Member Headlines & Blog

When ChatGPT launched in 2022, we didn’t just adopt a new tool. We crossed a threshold. In what felt like a single quarter, AI moved from novelty to necessity. What used to be dismissed as an intrusive website chatbot is now embedded into how we plan, write, analyze, recruit, and make decisions. Adoption happened fast. Reliance happened faster. The implications — personally and professionally — are still unfolding. Many are predicting that 2026 will be the year organizations are expected to prove meaningful return on AI investments. That accountability is appropriate. But in HR tech and talent acquisition, we need to be clear-eyed about something: ...

We're hearing it from our TA leaders every week... AI is being embedded into hiring workflows and it is changing the way they approach nearly every process. Expectations around reducing interview bias are intensifying. And behavioral data is playing a more deliberate role in how candidates are evaluated and compared. Individually, none of these trends are new. Together, they are transforming interviewing from a series of conversations into a system that needs to be explainable, consistent, and defensible. That shift is the focus of CareerXroads’ latest research report: How AI, Bias & Behavior Are Shaping the Future of Interviewing. Based on conversations ...

If you were leading recruiting or talent acquisition in 2025, the year likely didn’t register as a single turning point. Employer demand didn’t disappear, and it didn’t suddenly surge. Instead, job posting activity moderated and became more deliberate. Across the market, employers appeared to weigh talent decisions more carefully. Fewer roles were advertised simultaneously, approvals seemed more measured, and job posting patterns suggested a move away from broad expansion toward tighter prioritization. At the same time, conditions became less predictable for candidates. With fewer advertised openings and slower job mobility, competition for posted roles likely ...

Artificial intelligence is no longer just supporting hiring. It is beginning to shape how labor itself is allocated. Most Talent Acquisition leaders are focused on improving efficiency within existing workflows - better screening tools, smarter scheduling, stronger analytics. But a broader shift is underway. AI systems are moving from assisting recruiters to influencing, and in some cases initiating, access to work. The emergence of platforms like RentAHuman.ai , where AI agents can contract with individuals to perform real-world tasks, signals that we are entering a new phase of AI in hiring and workforce management. At the same time, lawsuits against ...

For the past five months, CareerXroads has been facilitating discussions with talent acquisition leaders and senior recruiting solutions partners to compare notes on changes underway at Indeed - particularly around job visibility, integrations, and data expectations. These conversations are designed to be practical, neutral, and grounded in the realities TA leaders are accountable for inside their organizations. What continues to surface in these discussions Guidance varies depending on product and account team TA leaders report receiving inconsistent messaging from Indeed , especially around disposition data, integrations, and posting ...

Employers pour serious budgets into beautiful career sites, only to lose candidates at the “Apply” button. Here’s why that moment is killing your conversion rates . A candidate discovers your job posting on Indeed . They click through to your career site and spend 10 minutes scrolling through employee testimonials, videos of your vibrant culture in action, mission statements , benefits & development paths, a walk through of the hiring process , and a searchable jobs list. They’re impressed. They’re ready. They click “Apply Now” expecting a quick resume upload and a few questions. But that’s not what happens. Suddenly, they’re ...

by Sharon Hill DISCLOSURE: The views or comments shared by Sharon Hill within this headline reflect their own experience and opinion. According to Hill, they have no financial relationship, sponsorship, or partnership with any vendors, services, or affiliates mentioned here. The alpha build of Monster founder Jeff Taylor’s Boomband non-traditional job search concept is a well-thought-out response to prevalent job seeker complaints of ghosting and recruiter complaints of voluminous non-qualified applicants in several ways. However, it’s definitely not for everyone — at least not as their only resource for job hunting. We see it as a ...

There’s a quiet shift happening in how we connect as a professional community. Starting in February, our new standard for all video meetings will require cameras on - no exceptions. If you’re not on camera, you won’t be in the meeting. That’s a firm line, and it’s worth sharing why we’re drawing it. What’s Driving This Change We ran almost 200 video calls last year. Along the way, we tracked what really works when it comes to engagement and relationship-building. The signal was clear: meetings where everyone is visible are more productive, collaborative, and personal. It’s not about policing - it’s about unlocking the kind of peer interaction that actually ...

Pay disclosure is reshaping how recruiters attract talent , and the rules are changing faster than most teams can keep up. Here’s where things stand—and why it matters for your hiring strategy. A hiring manager in Denver posts a senior analyst role with a salary range of $75,000 to $140,000. On paper, the range checks all the boxes for Colorado’s pay transparency rules. In practice, it creates a ripple of problems. Some candidates look at a range like that and assume they’ll end up closer to the bottom than the top, which makes the role feel less attractive. Candidates with strong salary expectations might bail out early too; they read a wide salary ...