Resource Center

The rollout of AI innovations seems to be picking up more steam each day: just as we learn about “the latest thing,” something new arrives hot on its heels. Less than a year ago, DALL-E exploded onto the scene, heralding the arrival of generative AI. Not long afterward, as people were just beginning to wrap their minds around how DALL-E’s capabilities could revolutionize the creation of images, ChatGPT showed up and challenged our understandings about text meaning and generation. 

The use of artificial intelligence in recruitment is nothing new. For example, employers have long used chatbots to guide people through the application process. Many hiring managers rely on virtual assistants to organize their workflow, and data analysis tools make it faster and easier for recruiters to find connections between candidate resumes and the roles a company seeks to fill.  

Giving employees the chance to explore new roles provides them with opportunities to learn new skills and take on new challenges. A strong culture of internal mobility signals an organization’s willingness to invest in its people—something both job seekers and current employees value.

Words matter. The right words can shape and drive the actions of an individual, a team, or an organization. With the ability to adapt to the ever-evolving terminology of the HR field and a strong grasp of emergent terms, HR and staffing professionals can improve the services they provide to their organizations.

During the hiring frenzy over the past few years, many companies came to recognize the importance of effective onboarding to employee engagement and retention. During the so-called war for talent, it was critical to make new hires feel special and to assimilate them quickly into the company or risk having them accept other offers. Although fewer job openings today might shift leverage back to the employer, effective onboarding is still extremely important—particularly when internal talent moves are involved.