Katia Taylor (Nilsson)

💸 Manual HR tasks could be costing $25K a year. Discover 𝟭𝟬 𝗣𝗼𝘄𝗲𝗿 𝗕𝗜 𝘂𝘀𝗲 𝗰𝗮𝘀𝗲𝘀 that turn data into instant insights. http://aihr.ac/4l7kuDn 👉 Explore the 10 use cases & 📌 save this guide!

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💰 HR Leaders: 2026 budget planning starts now. Are you investing where it matters? New data from Inclusively reveals what employees actually need—and what they’re already paying for out-of-pocket: 🟡 58% are spending their own money on tools and support their employer doesn’t provide. 🟡 Top "signals" from over 1,900 employees queries highlight urgent priorities: ✔️ Flexible Work ✔️ Mental Health Resources ✔️ Accessibility & Accommodations ✔️ Caregiver Support If your 2026 HR budget isn’t aligned to these needs, you’re planning for the past—not the future. 📥 Download the report: https://lnkd.in/dVWtyH7K #HRBudget #2026Planning #RetentionStrategy #WorkforceStrategy

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HR maturity is a powerful predictor of organizational success. Research shows that organizations with high HR maturity see stronger financial performance, higher productivity, and healthier revenue projections. Yet only 1 in 8 HR teams reach this level of maturity. It’s time for HR to rise to the occasion. SHRM’s new report, The Business Case for HR Excellence, offers actionable insights to strengthen HR capabilities, elevate strategy, and drive measurable business impact. Read the full report here: https://shrm.co/0ldiwi.

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Brandon Jeffs took to HR Tech to ask industry leaders what’s really shaping their recruiting strategies these days. Learn how recruiters define the “why” behind recommending candidates, how proactive pipelines produce the right profiles faster, and how Gem’s AI sourcing helps every step of the way.

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3 Standout Findings from HR.com's 2025 Future of Talent Acquisition Report: 1️⃣ Only 30% of organizations plan to increase their TA budget—despite 56% expecting hiring needs to grow 2️⃣ Only 5% of organizations rate their TA function as "world-class"—even though they're self-assessing against a maturity model 3️⃣ "Leaders" in TA are 3x more likely than "laggards" to rate their hiring capabilities high Download the full report—compliments of Rival—for more benchmarks and comparative data and to learn how leading TA teams are finding success in 2025 and beyond: https://lnkd.in/eTWvN_7t #TalentAcquisition #Recruiting #Survey #HiringTrends2025

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When a top candidate declines an offer, it can feel like a major setback. Discover 4️⃣ pitfalls a hiring team must avoid during key stages of an executive search to stay aligned and successful. https://lnkd.in/ekq2_3H2 Authored by Justin Wilkins, EVP #kimmel #executivesearch #offers

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👉 Are your I-9s really audit-ready? Most HR teams don’t realize how easy it is to miss critical I-9 steps, and each error can cost up to $2,700 per violation. That’s why we created this quick compliance checklist. Inside, you’ll find: ✅ The 4 most common mistakes HR teams make. ✅ Step-by-step guidance to stay compliant. ✅ A simple retention rule that could save you thousands. Getting I-9s right doesn’t have to be complicated. Take 2 minutes to review this guide, and your future audit self will thank you. ⬇️ Swipe through the carousel and download the white paper containing the full checklist here: https://bit.ly/3VCY56M #I9Compliance #HRCompliance #HumanResources #PeopleOps

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If your HR team still looks like it did 10 years ago, that’s a risk. 😬 https://aihr.ac/45ICvmI → See how HR roles are evolving in response to technology, analytics, EX, and constant change. 📖 A must-read for HR leaders in 2026. 👀

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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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2 in 3 employers experienced a turnover rate of 10% or more in 2024. That's a significant cost to the bottom line and added work to an already overwhelmed HR team. Want to learn how to keep your talent? Check out the Talent Benchmark report to see how leaders are finding retention success by building trust, investing in technology and utilizing data to make informed decisions that can improve the employee experience and build a workforce that stays. Dive into the data and discover how to: • Build psychological safety through strategic leadership. • Create clear growth pathways for your team. • Promote ongoing career discussions. • Show genuine appreciation for employee contributions. Ready to improve retention and build a thriving organization? Get your copy of the report below: https://okt.to/Rv6bXF

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Wondering if your pay strategy is helping (or hurting) your ability to attract and retain top talent? When compensation decisions are based on gut feel or outdated benchmarks, businesses risk overpaying, underpaying, or losing their competitive edge. Our latest article breaks down how to use real market data to make smarter, fairer, and more strategic pay decisions. #compensationstrategy #compensationguidance #hrinsights #employeepay #kmahr #wearehr https://lnkd.in/e3ri6EWP

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HR is evolving fast, and so must HR’s skills. Download our guide to learn how to upskill and reskill your team in the foundational behaviors that produce real impact. Explore the four future-ready skills every organization should be teaching next, gain clear practical tips, and a simple step-by-step process to assess and close skills gaps. 🔗 https://i.shl.com/48rKneH

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🚨Employee absenteeism is rising—and so are the risks. The U.S. absence rate hit 3.2% in 2024, signaling deeper issues like burnout and disengagement. Discover how a smart leave management strategy can protect your margins, morale, and compliance. 👉 Read the full guide https://lnkd.in/gs-WA9X6 #LeaveManagement #ComplianceMatters #HRStrategy

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⚠️ PIPs don’t fix broken performance. They often break trust. HR leaders: if you’re still relying on outdated Performance Improvement Plans, you’re putting your best people at risk of walking. 👉 Here are 3 smarter alternatives every hybrid team in 2025 needs to know: https://lnkd.in/eAXZMw9Y #HRLeadership #PerformanceManagement #FutureOfWork #HybridWork #EmployeeRetention

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HR leaders are being asked to guide growth, surface risk early, and align talent decisions to business performance. But when workforce data lives in silos, strategy turns into manual number crunching. Talent intelligence brings hiring, skills, performance, and pay into one connected view — so HR can move from reactive reporting to proactive leadership. Read the blog: link in comments.

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HR leaders might seem to have a limited set of data to understand their organizational culture. But if you have a recognition program in place, you possess a treasure trove of information to drive strategy and provide actionable insights for cultural transformation. Click to learn 3 ways your organization's HR leaders can drive culture and strategy right now. https://bit.ly/4je7tbb

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