Jessica Barry, PHR

Legal Alert: Workday Faces Lawsuit Over AI Hiring Bias Workday, a leading provider of HR software, is currently facing a legal case that could set a precedent for AI's role in hiring practices. The lawsuit, initiated by Derek Mobley, alleges that Workday's AI-powered hiring tools discriminated against him based on his race, age, and disability. Mobley claims he was rejected for over 100 job applications due to these biases. A federal judge has allowed the case to proceed as a collective action, emphasizing that AI tools involved in hiring decisions could be held accountable under anti-discrimination laws. This development highlights the concerns of using AI in employment and the need for transparency and fairness in algorithmic decision-making. 💥 Organizations must be vigilant in auditing and selecting their hiring systems. #AIethics #HiringBias #Workday #HRTech #DiversityAndInclusion #LegalTech https://lnkd.in/epNDpc2r

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You're debating whether to use AI for recruiting while your competitors already hired your best candidate with it. 58% of TA leaders call AI a game-changer for hiring, but most teams are stuck in the "sounds awesome" phase without real implementation. Where does your team fall on the AI adoption spectrum? → AI-resistant: Skeptical of any automation → AI-curious: Experimenting with basic tools → AI-enabled: Using multiple AI solutions → AI-first: Building comprehensive strategies around AI In our latest blog, we spoke with recruiting leaders from Dinaaz Tawileh from Airbnb, Jeremy A. Lyons from RecOps Collective, and Michael Adair from Growth by Design Talent to uncover what it really takes to go from AI-resistant or curious to AI-first. Here's what they shared: 💎 A concrete 3-step roadmap for any TA team looking to begin their AI journey 💎 Reality checks on the top 4 AI concerns your team probably has right now 💎 How to measure and communicate the ROI of AI to executive leadership 💎 Why teams that wait to adopt AI will soon lose the talent race entirely "The end state where we are all looking to get to is talking to more humans, talking to more candidates" - Michael Adair, Managing partner at Growth by Design Talent Ready to move from 'AI-curious' to 'AI-first'? Read the full post: https://lnkd.in/e3afqijn

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Workday Core Compensation fails when structures look right but calculate wrong. If pay grades, rules, or packages confuse you, this cheat sheet simplifies everything. Compensation isn’t about numbers. It’s about trust, fairness, and consistency at scale. And most Workday compensation issues don’t come from payroll. They come from poor design decisions made early. This Core Compensation reference breaks down what actually matters: Base pay, allowances, and salary plans - the real building blocks Pay grades, ranges, and rules - where most implementations go wrong Packages and mass updates - power tools that need discipline Currency handling and calculations - silent risk areas Reviews, promotions, and changes - everyday business reality When Core Compensation is done right: Managers stop questioning outcomes Employees trust salary decisions HR avoids endless corrections and escalations This is not theory. It’s a practical map for beginners, admins, and consultants who want clean, scalable compensation setups. Pause scrolling for a moment. This is one visual you’ll reuse during implementations, interviews, and audits. P.S. Strong Workday careers are built by mastering what most people overlook. Save 💾 ➞ React 👍 ➞ Share ♻️

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Big news in HR tech: Workday is acquiring Paradox, the AI company redefining the frontline candidate experience. Paradox’s conversational AI is already changing how high-volume hiring works, engaging candidates instantly, providing self-scheduling, answering questions 24/7, and helping organizations increase conversion rates while reducing time-to-hire. Now, integrated with Workday, these capabilities will be available across the full workforce spectrum, from frontline employees to back-office and contingent teams. This acquisition positions Workday to deliver a truly end-to-end talent acquisition solution, enabling companies to not just attract talent, but engage, hire, and onboard faster and smarter. Analysts, including Josh Bersin, see this as a move that will expand Workday’s market share in new industries and mid-market companies while demonstrating the growing importance of AI-driven recruitment. For organizations struggling with high-volume hiring, this is a clear signal: conversational AI is no longer optional, it’s becoming central to delivering a modern, efficient candidate experience. #HRTech #TalentAcquisition #AIinHR #Workday #FutureOfWork #WorkforceStrategy #EmployeeExperience #HighVolumeHiring 3Sixty Insights

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📊 What Metrics and Insights Can Data-Driven Recruiting Tools Provide? Hiring today is no longer about gut feeling alone - it’s about clarity, speed, and smarter decisions. Data-driven recruiting tools help organisations track what truly matters, from candidate drop-offs and time-to-hire to quality of hire and source effectiveness. By turning recruitment data into actionable insights, companies can remove bottlenecks, improve candidate experience, and build stronger, future-ready teams. When hiring is powered by the right metrics, outcomes improve - for both employers and candidates. 🔗 Read more: https://lnkd.in/gcsBTYmB #DataDrivenHiring #Recruitment #HRTech #PeopleAnalytics  #TalentAcquisition #HiringInsights #HiringStrategy #AmazingWorkplaces #LetsCreateAmazingWorkplaces #9PillarFramework #9PillarFrameworkofAmazingWorkplaces #workplace #surveyandcertification #certification #employeesurvey #pulsesurvey #employerbrand #employerbranding #culture #leadership #awards #HR #HumanResource #HumanResources #employeesatisfaction #DiverityEquityInclusion #Diversity #Inclusion #BestPractices #Learninganddevelopment #employeegrowth

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