Manjuri Sinha’s Post

🎙️ In this recent podcast, Josh Bersin explores whether the current level of tech and AI investment is sustainable, and then he dives into the broader topic of talent acquisition: ▫️TA and recruiting are not just an HR function. ▫️Candidate volumes (driven by AI) are forcing more tech. ▫️AI is transforming every step of the hiring process. ▫️Cause for continued caution with AI and bias issues. ▫️M&A-triggered operational challenges in HR. 💦 Dive into it all here: https://hubs.ly/Q03Ks0cM0

AI is the most disruptive force recruitment marketing has ever seen. But does it signal the decline of creativity or the moment that recruitment marketing finally becomes genuinely strategic? As automation scales, the pressure to stand out intensifies. So what should employers expect from modern recruitment marketers? What skills are still irreplaceable? And how do we use AI to amplify human creativity rather than replace it? In Episode 735 of Recruiting Future, I talk to James Whitelock, Managing Director at ThinkinCircles, about the future of recruitment marketing and the strategic potential of AI. We discuss: • The growing power and limits of automation • How to cut through the noise of AI-generated content • The role of storytelling, brand, and tech orchestration • What skills modern recruitment marketers really need • Whether AI can elevate recruitment marketing to a place of true strategic value 🔎 Listen by searching Recruiting Future wherever you get your podcasts

AI in HR: Replacement or Redesign? I was listening to HR Leaders on How HR Can Lead the AI Shift in 2026, and one line stuck with me: CEOs are saying, “We’ll just cut half the company and let AI do it.” Meanwhile, the people actually doing the work are saying, “AI isn’t there yet—it helps, but it doesn’t replace us.” That’s the tension a lot of us are feeling. It creates fear because employees think they’re being asked to automate themselves out of a job. But I see this as a huge opportunity for HR: - Make work more human, not less. - Use AI to take away the boring stuff, not the dignity. - Build roles people actually enjoy. The real question isn’t “Who does AI replace?” It’s “How can AI help people do better, more meaningful work?” 🎧 If you’re curious, here’s the episode: HR Leaders Podcast – How HR Can Lead the AI Shift in 2026 #HRLeadership #FutureOfWork #AIInHR #PeopleFirst #HumanResources

I met Sophia Kandahari, Ray Cantu and others at an #SFTechWeek event yesterday-- and based on our conversations considered referring them to our HR Peep Show episode on transferrable skillsets (I wasn't quite THAT shameless with my self-promo, but they did get stickers ;)). I say this because, even though the panel was about the future of work and AI in talent acquisition (which doesn't really come up in that podcast episode), inevitably the conversation turned to what we lose when we replace humans with AI in certain interviewing steps. Is it competitive candidates who won't waste their time with robots? Is it candidates with incredible skills to offer outside the job description that an AI doesn't see, leading to cookie cutter candidates and unsatisfied hiring managers? Will the rise of AI candidates mean they interview the employer's AI, rendering this screening stage completely humanless and irrelevant? In certain roles where volume is the biggest barrier, there's definitely promise in reframing (to panelist Lily Jampol, Ph.D.'s point) the candidate experience as "less biased than a human" and empowering candidates to choose the experience they prefer. But for now, I haven't seen a model any less biased as the people who built it-- only less *dynamically* biased than humans. I'm not anti-AI, but we do need to build it responsibly and realize that, unlike a lot of other B2B products, the hiring technology space is directly impacting people's livelihoods. ... and in the meantime, consider an ex-zookeeper, fitness trainer, or stage manager's transferrable skills. They just might be hidden gems (link in the comments, or you can search for HR Peep Show wherever you get podcasts!).

🎧 One of the reasons I started this podcast review series is to stay on top of how Talent Acquisition is evolving, and no technology is shaping our industry more rapidly than AI....This week I listened to, '𝘈 𝘋𝘦𝘦𝘱 𝘋𝘪𝘷𝘦 𝘪𝘯𝘵𝘰 𝘈𝘐 & 𝘛𝘩𝘦 𝘍𝘶𝘵𝘶𝘳𝘦 𝘰𝘧 𝘛𝘢𝘭𝘦𝘯𝘵 𝘈𝘤𝘲𝘶𝘪𝘴𝘪𝘵𝘪𝘰𝘯' with Matt Alder. Matt shares his view on where we are today and what the future holds for AI in TA. Right now, the biggest impact is in automating repeatable tasks like job descriptions, scheduling, note-taking, and sourcing. High volume recruitment is seeing the most impact with some companies having automated up to the first interview stage. Matt predicts that around 80% of recruiting tasks are automatable, but the question will be how far each company decides to go. The real opportunity is what this gives recruiters back.. 𝗪𝗵𝗮𝘁 𝗲𝘅𝗰𝗶𝘁𝗲𝘀 𝗺𝗲 𝗺𝗼𝘀𝘁.. Rather than thinking about AI replacing recruiters, I see the real opportunity in how it can elevate what we do: 👉 𝘈𝘶𝘨𝘮𝘦𝘯𝘵𝘢𝘵𝘪𝘰𝘯: how AI and humans can work together to do brilliant things faster. For example, AI interview note-taking tools like Metaview can provide data that helps improve capability-based interviewing and coach hiring managers to dig deeper. (Read an excellent article on this today from Alan Price) 👉 𝘈𝘮𝘱𝘭𝘪𝘧𝘪𝘤𝘢𝘵𝘪𝘰𝘯: using the capacity freed up by AI to focus on what only humans (not machines) can excel at, like building relationships with candidates to persuade them to join you. 👉 𝘌𝘹𝘱𝘦𝘳𝘪𝘦𝘯𝘤𝘦 𝘦𝘯𝘩𝘢𝘯𝘤𝘦𝘮𝘦𝘯𝘵: making the candidate experience more transparent and responsive. It may not be the same as a 1:1 conversation every time, but used well, it’s often better than the silence many candidates are experiencing today due to application overload. 👉 𝘈𝘐 𝘔𝘢𝘵𝘤𝘩𝘪𝘯𝘨: utilising AI to spot patterns and identify candidates who could be a great match based on past success and skills. This can be a game-changer for internal mobility and external hiring. For me, the real win isn’t in the tech itself, but in how it helps us bring the human side of recruiting back to the forefront. ❓ How are you seeing AI change the way you work in Talent Acquisition? Listen to the full episode here: https://lnkd.in/eXmEdvCn

Excited to join Clark Willcox on the Digital Recruiter Podcast! We dug into what it really takes to build a compliant, high-impact AI hiring strategy- without the hype. If you’re in HR, TA, or just trying to make sense of AI in your org, you’ll want to tune in. We covered: • Why AI should follow the pain (and how to map it) • The difference between using AI and thinking with it • How losing my memory forced me to rebuild my entire approach to tech and process (yes, really) • A preview of what I’ll be unpacking LIVE at ERE Innovation Summit. This episode is for the builders. The curious. The leaders figuring it out in real time. Drops Tuesday, October 7th at 8 AM PST / 11 AM EST / 4 PM BST. The future of hiring is here- and it’s messy, legal, and full of opportunity if you’re willing to learn. #AIinHR #recruiting #digitaltransformation #HRtech #ERE2025 #talentstrategy #AIhiring #digitalrecruiter #futureofwork #recruitersoflinkedin

Jobs don’t fail because people don’t work hard; they fail because the work isn’t designed to move the numbers that matter. That’s the uncomfortable truth we dig into with Scott Morris—longtime Chief People Officer, HR transformer, and founder of Propulsion AI—who makes a compelling case for designing roles around outcomes, not task lists. Scott shares a fast history lesson on technological disruption—from calculators to spreadsheets to AI—and shows why the safest path is embracing new tools to change where we add value. Rather than fearing replacement, we can use AI to clarify expectations and accelerate the slowest parts of talent work. His framework helps managers define business outcomes first, then layer in key results, success measures, competencies, and skills. The payoff is visible across the talent lifecycle: recruiters source to impact, candidates self-select with eyes open, and trainers build programs that correlate to movement in KPIs like DSO, eNPS, conversion, and churn. Even “entry-level” roles transform when reframed from “push buttons” to “create experiences that drive loyalty,” unlocking better interviews, stronger motivation, and clearer coaching moments. If you’re ready to make work more human and more effective, subscribe, share this with your HR and L&D peers, and leave a review with the one outcome you’ll measure differently this quarter. All episodes of The Talent Forge are available wherever you get your podcasts. You can also listen online here: https://lnkd.in/dNQJyUm6 #ai #talentdevelopment #workplaceculture #learninganddevelopment #artificialintelligence #thetalentforge #podcast

📢 HR leaders: Are you prepared to lead your organization’s AI transformation? Join Martyn Redstone and Sarah Kelsey for an in-depth discussion on the “why,” “who,” and - most importantly - the “how” of driving meaningful (and compliant) AI change in HR. Discover practical strategies, expert insights, and what you need to know to effectively champion this critical evolution for your people. ⬇️ Don’t miss the full conversation. Listen now via the link in the comments. #AIinHR #ResponsibleAI #Podcast #HRtech

📢 HR leaders: Are you prepared to lead your organization’s AI transformation? Join Martyn Redstone and Sarah Kelsey for an in-depth discussion on the “why,” “who,” and - most importantly - the “how” of driving meaningful (and compliant) AI change in HR. Discover practical strategies, expert insights, and what you need to know to effectively champion this critical evolution for your people. ⬇️ Don’t miss the full conversation. Listen now via the link in the comments. #AIinHR #ResponsibleAI #Podcast #HRtech Saville Assessment

Talent Acquisition is at a crossroads. To stay relevant, it must align more precisely with business strategy and impact. Does skills-based transformation offer the clearest route to get there? Forward-thinking companies aren't treating this as another HR trend. They're using skills-based approaches, accelerated by AI, to drive revenue, unlock talent mobility, and reshape how work gets done. In episode 734 of Recruiting Future, I spoke to Craig W. Friedman, Talent Skills Transformation Leader at St. Charles Consulting Group and author of the book Enterprise Skills Unlocked. We discussed: • How to move from skills-curious to skills-ready • Why capability planning is replacing headcount planning • Where AI fits in the new talent equation • What it means for the role of Talent Acquisition 🔎 Listen by searching Recruiting Future wherever you get your podcasts