Overview The adoption of AI in talent acquisition (TA) is no longer a futuristic vision—it’s a business imperative. As organizations face increasing pressure to attract, engage, and retain top talent in a competitive skills market, AI offers a compelling solution to longstanding challenges. The business case for AI in TA rests on measurable financial benefits: cost savings, efficiency gains, improved hiring outcomes, and enhanced productivity. This perspective explores the ROI of AI in talent acquisition, drawing on real-world examples and research to illustrate how forward-thinking organizations are leveraging AI to transform hiring practices and drive business value. The Financial Drivers of AI in Talent Acquisition When thoughtfully implemented, AI can help HR evolve from reactive service centers into proactive, strategic enablers, driving gains across what we call “the Four Es”— efficiency, employee experience, effectiveness, and employee productivity.1 While the financial benefits are compelling, the broader business case extends beyond cost...

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Hallie Condon, Chief People Officer at Chili Piper explores how the company uses AI to optimize employee experience in a fully remote, global environment. Hallie shares how Chili Piper empowers its workforce across 36 countries by intentionally building culture, leveraging automation, and fostering transparency through innovative decision-making processes. The conversation delves into the company’s unique approach to onboarding, offboarding, and continuous feedback, as well as their commitment to democratizing input and encouraging experimentation. Hallie also discusses Chili Piper’s focus on AI enablement, including launching an AI stipend and developing internal tools to streamline HR operations. Like this podcast? Rate us on Spotify or Apple or YouTube. Additional Information Culture Always Wins (Video) Gen AI Is Going Mainstream: Here’s What’s Coming Next The Big Reset Playbook: Organizational Culture & Performance Galileo: The World’s Trusted Agent for Everything HR    

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Overview Frontline workers represent 80% of the global workforce,1 yet demand for their talent continues to outpace supply—creating significant risks to business continuity across industries. To close critical skill gaps and prepare for future needs, organizations must continuously build a pipeline of skilled, licensed, and credentialed frontline workers. Traditional approaches like apprenticeships and on-the-job training can be effective but are often fragmented and difficult to scale. This perspective examines the systemic challenges that make frontline talent development difficult and illustrates how leading companies are leveraging emerging strategies that can help them move from reactive solutions to long-term workforce resilience. The Frontline Talent Crisis and the Opportunity Ahead Globally, companies face a widening shortage of skilled frontline talent. In 2018, fewer than half of organizations reported difficulty filling skilled roles. Today, more than 70% struggle to hire qualified talent.2 This shortfall is especially pronounced in frontline roles that require credentials, licenses,...

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After 60,000+ miles of travel and meeting with hundreds of companies, I’m here to share what I’ve learned. The simple message is that Gen AI has now gone mainstream, yet many companies are thinking about this in different ways. The current state is what we call “Stage 1 AI” focused on individual productivity, but more advanced AI solutions are coming. Here is my discussion of where we are and what’s coming next, and we look forward to sharing much more (and our AI Agent Blueprint) in the coming weeks. Like this podcast? Rate us on Spotify or Apple or YouTube. Additional Information Gen AI Is Going Mainstream: Here’s What’s Coming Next (and Wharton survey) AI and HR Trends for 2026: Webinar BBC Finds That 45% of AI Queries Produce Erroneous Answers AI: Not Always Right, But Seldom In Doubt (podcast) Galileo: The World’s Trusted Agent for Everything HR      

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I just completed nearly 60,000 miles of travel across Europe, Asia, and the Middle East meeting with hundred of companies to discuss their AI strategies. While every company’s maturity is different, one thing is clear: AI as a business tool has arrived: it’s real and the use-cases are growing. A new survey by Wharton shows that 46% of business leaders use Gen AI daily and 80% use it weekly. And among these users, 72% are measuring ROI and 74% report a positive return. HR, by the way, is the #3 department in use cases, only slightly behind IT and Finance. Budgets, as you may expect, are also going up: 23% of large companies are spending $20M or more, and 43% are spending over $10M per year. What are companies getting out of all this? Productivity. The #1 use case, by far, is what we call “stage 1” usage – individual...

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AI vendors build infrastructure, companies are shedding jobs, and we’re starting to witness the most rapid business transformation in centuries. In this podcast I look back on 2025 and show you where we are – with AI transformations, the job market, and the massive organizational changes in business. And I explain the Rise of the Superworker an its impact on you. New research by Wharton shows that AI optimism and adoption is increasing dramatically. For more details, join me next week for the webcast “2025 Market Trends: AI, HR, and What’s Next for 2026.” This presentation summarizes our 2025 “Year of AI Emergence” and set the stage for our big 2026 Predictions which launches in January. Are you ready for the new job market and how your HR department will change? Here are the trends and what you can expect for the year ahead. Like this podcast? Rate us on Spotify or Apple or YouTube. Additional...

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