Expertise acquisition and HR are altering quick. From the rise of AI in hiring to the shift towards versatile work, groups are rethinking the right way to assist workers at each stage of the journey. However within the face of a lot change, one factor stays fixed: the significance of human connection.
To discover how TA and HR groups are navigating this new panorama, we partnered with GoCo, Verified First, and Lighthouse Analysis & Advisory to host a panel of in the present day’s prime trade specialists. The dialog lined every thing from AI, tech, and automation to inner mobility and office autonomy.
On this weblog, we break down the highest takeaways and what they imply for groups constructing extra people-first workplaces. As a result of regardless of how a lot know-how modifications the way in which we work, persons are nonetheless on the coronary heart of each nice worker expertise.
Meet the Specialists
Moderated by Ginny Drinker, SVP of Partnerships at Make use of, the dialogue featured
- Ben Eubanks, Chief Analysis Officer, Lighthouse Analysis & Advisory
- Mike Rockwell, VP of Account Administration, Verified First
AI is Right here to Improve Human Connection
AI can really feel overwhelming—however our panelists agreed: it’s not right here to switch individuals. It’s about giving TA and HR groups the instruments to work extra effectively and concentrate on what issues most.
Dorothy shared how organizations are starting to embrace AI for duties like content material era and efficiency suggestions—utilizing tech to create area for extra strategic, people-focused work. “AI is a instrument,” she stated. “It’s not the end-all-be-all, but it surely’s one thing we will couple with our capabilities and confidence to execute with brilliance.”
Ben pointed to lesser-known use instances like workforce scheduling, security monitoring, and even “robotic coaches” that information workers via customized growth plans. These instruments assist HR groups assist workers extra proactively—anticipating wants, enhancing security, and enabling development with out including headcount on the similar tempo.
Mike emphasised that AI is already shaping the candidate expertise, from resume creation to interview prep. With job seekers shifting quick, TA groups have to be prepared to satisfy them the place they’re—and rethink how they consider expertise and potential.
Key takeaway: Thoughtfully applied tech can enhance each effectivity and empathy—permitting HR groups to higher serve workers at scale.
What are robotic coaches? Watch the clip!
Onboarding for an Evolving Workforce
Onboarding units the tone for the worker expertise. However with groups now cut up between in-person, distant, and hybrid work, creating consistency is a rising problem.
As Dorothy identified, many corporations confuse orientation with onboarding—specializing in logistics moderately than tradition and connection. True onboarding is a longer-term course of centered on serving to individuals really feel supported, aligned, and assured of their position.
Mike shared that he invitations present workers to become involved within the hiring and onboarding course of. “I don’t rent anybody till they discuss to the individuals they’ll be working with,” he stated. “It offers them a really feel for what they’re strolling into—what we do, how we work, and who we’re.” That early connection helps construct belief and readability from day one.
The panel inspired HR leaders to construct onboarding experiences that mirror how individuals truly work in the present day. Meaning providing each synchronous and asynchronous studying, creating alternatives for workforce connection, and setting expectations round flexibility and inclusion.
Key Takeaway: Robust onboarding blends know-how with tradition, serving to new hires really feel like a part of the workforce—regardless of the place they work.
Need Dorothy’s onboarding ideas? Watch the clip!
Profession Growth: Worker-Led, Tech-Supported
In a aggressive hiring market, creating inner expertise is extra necessary than ever. Reskilling, upskilling, and inner mobility aren’t simply nice-to-haves—they’re key to long-term success.
Ben shared that investing in inner growth will not be solely less expensive but additionally strengthens retention and engagement. He pointed to Chipotle for instance, “They put their cash the place their mouth is—actually. Managers who develop inner expertise had been provided bonuses when these individuals succeeded. It reduce their turnover in half.”
Mike added that leaning into workers’ expertise may help them thrive. His workforce makes use of instruments like StrengthsFinder to information profession conversations and match workers with roles the place they’re most probably to succeed. This strengths-based method not solely boosts particular person efficiency but additionally helps leaders discover untapped potential throughout the group.
Dorothy highlighted the distinction between mentorship and sponsorship—explaining that whereas mentors supply steerage, sponsors actively advocate for workers’ development. Leaders who sponsor others play a vital position in shaping inclusive, opportunity-driven cultures. That advocacy can open doorways which may in any other case stay closed, particularly for underrepresented teams looking for visibility and development.
Key takeaway: Investing in profession growth reveals your workforce there’s a future for them at your group—and provides them the instruments to get there.
How does StrengthsFinder work? Watch the clip!
Flexibility is Extra Than Distant Work
In a aggressive hiring market, creating inner expertise is extra necessary than ever. Reskilling, upskilling, and inner mobility aren’t simply nice-to-haves—they’re key to long-term success.
Ben gave examples of corporations providing versatile hours, asynchronous work, and alternatives for workers to pitch new concepts. He emphasised the significance of making area for innovation, sharing, “If somebody has a good suggestion, allow them to elevate their hand—you by no means know the place it could lead on.” He added, “We had an engineer share an concept, and management listened. That concept turned a multimillion-dollar line of enterprise. All as a result of we created a tradition that allowed individuals to talk up.”
Mike identified a rising development: workers are drawing onerous strains about what they need. Some gained’t contemplate office-only jobs, whereas others want in-person interplay to thrive. Attempting to power one mannequin for everybody merely gained’t work. When workers really feel trusted to handle their very own time and setting, they’re extra more likely to keep engaged and dedicated.
Key takeaway: One of the best worker experiences are those that really feel private. Flexibility, autonomy, and belief aren’t perks—they’re expectations.
Need to hear Ben’s story? Watch the clip!
The Way forward for Work is Individuals First
TA and HR leaders are balancing greater than ever—rising applied sciences, shifting workforce expectations, and the stress to do extra with much less.
However success doesn’t come from selecting between effectivity and empathy. It comes from combining each—utilizing the fitting instruments to streamline processes whereas staying deeply centered on what individuals have to thrive.
For much more insights from our all-star panel, take a look at our full session right here.
