. Talent intelligence platforms enable comprehensive hiring strategies, enhance employee engagement, and improve retention. AI-driven tools are transforming recruitment processes, addressing challenges like resume homogenization and interview fraud. The TA market is evolving with stronger interoperability standards, experience-driven onboarding, and global talent sourcing. Partnerships with upskilling and assessment vendors are bridging skill gaps and optimizing hiring outcomes. This IDC Market Glance highlights technology vendors across categories such as applicant tracking systems, candidate relationship management systems, recruitment marketing, talent discovery and sourcing, talent intelligence, and screening and assessment solutions. On the services front, the presentation covers vendors specializing in contingent staffing services, recruitment process outsourcing, professional search, and background and employment verification services.

Talent Acquisition and Strategy - Research Tool Inclusion

Table 2: Representative Vendors in Gig Economy Platform

Profitable growth pressure and need for talent flexibility strengthen use of the nonpermanent workforce. This Market Guide contains market capabilities via gig economy platforms, vendor management systems and managed service providers to help CHROs create space for strategy, innovation and growth.

Number of program submissions highlighting AI triples year-over-year

At KubeCon North America 2025, the Cloud Native Computing Foundation announced the Cloud-Native Platform Engineer (CNPE) practical exam, the first new hands-on certification in five years, following the launch of the Cloud-Native Platform Engineer Associate (CNPA) entry-level exam six months prior. CNPE represents a rigorous, real-world assessment where candidates solve tasks in realistic environments on laptops, with beta testing revealing significant difficulty.

"We expect more skills assessment and interview platform vendors to follow this path, as 70% of organizations provide training opportunities for their existing technical staff on new technologies. In the longer term, skills assessment and interview platforms are likely to partner with online learning platforms to provide upskilling capabilities for software engineering talent. Vendors like Andela already provide such capabilities to some extent" "Vendors such as Andela, Codility, Glider AI and HackerEarth provide the capability to engage with candidates through social media forums or hackathons. Most platforms also include the ability to add customized branded elements that help candidates to better understand an organization’s identity and messaging. Skills assessment and interview platforms augment hiring teams’ efforts to increase engagement with candidates during the hiring process. These platforms also provide features to help organizations meet DEI goals. However, none of these features are an adequate substitute for human interaction and discretion."

Employer branding can help attract ideal candidates and skills to your organization. But your employer brand — what people on the outside think — needs to align with your employee value proposition (EVP) — what workers on the inside think. Without this alignment, your brand promise will lure candidates but only lead them to disappointment. This report helps business leaders across the organization understand how to synchronize the EVP and the employer brand.

Employer branding can help attract ideal candidates and skills to your organization. But your employer brand — what people on the outside think — needs to align with your employee value proposition (EVP) — what workers on the inside think. Without this alignment, your brand promise will lure candidates but only lead them to disappointment. This report helps business leaders across the organization understand how to synchronize the EVP and the employer brand.

Organizations undergoing digital transformation are looking for org structures that reduce time to value, align teams and departments, and drive customer obsession. They are adopting one of three org models: 1) journey-based; 2) channel-based, and 3) product-based. Each org model has benefits and drawbacks, and your business objectives should determine your choice. This report discusses the pros and cons of these cross-functional org models and provides best practices for tech and business leaders to choose the digital org structure that fits their needs.

Accelerated time to hire talent by 66%.

The CSO’s Guide To Revenue Enablement

Revenue enablement leaders often struggle to gauge the success of their function. Forrester’s Revenue Enablement Measurement Model guides leaders through a cadence of measuring activity that is driven by two key tenets: measuring enablement at the initiative, not the functional level; and focusing less on poorly correlated lagging indicators and more on leading KPIs. In this report, we analyze data from Forrester’s 2021 Sales Enablement Society Survey to demonstrate how revenue enablement leaders can segment B2B seller and enablement cohorts using five measurement approaches, score their results, and then use those insights to inform action plans.

This IDC TechBrief details how AI-empowered candidate assessments are revolutionizing hiring by automating and personalizing evaluations, improving the quality of hire, and expanding talent pools