HR Tech Insights

  Entry-level workers today are finding themselves underprepared for the evolving workplace as artificial intelligence transforms job expectations. According to a recent survey by the General Assembly, only 22% of company leaders believe entry-level hires are “very or completely prepared” to tackle the roles they’re hired for, while nearly a third say they are “hardly or not at all” ready. As AI becomes more deeply integrated into business workflows, these early-career professionals face challenges on multiple fronts: expectations for new skills, shifting demand for certain roles, and pressure to perform with less margin for error. What the Surveys Reveal Leaders frequently cite lack of soft skills communication, adaptability, critical thinking as a major barrier to entry-level performance. In larger companies, 64% of respondents flagged soft skills deficits as a key problem, compared to 41% in smaller firms. Interestingly, many entry-level workers themselves recognize this gap...

  Brandon Hall Group has unveiled its AI Maturity Model for HR , a research-based framework developed from insights collected from 600 HR and business professionals globally. The model maps out how organizations can evolve from reactive, hand-rolled AI efforts to optimized, strategic HR functions that use AI as a core enabler. The research reveals that 46% of organizations currently sit in the reactive or standardized maturity phases, while only 16% claim they’ve achieved optimized HR excellence. The Five Phases of AI Maturity in HR Brandon Hall’s model describes a progression across five distinct phases, each with growing capabilities, governance, and impact. Reactive / Ad Hoc (21%) HR functions are largely manual, with little structure or governance around AI initiatives. Projects are experimental and often isolated. Standardized (25%) Basic automation and pilot programs begin to take shape. Some structure is emerging but efforts are still fragmented and not unified with st...

  Dice has launched its New Dice Employer Experience , a revamped recruiter platform that modernizes tech hiring using AI-powered tools , smarter workflows, and advanced candidate targeting. The initial rollout is invite-only, with a broader release planned later this year. What’s New & How It Works AI Boolean Enhancer : Recruiters can enter simple search terms that the system transforms into complex Boolean strings leveraging Dice’s proprietary knowledge graph of over 100,000 tech skills. Redesigned Candidate Profiles : Profiles now highlight crucial data (skills, durations, preferences, history) in a more navigable format to speed up evaluation. Job Posting Flow Upgrade : Step-by-step guidance and AI suggestions help optimize job descriptions for better applicant quality. Smarter Application Management : The interface now prioritizes the most relevant candidates automatically, reducing manual sorting. Real-Time Reporting Dashboard : Recruiters and hiring managers gain access ...

  Strong HR practices are proving to be pivotal in enhancing how local governments deliver services to citizens. When HR functions invest in employee engagement, training, clear performance frameworks, and continuous feedback loops, public sector agencies are seeing measurable improvements in service quality, responsiveness, and overall satisfaction among residents. The Challenge in Local Government Services Local governments often operate with limited resources, tight budgets, high public expectations, and bureaucratic constraints. Employees may be under pressure, morale can suffer, and turnover is a persistent challenge. These pressures directly affect service delivery delays, inconsistent processes, and lower quality become visible to citizens. In such an environment, HR’s role goes beyond hiring. It becomes central to enabling a resilient, motivated workforce that can meet public demands. HR Practices That Make a Difference Several HR practices stand out for their impact in pu...

  Traliant updates its AI in the Workplace: Acceptable Use of Generative AI Tools course and rolls out a new AI Microlearning series , in its latest push to equip employees with ethical, policy-aligned, and practical skills around generative AI. As generative AI becomes embedded in more workflows, corporations face ethical risks, regulatory demands, and cybersecurity threats and Traliant aims to help employees make smart, policy-compliant decisions when using GenAI tools. Why the Upgrade Was Needed Companies adopting AI rapidly are discovering that “just providing access” isn’t enough. Without guidance, users may misuse AI sharing confidential data, engaging with unapproved tools, or allowing bias to creep into decision-making. Traliant’s updated training course addresses precisely these issues by helping workers think through risk before action: for example, checking whether a tool is approved, whether the output could reveal private information, or whether unconscious bias could...