Dara Newman

Most TA leaders are asked to do the impossible: hire faster without sacrificing quality. The good news? It's not actually a trade-off; it's a design decision. We analyzed what top-performing talent acquisition teams are doing differently, and the pattern is clear: they're automating the right things while keeping humans focused on what matters most. 📊 What we're seeing: - Admin workload down across sourcing, scheduling, and comms - Hiring cycles shortened in key role families - Consistency and fairness improved through structured workflows - Candidate experience elevated at scale The shift isn't about replacing recruiters. It's about freeing them up to do what they do best: evaluate, calibrate, and decide. Swipe through to see where efficiency is being gained, and where human judgment still leads. For HR and TA leaders rethinking how hiring gets done at scale, this one's for you. 👇 Ready to explore structured hiring automation for your team? - https://turiyaskills.co

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As HR Brew reports, only 7% of HR professionals surveyed said they currently use AI to identify and address bias, disparities or inequities in hiring, evaluation, promotion or pay. That gap points to a clear opportunity for hiring teams to put responsible AI into practice. “We have to recognize that a lot of these systems, if ungoverned, can magnify biases… but also the opportunity to overcome those biases.” –Daniel Chait, CEO at Greenhouse That’s what Daniel shared with HR Brew following their Talent 2030 Collective summit. Hiring teams need governance, structure and accountability as they adopt AI. Without the right guardrails, AI can reinforce existing bias. With the right process, it can help teams spot patterns, apply criteria more consistently and make better-informed decisions. Read the full piece: https://lnkd.in/g2_a5Bj6

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If you're in talent acquisition, you've lived through years of disruption. Team cuts. Budget freezes. Broken processes no one has time to fix. Underperforming vendors with no accountability. Tools that promised efficiency but added work. And hiring demands that never slowed down. Many TA leaders are stretched thin, responsible for fixing inherited problems they didn't create, all while hiring demands and expectations remain high. Most teams lack the capacity or expertise to fix what's broken while keeping hiring on track. That's where Recruitment Process Outsourcing (RPO) or fractional TA leadership works best as a strategic partnership that complements your team, not replaces it. A fractional TA partner or RPO can: >> Rebuild processes to reduce time-to-fill >> Create sourcing strategies for hard-to-fill roles >> Optimize vendors to improve fill rates and retention >> Implement systems that reduce manual work >> Cut spend on underperforming tools >> Upskill teams with current best practices This isn't about outsourcing responsibility. It's about partnering to fix the issues that directly impact hiring outcomes. Whether you're building your first recruiting team, fixing broken processes, or seeking executive-level strategic guidance, fractional TA leadership gives you seasoned expertise embedded with your team, on your terms. How could a partnership like this transform your hiring outcomes? https://colabta.com/

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HR in 2026 is about moving from experimentation to execution. This HR Dive article breaks down how HR leaders are approaching AI, rethinking DEI efforts, and focusing hiring and learning on what truly drives impact. A quick, useful read for anyone shaping HR strategy this year.

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Employee recognition is no longer transactional, it’s becoming part of the emotional infrastructure of organizations. Love seeing companies like Goody rethinking how personalization and choice can make recognition actually feel meaningful. And this insight from the TroopHR community couldn’t be more true: Employees don’t leave because of comp alone, they leave when they feel unseen. As HR leaders, this is a powerful reminder that the small, intentional moments of recognition often have the biggest impact on connection, engagement, and retention. Click to read the article in Forbes now 👉 https://bit.ly/4wsXypg Thank you to Jeff Fromm for including Troop in his piece.

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HR has a language problem. Too many buzzwords. Too much complexity. Not enough clarity. If people don’t understand what you’re saying… nothing moves. In this episode, Leigh Dobbs shares why great HR leaders simplify, move fast, and say things in a way people actually understand. 🎧 Listen in & tell us what you think. 👉 LS Community: https://lnkd.in/gHJGdHUN 👉 Apple Podcasts: https://lnkd.in/gsB2Gjbe 👉 Spotify: https://lnkd.in/gEPw3AsX #EnterpriseAlchemy #SayItSimply #LeadershipClarity

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In today’s competitive hiring landscape, slow background checks create costly bottlenecks—delaying decisions, frustrating top candidates, and draining HR resources. PCG’s approach proves that speed and accuracy can coexist, delivering most screenings within 24 hours without compromising compliance. This rapid turnaround keeps candidates engaged and accelerates hiring, enabling teams to fill critical roles faster and focus on strategic priorities. For talent acquisition leaders, the takeaway is clear: optimizing screening speed is not just operational efficiency—it’s a strategic imperative to secure the best talent in time. How is your organization balancing speed with accuracy in background screening? #TalentAcquisition #HRStrategy #BackgroundChecks #HiringEfficiency #WorkforceExcellence

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What happens to the brilliant candidate who came in second? In most organizations, they disappear into the void. For a strategic HR leader, that’s a wasted investment. Think about the math: you’ve already spent the budget on sourcing, the time on interviewing, and the effort on vetting. Letting that talent go cold means starting from zero the next time a role opens up. Reconnecting with these candidates through regular check-ins builds a warm bench of talent, saving time and budget on your next search. Do you add them to your CRM for long-term nurturing? Drop a 👍 in the comments

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You can be the most technically brilliant CHRO in the country. Know every comp benchmark. Every retention framework. Every DEI metric. And still lose every senior hire you actually want. Because at the C-level, hiring isn't decided on numbers. It's decided in the first thirty minutes of a conversation the candidate has with your CEO. The moment they feel spoken at instead of spoken with — you've lost them. The moment the strategy sounds rehearsed instead of lived — you've lost them. The moment the board sounds fragmented instead of aligned — you've lost them. Great executives don't chase the best package. They chase the best signal. And the signal is always the same quiet question: do these people actually know what they're building? HR's hardest job isn't finding the candidate. It's preparing the leadership team to be worth joining. Which part of that prep does your company quietly skip? #ExecutiveSearch #CHRO #Hiring #CXOHiring #Leadership #TalentStrategy #LeadershipHiring #BoardroomInsights #IndiaHiring #AthenaExecutiveSearch #AESC

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The best talent isn’t always active; they’re assessable. Referrals Talent communities Past silver-medal candidates Warm pipelines When TA teams think like marketers, talent becomes easier to find and easier to close.

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Replacing one employee can cost up to four times their salary. 💸 Retention becomes proactive when teams focus on the moments that shape intent to stay. • Spot disengagement during critical stages, not after exits • Learn from patterns across current and former employees • Step in early, while trust and momentum still exist 🔍 See how modern teams approach retention: https://kntn.ly/23ebd6a8 #RetentionStrategy #EmployeeExperience

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There's a question every TA leader should be able to answer in under 60 seconds: Where is every active candidate right now and what needs to happen next? If the answer requires opening three tabs, checking two inboxes, and chasing a hiring manager, you don't have a visibility problem. You have a strategy problem dressed up as a process problem. End-to-end hiring visibility isn't about dashboards. It's about removing the fog between a role opening and a hire walking through the door. We've written the definitive guide to what it means, why it matters, and how organizations using it are closing roles faster, protecting their employer brand, and making decisions they can actually stand behind. Read it here 🔗https://lnkd.in/gdHbr-e9 #HiringVisibility #EndToEndHiring #TalentAcquisition #HiringStrategy #RecruitmentPipeline #HRTech #AIRecruiting #Recruiter #HRLeadership #EmployerBranding #TalentManagement #Oorwin #FutureOfWork #HR #Recruiting

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AI in HR: How to diagnose early attrition before blaming hiring quality Paste this prompt into HRGPT 👇 "Our early attrition is spiking at the 6–9 month mark. What systemic signals should I look at before assuming it's a hiring quality problem?" That's it. Stop guessing. Start investigating the right variables. 🔗 Try HRGPT: https://lnkd.in/ggqg5ikF 📖 Guide: https://lnkd.in/gUZeSeEu Every week we'll drop a new prompt. Save this one for your next people review.

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Compensation conversations require clarity — and clarity starts with good data. That’s where a salary survey comes in. A well-conducted compensation study helps boards and managers make informed, equitable decisions. It grounds pay discussions in reality, not guesswork, and provides an external benchmark that builds trust between boards, executives, and staff. But not all salary surveys are created equal. If you’re choosing a partner to conduct one, don’t just ask who can run the numbers. Ask who understands the people behind them. Here’s what to look for: 1. Credibility and context. Your partner should have experience with nonprofits of your size, sector, and budget scope. A $2M human services nonprofit and a $120M international NGO live in different universes — your compensation survey should reflect that. 2. Transparent methodology. Ask where the data comes from, how it’s normalized, and what benchmarks they’ll compare you to. A good partner can explain it simply and won’t hide behind jargon. 3. Discretion and trust. Salary data is sensitive. Choose someone who understands confidentiality — and who will handle the process with the same care they’d want for their own team. 4. Alignment with values. A salary survey isn’t just about numbers. It’s about fairness, belonging, and sustainability. Find a partner who respects those as much as accuracy. 5. Guidance, not just a report. The best firms don’t just hand you a spreadsheet. They interpret what it means — and help your board translate data into decisions that reflect your mission and culture. Salary surveys done well create more than pay equity. They create peace of mind — for boards, executives, and the people who make the mission possible. If your organization is preparing to review compensation this year, we’d be honored to help you find the right approach — one grounded in both data and dignity. – At CoSpire, we offer custom compensation surveys to help nonprofits understand what’s working, what’s not, and what’s most meaningful to the people they serve. Our values shape every part of the process: 🔸Creativity: Holding truth and hope in tension. 🔸Courage: Asking brave questions with care. 🔸Community: Honoring every voice. 🔸Compassion: Working toward what’s possible — together. If those values resonate with you, we’d be honored to listen. DM us and start a conversation.

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Workforce transformation is front and center at SHRM Talent 2026. But one part of the talent lifecycle is still often overlooked: 👉 Offboarding How employees leave directly impacts employer brand, candidate perception, and your ability to hire top talent. At Onwards HR, we provide a workforce transformation platform that centralizes and streamlines offboarding. This helps organizations: 🔸 Deliver consistent, tech-enabled exit experiences 🔸 Strengthen employer brand and improve recruiting outcomes 🔸 Capture exit data to inform retention and workforce planning 🔸 Enable internal mobility and redeploy talent instead of losing it If you’re heading to SHRM Talent, let’s connect to talk about how a more structured, technology-driven approach to offboarding can strengthen your overall talent strategy. 📍 Booth 1107 | Dallas, TX 📅 April 19–22 Stop by our booth or schedule a 1:1 meeting. https://hubs.li/Q04b5c_20 #Talent2026 #SHRM #HRInnovation #FutureOfWork #WorkforceTransformation

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📊 The Cost of Talent is Shifting: Key Benchmarks from the 2025 Recruiting Report The new SHRM 2025 Recruiting Executives Benchmarking Report reveals a major divergence in hiring metrics, with costs soaring for executive roles while time-to-fill stabilizes. Here are the must-know insights for every talent acquisition professional: 1. Executive Hiring Costs Explode, Nonexecutive Costs Drop The cost-per-hire (CPH) gap is wider than ever, underscoring the resource intensity of top-tier talent acquisition: Executive CPH has reached a median of $10,625. This represents a staggering 113% increase since 2017 and a 21% rise since 2022. Nonexecutive CPH decreased to $1,200, a 27% decline since 2017. The Ratio: The cost of hiring an executive is now nearly 9 times that of a nonexecutive role. 2. Time-to-Fill Stabilizes, But Size Matters The hiring process is becoming more consistent across job levels, suggesting focused effort on speed: The median time-to-fill for both executive and nonexecutive positions is now about 44-45 days (a month and a half). This is a sharp drop for executive roles, which took 60 days in 2022. The Bottleneck: Extra-large organizations (5,000+ employees) report significantly longer time-to-fill periods (around 60-61 days for both). 3. The Internal Hiring Opportunity is Missed Recruitment remains overwhelmingly external, though larger firms are better at internal mobility: The overall median shows executive hiring is 100% external. Only 7% of nonexecutive positions are filled internally across all organizations. The Exception: Extra-large organizations are the exception, filling 50% of executive positions from within. 4. A "Quality of Hire" Blind Spot Despite 61% of recruiting executives citing a lack of qualified candidates as a top challenge, very few organizations actually measure whether their new hires deliver value: Only 20% of organizations use a quality-of-hire metric, a decline from previous years. 💡 Actionable Takeaway: Recruitment is expensive, especially at the executive level. Recruiting leaders need to justify these costs by integrating Quality of Hire metrics into their reporting and investing in internal development programs (upskilling, mentoring) to capitalize on the lower cost and higher potential retention of internal talent. How does your organization's CPH compare to these benchmarks? Share your thoughts below! 👇 #Recruiting #TalentAcquisition #HRMetrics #Benchmarking #FutureOfWork #SHRM #ExecutiveSearch

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❗ Why it matters: Misclassification can lead to legal trouble, back pay, and major penalties. That's why clients use Real Time HR—monthly expert support to talk through questions like: "Should this role be exempt?" "Are we tracking time correctly?" "What if an employee works off the clock?" 💡 When it comes to exempt status, it's not about the job title—it's about the actual duties performed. A role must pass both the salary test and the duties test—which covers administrative, professional, and executive responsibilities. With Real Time HR, you get quick answers before small issues turn into big problems. Make sure your payroll practices are as strong as your team. 🔗 https://lnkd.in/eZKs6hRq

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