Dawn Burke

The best talent isn’t always active; they’re assessable. Referrals Talent communities Past silver-medal candidates Warm pipelines When TA teams think like marketers, talent becomes easier to find and easier to close.

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Today’s HR signal is strategic caution, not chaos. CEOs are signaling a low-hire, low-fire market in 2026 while AI continues to shape workforce narratives. Leaders must anchor their talent strategy in capability, not headcount; govern AI with clarity; elevate HR as a strategic partner; and double down on human experience as a competitive advantage. The future of work is being designed, not discovered. THE HR LANDSCAPE — TODAY’S SIGNALS C-suite sentiment signals a “low-hire, low-fire” labor market. The latest Conference Board survey finds most CEOs are not planning workforce expansion in 2026, citing economic uncertainty and AI as factors shaping cautious hiring, although layoffs remain contained due to talent scarcity and relatively strong sales. AI narratives are influencing workforce decisions, and scrutiny is rising. OpenAI’s CEO suggests some companies may be using “AI-washing” as a convenient rationale for restructuring rather than real automation displacement, underscoring the need for leaders to separate rhetoric from real strategic change. Role redesign and skill signals are emerging. HR hiring trends show AI-related competencies and strategic HR specialties gaining traction even as overall HR job openings remain more cautious, reflecting evolving expectations for HR leadership and capability. HR trend intelligence confirms a strategic pivot. Leading analyses reinforce that AI integration, skills-based design, employee experience, and workforce adaptability are the forces reshaping how HR creates and sustains value in 2026. WHAT THIS MEANS FOR LEADERS Workforce planning is back at the strategic table. A low-hire, low-fire market means leaders must optimize for quality of capability over sheer scale, with talent portfolios tied to strategic outcomes. Narrative integrity matters. As AI becomes part of workforce discourse, leaders must avoid superficial claims and ground their decisions in transparent, measurable strategy lest trust erodes across employees and stakeholders. HR leadership must evolve beyond traditional execution to strategic design. With roles and skill requirements shifting, HR must co-draft workforce architecture with business strategy, not merely respond to it. Employee experience and resilience are competitive chips. Stable labor markets and talent scarcity make engagement, development, and psychological safety differentiators in retaining and activating key contributors. LEADERSHIP TAKEAWAYS ✔ Treat talent strategy as enterprise strategy. ✔ Anchor AI adoption in measurable performance outcomes. ✔ Elevate HR roles that bring strategic insight and capability planning. ✔ Build experience ecosystems that sustain retention. ✔ Skill signals define advancement pathways. EXECUTIVE ACTION STEPS 1) Embed Workforce Strategy Into Core Planning Cycles 2) Stand Up a Strategic AI Governance Framework 3) Expand HR Leadership Influence 4) Strengthen Experience-Based Metrics 5) Invest in Skills-Forward Mobility Engines

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Only 18% of CHROs say their organization consistently uses data analytics to guide people decisions—putting talent and business outcomes at risk. Our latest eBook shows how leading HR teams use data and AI to anticipate skills gaps, reduce hiring risk, and strengthen workforce planning. 👉 Download the eBook to learn how data drives smarter workforce decisions: https://bit.ly/3ZJCxrm

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*Is your employer brand aligned with what today’s top talent actually values?* Blueprint to Belonging is a strategic guide for HR leaders, TA professionals, and executives who understand that culture, recruitment, and reputation are deeply interconnected. In this eBook, you’ll learn how to: 🔹 Define and articulate your culture with precision 🔹 Communicate your value proposition to the right talent segments 🔹 Implement measurable frameworks to assess brand effectiveness Whether you're scaling fast or rebuilding trust, this is the blueprint for long-term employer brand equity. 📥 Download now: https://hubs.ly/Q03w2DBS0 #EmployerValueProposition #DEI #HRLeadership #BlueprintToBelonging

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📊 The Cost of Talent is Shifting: Key Benchmarks from the 2025 Recruiting Report The new SHRM 2025 Recruiting Executives Benchmarking Report reveals a major divergence in hiring metrics, with costs soaring for executive roles while time-to-fill stabilizes. Here are the must-know insights for every talent acquisition professional: 1. Executive Hiring Costs Explode, Nonexecutive Costs Drop The cost-per-hire (CPH) gap is wider than ever, underscoring the resource intensity of top-tier talent acquisition: Executive CPH has reached a median of $10,625. This represents a staggering 113% increase since 2017 and a 21% rise since 2022. Nonexecutive CPH decreased to $1,200, a 27% decline since 2017. The Ratio: The cost of hiring an executive is now nearly 9 times that of a nonexecutive role. 2. Time-to-Fill Stabilizes, But Size Matters The hiring process is becoming more consistent across job levels, suggesting focused effort on speed: The median time-to-fill for both executive and nonexecutive positions is now about 44-45 days (a month and a half). This is a sharp drop for executive roles, which took 60 days in 2022. The Bottleneck: Extra-large organizations (5,000+ employees) report significantly longer time-to-fill periods (around 60-61 days for both). 3. The Internal Hiring Opportunity is Missed Recruitment remains overwhelmingly external, though larger firms are better at internal mobility: The overall median shows executive hiring is 100% external. Only 7% of nonexecutive positions are filled internally across all organizations. The Exception: Extra-large organizations are the exception, filling 50% of executive positions from within. 4. A "Quality of Hire" Blind Spot Despite 61% of recruiting executives citing a lack of qualified candidates as a top challenge, very few organizations actually measure whether their new hires deliver value: Only 20% of organizations use a quality-of-hire metric, a decline from previous years. 💡 Actionable Takeaway: Recruitment is expensive, especially at the executive level. Recruiting leaders need to justify these costs by integrating Quality of Hire metrics into their reporting and investing in internal development programs (upskilling, mentoring) to capitalize on the lower cost and higher potential retention of internal talent. How does your organization's CPH compare to these benchmarks? Share your thoughts below! 👇 #Recruiting #TalentAcquisition #HRMetrics #Benchmarking #FutureOfWork #SHRM #ExecutiveSearch

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24 HR Fields You Should Actually Know in 2025 HR isn’t just about hiring and firing anymore. It’s now a powerhouse of 24+ specialized disciplines shaping the future of work. From people analytics to global strategy, the best HR leaders pick a lane—and master it. At TaskGenius-Compliance Services, we believe in staying ahead by understanding and integrating every critical HR function. Here’s your 2025 cheat sheet for modern HR functions 👇 🔹 Core HR Functions – The foundation every company needs ·        Talent Acquisition – Source, attract, and land top talent ·        Employee Engagement – Boost morale, connection, and retention ·        Learning & Development (L&D) – Skill up your workforce, continuously ·        Compensation & Benefits – Align pay with performance and value ·        HR Analytics – Let data guide every person's decision ·        Diversity, Equity & Inclusion (DEI) – Build a culture where everyone belongs ·        Employee Wellness – Mental and physical well-being, front and center ·        Labor Relations – Navigate unions and executive teams ·        Performance Management – Create feedback loops that fuel growth ·        Organizational Development – Align strategy, structure, and people 🔹 Emerging & Evolving – Fast-growing areas redefining HR ·        Succession Planning – Cultivate future leaders, now ·        HR Tech & Automation – Streamline workflows and boost impact ·        Compliance & Legal – Stay ahead of regulations and risk ·        Workplace Safety – Build a culture of zero incidents ·        Employee Recognition – Fuel performance through appreciation ·        Global HR Strategy – Lead teams across borders and time zones 🔹 Industry-Specific HR – Where HR meets domain expertise ·        Tech HR – Hire fast, scale faster ·        Healthcare HR – Staff for care, protect patient outcomes ·        Retail HR – Train at scale, manage frontline complexity ·        Non-Profit HR – Purpose-driven people management ·        Financial Services HR – Trust, compliance, and top-tier talent ·        Sports HR – Navigate contracts, teams, and performance ·        Entertainment HR – Balance creativity with compliance ·        Government HR – Policy meets people in public service ⚡ Thinking of pivoting into HR or leveling up? These fields are your blueprint for building a resilient, forward-thinking career—with TaskGenius-Compliance Services leading the way in modern HR compliance and people-first strategy. #Human_Capabilities #Beyond_Readiness_for_the_Future #Saudi_Vision_2030 #Leadership #Empowerment #Professional_Development #Human_Resources #Organizational_Development #SaudiVision2030 #HR #TaskGenius_Compliance_Services

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How to build reliable Recruiting Benchmarks with AI A step-by-step workflow to research, verify, and validate recruiting data for Ukraine and Europe using AI tools. https://lnkd.in/dAmAd-df

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Ashby’s latest AI release makes it clear that HR analytics is moving past dashboards, and towards tools that interpret data.

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