Latest News
Spending More Time With Candidates Recovers The Signal AI-Polished Resumes Took Away
Andre Amyot, VP of Talent & Culture at Laurentide, explains why in-person meetings reveal what a polished application can hide.
Human Review Closes The Gap Between A Match Score And A Qualified Candidate
Andrea Smith, People and Culture Business Partner at Salal Credit Union, describes the job titles, flexible requirements, and hiring-manager conversations a match score can't see.
Protecting the Budget for Flexible Talent Keeps Teams Ready When Workloads Spike
Amy Spencer, founder and Chief Matchmaker at Evo Communications, on blending permanent staff with vetted independents so a team can add depth without hiring year round.
Growth & Strategy
The Resume Rewards Presentation. Better Hiring Rewards What Candidates Can Actually Do.
Susan Newman, Executive Director of school2life, on the upside of a hiring process built to surface what a candidate has actually done.
Stop Hiring for Experience. Start Building Knowledge the Business Can Scale.
David Jacobs of Industrial Solutions Network explains why hiring, training and retention all depend on making expertise transferable.
Spending More Time With Candidates Recovers The Signal AI-Polished Resumes Took Away
Andre Amyot, VP of Talent & Culture at Laurentide, explains why in-person meetings reveal what a polished application can hide.
Protecting the Budget for Flexible Talent Keeps Teams Ready When Workloads Spike
Amy Spencer, founder and Chief Matchmaker at Evo Communications, on blending permanent staff with vetted independents so a team can add depth without hiring year round.
Josh Millet, founder and CEO of Criteria, makes the case for hiring on durable skills and growth trajectory over static credentials and gut-feel rapport.
Johnny C. Taylor Jr., President and CEO of SHRM, argues the skills-first movement stalled because employers dropped the degree requirement without building a structured way to measure skill, which sends hiring right back to the familiar resume.
A résumé-clean, fast-tracked hire can still crater the team it joins. The bill that follows isn't the replacement cost everyone quotes. It's the good people who leave once the wrong hire is inside.
The skills-first movement won the press cycle, but funnel data shows most employers replaced the diploma with proxies that select the same people.
Bad hires get blamed on moving too fast. Scott Bonacorsi, chief people officer at Rehmann, argues the real failure comes earlier: posting a role no one agreed on how to judge.
AI & Technology
Andrea Smith, People and Culture Business Partner at Salal Credit Union, describes the job titles, flexible requirements, and hiring-manager conversations a match score can't see.
The EU AI Act's requirements for hiring software were due in August and now apply from December 2027. Discrimination law never paused, and the duties still land on the employer.
Hiring managers keep opening resumes they can't tell apart, each one a flawless machine-made copy of the last. But the lesson isn't to hunt down the AI. It's that the resume has stopped proving anything, and the job now is to make candidates show they're real and can do the work.
A federal judge just let a bias lawsuit over an AI hiring tool move forward, and the reflex across talent teams is to ask whether to switch the technology off. But that's the wrong question. The real one is whether you've built the foundation that makes any hire, AI-assisted or not, evidence-based and something you can explain.
Europe's high-risk AI-hiring deadline moved to December 2027. New York's Local Law 144 has been live since 2023. Both want screening that's job-related, bias-tested, and explainable.
An unaudited AI screener doesn't clean your pipeline. It scales the blind spots already in it, and the answer is a human fail-safe plus AI as a co-pilot rather than a captain.
A Ramp and Revelio Labs analysis of 21,559 firms finds heavy AI adopters expanding their workforces, with entry-level hiring growing fastest of all.
Consumer face-swap and voice-cloning tools can produce an interview-ready fake in about an hour, and human interviewers catch only a fraction of them.
Leadership
A Head of Talent Acquisition role demanded a KPI of 250 qualified applicants per opening, every week. A target like that builds a process to manage volume, at the exact moment AI has made volume the emptiest number in hiring.
New research shows synthetic candidates clearing interviews, references, and background checks, with legal exposure growing alongside the security risk.
Employers are answering deepfake candidates with conference rooms and airfare, a costly fix that verifies identity but predicts nothing.
When four in ten departures happen inside twelve months, the failure happened at the offer letter, not in the engagement survey.
As the EEO-1 mandate faces repeal, Chrysalis VP of Human Resources Carlyne Ervin makes the case that companies should keep measuring workforce data to spot important patterns and ask better questions.
The résumé stopped being a signal you can trust, and the reflex recruiters keep reaching for, more rounds and sharper instincts, only makes it worse.
Most Popular
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Spending More Time With Candidates Recovers The Signal AI-Polished Resumes Took Away
1
Human Review Closes The Gap Between A Match Score And A Qualified Candidate
1
Protecting the Budget for Flexible Talent Keeps Teams Ready When Workloads Spike
1
The Resume Rewards Presentation. Better Hiring Rewards What Candidates Can Actually Do.
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Stop Hiring for Experience. Start Building Knowledge the Business Can Scale.
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AI Hiring Rules Moved to 2027. The Explainability Problem Didn't Move With Them.
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Hiring Has a Signal Problem. That's Why Criteria Is Launching 'Talent Signal News'
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When The Job Keeps Changing, Adaptability Becomes The Signal That Holds
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