Elissa Dixit

Extra-large organizations report a median time to fill of 61 days for non-executive roles. And over 40% of candidates abandon the process when scheduling drags on. HR leaders know one of the core issues: tool sprawl. We spend too much time coordinating data across the ATS, HRIS, LMS, email, and chat, not on strategy. AI is moving from just curiosity to a budget line, but you need proof it delivers measurable ROI. That proof comes from aligning the tool with the problem. Are you looking for an off-the-shelf solution? Or an end-to-end solution? Here are the 6 best AI approaches and tools to solve your core HR bottlenecks: • If your bottleneck is high-volume screening: Look for Conversational Recruiting tools like Paradox. They excel at mobile-first chat, speed-to-schedule, and keeping the pipeline moving for frontline roles. • If your bottleneck is inconsistent evaluation: Use Structured Assessment tools like Hirevue. They standardize video interviews and assessments to ensure fairness controls and repeatability at scale. • If your bottleneck is skills and mobility: Implement Talent Intelligence platforms like Eightfold AI. They use large skills graphs to identify internal talent and shift your focus from titles to capabilities. • If your bottleneck is executive insight: Adopt People Analytics platforms like Visier Inc. They can help to unify your HR data to provide predictive insights for attrition and workforce planning, strengthening HR’s strategic position. The True Cost of Coordination: If the real problem is the complex handoff across systems (e.g., from ATS to HRIS, or ensuring training enrollment and policy sign-offs), a single-purpose, off-the-shelf tool won't cut it. • The End-to-End Execution Layer: This is the ultimate solution for automating entire workflows. EverWorker is designed for full process ownership. We are the agentic AI workforce that coordinates every step, from offer packaging to provisioning and policy acknowledgments, across all your systems: ATS, HRIS, LMS, calendar, and email. When you are trying to figure out which is the best option for you, start with the problem you are having. If you just need insight, choose Visier. If you just need speed to schedule, choose Paradox, etc. But If you are looking for cross-system execution for full end-to-end workflows for all of these tasks, customized to your business, choose EverWorker. Curious to learn more? Read our full blog- link in the comments! #AIinHR #HRTech #AIWorkforce #EverWorker #FutureofWork #Recruiting #Onboarding

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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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It’s a common misconception now that automation is here to just take the place of human resources. It’s not true if you know how to become a team that uses automation to empower you and do more, smartly and in less time. Because when humans and technology work together, innovation accelerates. The future of work is human + machine, not one or the other. Do you agree with our perspective? Comment your thoughts below…. #FutureTech #DigitalTransformation #AIForBusiness #GlobalTalent #TechCollaboration

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Many professionals are quietly battling anxiety, sleep disruption, and physical exhaustion while maintaining a facade of having everything under control. TA leaders are currently navigating AI adoption, defending budgets, managing anxious teams, and are still expected to fill critical roles faster than ever. So what kinds of systems can you put in place to prioritise your own wellbeing, while still making a lasting impact in your business? My guest on Episode 727 of Recruiting Future is Chris Ducker, a serial entrepreneur and bestselling author. Chris suffered a severe burnout in 2021 and has used the lessons it taught him to develop a Life Operating System that sits at the centre of his new book "The Long Haul Leader." In the interview, we discuss: • Building long-term business impact in disruptive times • Why self-care is strategic • The myth of work-life balance • Recognising the warning signs and avoiding burnout • The four key areas of the Life OS and how they intersect to drive results

TA leaders. HR strategists. Analytics pros. People-first operators. Curious minds asking better questions. If you see yourself, tag yourself. If you met someone new, tag them too. The conversations don’t stop when the event ends! #EvolveHRConference

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A standout workforce is built on why people want to work, not just why they need to. Shift the focus from pay to purpose by aligning EVP, employer brand, and day-to-day experience. When culture, environment, and growth intersect, high performers stay and performance soars. Read on for insights to sharpen your people strategy. https://hubs.la/Q03q1kWT0

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New OrgChart Report Finds 88% of HR Leaders Face Visibility and Planning Challenges, but Are Prioritizing Better Tools https://ow.ly/Oy9750Wfwwh OrgChart #hr #recruitment #recruiting #jobs #jobsearch #career #Hiring #TalentAcquisition #HiringNow #JobAlerts #JobSeeker

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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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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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Approximately 1 in 5 people are neurodivergent. But most workplaces are still built for the other 4. In the latest episode of the HR Scoop, Mike Lamm breaks down the playbook that's transforming how organizations hire, support and retain neurodiverse talent. Listen now, the link is in the comments. #neurodivergent #employeewellbeing #workplaceculture

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HR leaders are now system governors, bridging innovation and accountability in AI-driven decisions. Build cross-functional teams with Legal, IT, and Compliance experts for proactive oversight. Avoid pitfalls in the $365M lawsuit by auditing for bias and ensuring human review. Through The Inclusion Learning Lab's microlearning labs and workshops, gain the tools to create inclusive, defensible AI practices. Let's build governance together. https://bit.ly/4r55v0P #AIEthics #HRInnovation

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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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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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Track these to crush latency: time-to-approval, access lead time, handoff cycle time, meeting hours per deliverable: https://lnkd.in/dwwrrQpm SHRM Foundation SHRM HR magazine HR Works #MetricsThatMatter #HRAnalytics #Productivity #Innovation #Management #SocialMedia #TeamWork #Business

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Based on SHRM’s 2025 Recruiting Executives Benchmarking report, we pulled the key numbers worth tracking—and the ones worth sanity-checking inside your own hiring system. Here’s what the data points to: - High-volume hiring has become cheaper and more controllable - Managerial hiring has become noticeably more expensive—and riskier - Speed has mostly leveled out, but it’s often purchased with higher spend - The biggest blind spot remains quality of hire (because most teams still don’t define or measure it well) If your recruiting KPIs are only “fast” and “a lot,” you can absolutely get more efficient. But that doesn’t automatically mean you’re getting better.

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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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