Making Sense of HR Tech's AI Explosion

I recently returned from my annual pilgrimage to the HR Technology Conference in Las Vegas. There are a ton of conferences in our industry, but HR Tech still remains the event to come to for the most comprehensive view of innovation in talent acquisition.

It is clear that things are moving fast with technology; AI is already moving from narrow, single-use tools to orchestration layers and multiple agents that promise to revolutionise talent acquisition. Unfortunately, it is making the tech landscape very difficult to understand from a buyer's perspective, as traditional software categories are collapsing.

At the same time, the legacy cornerstones of the recruiting process, resumes, interviews, and job descriptions, are looking increasingly inadequate, with candidates and employers caught in an AI arms race that is currently making the experience worse rather than better.

So how can TA leaders cut through the noise, balance efficiency with fairness, and bring humanity back into recruiting while taking advantage of the enormous potential AI offers? What new skills will be needed to lead in this environment, and how do organisations avoid just using AI to do the wrong things faster?

While I was at the show, I caught up with two of my regular podcast guests, Allyn Bailey, Senior Director of Brand and Communications at SmatRecruiters, and Daniel Chait, CEO of Greenhouse, both of whom offered some sensible guiding insights into what is becoming a very complex space.

In the interviews, we discuss:

• Blurring categories of vendors is confusing for buyers.

• AI's next phase of orchestration layers and multiple agents

• The importance of open systems

• Will we finally see the end of resumes?

• The surge of AI interviewing

• Why the candidate experience keeps getting worse

• Balancing efficiency with fairness and keeping humans in the loop

• The new skills TA Leaders need
  

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