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Human Resources leaders must identify three high-impact artificial intelligence use cases that are not only technically feasible but also align logically with both HR objectives and broader business strategy to determine an effective starting point.
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Read at HR Executive→
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The article discusses the necessity of establishing ethical firewalls to govern AI applications within human resources decision-making processes.
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Read at HRTech Series→
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Propel People released AI Assistants engineered to accelerate hiring for construction and skilled trade employers.
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Read at HRTech Series→
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HR Path GTT
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HR Path has selected GTT to implement global network connectivity solutions crucial for its ongoing strategic digital transformation initiatives.
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Read at HRTech Series→
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Tuition.io Partnership Expansion
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Tuition.io has broadened its learning partner network to help mitigate frontline workforce shortages across several major industries.
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Read at HRTech Series→
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“Why do my managers refuse to update JD and then blame me for 'bad candidates'?”
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A recruiter expresses exasperation that their manager insists on using outdated, generic job descriptions while simultaneously blaming the recruiter when the resulting candidates fail to meet unstated, evolved requirements for specific tools or certifications.
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Read at r/recruiting→
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“Conflicting data from sales, product, finance and engineering? [N/A]”
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The exhaustion of refereeing departmental disputes, where sales, product, finance, and engineering each present contradictory metrics, highlights the desperate need for unified HR analytics software to cut through the data noise.
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Read at r/humanresources→
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“The company required a 3-hour unpaid ‘trial project’… then rejected me because I ‘took too little time off work to do it.’”
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After completing a lengthy, unpaid project proposal, a candidate was rejected for demonstrating poor time management by finishing the required work too quickly.
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Read at r/recruitinghell→
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