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Hiring systems were built to evaluate human-generated signals. Increasingly, those signals are being produced, optimized and scaled by AI. Candidates can now generate tailored resumes, automate job applications, receive real-time interview assistance and create polished screening responses in seconds. AI has dramatically reduced the effort required to apply, allowing candidates to engage with employers at scale.
For most of the past two decades, enterprise hiring strategy was built around a predictable journey. Candidates discovered employers through job boards, referrals or career site searches. From there, they moved through a defined hiring funnel and were measured using familiar activity-based metrics. That journey no longer describes how candidates actually behave. Today’s candidates are using AI-powered search, conversational assistants and recommendation engines to research employers, evaluate roles and form opinions long before they ever land on a corporate career site.
As AI transforms work at an unprecedented pace, forward-thinking CHROs are seizing the opportunity to fundamentally redesign how their organizations hire, develop, and deploy talent. In our recent webinar, The CHRO as Workforce Architect: Leading AI Transformation in Talent Acquisition with The Josh Bersin Company, Radancy’s Jahkedda Akbar, SVP of Strategy, Insights & Innovation, and Nathan Perrott, SVP of Global Customer Strategy & Advisory, were joined by Josh Bersin, CEO and Founder of The Josh Bersin Company, to discuss how this shift is redefining talent acquisition and workforce strategy in an AI-driven environment.
Employer brand has traditionally been shaped by how organizations present themselves to talent. Career sites, recruitment campaigns and messaging around culture and values have long played a central role in attracting candidates and setting expectations.
AI is reshaping how employers engage, evaluate and advance talent. In Radancy’s recent webinar, 2026 AI Trends in Candidate Screening & Scheduling, Benjy Gillman, SVP Hiring Solutions , and Nathan Perrott, SVP of Global Customer Strategy and Advisory, explored how AI adoption is accelerating across hiring teams and why screening and scheduling have become two of the most influential parts of the recruitment workflow. Their conversation highlighted the changes affecting candidates and employers and provided practical insights into how teams can navigate a rapidly changing environment, with a growing focus on the signals and workflows that influence hiring decisions.
Workday Rising EMEA brought more than 5,000 finance, HR and IT leaders to Barcelona to explore how AI is reshaping how organizations work and hire. The main stage announcements set a clear direction for the market, but some of the most meaningful insights came from conversations across the show floor and at the Radancy booth.
The workplace is evolving faster than ever. AI is redefining roles. Skill needs shift quarter to quarter. And business leaders are under pressure to do more with less. That’s why more organizations are embracing a skills-first approach that prioritizes capabilities, not just titles. But once you identify a gap, what’s your move?
Recruitment is a significant investment for organizations, but many HR leaders still struggle to demonstrate its true value. The average cost to hire in the US is $4,000, with time to hire taking 24 days, according to Glassdoor. Budgets are scrutinized, and leadership expects clear evidence that hiring strategies drive business outcomes. Measuring HR ROI is the key to turning hiring from a cost center into a strategic advantage. Let’s break down what HR ROI means, how to calculate it, which metrics matter most and how you can maximize results.
Talent acquisition is undergoing a seismic shift, and AI is at the center of it. These tools are actively transforming how organizations attract, engage and hire talent. In the latest report from The Josh Bersin Company, The Talent Acquisition Revolution: How AI Is Transforming Recruiting , the message is clear: Talent acquisition is evolving from a manual, reactive function into a strategic, AI-powered ecosystem.
Enterprise talent leaders are grappling with intense pressure. 64% of HR professionals say finding qualified talent has become harder, reflecting ongoing labor shortages and rising skill mismatches. Meanwhile, 81% of HR leaders report feeling burned out, underscoring the demand for smarter, more efficient hiring processes. CEOs expect speed and agility – and CFOs expect measurable return. Fragmented systems and reactive approaches simply can’t keep pace.
