Insights on AI and Recruitment
The 9-to-5 phone screen systematically excludes a third of the modern workforce. The evidence is in who calls back at 11pm.
How structured AI pre-screening with proper inbound channels reaches the talent pool the synchronous workday never sees. Vena Medical pilot: 98% inbound completion rate vs. 37% outbound, a 2.6× lift, and what it means for the hiring funnel as a category.
New research introduces 'cognitive surrender' — when people stop thinking and just accept AI outputs. The findings have direct implications for how AI should be used in hiring decisions.
New research introduces 'cognitive surrender' — when people stop thinking and just accept AI outputs. The findings have direct implications for how AI should be used in hiring decisions.
Harvard and Burning Glass found that dropping degree requirements changed fewer than 1 in 700 hires. Here's what's really happening and what it takes to close the gap.
Harvard and Burning Glass found that dropping degree requirements changed fewer than 1 in 700 hires. Here's what's really happening and what it takes to close the gap.
Checkr's survey of 3,000 managers found 60% have caught candidates lying about qualifications. 31% have interviewed people using fake identities. Here's how cross-verification catches what traditional checks miss.
Checkr's 2025 survey of 3,000 managers revealed 60% have caught candidates lying about qualifications. 31% have interviewed candidates using fake identities. Traditional verification methods are failing — here's how cross-verification catches what single-source checks miss.
New research shows humans follow AI bias up to 90% of the time. The solution isn't removing AI — it's rethinking what human oversight actually means.
Researchers at the University of Washington found that human decision-makers followed AI biases up to 90% of the time. The findings challenge the assumption that human-in-the-loop oversight is sufficient to prevent algorithmic discrimination in hiring.
Ontario employers with 25+ employees must now disclose AI use in job postings. Here's what the new rules require and how to build compliant, governed hiring processes.
As of January 1, 2026, Ontario employers with 25 or more employees face new requirements for job postings and hiring practices. Among them: mandatory disclosure when artificial intelligence is used to screen, assess, or select candidates.