Analytics and Data Category
The Work Between the Work: The Rise of Vibe Recruiting
Posted on October 20, 2026 1 Comment
The concept behind “vibe recruiting” should become central to our understanding of talent acquisition Talent technology should autonomously execute against a hiring plan across each component of the hiring process, with minimal human intervention, using inputs that any recruiter can write in plain English to generate optimal hiring outputs.
Revamping High Volume Hiring Strategies
Posted on February 17, 2026 1 Comment
High volume hiring, often undervalued, is critical for business continuity, focusing on operational efficiency rather than individual candidate quality. Employers face challenges due to a mismatch between worker supply and demand, especially for frontline roles. The future of talent acquisition lies in addressing these issues while employing technology thoughtfully to enhance recruitment processes.
Talent Acquisition Trends to Watch in 2026
Posted on December 30, 2025 4 Comments
Talent Acquisition faces a challenging landscape approaching 2026, marked by economic stagnation and evolving hiring practices. With a focus on mission-critical hires, companies will prioritize experience over potential. Automation, redefined as “agentic AI,” will streamline processes, while an emphasis on measurable outcomes will reshape TA’s role, aligning it more closely with business objectives.
Transforming Recruitment Marketing: From Data to Insights
Posted on November 26, 2025 1 Comment
The article critiques traditional recruitment marketing practices that rely on spreadsheets, arguing they fail to provide meaningful insights. It highlights inefficiencies in recruitment strategies and emphasizes the need for data-driven approaches using advanced analytics. A webinar is promoted to guide professionals on leveraging AI for effective recruitment marketing metrics and improving hiring outcomes.
Still Crazy After All These Metrics: The Myth of Quality of Hire
Posted on November 20, 2025 Leave a Comment
Just like there’s no accounting for taste, there’s no baseline for “quality.” It’s like the concept of relative value; quality, as an abstract theory, operates at the intersection of subconscious biases and budget availability.
Ask ten TA leaders what quality of hire means and you’ll get twelve answers.