As AI transforms work at an unprecedented pace, forward-thinking CHROs are seizing the opportunity to fundamentally redesign how their organizations hire, develop, and deploy talent. In our recent webinar, The CHRO as Workforce Architect: Leading AI Transformation in Talent Acquisition with The Josh Bersin Company, Radancy’s Jahkedda Akbar, SVP of Strategy, Insights & Innovation, and Nathan Perrott, SVP of Global Customer Strategy & Advisory, were joined by Josh Bersin, CEO and Founder of The Josh Bersin Company, to discuss how this shift is redefining talent acquisition and workforce strategy in an AI-driven environment.
Employer brand has traditionally been shaped by how organizations present themselves to talent. Career sites, recruitment campaigns and messaging around culture and values have long played a central role in attracting candidates and setting expectations.
AI is reshaping how employers engage, evaluate and advance talent. In Radancy’s recent webinar, 2026 AI Trends in Candidate Screening & Scheduling, Benjy Gillman, SVP Hiring Solutions , and Nathan Perrott, SVP of Global Customer Strategy and Advisory, explored how AI adoption is accelerating across hiring teams and why screening and scheduling have become two of the most influential parts of the recruitment workflow. Their conversation highlighted the changes affecting candidates and employers and provided practical insights into how teams can navigate a rapidly changing environment, with a growing focus on the signals and workflows that influence hiring decisions.
Talent acquisition is undergoing a seismic shift, and AI is at the center of it. These tools are actively transforming how organizations attract, engage and hire talent. In the latest report from The Josh Bersin Company, The Talent Acquisition Revolution: How AI Is Transforming Recruiting , the message is clear: Talent acquisition is evolving from a manual, reactive function into a strategic, AI-powered ecosystem.
Enterprise talent leaders are grappling with intense pressure. 64% of HR professionals say finding qualified talent has become harder, reflecting ongoing labor shortages and rising skill mismatches. Meanwhile, 81% of HR leaders report feeling burned out, underscoring the demand for smarter, more efficient hiring processes. CEOs expect speed and agility – and CFOs expect measurable return. Fragmented systems and reactive approaches simply can’t keep pace.
AI recruiting tools have become a staple in hiring. They promise speed, efficiency and data-driven decision making, automating everything from programmatic media to interview scheduling. But as powerful as these tools are, AI isn’t a replacement for human recruiters – it’s an essential partner. The best recruiting outcomes happen when technology and human insight work together.
The conversation around AI in talent acquisition took center stage at HR Tech 2025. Across live sessions, customer stories and showcases, three themes consistently emerged: the excitement around AI agents, the importance of solving real business problems and the growing urgency of security. Together, they highlight both the promise of AI adoption and the practical challenges leaders must overcome.
Workday Rising 2025 in San Francisco brought together thousands of HR and technology leaders to explore what’s next in AI, skills and talent technology. For talent acquisition (TA) leaders and HR tech buyers, the message was clear: The future of hiring will be AI-powered, skills-focused and built on unified platforms.
Artificial intelligence has moved from the margins into the mainstream of work. In fact, 78% of organizations already use AI in at least one business function, with adoption growing rapidly across industries. For talent acquisition leaders, the shift is especially relevant. Social media has become one of the most powerful recruiting channels, but competition for attention is fierce. The question is no longer whether to use social platforms for hiring – it’s how to leverage AI to make those efforts smarter, faster and more effective.
Organizations across every sector are racing to secure IT professionals with expertise in AI, cybersecurity, data science and cloud engineering. Yet while demand continues to accelerate, supply struggles to keep up. Succeeding in this environment requires more than filling open roles. It means building resilient, future-ready teams through smarter attraction and retention strategies.
