Jenny Foss

It's important to vet AI tools before you start using them! Our Director of Learning and Development, MeChelle Callen, SPHR, SHRM-SCP, shared this advice and more about navigating AI in HR. If you could use advice on integrating AI into your HR functions effectively and ethically, reach out to Purple Ink! https://loom.ly/cHitnPw #PurpleInk #PurpleInksters

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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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AI + Human Insight: The New Standard in Recruiting At Designworks Talent, we combine cutting-edge AI with proven recruiting expertise to help companies hire faster, smarter, and without losing the human touch. AI is transforming talent acquisition �� from sourcing to scheduling to candidate experience. But tech alone isn’t enough. The real magic happens when you pair automation with human insight, market expertise, and relationship-building that turns “qualified” into “the perfect match.” - Reduce time-to-hire - Access top-tier talent faster - Keep hiring human-first Let’s talk about how Designworks Talent can deliver the best of both worlds: advanced technology + world-class recruiting expertise to help you hire better talent faster. www.designworkstalent.com #AIRecruiting #ExecutiveSearch #TalentAcquisition #DesignworksTalent #RecruitingInnovation #FutureOfWork

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Hiring in 2025 isn’t about resumes. It’s about readiness. The best teams are ditching job descriptions for skills, speed, and DEI. This carousel breaks down what’s working and what’s over. 💼 If you hire, lead, or build, this is for you. 👉 Read the full blog here: https://shorturl.at/db7b7 #HiringTrends #FutureOfWork #SkillsFirst #JobsPikr #RecruitmentStrategy

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The hiring environment in 2026 is defined by one word: caution. Companies are scrutinizing every requisition while still competing for specialized talent. HR teams are managing compliance, workforce planning, and candidate experience with leaner resources. That’s why outdated staffing assumptions can quietly undermine hiring outcomes. Our new eBook, The Truth About Staffing in 2026, explores: ✔ The biggest myths employers still believe about staffing ✔ What modern staffing partnerships actually deliver ✔ How organizations are hiring smarter in a cautious market If hiring decisions feel higher risk than ever, this guide is for you. Read it here: https://hubs.ly/Q046D9gP0

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From first impressions to final interviews, here’s how John Bruce, VP of People Technology and Innovation at OneDigital is using AI to elevate—not replace—the human in HR: https://w.day/4nPjI0B

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Most L&D teams are blaming AI. We say: blame the prompts instead. Generative AI is powerful - but the real differentiator is how you ask. The right prompt can:  ✅ Turn generic outputs into business-aligned learning  ✅ Save hours of effort while scaling personalized programs  ✅ Amplify human expertise instead of replacing it Disprz presents The Ultimate GenAI Prompting Guide for L&D – Middle East — a playbook to master the art of prompting and make AI your most strategic partner. Download the guide now: https://lnkd.in/gDhJZTxP Akash M. Pradeep Arora Swati Sahai Monika Kewalramani #GenAI #LearningAndDevelopment #FutureOfWork #MiddleEast #L&D

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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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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

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 is reshaping how talent is found, evaluated, and supported, but the most important shifts ahead will rely on human judgment, not replace it. SHRM’s 2026 Trends to Watch highlight a critical truth: automation can streamline processes, but it’s the human insight behind those tools that strengthens fairness, restores trust, and improves hiring outcomes. As organizations refine their AI strategies, the ones that pair technology with human-centered practices will be the ones that build stronger teams and more resilient cultures. #FutureOfWork #AIinHR #TalentStrategy

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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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Association for Talent Development (ATD) for Talent Development partners with AI expert Josh Cavalier to launch a certificate course helping L&D pros leverage generative AI in learning design. Read the Latest Full News - https://lnkd.in/g8cZytH7 #HRTechEdge #Hrtech #LearningAndDevelopment #GenerativeAI #AICertificate #TalentDevelopment #SkillDevelopment #AIinLearning #WorkplaceLearning #LDPD #JoshCavalier #ATD

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New research from The Josh Bersin Company shows AI-powered recruiting delivers results that sound almost too good to be true (spoiler alert: it's true). 87% reduction in interview prep time 70% fewer candidate reviews for managers 30% reduction in hiring bias 2-3x faster hiring overall Meanwhile, Korn Ferry's latest report reveals 84% of talent leaders plan to use AI next year. We're not talking about early adopters anymore. This is mainstream.

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𝗗𝗶𝗴𝗶𝘁𝗮𝗹 𝗗𝗶𝗮𝗹𝗼𝗴𝘂𝗲: Bots, Bias and Resumes This episode explored the growing role of AI in the hiring and recruitment process. The conversation brought together perspectives from leaders to address both opportunities and challenges triggered by AI-driven resume screening, automation, and candidate experience. 𝗛𝗼𝘀𝘁:            Aleta Jeffress 𝗚𝘂𝗲𝘀𝘁𝘀:            Lori Frasier            Kellie P Isaac            Rolf Kramer 🔑 𝗞𝗲𝘆 𝗜𝗻𝘀𝗶𝗴𝗵𝘁𝘀 ⚖️ 𝗛𝘂𝗺𝗮𝗻 𝘁𝗼𝘂𝗰𝗵 𝗿𝗲𝗺𝗮𝗶𝗻𝘀 𝗲𝘀𝘀𝗲𝗻𝘁𝗶𝗮𝗹: Despite advancements in automation, human decision-making remains crucial in final hiring decisions. Human involvement helps offset system limitations and provides the personal evaluation missing from AI-driven processes. 💡 𝗥𝗲𝘀𝘂𝗺𝗲 𝗼𝗽𝘁𝗶𝗺𝗶𝘇𝗮𝘁𝗶𝗼𝗻 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀 𝗺𝗮𝘁𝘁𝗲𝗿: Tailoring your resume with keywords drawn from job descriptions is more important than ever. Integrating relevant keywords throughout resumes and LinkedIn profiles can enhance a candidate’s chances of being surfaced to recruiters. 🛑 𝗔𝗜-𝗴𝗲𝗻𝗲𝗿𝗮𝘁𝗲𝗱 𝗰𝗼𝗻𝘁𝗲𝗻𝘁 𝗵𝗮𝘀 𝗹𝗶𝗺𝗶𝘁𝘀: While using AI as a tool for resume and cover letter creation can save time, it is vital to personalize and review outputs. Hiring professionals can increasingly spot content that is entirely AI-generated. 📶 𝗢𝘃𝗲𝗿𝗰𝗼𝗺𝗶𝗻𝗴 𝗯𝗶𝗮𝘀 𝗮𝗻𝗱 𝗻𝗲𝘁𝘄𝗼𝗿𝗸𝗶𝗻𝗴: Bias—both human and algorithmic—remains a challenge, particularly regarding age and experience. Active networking and leveraging personal connections are still essential strategies to uncover hidden opportunities and differentiate yourself from the digital crowd. 💃 𝗙𝘂𝗻 𝗙𝗮𝗰𝘁: 🕺 When you use the "Easy Apply" button on job applications, some systems instantly analyze your resume and LinkedIn profile to tell you how many required skills you match—even before you hit submit. That means AI is often judging your fit before a human ever sees your application. 🔮 𝗘𝘅𝗽𝗲𝗿𝘁 𝗔𝗱𝘃𝗶𝗰𝗲 🎯 𝗥𝗼𝗹𝗳 advised listeners to embrace AI rather than fear it, emphasizing that understanding and utilizing AI would make job seekers more competitive. 🤝 𝗟𝗼𝗿𝗶 emphasized that AI could be a job seeker's friend and powerful partner when used thoughtfully, but reminded everyone that real human relationships and networking remained essential for career growth. 💡 𝗞𝗲𝗹𝗹𝗶𝗲 stated that AI should be treated as a helpful tool for refining resumes and job searches, but underscored that personal authenticity was crucial once reaching the interview stage. 🔗 𝗔𝗹𝗲𝘁𝗮 summarized that, while leveraging AI and refining digital strategies was important, ultimately humans still hire humans. 👀 𝗪𝗮𝘁𝗰𝗵 𝘁𝗵𝗲 𝗥𝗲𝗽𝗹𝗮𝘆! Gain perspectives on how to stand out in the AI-driven job market, practical strategies for resume visibility, and expert advice for balancing technology with authentic human connection. https://lnkd.in/e4B4qtGA #AIinHiring #CareerDevelopment 

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Hiring fast is easy. Hiring to KEEP is strategic. From behavioral interviewing to radical transparency and team-led evaluations, this piece reframes recruitment as your first retention strategy. Must-read for TA + HR leaders. Written by Marti Willett via TalentCulture. 🔗 https://lnkd.in/ggKpmC-n #TalentAcquisition #TalentRetention #HRStrategy #Recruiting #ValuesAlignment #WorkTrends

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The 2026 Ins & Outs of Hiring Recruiting is evolving, and so are the expectations. In 2026, it’s less about flashy resumes and more about clarity, credibility, and connection. OUT: Bloated resumes, AI-sounding fluff, em-dash overload IN: Real humans, clear impact, thoughtful context At HirexHire, we’re here for candidates who show up prepared, transparent, and human, and for companies that want hiring to feel less chaotic and more intentional. If you’re building this year and want a process that actually respects your time (and your candidates), we’re always happy to connect. This is what hiring should look like, and what we’re leaning into at HirexHire! #HiringTrends #Recruiting2026 #ModernHiring #TalentStrategy #HireByHire

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