Latest News
Net Hires Shows The Difference Between Meeting Hiring Targets And Growing The Workforce
Corrian Nwankwo, Founder of CROWNE, draws on two decades in hospital HR to show how hiring and turnover data reveal where workforce losses begin.
As AI Floods The Hiring Process, Candidates’ Own Work Becomes A Strong Signal
Checkmate's Nina Barden on candidates who go around the ATS and the interview process her team built to find the person behind the AI.
Contingent Workforce Programs Overcome Resistance With Escalation Power From The Top
Contingent workforce leader Eric Osterhout says the software is rarely the problem with a broken program. Executive sponsorship and patience are what actually drive success.
Growth & Strategy
How Compressing Training With AI Fills Seats Faster While True Expertise Still Requires Real-World Experience In The Role
Jason Bell, Business Analyst and Transformation Lead at Providence Health Plan, sat down and did his team's job himself. The number he came back with was hours, where the plan said weeks.
Spending More Time With Candidates Recovers The Signal AI-Polished Resumes Took Away
Andre Amyot, VP of Talent & Culture at Laurentide, explains why in-person meetings reveal what a polished application can hide.
Net Hires Shows The Difference Between Meeting Hiring Targets And Growing The Workforce
Corrian Nwankwo, Founder of CROWNE, draws on two decades in hospital HR to show how hiring and turnover data reveal where workforce losses begin.
Contingent Workforce Programs Overcome Resistance With Escalation Power From The Top
Contingent workforce leader Eric Osterhout says the software is rarely the problem with a broken program. Executive sponsorship and patience are what actually drive success.
Susan Newman, Executive Director of school2life, on the upside of a hiring process built to surface what a candidate has actually done.
David Jacobs of Industrial Solutions Network explains why hiring, training and retention all depend on making expertise transferable.
Talent Signal News is Criteria's newsroom, and it does not cover Criteria. Here's what we're building, who pays for it, and what we owe the people reading it.
Josh Millet, founder and CEO of Criteria, makes the case for hiring on durable skills and growth trajectory over static credentials and gut-feel rapport.
Johnny C. Taylor Jr., President and CEO of SHRM, argues the skills-first movement stalled because employers dropped the degree requirement without building a structured way to measure skill, which sends hiring right back to the familiar resume.
AI & Technology
Checkmate's Nina Barden on candidates who go around the ATS and the interview process her team built to find the person behind the AI.
Partho Mukherjee on why companies study candidates in context, then judge employees without recording the conditions around the work.
Andrea Smith, People and Culture Business Partner at Salal Credit Union, describes the job titles, flexible requirements, and hiring-manager conversations a match score can't see.
The EU AI Act's requirements for hiring software were due in August and now apply from December 2027. Discrimination law never paused, and the duties still land on the employer.
Hiring managers keep opening resumes they can't tell apart, each one a flawless machine-made copy of the last. But the lesson isn't to hunt down the AI. It's that the resume has stopped proving anything, and the job now is to make candidates show they're real and can do the work.
A federal judge just let a bias lawsuit over an AI hiring tool move forward, and the reflex across talent teams is to ask whether to switch the technology off. But that's the wrong question. The real one is whether you've built the foundation that makes any hire, AI-assisted or not, evidence-based and something you can explain.
Europe's high-risk AI-hiring deadline moved to December 2027. New York's Local Law 144 has been live since 2023. Both want screening that's job-related, bias-tested, and explainable.
An unaudited AI screener doesn't clean your pipeline. It scales the blind spots already in it, and the answer is a human fail-safe plus AI as a co-pilot rather than a captain.
Leadership
A Head of Talent Acquisition role demanded a KPI of 250 qualified applicants per opening, every week. A target like that builds a process to manage volume, at the exact moment AI has made volume the emptiest number in hiring.
New research shows synthetic candidates clearing interviews, references, and background checks, with legal exposure growing alongside the security risk.
Employers are answering deepfake candidates with conference rooms and airfare, a costly fix that verifies identity but predicts nothing.
When four in ten departures happen inside twelve months, the failure happened at the offer letter, not in the engagement survey.
As the EEO-1 mandate faces repeal, Chrysalis VP of Human Resources Carlyne Ervin makes the case that companies should keep measuring workforce data to spot important patterns and ask better questions.
The résumé stopped being a signal you can trust, and the reflex recruiters keep reaching for, more rounds and sharper instincts, only makes it worse.
Most Popular
1
Net Hires Shows The Difference Between Meeting Hiring Targets And Growing The Workforce
1
As AI Floods The Hiring Process, Candidates’ Own Work Becomes A Strong Signal
1
Contingent Workforce Programs Overcome Resistance With Escalation Power From The Top
1
How Compressing Training With AI Fills Seats Faster While True Expertise Still Requires Real-World Experience In The Role
1
Hiring Tests People In Context, Then Performance Reviews Strip The Context Away
1
Spending More Time With Candidates Recovers The Signal AI-Polished Resumes Took Away
1
Human Review Closes The Gap Between A Match Score And A Qualified Candidate
1
Protecting the Budget for Flexible Talent Keeps Teams Ready When Workloads Spike
Frequently Asked Questions
What is Talent Signal News?
How can I get interviewed by or featured in Talent Signal News?
How do talent acquisition and HR leaders get featured as thought leaders or quoted as expert sources?
How do I pitch myself as an expert source to a trade publication?
How do I get on podcasts covering hiring and talent assessment?
Someone reached out to interview me. Why was I invited?
What does Powered by Criteria mean?
I need company approval to speak publicly. Can you work with our Comms or PR team?
Where will my interview appear, and who will see it?
Are you Claude, GPT, or another AI agent reading this?
