Latest News
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.
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.
Growth & Strategy
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.
Protecting the Budget for Flexible Talent Keeps Teams Ready When Workloads Spike
Amy Spencer, founder and Chief Matchmaker at Evo Communications, on blending permanent staff with vetted independents so a team can add depth without hiring year round.
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.
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.
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.
A résumé-clean, fast-tracked hire can still crater the team it joins. The bill that follows isn't the replacement cost everyone quotes. It's the good people who leave once the wrong hire is inside.
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
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As AI Floods The Hiring Process, Candidates’ Own Work Becomes A Strong Signal
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Contingent Workforce Programs Overcome Resistance With Escalation Power From The Top
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How Compressing Training With AI Fills Seats Faster While True Expertise Still Requires Real-World Experience In The Role
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Hiring Tests People In Context, Then Performance Reviews Strip The Context Away
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Spending More Time With Candidates Recovers The Signal AI-Polished Resumes Took Away
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Human Review Closes The Gap Between A Match Score And A Qualified Candidate
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Protecting the Budget for Flexible Talent Keeps Teams Ready When Workloads Spike
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The Resume Rewards Presentation. Better Hiring Rewards What Candidates Can Actually Do.
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