Member Headlines & Blog

If you're trying to plan hiring for the rest of 2026, the second quarter didn't make it easy on you. The government's numbers looked soft. The actual demand employers are putting into the market looked fine, even good in places. AI is quietly rewriting which roles are worth opening. And pay transparency is spreading well beyond the states that actually require it. Here's what the data says, pulled from our own Q2 job posting data alongside the latest federal releases, so you can see how our numbers line up with the bigger picture. The payroll story keeps getting worse in the rearview mirror The headline number for June was weak: just 57,000 jobs added, ...

Same frame as the last two recaps before we get into it, because this is running on our public site and not everyone reading it is inside the panel. CXR runs research panels a few times a year that is run as a small group with a closed forum over several weeks of structured async discussion on one topic, then wrapped with a closing call. This one is on candidate fraud in hiring - roughly two dozen TA leaders and heads of talent, plus a handful of identity and verification specialists to keep us honest on the tech side. Co-facilitating with me is CXR member @Alex Murphy , CEO of JobSync, who has shaped the weekly prompts alongside me from the start. Full ...

Quality of Hire: A Short History of a Metric We Still Can't Agree On By Gerry Crispin I've told this joke before, so forgive me if you've heard it: Quality of Hire is a question that resurfaces every two years like clockwork, roughly on schedule since the dawn of time – or at least since Frederick Winslow Taylor published The Principles of Scientific Management in 1912 and gave us the first serious argument that hiring the right person for the right task was a measurable, engineerable problem. Taylor was talking about pig iron and shovels. We're still arguing about the same basic question 114 years later, just with better shovels. I want to walk through ...

Same frame as last time before we get into it, because this is running on our public site and not everyone reading it is inside the panel. CXR runs research panels a few times a year. Small group, closed forum, several weeks of structured async discussion on one topic, then a closing call. This one is on candidate fraud in hiring - roughly two dozen TA leaders and heads of talent, plus a handful of identity and verification specialists to keep us honest on the tech side. Co-facilitating with me is CXR member @Alex Murphy , CEO of JobSync, and his fingerprints are on this week's prompts as much as mine. Full disclosure, same as always: Alex and JobSync helped ...

That's a Wrap: What CXR Learned During The SocialTalent Takeover For the whole month of July, SocialTalent took over CXR, and the community showed up for it. What started with a countdown timer and a "something's coming" teaser turned into a month of learning, honest questions, and the kind of peer-to-peer exchange taht makes the community worth being part of. Here's a look back at what we covered and what stood out. Week One: AI In Recruiting We started at the foundation. Members worked through how generative AI actually functions, what the new "AI manager" role really asks of recruiters, and how to turn one-off prompts into reusable assistants ...

The Best Leadership Conversations Don't Happen on A Conference Stage I've been to a lot of professional meetings in my career. Most of them – even the good ones – are about the speakers, the topics, the agenda, the strategy, the takeaways you scribble down and share with your team. The CXR Leadership Summit Is Different It isn't just another conference, meeting or gathering. It's where relationships are built, perspectives are challenged, and leaders leave better than when they arrived. It's one of the few places where you can stop performing leadership and simply be a leader among peers. ... Leaders leave better than when they arrived. I still ...

On July 23rd, more than thirty TA leaders joined our latest community call on Indeed - this time prompted by an update to Indeed's Terms of Service that took effect July 17th. If you've been following this series, you know the context. In April, Indeed's senior leadership joined us for a direct Q&A, and I gave them real credit for showing up. That credit stands. But this update landed an unfortunate way the community has learned to watch for: framed as routine housekeeping in an email, with the substantive changes living in the fine print. And here's the part worth sitting with - if you've logged into the platform since July 17th, you've already accepted ...

by Bill Boorman DISCLOSURE: The views or comments shared by Bill Boorman within this headline reflect their own experience and opinion. Rollie Jobs believes the biggest problem facing community job boards is not attracting candidates but finding and maintaining enough vacancies. Speaking with Chris Russell on the Job Board Secrets podcast , CEO and co-founder Alex Sejdinaj said the company grew the South Bend Regional Chamber of Commerce job board from just 18 vacancies to more than 5,000 in a week by automatically discovering and maintaining jobs from the career sites of member companies. He said the software eliminates the manual work that has ...

Most candidate experience conversations focus on what employers can fix inside their own systems. But some of the biggest gaps in recruiting happen in the spaces between them. Think about the last time you misplaced your keys. If they had an AirTag attached, you probably didn't panic. You opened FindMy, saw exactly where they were, and went to get them. Now think about the last great candidate who visited your career site, explored a role, didn't apply, and disappeared. No signal. No visibility. Just...gone. That's still the reality of recruiting. Employers spend a lot of time and money attracting talent, improving career sites, shortening applications, ...