John Sumser

If you’re a People & Talent leader, you already know how quickly the workplace is evolving. Staying ahead means keeping a close eye on the latest trends and data shaping our field. Lattice's 2026 State of People Strategy Report is packed with insights every HR leader should have on their radar for the year ahead. The report highlights: 🌟 How HR teams are approaching AI 🌟 The future of performance management 🌟 Navigating polarization in the workplace 🌟 Priorities from 1,000+ HR leaders worldwide It’s a must-read for anyone shaping people strategy in 2026. 👉 Read the full report here: https://lnkd.in/ee9QKkWj

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🚀 New enhancement alert: Pequity users can now create multi-select and single-select dropdowns in their comp cycles — and yes, it’s live! 🎉 We’re flipping the script on traditional comp software with powerful self-service features and an enhanced AI guide. Small upgrades like this save teams hours (even weeks) of setup time and friction. With this update, you can: ✅ Customize dropdown fields — single or multi-select — to match your exact workflows ✅ Add flexibility across performance ratings, bonus types, equity actions, and more ✅ Empower your team with intuitive, dynamic planning tools — no engineering tickets required Just one more step toward building compensation software that works the way you do. #compensation #hrtech #productupdate #paytransparency #startup #futureofwork

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The 2026 tech forecast is out. 🔮 For HR, this isn't just a list for IT—it is our roadmap for workforce planning. Here is how the top trends translate to people strategy: Multiagent Systems: We need to prepare for "hybrid teams" of humans + autonomous AI agents. Domain - specific Language Models: The future of HR Ops—internal AI trained on your specific culture and policies. Geopatriation: "Work from anywhere" is about to get a lot harder with fragmented data laws. Technology drives the tools. HR drives the adoption. Are you upskilling your teams for 2026 yet?

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Qualtrics new #EX #Benchmark study shows that if you want to deliver results, you need to build #trust in #leadership. That means #leaders must act with #integrity, and in alignment with organizational #values. #Employees need to understand decisions that directly affect them and their work, and be recognized for their #performance. Check out the data and analysis: https://lnkd.in/dJRXwFbF

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AI is reshaping recruiting—but the edge goes to teams that pair smart automation with human judgment. LinkedIn’s 2025 report shows how TA pros become more strategic by mastering AI (not fearing it). Quick skim, big insights: https://loom.ly/5mtraHs What’s one workflow you’ve upgraded with AI this quarter? #RecruitingTrends #AIinHiring #TalentAcquisition #GetPlaced

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RECRUITERS: WHAT HIRING BOTTLENECKS ARE YOU REMOVING BEFORE 2026? I’ve spoken with a handful of TA leaders this month, and there’s one theme that keeps coming up as we head into planning season: the need to get off to a fast start in 2026. The most obvious thing to solve for us in Talent Acquisition has been interview scheduling. If you don’t  fix this now, you’ll feel the drag all Q1. Manual coordination, endless back-and-forth, interviewer conflicts, candidate drop-off…it all compounds into a gargantuan headache But here’s the good news: teams can start 2026 ahead of schedule. And the ones who are preparing now are focusing on three things: 1️⃣ Eliminating the Scheduling Bottleneck The slowest part of hiring shouldn’t be finding a time on a calendar. Tools like GoodTime automate even the most complex workflows - global coordination, multi-day panels, last-minute changes - so interviews get booked instantly and momentum never stalls. 2️⃣ Letting AI take on Repetitive Work (while humans stay in control) Modern AI-driven hiring tools don’t replace recruiters - they remove the friction. GoodTime uses AI to handle the manual, time-consuming tasks that slow teams down: identifying the best interview options, coordinating availability, resolving conflicts, sending updates, and keeping every process moving without constant oversight. Recruiters stay focused on people, not logistics. 3️⃣ Creating an Experience Candidates don’t walk away from Fast updates, clear expectations, fewer delays. Always-on communication reduces drop-off and keeps your hiring process moving - long before the new year rush hits. If 2025 taught us anything, it’s that TA teams can’t afford to roll their bottlenecks into another year. The teams who get ahead now will be the ones who hit January with momentum - not a backlog. If you haven’t got your interview scheduling sorted, check out Goodtime. Complex interview scheduling, with AI. https://lnkd.in/ekRVGu-7 PS: how much hiring efficiency do you think you can achieve in 2026 - 10%, 20%?

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CLOs, are you ready for the AI revolution in L&D? Here's what I'm focusing on for 2026: 1. AI Governance: Establish clear ethical guidelines 2. Hybrid Design: Blend human expertise with AI capabilities 3. Hyper-Personalization: Deploy AI for tailored learning paths 4. Workflow Integration: Embed AI coaches in daily tasks 5. Responsible AI: Implement transparent, unbiased systems The future of learning is AI-augmented, not AI-replaced. How are you preparing your L&D team for this shift? #AIInLearning #FutureOfLD

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