Stephanie Swanbeck

3 hiring myths costing Sacramento companies great talent: ❌ Myth 1: Post it and they'll come. ❌ Myth 2: AI sourcing solves the supply problem. ❌ Myth 3: A good offer is enough. The truth? Passive talent requires employer branding, relationship-based recruiting, and a streamlined process. Here's what that looks like in practice. 👇 https://lnkd.in/g9gqqYUt

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TA is evolving. But are we measuring what actually matters? The talent market is full of contradictions. Hiring is happening, but it’s cautious. Candidates want more clarity. Employers are taking longer to make decisions. AI is everywhere in the conversation, but still nowhere near full adoption. Through it all, TA is changing. The best teams are thinking about skills, internal mobility, and workforce planning, not just filling roles. However, many are still reporting on time to hire and cost per hire, metrics that track activity rather than impact. So how should TA functions prove their value? What should be measured if the goal is real business influence? My guest on Episode 766 of Recruiting Future is Bharat Siyani, VP of People and Culture at Elmo Software. In our conversation, Bharat outlines what impact really looks like, which metrics actually matter, and how TA can position itself as a strategic partner in the business. We discuss: • The contradictions in today’s talent market • Finding the signal in the noise • Understanding nuance in recruiting decisions • What AI should do versus what humans must own • Moving beyond efficiency metrics • Measuring value, outcomes, and long-term fit • Tech hiring in a volatile landscape • Skills, context, and redefining roles • TA’s role in shaping the workforce • What the TA team of the future might look like 🎧 Listen by searching Recruiting Future wherever you get your podcasts #JoinTheConversation

AI can screen thousands of resumes in seconds. It can match skills to job descriptions, assess candidate profiles, and automate outreach without breaking a sweat. It saves time, cuts costs, and delivers structured output at scale. But it can also miss the point. AI does not grasp intent, nuance, or context the way a human recruiter can. It might eliminate strong candidates because of keyword gaps or filter out potential fits who took unconventional career paths. It can also reinforce existing biases if trained on biased data. At EQ140, we use AI to speed up what machines do well but we never let it replace what only people can do. We still call. We still listen. We still spot potential that isn’t always obvious on paper. Technology should support judgement, not replace it. Let AI do the sorting. Let us do the selecting. That’s how good hires happen. DM us and let’s talk. #EQ140 #AI #EQ #Recruitment #HiringRight #Tech #Hiring #JobSearch #EmotionalIntelligence

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If you're relying on so-called AI agents in Talent Acquisition to evaluate candidate compatibility through screening questions, keep this in mind; the candidates are likely using AI tools to craft their responses. It’s a digital back-and-forth where both sides are guided by technology mediums and not authenticity. Just because the interaction looks polished doesn’t mean it’s meaningful. True talent intelligence goes deeper than surface-level exchanges. Are you asking the right questions—or just matching AI against AI? #RecruitmentTechnology #TalentAcquisition #TalentEdge

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Talent acquisition budgets don’t get approved because they’re needed. They get approved because the business impact is clear. With rising costs and stretched TA teams, many leaders are being asked to justify hiring investment more rigorously than ever and traditional arguments aren’t landing. We break down how HR and TA leaders can build a compelling, data-backed business case for TA investment by tying hiring directly to what leadership cares about most: • Revenue impact and speed to delivery • The real cost of unfilled roles and skills gaps • Risk exposure from underinvestment • ROI beyond time-to-fill • Flexible, scalable budget models This isn’t about asking for more budget. It’s about positioning talent acquisition as a growth lever, not a cost center. Read the full blog via the link in the comments. #TalentAcquisition #HRLeadership #WorkforceStrategy #HiringROI #PeopleStrategy #TALeadership #FutureOfWork #LevelUPHCS

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Still juggling too many recruiting vendors and getting too few hires? If you lead Talent Acquisition at a large org, chances are you’ve got: - Multiple agency relationships - Pressure to deliver fast, high-quality hires - A dashboard full of vendor data with no clear story And yet hiring still feels slow, inconsistent, and reactive. This piece breaks down what high-performing recruiting partners actually do differently. And how to tell if yours are adding value or just resumes. If adding more vendors isn’t solving the problem, this article is worth a full read. 🔗 https://lnkd.in/e8icYpgV  #hiring #talentacquisition #hiringnow #recruitment

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Most recruiting stacks look modern on the surface, but fall apart under real-world volume. Too many tools, too many workflows, and too much manual judgment where structure is needed. AI doesn’t replace recruiters; it removes friction. The right tools make sourcing faster, interviews consistent, and decisions more objective. We’ve broken down the 9 AI tools that matter in 2025. Read it here: https://lnkd.in/daXkVuWv Swipe through for the top 5 picks. 👇

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The talent industry is evolving fast. Are you keeping up? Built In surveyed 350+ talent leaders to uncover how top teams are navigating today’s biggest hiring shifts. The top takeaway? A multi-channel approach to recruiting is a must have, especially if you’re looking to secure top AI talent. Download the 2025 Talent Trend Report to stay ahead: https://lnkd.in/gTs2ZifZ

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Is your hiring process built to scale? 🚀 As talent demands grow, many TA teams find themselves stuck in reactive mode- overwhelmed by volume, inconsistent processes, and lengthy time-to-hire. The solution isn't working harder. It's working smarter with a scalable framework. Our four-step approach helps talent acquisition teams build a hiring engine that grows with your organization: - Standardize and Streamline: Remove bottlenecks with clear processes and defined roles - Focus on Skills: Evaluate what candidates can do, not just where they've been. - Prioritize Experience: Turn candidates into brand advocates with transparency and respect - Structure Onboarding: Transform hires into high performers from day one The companies winning the talent war aren't the ones with the biggest budgets, they're the ones with the best systems. #TalentAcquisition #Recruitment #HiringStrategy #HR

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The recruiting landscape has changed dramatically. More than half of companies now use AI for hiring tasks, and 89% of HR professionals report it's saving them time and boosting efficiency. 👀🔥 But here's what's really exciting: AI isn't replacing the human touch in recruiting, it's amplifying it. While AI handles resume screening, candidate sourcing, and scheduling, recruiters get their time back to do what they do best: connect with people, assess cultural fit, and build meaningful relationships. The strongest hiring teams are those that blend technology with human insight. Learn more: https://okt.to/PoL4Zx

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