Member Headlines

The new EU Pay Transparency Directive 2026 will go into effect on June 7, 2026 and requires greater pay equity compliance and processes for employers operating within the EU. US-based multinationals with European operations will need to comply and this may influence broader hiring and pay practices in the United States. Gender pay gap reporting will not be required until 2027. There are seven drafts currently in discussion - developed by seven different EU countries (Sweden, Belgium, Ireland, Netherlands Poland, Finland & Lithuania) but differences between them are expected to be easily resolved. Key Impacts of the EU Pay Transparency Directive on ...

The artificial intelligence hiring market has reached a tipping point that most talent acquisition teams are missing entirely. In May 2025, 36% of all tech job postings required AI skills —a new peak in a trend that's shown no signs of slowing since early 2023. Yet our analysis of hiring patterns reveals that while demand explodes, most recruiters are sourcing the wrong candidates for the wrong roles. The result? Extended time-to-fill, failed placements, and frustrated hiring managers who think "good AI talent doesn't exist." Meanwhile, smart recruiters who understand the actual AI talent landscape are placing candidates at 18% salary premiums ...

It’s a rare question in talent acquisition: What if we suddenly had more budget than we needed? But that’s exactly what’s happening—and it’s time for TA to rethink how it operates. While the talent acquisition industry is consumed with AI and its implications for TA organizations and processes, a parallel transformation is happening on the candidate side. Candidates are now armed. And not just with ChatGPT enhanced resumes and well written applications. Candidate tools have the ability to search all career sites and identify job postings that meet almost any criteria. Let’s be blunt: a $14 billion industry just became obsolete. Why ...

It was only a matter of time before a recruiting AI tool came under legal scrutiny and now that it’s happening, the potential implications are worth careful consideration - and not just for TA teams using Workday. That was the clear message from a recent CareerXroads (CXR) Community call, where TA leaders gathered to unpack the implications of the unfolding Mobley v. Workday class action lawsuit. Thanks to our partners at Cielo for sparking the conversation with their perspective on this evolving legal matter and to our members for openly engaging in this timely discussion. This article captures the highlights for those who couldn’t join live and it underscores ...

by Sharon Hill HRTech company Nexxt is teaming up with the National Football League Players Association (NFLPA) to launch NFLPA Jobs , a job board to help former NFL players find new opportunities at the end of their football careers. “Features such as access to high-quality jobs from thousands of top employers across the country, job alerts that match their interests and the ability to create a comprehensive professional profile seen by companies looking to hire, users are set up for long-term career success beyond the field,” according to Nexxt’s announcement . “I’ve long been a strong advocate for encouraging NFL players to explore ...

Explore how artificial intelligence is transforming talent acquisition, from sourcing and screening to team structure and leadership strategy. Tasks that once took days - like sourcing candidates, screening resumes, or coordinating interviews - can now be completed in minutes. Generative AI and machine learning are now a core part of the hiring process. This shift is not a threat to recruiting. It is an opportunity. For talent acquisition leaders, this is a moment to step forward. Those who act now will help define what high-performing recruiting looks like in the years ahead. FOBO in Recruiting: What It Is and Why It Matters Now FOBO, or Fear of Becoming ...

The Mobley v Workday case is far from decided but its eventual outcome (see link below to: HBR- Assessment of Resetting Anti-discrimination in the Age of AI) is unlikely to close the HR equivalent of Pandora’s box that was opened May 16 when a federal judge allowed a class action suit to go forward against a Technology Solutions Supplier… instead of every one of its clients. Reading the court’s document (see link below to: Mobley v Workday), it makes perfect sense to me why Workday was put in the hot seat alone but, in the future, the accountability of every solutions supplier (AI or not) is going to be weighed alongside every employer’s use of that technology ...

by Ben Salisbury New research from U.K. recruitment company GI Group reveals that hiring teams need to move quickly to successfully hire qualified Gen Z candidates. It found that among Gen Z candidates aged 18-25, more than 50% expect to hear back within seven days. In contrast, more than a third of older candidates, aged 55-64, said they are happy to wait up to two weeks. The research highlights the gap between younger candidate expectations and the reality of the recruitment process. It also suggests recruiters need to adapt strategies for hiring different age cohorts or risk high drop-off rates and emphasises the importance of a positive ...

Welcome to the first of a 4-part series that will explore how TA's involvement in workforce planning is changing and becoming a core part of the function. We're having conversations on things like how stakeholders are involved in TA decisions now, how planning cycles have shortened, and what new data points teams need to make decisions. In our first week we are digging into strategic integration and business alignment. We are pleased to facilitate this research panel with @David Wilkins , Chief Product & Strategy Officer at TalentNeuron , who has sponsored this research project and works alongside myself and the CXR team to co-facilitate the discussion ...