April 23, 2025

How Recruiting Leaders are Navigating Today’s DEI Shifts

This article is part of our expert-led series on the top trends shaping Talent Acquisition (TA) in 2025. In a recent webinar, our team of in-house experts—Allison Latham, Evan Martino, and Dr. Andrew Monroe—unpacked the key forces transforming the TA landscape.

In this piece, we turn to DEI strategy—and how TA leaders are navigating new legal, political, and cultural headwinds.

Missed earlier articles? Catch up on: Part One: The Growing Impact of AI in Recruiting and Part Two: How TA Leaders Are Rethinking Workforce Planning.

What DEI shifts are you seeing for 2025?

Dr. Monroe outlined how DEI strategies are being reevaluated in response to regulatory changes and increased legal scrutiny.

He also discussed changes to conference and partnership strategies, as well as the broader definition of DEI many companies are embracing—now including dimensions like neurodiversity, veteran status, and socioeconomic background.

Watch: The Changing Landscape of DEI: What’s Next for Employers

How are leaders navigating all these shifts?

Evan explained that organizations are moving away from setting broad numeric goals and instead focusing on actionable inputs—like investing in specific partnerships and long-term initiatives that drive inclusive outcomes.

To stay up-to-date on what’s happening with DEI policy this year, check out The Veris Insights DEI Hub.

A Closing Word of Advice for TA Leaders in 2025

Keep an ear to the ground. Allison wrapped up the conversation with this key reminder: the most successful TA leaders are the ones staying connected within their industry and beyond. They’re learning from peers, trying new tools, and staying flexible in the face of change. Curiosity, collaboration, and adaptability will be essential in the months ahead.

April 21, 2025

Why Solving Candidate Fraud Might Break Your Talent Acquisition Team

Sophie Jablansky, PhD

Whether you’re dealing with rampant credential fabrication or just the occasional assessment cheater, candidate fraud damages your recruiting process. Fraud extends time-to-fill, inflates costs through mishires, and dilutes the quality of your talent pool. To combat this challenge, organizations are implementing increasingly stringent countermeasures. Some have adopted comprehensive AI-powered screening or live proctoring tools, while others have gone as far as mandating in-person interviews.

But there’s a paradox. These increasingly severe countermeasures risk undermining the very metrics Talent Acquisition (TA) teams are held accountable for, as the most aggressive tactics come with costs: slower processes, higher spending, and worse candidate experience.

Fraud is worth addressing. But solving it completely may not be a panacea. The key is calibrating your response to the scope of fraud you face, commensurate with the risk it poses, not overcorrecting at the expense of everything else.

Why Solving Fraud Could Backfire

The instinct to root out candidate fraud is strong, especially when TA leaders are under increasing pressure from hiring managers, compliance teams, or executive leadership. But the paradox of solving fraud is that more aggressive mitigation strategies create more friction than they solve.

Flying candidates in for in-person interviews, for example, can give a clearer read on a candidate’s communication style, professionalism, and overall presence – but at a steep cost, as shifting from virtual to in-person interviews can add up to two weeks to the hiring process.

Assessments come with similar tradeoffs. A TA leader at a large semiconductor manufacturer recently shared that their team used assessments to filter talent at the top of the funnel, but each review added 15-20 minutes per candidate. Given their application volume, this additional review consumed thousands of recruiter hours and did not result in higher-quality talent.

This experience isn’t unique. A large, regional bank found their assessment tools were screening out too many qualified candidates, forcing them to abandon the practice entirely. Similarly, a major tech company discontinued their pre-recorded interviews after receiving overwhelming negative candidate feedback, showing how even well-intentioned mitigation tactics can cost you top talent.

Calibrating Your Response to Fraud

If solving fraud is a futile mission, one with real costs to efficiency, experience, and outcomes, then the challenge becomes managing it without compromising core recruiting metrics. This requires an approach that matches your fraud prevention tactics to your specific risk profile. Consider the following three-step approach.

Step 1: Assess Your Fraud Risk

First, categorize your hiring roles based on two key dimensions: volume (how many people you hire for this role) and criticality (how much damage a bad hire could cause). Once you’ve categorized your roles, evaluate them across three dimensions:

Fraud Exposure: What types of fraud are you trying to prevent? Identity fraud? AI-assisted cheating? Resume embellishment?
Process Vulnerabilities: Which hiring stages are most susceptible to fraud? Are there specific assessments or checkpoints where fraud would be particularly damaging to the hiring process?
Resource Constraints: What is your realistic budget (time and money) for fraud prevention?

Step 2: Deploy Targeted Interventions

Once you’ve assessed your fraud risk profile, you can effectively map prevention strategies to role categories. Consider this framework for tailoring your approach based on three types of roles:

High-Volume, Lower-Criticality Roles

(e.g., call center agents, customer service representatives, warehouse associates)

In these roles, the challenge is less about risk and more about scale. And when you’re hiring hundreds or thousands of these candidates per year, manual screening simply isn’t feasible. This is where AI-powered screening and verification tools (e.g., HireVue, Filtered.AI, Talview) add the most value. These tools can surface the most promising candidates, flag inconsistencies, and even run assessments – all without burying recruiters in manual reviews.

Because turnover in these roles tends to be high, and the stakes of any one hire are relatively low, the emphasis should be on catching as much fraud as possible, even if that adds some friction into the candidate journey. That means leaning into systems that optimize for speed, scalability, and fraud filtering at the top of the funnel. While candidate experience matters, efficiency is undoubtedly the higher priority.

Many TA teams face resistance from legal and compliance teams when implementing these tools. However, we’ve seen that framing them as prioritization mechanisms, rather than screen-out or decision-making tools, consistently leads to more successful approvals.

Low-Volume, High-Criticality Roles

(e.g., executive leadership, AI/ML talent, specialized engineers)

At the other end of the spectrum are roles where the consequences of a fraudulent hire are severe: compliance violations, reputational harms, and hundreds of thousands of dollars in mishire costs. These cases call for a slower, more deliberate approach. And while it may inflate time-to-fill or cost-per-hire in the short term, the deeper validation is well worth the investment.

Multi-stage validation is especially effective here. This means testing the same core skills across multiple formats and phases of the hiring process. One top consulting firm, for example, uses an AI-based case study early in their process, followed by a live case study later to revalidate performance. This approach helps confirm that candidates can actually perform the skills needed for the role, particularly under different conditions.

In-person interviews and technical screens are also making a comeback in this tier. Anthropic, for instance, has shifted from remote to on-site interviews for technical roles – a tradeoff they believe is worth it to safeguard the integrity of their hiring.

For our members – access tips to win AI talent.

Medium-Volume, Medium-Criticality Roles

(e.g., sales reps, early career professionals, mid-level managers)

These roles often sit at the heart of your talent pipeline — not high-risk enough to justify intensive interventions across the board, but too important to ignore. A hybrid strategy works best here.

Automated tools can handle early-stage screening, but they should be paired with light-touch human involvement, like brief recruiter reviews, second-look assessments, or live follow-ups, to validate skills and surface red flags.

Talent at this level is typically invested in building their careers and cares about how they’re perceived, as well as the experience they’re receiving, so adopting a more human tone and communicating clearly about expectations can meaningfully shape their behavior.

One mid-sized accounting firm, for example, includes this message before candidates can submit an application: “Our Recruiting Team manually reviews every application, therefore, we ask that you ONLY apply to ONE position and confirm it aligns to your location and field of interest preference.” While not enforceable, statements like this send a signal that real people are paying attention, and that can shift how candidates engage.

Explicitly stating what is and isn’t permitted (as PwC, Canva, and Greenhouse do), being transparent about how candidates will be evaluated, and having candidates sign honesty pledges can also serve as lightweight deterrents.

Fraud Prevention Framework

Step 3: Measure ROI

Of course, these fraud mitigation efforts come with tradeoffs. They may lengthen hiring cycles, inflate costs, or introduce friction into the candidate experience. That’s where it becomes critical not only to find the right intervention, but to demonstrate that it’s worth the investment. Consider the following methodology as a starting place:

1. Calculate the Cost of Fraud

Estimate the potential loss from fraudulent hires using inputs like:

Number of Fraudulent Candidates Flagged: Use real or estimated counts based on your screening.
Estimated Cost of a Bad Hire: Often ~30% of annual salary. Factor in ramp-up salary, onboarding, and downstream impact.
Total Time Wasted: Multiply hours typically spent on each fraudulent candidate (e.g., 3 hours) by the hourly cost of recruiters/interviewers.
Team Disruption & Delay: Translate the extra time managers spend fixing downstream effects into cost (e.g., lost days × daily vacancy cost).

2. Calculate the Cost of Prevention

Capture every element contributing to the cost of your fraud strategy, including:

Fraud Prevention Tool Costs: Total cost of software licenses, platform usage, and integrations.
Manual Review Time: Multiply per-candidate review time (e.g., 15 minutes) by the number of candidates reviewed and recruiter hourly rates.
Extended Time-to-Fill: For delays that impact start dates, calculate: Additional Days Delayed × Daily Cost of Vacancy
Volume Sensitivity: Consider the number of candidates requiring review—this scales everything.

3. Assess ROI

Subtract prevention costs from avoided fraud costs. Then calculate:

Net Savings = (Fraud Averted Savings + Time Savings) − (Fraud Prevention Cost + Time Burden Cost)
ROI Ratio = Net Savings ÷ Fraud Prevention Cost
Payback Period = Fraud Prevention Cost ÷ Monthly Net Savings

When prevention efforts move your metrics in the wrong direction, ROI becomes your defense. Use it to tell the story behind the numbers. “Yes, our time-to-fill went up three days – but it’s helping us avoid six-figure hiring mistakes.” Framing prevention as insurance, not just process optimization, will help your stakeholders see the value of these tactics.

The Bottom Line

Unfortunately, candidate fraud isn’t going away. In fact, with hiring rates slowing, fewer people resigning or being laid off, and more competition for open roles, misrepresentation may only grow.

But over-indexing on fraud prevention will compromise your core metrics: time-to-fill, cost-per-hire, and candidate experience.

Ultimately, the goal shouldn’t be a perfect hiring process – it’s a practical one that matches specific fraud prevention interventions to the exact types of fraud you’re facing, all within the context of your business and budget.

April 16, 2025

How Talent Acquisition Leaders are Rethinking Workforce Planning

In this piece, we turn to workforce planning—and how TA leaders are rethinking it this year, from predictive modeling to skills-based hiring.

Missed Part One? Catch up on The Growing Impact of AI in Recruiting.

What’s new in workforce planning in 2025?

Dr. Monroe discusses the rise of predictive tools to plan for the future—like using AI to model team structures and optimize recruiter-to-sourcer ratios based on past performance data.

How are teams addressing talent shortages with skills-based hiring?

Evan notes that while skills-based hiring used to focus on expanding talent pools and improving diversity, the emphasis is now on closing critical workforce gaps—like AI fluency and advanced technical skills. He also shares early success stories from companies investing in upskilling and adjacent skill mapping.

Download the Skills-Based Hiring Toolkit for best practices on implementing skills-based hiring.

An important note: Hiring for skills only works if you can measure them. That’s why many teams are leaning into assessments—from behavioral interviews to technical evaluations—often powered by AI to ensure candidates truly have the capabilities they claim.

Why Communication Still Matters Most

While new tools and strategies are emerging, the experts made one thing clear: successful workforce planning still depends on strong cross-functional alignment. The panel emphasized how clearer, more frequent communication between TA, finance, and business leaders is often the difference-maker. And because solutions are highly industry-specific—i.e., what works in project-based consulting won’t necessarily apply to high-volume manufacturing—the best workforce planning is tailored, collaborative, and built to flex with business needs.

To follow that part of the conversation, check out the webinar recording from 25:30.

April 10, 2025

The Growing Impact of AI on Recruiting

This article kicks off our expert-led series on the top trends shaping Talent Acquisition (TA) in 2025. In a recent webinar, our in-house experts—Allison Latham, Evan Martino, and Dr. Andrew Monroe—came together to unpack the most pressing challenges and opportunities facing TA teams this year.

Across the series, we explore three major shifts:

The growing impact of AI on recruiting
New approaches to workforce planning
The evolving DEI landscape

In this first article, we dive into AI adoption—how candidates are using it, how recruiters are responding, and how it’s transforming the role of the recruiter itself.

Nearly a third of candidates are now using AI to assist with applications. How is this impacting how TA teams are evaluating and selecting top talent?

Dr. Monroe breaks down two major challenges: the surge in application volume and how AI is making candidate submissions increasingly similar. Plus, the use of assessments to combat both challenges.

How are Heads of TA approaching AI integration?

Allison outlines two emerging mindsets among Heads of TA: AI Evangelists, who view AI as a game-changer for recruiting, and AI Skeptics, who remain cautious due to legal and ethical concerns. Increasingly, though, many leaders are landing somewhere in between—curious about AI’s potential but taking a thoughtful, measured approach to adoption.

See How Talent Acquisition Leaders Are Using AI Across the Funnel. Explore 129 AI Use Cases

How are leading teams redefining recruiter roles in the age of automation?

Evan explains how the conversation has shifted from “Will AI replace recruiters?” to “How will recruiter roles evolve?” He explores how teams are adapting with AI agents and other key tools.

Overall, the experts agree that AI won’t replace recruiters but rather reshape their role into something more strategic. As top-of-funnel tasks like sourcing and résumé screening become automated, recruiters are being freed up to take on more advisory responsibilities. They’re evolving into talent advisors—consulting hiring managers, aligning talent strategy with business goals, and focusing on high-impact human connections. This transformation is well underway and expected to accelerate throughout 2025.

March 14, 2025

Unlocking the ROI in GenAI: 129 Use Cases from Talent Acquisition Leaders

AI has dominated Talent Acquisition (TA) conversations at every level over the past year, from gatherings among the nation’s top heads of TA, to strategy sessions with frontline recruiters.

With 92% of C-suite leaders viewing generative AI as key to business strategy, the pressure on recruiting leaders to leverage this technology has never been greater. Yet only 20% of TA teams feel “very” or “extremely prepared” to implement AI solutions, while over 50% report feeling “slightly prepared” or “not prepared at all”.

Vendors have painted grand visions of AI’s potential, promising sweeping changes to every aspect of recruiting. However, these promises have gone largely unfulfilled, which has left TA teams wondering: Where are the actual opportunities to drive ROI with AI?

Drawing on conversations with over 200 recruiting leaders, we set out to map the current landscape of AI solutions. The solutions we uncovered span an impressive range. Some operate across the entire recruiting lifecycle, while others are deliberately narrow in scope.

Some demand massive investment and bold organizational change, while others can deliver impact with little more than a subscription to ChatGPT.

Regardless of scope or complexity, they all share one quality: These are real solutions recruiting teams are using to drive value.

Recruitment Process Mechanics

Job Description Optimization

1. Internal GPT Auto-Generates Job Description Drafts When Managers Open New Requisitions

2. TA GPT Automatically Flags Discrepancies Between Job Descriptions and Job Architecture

3. Workday-Integrated AI Tool Enables Hiring Managers to Draft Job Descriptions Directly Within Their Applicant Tracking System (ATS)

4. Pilot Program Tests Claude and Writesonic to Refine Job Description Language for Better Clarity and Appeal

5. Microsoft Copilot Converts Raw Manager Notes Into Ready-to-Post Intern Job Descriptions in Seconds

6. OpenAI GPT Automates 80% of Job Description Writing & Ensures Posting is Compliant with Company Policy

7. Custom-Built MS Copilot Tool Creates Job Descriptions Using Company-Specific Content and Requirements

8. DataPeople Platform Cuts Job Description Writing From 20 Minutes to 30 Seconds While Drawing From Skills Taxonomy and Ensuring Inclusive Language

9. Microsoft Copilot Streamlines Job Description Drafting Process While Team Maintains Quality Control

10. Microsoft Copilot Automatically Converts Internal Job Descriptions Into Polished External Job Advertisements

11. AI Tool Transforms Standard Job Descriptions into Story-Driven Job Ads While Ensuring Gender-Neutral Language

12. Internal GPT Creates 90% Draft Job Description for Hard-to-Fill Roles, Saving TA 15+ Mins Per Description

Sourcing & Talent Intelligence

13. Eightfold Reduces Recruiter Burden by Streamlining Early-Stage Sourcing

14. Custom GPT Saves 5 Minutes Per Boolean String by Generating Directly From Job Descriptions

15. ChatGPT Rapidly Compiles Competitor Insights, Speeding Expansion Research by 90%

16. ‘Sourcing Assistant’ GPT Automates Talent Map Creation With Role Descriptions, Competitor Lists, and Targeted Sourcing Channels

17. Internal AI Tool Streamlines Local Sourcing Strategies by Identifying Job Boards, Associations, and Campus Resources in New Markets

18. PeopleGPT AI Search Engine Cuts Sourcing Costs While Scraping LinkedIn and the Web for Candidate Information

19. SeekOut Enhances Targeted Candidate Search With Precision Sourcing and Advanced Filtering

20. Talent Intelligence GPT Summarizes LinkedIn Insights and Conducts Supplemental Research to Deliver Comprehensive Talent Reports

21. Internal GPT Generates Competitor Intel and Strategic Recommendations to Identify Gaps and Optimize TA Strategy

22. Microsoft Copilot Refines Search Criteria to Support Candidate Research for Specialized Roles

Screening & Ranking Talent

23. Plum Assessments Drive Two-Way Value Through Predictive Hiring Data for Employers & Free Career Insights for Candidates

24. Eightfold AI Enhances Candidate Evaluation with Data-Driven Fit Scores

25. Internal GPT Tool Validates Recruiter Rankings with Explainable Decision Logic

26. Eightfold Scores External Candidates with Human Oversight for Accuracy

27. TA-Specific GPT Automates Candidate Evaluation to Fast-Track Quality Applications

28. Phenom Accelerates Sourcing by Surfacing Best-Fit Talent

29. Decision Tree ML Model Screens High-Volume Applications Based on Historical Success Data

30. Filtered.AI Reduces Application Review Volume by 75% While Cutting Screening Time by Nearly Three-Quarters

31. Beamery’s ML Engine Automates Resume Ranking to Drive Recruiter Efficiency

32. Microsoft Copilot Creates Customized Screening Questions from Job Descriptions

33. Microsoft Copilot Transforms Job Descriptions Into Targeted Screening Questions by Analyzing Required Skills

34. Custom Azure GPT Searches Internal ATS Database Using Natural Language Questions

Interviews & Assessments

35. AI Voice Bot Saves Thousands of Hours Annually by Replacing Live Interview Training with Self-Paced AI Practice

36. Paradox Scheduling Bot Saves 40,000 Weekly Hours & Cuts Time-to-Fill by 70%

37. Paradox Cuts 25-30 Hours Per Recruiter with Automated High-Volume Interview Scheduling

38. BrightHire Interview Intelligence Enhances Interview Quality & Ensures Inclusive Communications

39. MS Copilot Reduces Video Interview Question Development Time from Multiple Meetings to Minutes

40. ChatGPT Cuts Interview Guide Creation from Days to Seconds

41. ChatGPT Creates Role-Specific Technical Questions by Analyzing Top Performer Data

42. ‘Interview Assistant’ GPT Creates Custom Interview Questions Aligned to JDs & Core Values

43. Paradox Scheduler Cuts TA Coordinator Headcount by 40-50% Through Interview Automation

44. Custom GPT Creates Tailored Interview Questions Based on Harver Assessment Results

45. Chatbot-Based Case Study Saves 8,000 Interview Hours Annually Through AI-Powered Candidate Assessment

Offers & Onboarding

46. IBM WatsonX Orchestrate Streamlines Offer Process for Early Career Hires

47. GPT Automates Internal Pay Equity Reviews Through Structured Data Analysis

48. Automation Anywhere Keeps Candidates Engaged During Notice Periods by Automating Pre-Boarding Communication

49. TA GPT Auto-Generates North American Offer Letters with Relevant Candidate Information and Personalized Messaging

Skills & Mobility

50. Eightfold Powers Global Skills Repository for 400,000 Employee Career Pathways

51. AI Recommends Custom Development Plans by Matching Employee Skills to Internal Jobs, Training & Mentors

52. Eightfold AI Matches Employee Skills to Cross-Functional Project Opportunities

53. Findem AI Prevents Key Employee Exit by Matching Internal Skills to New Role

54. Fuel50 Drives 30% Internal Mobility Rate Through Career Path Mapping

55. Beamery Unifies Database with 2,400-Skill Taxonomy for Strategic Workforce Planning

56. Workday Skills Cloud’s AI Maps & Matches Employee Capabilities to Development Opportunities

57. Plum Assessment Tool Maps Employee Fit to Recommended Roles

58. Hummingbird Platform Searches Full Database of Employee CVs for Internal Matches

59. MojoHire’s AI Engine Shows Promise Matching Candidate Skills to Open Roles

60. Internal Skills Matching Tool Saves $1M by Redeploying Layoff-Impacted Employees

Branding & Marketing

Communications & Relationship Management

61. Microsoft Copilot Creates More Empathetic Rejection Letters

62. Internal GPT Ensures All Recruiter-Candidate Messages Match Brand Voice

63. Microsoft Copilot Sparks Ideas & Refines Language for LinkedIn Job Posts

64. Internal GPT Surpasses LinkedIn AI with Region-Specific Candidate Messages

65. Microsoft Copilot Generates Strategic Social Media Hashtags for Better Job Post Reach

66. Microsoft Copilot Automates Personalized “Keep-Warm” Emails to High-Value Candidates

67. Internal GPT Boosts Internal Job Visibility by Auto-Writing Referral Request Emails

68. Microsoft Copilot Enhances Speaker Prep by Pinpointing Key Talking Points for Panel

69. ChatGPT Speeds Up Creation of Campus Event Materials & Email Templates

70. Microsoft Copilot Frees up Recruiter Time by Auto-Drafting New Hire Announcements

71. The Martec’s AI Advocate Finder Activates Company Thought Leaders to Drive Recruitment Marketing

72. Internal GPT Creates Custom LinkedIn Messages That Reference Specific Job Description Details

Candidate Engagement & Support

73. TA Team’s Intern Resume Workshop Embraces Reality of GenAI Usage with Practical Tips

74. Paradox Chat-to-Apply Assistant Facilitates Career Site Applications While Enhancing Candidate Experience

75. Quest VR Headsets Power Immersive Office Tours & Day in the Life

76. Metaverse Platform Drives Intern Engagement Through Gamified Challenges & Custom Avatars

77. AI Avatar Reduces Recruiter Workload by Answering Candidate Case Prep & Benefits Questions

78. AI Chatbot Cuts Application Time to Under 3 Mins By Auto-Filling Forms

79. Mixed-Reality Game Tests Coding Skills & Fast-Tracks Hiring for Top Players

80. Pre-Application Bot Guides Students to the Right Jobs After Teaching Them About Each Role

Productivity & Enablement

Document Synthesis

81. Internal GenAI Elevates Recruiter-Leadership Communication by Converting Complex HR Processes into Clear 1-2 Page Briefs

82. Internal GPT Drives SOP Compliance by Converting Dense Procedures into Clear, Actionable Guides

83. ChatGPT Extracts Candidate Insights from Survey Data in Minutes

84. Microsoft Copilot Turns 2 Weeks of Work Notes into Ready-to-Use Performance Review Content

85. Microsoft Copilot Analyzes Meeting Efficiency by Identifying Speaker Imbalances & Time Waste

86. Microsoft Copilot Converts Complex Benefits Docs into 3-Sentence Candidate Summaries

87. Internal GPT Bot Saves TA Time by Auto-Formatting Candidate References

FAQ Bots

88. Internal GPT Helps Non-TA Staff Answer Common Candidate Questions During Coffee Chats

89. Candidate FAQ Bot Slashes Careers Inbox Volume & Saves Significant Recruiter Time by Auto-Responding to Common Questions

90. Internal GPT Speeds Up New ATS Adoption by Giving Recruiters Instant How-To Answers

91. Dedicated TA Tool Within MS Copilot Saves Recruiter Time by Answering Questions about Internal Policy & Procedure

92. Internal GPT Cuts HR Workload by Auto-Answering Employee Benefits Questions

Data Analysis

93. AI Copilot Powers Data Analysis & Deck Creation for Senior Stakeholder Presentations

94. AI-Powered Models Forecast Candidate Acceptance & Retention Pre-Hire

95. Internal GenAI Tool Mines Candidate & Employee Feedback for Actionable Insights

96. Microsoft Copilot Writes Complex Excel Formulas to Cut Hours of Manual Work

Recruiter Enablement

97. 80-Page Prompt Playbook Helps Recruiters Master Use of Internal GPT & Bing Copilot

98. Microsoft Copilot Creates Quick Reference Guide for Organization-Specific Acronyms

99. Internal GPT Slashes Creation of Recruiter-to-Talent-Advisor Training from Hours to 18 Minutes

Talent Acquisition Leadership Communications

Strategic Planning & Executive Communications

100. Machine Learning Model Uses Historical Requisition Data to Predict TA Hiring Gaps & Resource Needs Through Next Year

101. Claude AI Powers Scenario Planning to Optimize TA Team Structure

102. ChatGPT + PowerPoint AI Transform Intern Program Draft into Polished Presentation, Automating Structure & Design

103. Internal GenAI Transforms Distributed School Selection Strategy into 2-Page Guide That Shows Execs Why They Can’t Just Add New Target Schools

104. Beautiful.AI Tool Automates Creation of Recruiter Training & Workshop Decks

105. ChatGPT Helps TA Leader Build Data-Backed Team Reorg Proposal

106. Microsoft Copilot Cuts Presentation Creation Time by 75%, Converting Raw Data into Polished Decks

107. Microsoft Copilot + Canva Combo Cuts Leadership Deck Creation from 3 Hours to 20 Minutes per Slide

Hiring Manager Enablement

108. AI Platform Powers Multilingual Hiring Manager Training Videos Using Recruiter Avatars, Saving Global TA Teams from Recording in 9 Languages

109. Internal GPT Saves 1K+ Hours Annually by Auto-Writing Submittals for Hiring Managers

110. Internal GPT Transforms Recruiter’s Raw Interview Notes into Professional Hiring Manager Summaries

111. Microsoft Copilot Creates Candidate Summaries from Recruiter Interview Screens

112. Microsoft Copilot Converts Recorded Intake Meetings into Shareable Summaries

113. Internal GPT Guides Hiring Managers Through Structured Post-Interview Debriefs

114. Microsoft Copilot Automates Intake Meeting Notes & Summaries

115. ChatGPT Combines Personality Insights from Recruiter Screens with Technical Background Details for Hiring Manager Reviews

116. Internal GPT Speeds Up Recruiter Intake Process by Auto-Generating Forms & Meeting Materials

117. Internal GPT Guides Managers Step-by-Step Through Entire Hiring Process, from Worker Classification to Interview Process

Governance & Risk Management

Governance & Oversight

118. $25M MIT Partnership Creates Framework for Safe, Compliant AI Use While Investigating New Tech for Insurance Claims & Safety

119. AI Task Force Surfaces Top AI Use Cases for Org

120. Dual AI Steering Committees (Enterprise + HR) Evaluate Security & ROI of HR Tech Solutions

121. Cross-Functional AI Governance Council Reviews All GenAI Implementation Requests

122. AI Council Oversees Tech Implementation with Planned Role for AI Ethics Officer

123. Internal Governance Group Oversees Company-Wide AI Implementation

124. Dedicated AI Lab Lets TA Team Trial Tools Before Legal Review

125. TA Team Coaches Candidates on Acceptable Uses of GenAI in the Application Process to Align Expectations Early

Fraud Prevention & Mitigation

126. Mercer Mettl Prevents Fraud via Real-Time Assessment Monitoring

127. HireVue Visual Match Tech Prevents Interview Fraud

128. Organization Redesigns Pre-Hire Process to Block Identity & Credential Fraud

129. Automated Risk Scoring and Video Verification Create Two-Stage Defense Against Hiring Fraud

March 03, 2025

Diversity Sourcing Strategy: Addressing a Top TA Challenge

Effective Talent Acquisition (TA) leaders know that having a strong diversity sourcing strategy provides tangible benefits to the business. In fact, companies with a diverse workforce financially outperform others with less diverse teams.

However, recent federal actions against DEI have caused increased obstacles for reaching DEI-related goals. At the end of 2024, nearly 7 out of 10 leaders were concerned about the impact of the new administration on Talent Acquisition DEI initiatives (a number that’s likely only increased over the past few weeks). The top challenge Talent Acquisition leaders report in meeting their 2025 DEI goals is difficulty sourcing a diverse set of candidates.

Since the SCOTUS 2023 Affirmative Action ruling, many employers have been retooling and adapting their DEI processes. Current policy changes under the Trump administration are causing employers to accelerate these adaptations and delve even deeper. As a result, some organizations are scaling back DEI initiatives altogether, while others are adjusting how they report diversity data to mitigate legal risks.

The silver lining is that these pressures are sparking innovation in DEI strategies. Instead of relying on quotas or check-the-box requirements, teams are embedding inclusion into everyday practices, such as working with hiring managers to align diversity goals with organizational needs and broadening their diversity sourcing strategy.

We know adapting strategy is a top challenge that the Talent Acquisition industry is actively developing solutions for. Knowing how other leaders are reacting and how TA teams can organically increase inclusivity in their sourcing process can help to navigate DEI scrutiny.

With the landscape around DEI rapidly evolving, we highly recommend consulting with legal and compliance teams as you update diversity sourcing strategy.

Top 5 DEI Challenges for TA Teams in 2025

We asked TA teams what their top DEI priorities are in 2024-2025, the responses:

39% Assess and address potential bias in the recruiting process

37% Initiate and maintain diversity partnerships

34% Increase retention of diverse candidates

32% Provide DEI internal trainings

30% Ensure that candidates interview with diverse hiring panels

A top goal for 37% of TA teams, initiating and maintaining partnerships with diversity organizations can serve multiple functions for employers, such as:

Sourcing diverse talent and creating a talent pipeline
Building relationships with local communities
Improving employer branding

Building an Inclusive Pipeline Through Partnerships & More

A top goal for nearly half of TA teams, developing partnerships with diversity organizations can serve multiple functions for employers, such as:

Sourcing diverse talent and creating a talent pipeline
Building relationships with local communities
Improving employer branding

We asked, “What strategies has your TA team implemented to increase DEI in the initial recruiting & sourcing of candidates?” The top responses:

54% Sourcing through diverse partnerships

50% Attending diversity conferences

42% Showcasing diversity initiatives

42% Increased transparency about the recruiting process

41% Utilizing ERGs & affinity groups in recruiting

Re-Evaluating Traditional Concerns & Assumptions in Sourcing

Common frustrations in sourcing talent can lead well-intentioned TA professionals into believing in two common myths which may underlie the perception that diverse talent is difficult to source:

Myth #1: TA Teams must use unique channels to source candidates from underrepresented backgrounds.

Fact: Even when comparing several groups of candidates with diverse backgrounds, most candidates use LinkedIn & Indeed. Employer branding & messaging can be critical to drawing more candidates in from these channels.

Myth #2: There aren’t enough qualified candidates from diverse backgrounds; the talent pools are too small.

Fact: While candidates from underrepresented backgrounds compose a large percentage of the U.S. working-age population, they are often not accordingly represented in many industries. Even when meeting the normative assumptions of being “qualified,” candidates with historically marginalized identities continue to face exclusion in recruiting. For example, Black and Latinx individuals graduate from top schools at twice the rate at which leading technology companies hire them.

Communicating Inclusivity to Candidates

If candidates of diverse backgrounds are using similar channels, what are the areas for improvement within your diversity sourcing strategy?

The messaging used when sourcing candidates can have a profound effect on candidate engagement, and signaling an organization’s inclusive culture. There are several ways to communicate workplace inclusivity, such as within:

Job Ads – Significantly more women than men find inclusive language in a job ad and a link to a company’s representation statistics as the most important information for indicating an inclusive and equitable workplace.

Direct Outreach – For example, 1 out of 4 candidates report that direct outreach highlighting specific company diversity initiatives would be a highly important indicator of an inclusive and equitable workplace.

2025 Update: We know signaling your DEI initiatives effectively to candidates while striving to remain compliant can be challenging – visit our DEI hub to learn about “retooling” your initiatives.

Candidate Perspectives

We asked candidates what in a job ad makes them feel like an employer might not have an inclusive workplace. Candidates with diverse backgrounds said:

“Using gender coded words or racially biased language in a job description would make me view an employer as not embracing an inclusive work environment.”

“I feel like… [an] organization’s desire for equity & equitable practices really need to be stated front and center… If [it’s] not there, to me it’s a red flag.”

DEI is becoming even more of a challenging priority for organizations. Check out our DEI Hub, where recruiting leaders can stay up to date on the rapidly shifting landscape of DEI.

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April 23, 2025

How Recruiting Leaders are Navigating Today’s DEI Shifts

What DEI shifts are you seeing for 2025?

How are leaders navigating all these shifts?

A Closing Word of Advice for TA Leaders in 2025

Stay in-the-know on all things TA.

April 21, 2025

Why Solving Candidate Fraud Might Break Your Talent Acquisition Team

Why Solving Fraud Could Backfire

Calibrating Your Response to Fraud

Step 1: Assess Your Fraud Risk

Step 2: Deploy Targeted Interventions

High-Volume, Lower-Criticality Roles

Low-Volume, High-Criticality Roles

Medium-Volume, Medium-Criticality Roles

Step 3: Measure ROI

1. Calculate the Cost of Fraud

2. Calculate the Cost of Prevention

3. Assess ROI

The Bottom Line

Discover What the Advancement of AI Means for Your Talent Strategy

April 16, 2025

How Talent Acquisition Leaders are Rethinking Workforce Planning

What’s new in workforce planning in 2025?

How are teams addressing talent shortages with skills-based hiring?

Why Communication Still Matters Most

Want the full conversation on all three trends now?

April 10, 2025

The Growing Impact of AI on Recruiting

Nearly a third of candidates are now using AI to assist with applications. How is this impacting how TA teams are evaluating and selecting top talent?

How are Heads of TA approaching AI integration?

How are leading teams redefining recruiter roles in the age of automation?

Up next: How TA leaders are Rethinking Workforce Planning in 2025.

Topic: Top TA Challenges & AI-Enhanced Solutions

Topic: 2025 TA Performance & Market Trends

March 14, 2025

Unlocking the ROI in GenAI: 129 Use Cases from Talent Acquisition Leaders

Recruitment Process Mechanics

Job Description Optimization

Sourcing & Talent Intelligence

Screening & Ranking Talent

Interviews & Assessments

Offers & Onboarding

Skills & Mobility

Branding & Marketing

Communications & Relationship Management

Candidate Engagement & Support

Productivity & Enablement

Document Synthesis

FAQ Bots

Data Analysis

Recruiter Enablement

Talent Acquisition Leadership Communications

Strategic Planning & Executive Communications

Hiring Manager Enablement

Governance & Risk Management

Governance & Oversight

Fraud Prevention & Mitigation

Stay ahead of the curve on AI agents.

March 03, 2025

Diversity Sourcing Strategy: Addressing a Top TA Challenge

Top 5 DEI Challenges for TA Teams in 2025

Building an Inclusive Pipeline Through Partnerships & More

Re-Evaluating Traditional Concerns & Assumptions in Sourcing

Myth #1: TA Teams must use unique channels to source candidates from underrepresented backgrounds.

Myth #2: There aren’t enough qualified candidates from diverse backgrounds; the talent pools are too small.

Communicating Inclusivity to Candidates

Candidate Perspectives

DEI is becoming even more of a challenging priority for organizations. Check out our DEI Hub, where recruiting leaders can stay up to date on the rapidly shifting landscape of DEI.

Stay informed on DEI within Talent Acquisition