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HR technology is being utilized to quantify the return on investment for return-to-office mandates by measuring employee productivity and well-being.
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Read at HRTech Series→
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A recent LinkedIn report indicates that over 90% of recruiters plan to increase their utilization of artificial intelligence tools due to mounting pressure to fill open positions.
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Read at HR Dive→
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Paradox's Conversational Applicant Tracking System is now accessible via Workday to expedite hiring processes for frontline workers.
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Read at HRTech Series→
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A new report from Employ Inc. outlines key recruiting benchmarks predicting what effective hiring strategies will entail for the year 2026.
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Read at HRTech Series→
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Expert commentary suggests that successful realization of return on investment from artificial intelligence initiatives in the coming year hinges upon robust, empowering people-focused strategies.
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Read at HR Executive→
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Research from Indeed suggests that when employers provide encouragement and training, employees utilize time saved through AI adoption to enhance and improve their professional responsibilities.
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Read at HR Dive→
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Vialto Partners' Lisa Buckingham, recognized as an HR innovation bellwether, shares her perspective for 2026 on integrating artificial intelligence, empathy, and driving organizational change.
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Read at HR Executive→
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AuthID and TurboCheck were chosen by a global workforce solutions provider to implement measures countering the rising tide of employment identity fraud.
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Read at HRTech Series→
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“Quality over quantity recruiting, is anyone actually doing this or just talking about it?”
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A recruiter champions a deep-dive, high-quality submission approach over spamming volume, noting a superior close rate, yet laments that current agency structures incentivize the appearance of busyness rather than genuine vetting.
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Read at r/recruiting→
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“hiring usually starts after something already failed”
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This observer notes that organizational hiring is almost always a reactive measure triggered by internal failure—a missed deadline or an overloaded founder—rather than proactive strategic planning, making leadership behavior the best predictive indicator.
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Read at r/recruiting→
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“Never build bridges until you're on the other side...”
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A tech candidate recounts being set up for a final interview, complete with travel arrangements, only to have the role folded into a colleague's existing position after the colleague was referred by the candidate.
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Read at r/recruitinghell→
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