Steve McElfresh, Ph.D, JD

AI now shapes both sides of the hiring process, and it’s changing how talent is evaluated. This session focuses on how TA teams can read AI-assisted applications clearly, redesign workflows to surface real capability, and set fair, defensible policies for candidate AI use. You’ll also learn how to apply AI ethically in recruiting so hiring decisions reflect human judgment and potential, not just tool fluency. Join Phil Strazzulla, Hailey George, MBA, and Cammas Freeman on January 13 at 1 PM ET for this webinar presented by SelectSoftware Reviews. Register today at 🔗 https://lnkd.in/enbEfEkr.

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Are you using AI or automated tools in recruiting, hiring, promotions or other employment decisions? Starting October 1, 2025, California employers must comply with new Civil Rights Council (CRC) regulations on Automated-Decision Systems (ADS). These rules, which apply to all California employers covered by the Fair Employment and Housing Act (FEHA), prohibit using ADS that result in employment discrimination. Now is a good time to review your process. #HRConsulting #Recruiting #LoopHRConsulting

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TA leaders are being pushed to adopt AI, do more with less, and constantly fight for budget. It���s difficult to make the case for investment in a new AI solution or additional recruitment marketing spend. Solution providers are falling short: they are not equipping TA with the insights needed to craft persuasive narratives, to share within their orgs. This is one of my learnings from recent conferences. We need to empower TA leaders to tell compelling stories. The hard truth is TA is often viewed as a cost center. Very few TA leaders enjoy the organizational clout that sales and marketing leaders do, primarily because those functions speak the universal language of revenue. The absence of this persuasive narrative is what’s holding TA back from the influence it deserves. The pivot is simple, but not easy: Transform your data into a compelling, stakeholder-specific narrative. Storytelling is the single most critical tool for influencing your CHRO, your CFO, and your CEO. We need to start telling the story of why great talent is a core competitive advantage. We must make the case for why an investment in AI tools, candidate experience, and recruitment marketing is not just a cost, but an insurance policy against falling behind the competition. The good news? Storytelling is not that hard either. Ask your partners and teams to equip you with the insights you need. This will enable you to: - Unlock dollars. Tell a people-to-profit story. Articulate the ROI of recruitment marketing, candidate experience, and technology investment in those terms. - Influence compensation. Tell the story of labor market competition, talent scarcity, and competitive compensation. - Gain a seat at the AI council table. Provide the context needed to vet vendors and allocate resources. Our community is filled with incredibly talented and passionate leaders. We just need to arm ourselves with the right storytelling tools, insights, and language.

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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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“Can I terminate an employee for something they said online?” It depends, and in California, the answer is more complex than you might think. In the wake of recent events and rising concerns around online conduct, we’ve heard this question more frequently from our clients at Infinium HR. While you do have a duty to maintain a safe, respectful workplace, not all speech, especially off-duty or online, qualifies as grounds for termination. Here’s what you need to know: On-duty speech: Employers generally have more legal ground to act if speech occurs during work hours, on company systems, or in a way that directly disrupts the workplace or violates company policy. Off-duty speech: Speech made outside of work and on personal time, while possibly offensive, is protected in many cases, even if it’s controversial or unpopular. However, if it incites violence or reflects poorly on the company, there may be cause for concern. Acting without proper review could open the door to wrongful termination claims, especially in California where employee protections are strong. Before taking action, always: Evaluate context: Was the speech hate-based, violent, or threatening? Assess the impact: Could it damage workplace safety, morale, or reputation? Consult legal or HR experts: Don’t guess. Get proper guidance. We’ve published a blog to help you understand the legal landscape and best practices around speech-related terminations. Be proactive and discuss with your employees how we can all work together to promote safe, respectful, and legally sound workplaces. https://bit.ly/464eSpq . . . #CaliforniaHR #OffDutySpeech #WorkplaceSpeech #EmploymentLaw #HRSupport #WorkplaceSafety #InfiniumHR #SmallBusinessHR #ComplianceMatters #OnlineSpeechPolicy #WorkplaceRespect

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You're debating whether to use AI for recruiting while your competitors already hired your best candidate with it. 58% of TA leaders call AI a game-changer for hiring, but most teams are stuck in the "sounds awesome" phase without real implementation. Where does your team fall on the AI adoption spectrum? → AI-resistant: Skeptical of any automation → AI-curious: Experimenting with basic tools → AI-enabled: Using multiple AI solutions → AI-first: Building comprehensive strategies around AI In our latest blog, we spoke with recruiting leaders from Dinaaz Tawileh from Airbnb, Jeremy A. Lyons from RecOps Collective, and Michael Adair from Growth by Design Talent to uncover what it really takes to go from AI-resistant or curious to AI-first. Here's what they shared: 💎 A concrete 3-step roadmap for any TA team looking to begin their AI journey 💎 Reality checks on the top 4 AI concerns your team probably has right now 💎 How to measure and communicate the ROI of AI to executive leadership 💎 Why teams that wait to adopt AI will soon lose the talent race entirely "The end state where we are all looking to get to is talking to more humans, talking to more candidates" - Michael Adair, Managing partner at Growth by Design Talent Ready to move from 'AI-curious' to 'AI-first'? Read the full post: https://lnkd.in/e3afqijn

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170 human employees. 100 digital workers. One operating system: Slack. That's not a projection. That's Asymbl today. As we continue to scale our human workforce, most likely exceeding 200 employees in the next couple of quarters, our digital workforce is growing even faster. Every human worker will have multiple digital workers supporting them across the company in 2026, driving a minimum of 30% of total productivity from the digital team. Human and digital, scaling together. Slack is the central hub where all of it connects. Where we communicate. Where processes run. Where systems integrate. Where human and digital workers collaborate in real time. Everyone is trying to figure out how to make AI drive actual business ROI. We did it by treating Slack as the place where work happens for the entire workforce. Not a messaging app. The operating system. Workforce orchestration requires a hub. For us, it's Slack. Slack featured our story. If you're building a hybrid workforce and want to see how it actually works, check it out. https://lnkd.in/gxE8HN8r #Asymbl #Slack #workforceorchestration #digitallabor

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AI can screen resumes, schedule interviews, and even suggest personalized training paths in seconds. But there’s a catch…AI can’t read the room. It can’t spot soft skills or build trust. And 84% of candidates still prefer a human for resume review and first-round interviews. For HR leaders, the challenge isn’t whether or not to use AI anymore. The challenge is figuring out how to use it without losing the human element. Our recent blog breaks down the practical ways AI is shaping recruitment, onboarding, and professional development. Plus, how to keep people at the center of every decision. Read Artificial Intelligence in HR: Examples, Statistics, How to Use it, & Where it’s Headed here: https://bit.ly/4mF3kOt

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🚀 AI is transforming recruiting—and the numbers prove it. This year, AI adoption among recruiting professionals surged by 27%, empowering talent acquisition teams to save time, focus on strategy, and deliver better hiring outcomes. LinkedIn’s 2025 Future of Recruiting report dives deep into how AI is reshaping the industry—from automating routine tasks to elevating human-centered skills like relationship building. Ready to stay ahead in the age of AI? Click the link to explore the full report and discover actionable insights that will redefine your approach to hiring. 👉 Read the report now: https://lnkd.in/gVTq8fUa #FutureofRecruiting #AIRecruiting #TalentAcquisition #RecruitmentSuccess

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