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Employers are increasingly deploying AI tools to streamline key HR functions, from resume screening to performancemanagement and other workforce functions. In 2026, these tools are no longer experimental; some companies areembedding them in core HR functions. At the…
Cisco’s 2026 Data and Privacy Benchmark Study finds that AI adoption is driving major increases in data privacyinvestment, with 90% of organizations expanding privacy programs and 93% planning further spending to supportresponsible AI. Robust privacy and governance…
Employers face evolving background screening challenges in 2026 due to AI use, rising fraud, and tighter regulation.AI can speed screening but must be paired with human judgment. Rising sophisticated fraud means stronger checksare needed. One-time pre-hire screening…
AI in candidate screening is a paradox: it enables sophisticated fraud (like deepfakes and fabricated identities) whilealso offering tools to detect such deception. Many organizations still rely on outdated, manual processes and areunprepared for rising AI-driven…
AI use in hiring, such as résumé screening and interview scheduling, is growing but poses legal risks. The Mobley v.Workday lawsuit alleges AI discrimination based on protected traits, moving forward as a collective action. Similarcases, like EEOC’s $365,000…
By 2028, one in four job candidate profiles may be fraudulent, driven by AI tools and impersonation tactics. Six percentof candidates admitted to interview fraud, and many use AI to manipulate their resumes or responses. Employers mustdeploy layered safeguards — such…